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Evidencing diversity awareness

Diversity awareness is a very important factor for all organisations and you may be asked to provide evidence of your understanding during interview. This guide provides suggestions on how you can evidence your diversity understanding and awareness.

The people interviewed in the Standing out videos emphasised the importance of being able to work and form business relationships with people from all backgrounds. This is not just in relation to ethnicity, but with regards to gender, socio-economic grouping, age, disability, sexual orientation and beliefs.

Organisations are increasingly becoming more focused on diversity, not just to comply with UK legislation on discriminative workplace practices, but in order to reflect their customer-base. They also see the value of employing people who have differing perspectives.

As employers, they wish to be regarded as being inclusive and an enterprise in which all staff contribute to its success. As an employee, the ability to understand that people have different needs and values is important. Equality of opportunity is not just about treating people the same, but treating people in ways that are fair, avoiding stereotyping, discrimination and prejudice.

How to evidence diversity awareness

In an interview it is important to show your understanding of the issues related to diversity.

Can you:

  • demonstrate that you have had experience of working, with people representative of the make-up of modern British society?
  • describe the benefits of having studied with a diverse community of students and how what you have learnt could contribute positively to a business environment?
  • give details of having worked for an organisation that has been recognised for their best practices in diversity through an award?
  • give details of work with the National Union of Students on diversity issues, developing activities for students from a range of backgrounds, student advocacy?
  • show you have taken part in a panel to decide winners of diversity awards?
  • discuss having attended Equality and Diversity seminars and workshops?
  • describe your participation in the application of diversity polices in a real workplace?
  • relate how you have, as part of your course, designed campaigns, training programmes or polices to support diversity, taking into account your audience?
  • discuss how you have worked with groups to overcome barriers to inclusion?
  • describe how you been part of a mentoring programme that crosses cultures? What have you learnt and how has the experience enriched you?
  • show your awareness, from a social or work context, that you appreciate the needs of others?
  • articulate the benefits of working in a diverse, inclusive community?

Valuing everyone as an individual - valuing people as employees, customers and clients.

The Chartered Institute of Personnel and Development (CIPD) definition of managing diversity