Your Inclusive Careers Toolkit

Why inclusion matters to employers
Group of professionals collaborating in a bright, modern office space designed for co-working and teamwork. Credit: miniseries, Getty 2190572397

Your Inclusive Careers Toolkit

Why inclusion matters to employers
Your background and identity are part of who you are, but they don’t define what you can do. As a student or recent graduate looking at your next steps, you might be wondering which employers are genuinely inclusive and welcoming, what your rights are and where to find support. This guide is here to help.

Why inclusion matters to employers

More and more employers are realising that inclusion isn’t just the right thing to do – it also leads to better outcomes. When teams reflect different backgrounds and perspectives, they come up with more creative ideas and serve their communities better.
Many organisations now offer mentoring, work experience and insight events for underrepresented groups. These opportunities can help you gain experience, feel supported in your career and unlock your full potential.
 

Know your rights

In the UK, the Equality Act 2010 protects people from discrimination at work based on “protected characteristics”. These include:
  • age
  • disability
  • gender reassignment
  • race
  • religion or belief
  • sex
  • sexual orientation.
There are also protections under the Rehabilitation of Offenders Act 1974 if you have a criminal record.
How this guide can help
Whether you are:
  • navigating the workplace with a disability,
  • exploring your career as a first-generation student, or
  • wondering whether to disclose part of your identity to an employer,
this guide offers advice, resources and opportunities to support you.

General equality and diversity resources

A note on global context

This guidance is based on UK law, including the Equality Act 2010. Laws and rights vary around the world. If you’re an international student, your country’s protections may differ – or where it may be less common to discuss identity or discrimination. Similarly, if you're a UK student planning to work abroad, the level of legal protection may change depending on where you go.
If you're unsure how this guidance relates to your situation or plans, please come and see us in the Careers Hub, we are here to help. You can book a confidential chat by calling in to the Careers Hub in the Library, emailing us on careers@plymouth.ac.uk, or calling on +44 1752 587456.
You can check appointment availability and book Soar! workshops on MyCareer. Just let us know if you need any extra time with an adviser.
 

Disability and mental health
If you have a disability, you’re protected from discrimination during job applications and once you're employed, thanks to the Equality Act 2010.
The UK government defines a disability as a long-term (12 months or more) physical or mental health condition that significantly affects your daily life.

Your rights

Once an employer knows you have a disability, they must make reasonable adjustments to support you. These could include:
  • adjusting the interview process (e.g. extra time, alternative formats)
  • making the workplace more physically accessible
  • offering flexible working arrangements.

Should I tell an employer?

This is a personal and very individual choice and of course will depend on the job for which you are applying. You can disclose your disability:
  • on your application
  • during the interview
  • after you’ve been hired.
People are often concerned about encountering discrimination if they disclose a disability however, the Equality Act protects you from unfair treatment and also ensures that helpful adjustments can be made either during the recruitment process or once you are working. This is something we can discuss with you in the Careers Service.

Support and resources

Inclusive employers and internships
  • Auticon – tech consultancy for autistic adults
  • Change 100 – paid internships, professional development and mentoring for disabled students.
  • City Disabilities – mentoring opportunities in London, focusing on jobs in the city.
  • Disability Confident Employers – encourage applications from people with disabilities and interview all disabled applicants who meet the essential criteria of a job vacancy.  
  • Evenbreak – inclusive jobs board.

Get support from us

Join one of our Soar! workshops:
  • Disclosing your Disability
  • Interview Preparation for Disabled Students
Book a confidential chat by calling in to the Careers Hub in the Library, emailing us on careers@plymouth.ac.uk, or calling on +44 1752 587456. You can check appointment availability and book Soar! workshops on MyCareer. Just let us know if you need any extra time.
 

LGBTQ+ students
Thanks to years of campaigning by lesbian, gay, bisexual and transgender (LGBT+) organisations and Trade Unions, LGBT+ workers now enjoy the same rights at work as everyone else. You're legally protected from discrimination based on your sexual orientation or gender identity under the Equality Act 2010.
As well as the recent improvements in legal rights, social attitudes have also changed but if you identify as LGBT+, you will know that challenges do still exist and may be wondering how your identity might influence your experiences at work, your job search, your choice of employer or how you present yourself professionally.

Coming out at work

Coming out at work is a personal choice (there are further resources below). You don’t have to disclose your sexual orientation or gender identity at any stage of the job process. Sometimes you may be asked to complete an equal opportunities monitoring form – this is confidential and won’t be seen by recruiters. It’s just used to help organisations track how inclusive their recruitment is.

Finding LGBTQ+ friendly employers

It’s worth finding out whether potential employers are likely to be LGBTQ+ friendly at the outset and if they are going to provide a welcoming environment and culture. You could check:
  • whether they have an LGBTQ+ staff network
  • if they have won any awards from organisations like Stonewall
  • whether they mention inclusion or LGBTQ+ on their website or social media
  • what the reviews on sites like Glassdoor say about their culture.
Speaking with people in LGBTQ+ networks can also give you a real sense of whether a workplace is supportive.

Helpful resources

Internships and events

  • DiversCity in Law: for LGBTQ+ students interested in law in the city.
  • Gay Times Group: Offers the GAY TIMES: FUTURE NOW internship programme promoting Trans & Non-Binary Youth and Queer Youth of Colour in media.

Coming out at work

You have every right to feel repected and supported in your career. If you’d like help exploring inclusive employers or just want to talk it through, pop into the Careers Hub or contact us by email at careers@plymouth.ac.uk or call on +44 1752 587456.
 

Race and ethnicity
Building a diverse workforce with a priority for many employers. Inclusive and diverse teams bring fresh ideas, broader perspectives and an innovative approach – so many organisations are working hard to attract and support students from Black, Asian and other minority ethnic backgrounds.
As a result several major employers actively promote opportunities such as dedicated internships and insight days for Black heritage, Asian and other minority ethnic students with a view to recruiting and retaining them within their workforce.

Spotting inclusive employers

When you're researching organisations, look for:
  • a clear equality and diversity policy on their website
  • posts or initiatives that highlight their work on inclusion of Black heritage, Asian and other minority ethnic groups
  • participation in schemes or awards for diversity.

What employees say about them on LinkedIn or Glassdoor

Employers’ websites and social media can be a good way of finding out how committed organisations are to racial and ethnic diversity; many will have an equality statement on their site or a section on equality and diversity. You could also check company profiles on LinkedIn or Glassdoor to gain a sense of the diversity and culture within the workforce.

Your rights

Under the Equality Act 2010, you are protected from:
  • direct and indirect discrimination
  • harassment at work
  • unfair treatment based on your race or ethnicity.
For more information, check:
Finding opportunities
 Many employers run internships, events and training designed to attract and support ethnically diverse students. Here are some possibilities:
Advice and support

Religion and belief
Everyone has the right to live and work according to their beliefs – or to not follow any religion at all. Under the Equality Act, religion or belief (including non-belief) is a protected characteristic. That means employers can't treat you unfairly because of your faith or lack of one.

What are your rights?

Employers should:
  • not discriminate against you because of your beliefs
  • make reasonable adjustments when possible – like providing a prayer space or flexible breaks during religious festivals.
Many application forms include equal opportunity monitoring questions about religion. These are anonymous and don’t affect hiring decisions – they’re just used to help improve fairness in recruitment.

Choosing inclusive employers

Some employers are more proactive than others in supporting people of faith. You can look out for:
  • faith networks or employee resource groups
  • prayer rooms, quiet spaces or flexible scheduling
  • statements or policies around inclusivity and faith.
Talking to people already working in the organisation or in student faith networks can help you get a feel for their culture and values.

Useful resources

You have the right to work in a way that respects your beliefs. If you want support talking through any of this, the Careers Hub team is here to help.
 

Sex and gender
Sex (your biological characteristics) and gender identity (how you identify) are different but equally important aspects of who we are. They are protected under the Equality Act, which means that employers can’t discriminate against you at any stage – during job applications, interviews or when you’re employed.

Your rights

You have the legal right to:
  • equal pay for equal work
  • fair promotion and training opportunities
  • be treated with dignity and respect regardless of your gender or gender identity.
These rights apply whether you’re cisgender, transgender, non-binary or exploring your identity.
Support for women and gender-diverse students:

Age
Whether you’re just starting out or changing careers later in life, you have the same rights as any other applicant. It’s illegal for employers to discriminate based on age, this includes during:
  • job applications
  • interviews
  • promotions
  • training opportunities.
Employers also can’t set age limits for graduate schemes or assume your age affects your ability.
Show your value
You don’t need to include your date of birth on your CV – in fact, most people don’t. Focus on what matters most to employers: the skills, experience and motivation you bring.
Tips for your application
  • On your CV, highlight the experience and achievements most relevant to the role – whether they are from education, your previous career, volunteering or another facet of your life.
  • Don’t list everything you have done; use the person specification to identify what is required and then focus on the experiences that highlight your suitability. This Totaljobs article suggests reducing the level of detail for dated or less-relevant roles.
  • Cover letters can be used to explain any gaps in your history positively. For example, you may have had a period out of work or education. Briefly explain why and emphasise how ready and excited you are to take the next step.
  • Experiment with CV formats: A skills-based CV (instead of a chronological) can help focus on what you can do, not when you did it. Take a look at this TargetJobs article.
Resources and support
Come and see us in the Careers Hub, we can talk to you about writing effective applications, CVs and cover letters and you may also be interested in these resources:

Criminal convictions
Having a criminal record doesn’t mean you can’t build a successful career. In many cases, you’re protected by law, and employers are becoming more aware of the importance of fair chances for everyone.
The Rehabilitation of Offenders Act 1974 helps people with past convictions move forward by allowing certain convictions to become "spent" after a period of time. This means:
  • you generally don’t have to declare them when applying for most jobs
  • employers shouldn’t discriminate against you unfairly because of a past offence.
Every situation is different and the law complex, however this article: Diversity Matters: people with a criminal record from targetjobs introduces you to your rights and, given the complexity of this area, you may also wish to consult specialists like:
  • Nacro who provide a range of practical support for ex-offenders and
  • Unlock: information and advocacy for those with criminal records.
These organisations can help you understand your rights, prepare applications and speak to employers confidently.

Applying for jobs

  • be honest, but strategic – focus on what you've learned and your readiness to succeed
  • research how different sectors treat past convictions
  • consider employers who support fair hiring practices.
Look for companies that support the Ban the Box campaign. This encourages employers to remove questions about criminal convictions from the first stages of job applications.

We're here to help

Worried about how a past conviction might affect your career? You can speak to a Careers Consultant in confidence. We’ll help you plan your next steps, review your options and support you in finding inclusive opportunities.
 

Social mobility

What is social mobility?

Social mobility is about making sure that your background doesn’t limit your future. It’s the link between where you start in life – like your family’s income, job or where you went to school – and where you end up as an adult, in terms of your career, income and opportunities. We strongly believe in removing unfair barriers, so that everyone has a fair chance to succeed, no matter their postcode, school or family circumstances.

We're here to support you

Whether you need help with CVs, applications or want to explore your options in confidence, come and talk to us. No question is too small. You may also want to check out our Soar! Workshop programme :
 “Making a winning Student Ambassador application”
 “Uncovering your Hidden Strengths”, and
 “Overcoming Imposter Syndrome.”
It is not just the University that believes in opportunity for all, many graduate employers do too and they are prioritising creating a more diverse workforce that reflects the society and communities they serve.

Resources and opportunities