Objectives: To equip learners with the skills to successfully navigate digital and traditional recruitment processes for engineering roles. This includes demonstrating EDI, technical, and employability skills using the STAR framework; tailoring CVs for AI and Applicant Tracking Systems (ATS); and preparing for aptitude and abstract reasoning tests through targeted practice to enhance problem-solving and analytical abilities.

Introduction: Large national and international employers use digital application processes to recruit graduates. These digital applications aim to capture personal details, education, and work experience. Reflect on your experiences to demonstrate your EDI, employability, and technical skills applied using the STAR (Situation, Technique, Action, and Result) framework. Smaller and medium enterprises typically seek cover letters and CVs. 

Topic: Navigating digital recruitment in engineering: CVs, AI, and aptitude tests.

Keywords: Equity Diversity and Inclusion; Employability and skills; Problem solving; Assessment criteria or methods and tools; CVs and cover letters; Digitalisation; Artificial intelligence; Information and Digital literacy; Communication; Technical integration; Writing skills; Inclusive or Responsible design; Neurodiversity; Curriculum or Course; Computer science; Computing; Engineering professionals; Professional development; Recruitment; Digital engineering tools; Business or trade or industry; Workplace culture

 

Master the art of applying for engineering computing jobs

In the video below, Professor Anne Nortcliffe explains how to develop expertise in securing engineering computing positions by demonstrating technical proficiency and employability skills through well-supported, evidence-based responses.

Video summary:

Master the art of applying for engineering computing jobs by showcasing both technical and employability skills through evidence-based responses. 

Key insights:

⚙️AI in hiring: Understanding that many companies use AI for initial screenings emphasizes the need for clear, evidence-based answers in applications. 

✏️Individual contributions: Highlighting personal achievements rather than team efforts showcases leadership and initiative, key traits employers seek. 

💡Interpersonal skills: Employers value teamwork and leadership; demonstrating how you’ve influenced others highlights your potential as a valuable team member. 

💬Diversity matters: Bringing unique social perspectives into projects can lead to more inclusive solutions, making your application stand out. 

⭐STAR methodology: Using the STAR method helps structure your experiences into compelling narratives, making it easier for employers to assess your qualifications. 

🗒️Tailored applications: Customising your CV and cover letter for each job application reflects your genuine interest and ensures relevance to the employer’s needs. 

📚Professional etiquette: Ending your application with gratitude and a clear call to action maintains professionalism and shows your enthusiasm for the role. 

 

AI and Applications

To navigate digital recruitment, it’s crucial to understand AI’s role in candidate screening. Tailor your CV to pass AI and Applicant Tracking Systems (ATS) using resources that provide insights into keywords, formatting, and strategies. This enhances your visibility and competitiveness in the digital recruitment process. 

Further links to look at:

Please note that after clicking these links, you will need to create a free account on the external website to access the materials.

 

CV and Covering Letter

CV templates to support students and graduates to stand out and highlight their engineering and technology capabilities, especially when applying to Small and Medium Enterprises (SMEs) that do not use AI recruitment tools.

  1. CV template – Word 
  2. CV template – Publisher 
  3. CV template – Publisher with Advice 

For applications to large corporations that use AI recruitment tools, it is recommended:

 

Aptitude and Abstract Reasoning Test 

If your digital application is successful you will be typically invited to complete an aptitude and abstract reasoning tests to evaluate candidates. To excel, practice brain training exercises and brain teasers to enhance problem-solving, critical thinking, and analytical skills. Regular practice with similar questions boosts confidence and performance, improving your chances of passing these tests and standing out in the recruitment process. 

Further links to look at:

 

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.

Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.

The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.


Objectives: This activity aims to equip students with strategies to thrive in video interviews.

Introduction: Our mission is to empower students with tips to excel in video interviews. This interactive challenge provides tailored advice to leverage your strengths and navigate digital recruitment challenges. Get expert guidance for in-person, video, and telephone interviews with recruiters. Learn about optimal lighting, assessment centres, and holistic interview practices. 

Topic: Mastering video and virtual interview skills with inclusive preparation strategies.

Keywords: Neurodiversity; Equity Diversity and Inclusion; Interviews; Recruitment; CVs and cover letters; Digitalisation; Communication; Employability and skills; Accessibility; Professional development; Professional conduct; Digital engineering tools; Artificial intelligence; Virtual Learning Environment; Personal or professional reputation; Student support; Technology; Assessment criteria or methods and tools; Bias.

 

How to optimise your interview setup and presence

Watch our featured video from Wenite (below) for expert tips on optimising your interview setup and presence.  

Video summary:

Being well-prepared for job interviews is essential for making strong impressions, boosting confidence, and gaining a competitive edge.  

 

Highlights: 

🎯 Importance of preparation: Crucial for first impressions and confidence.  

👔 In-person tips: Dress appropriately, mind body language, and plan travel.  

💻 Virtual interview prep: Ensure tech works, choose a quiet space, and test the platform.  

📞 Phone interview strategies: Use notes wisely, maintain vocal clarity, and avoid distractions.  

🌟 STAR technique: A framework for answering behavioural questions effectively.  

🏢 Research the company: Align your values and goals with the organisation to show genuine interest.  

❓ Prepare questions: Have smart, relevant questions ready for the interviewer.  

 

Key insights :

🔍 First impressions matter: A strong initial impression can set the tone for the entire interview, making preparation vital.  

💪 Confidence through practice: Thorough preparation helps articulate thoughts clearly, enhancing confidence during interviews.  

🏆 Competitive edge: Detailed preparation allows candidates to showcase unique skills and experiences, differentiating them from others.  

🎥 Adapt to formats: Each interview type requires a tailored approach, from dressing well for in-person to testing tech for virtual formats.  

📖 Utilise the STAR technique: This adaptable framework helps structure responses to behavioural questions, ensuring clarity and relevance.  

🌐 Company research is critical: Understanding the company’s values and strategies can help align your responses and demonstrate genuine interest.  

❓ Engaging questions matter: Thoughtful questions reflect your interest in the role and provide insights into the company culture and expectations.  

 

Lights, camera, action!

A profile picture or video interview is often your first impression on a potential employer. Ensure you convey professionalism, approachability, and confidence, especially with proper lighting for accurate representation. AI tools can optimise your appearance by adjusting lighting and camera settings for accurate colour representation, helping you present your best self.  

Further links to look at:

 

Neurodiversity   

When preparing for a job interview, ensure the process is accessible to all candidates by requesting reasonable adjustments, like receiving interview questions beforehand. Approach employers with confidence and professionalism, clearly explaining how these adjustments will help you perform at your best. Proactively advocating for such adjustments fosters a more inclusive environment for all applicants.  

Further links to look at:

 

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.

Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.

The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.


Objectives: This activity is our guide to navigating assessment centres, offering tips and strategies tailored to empower underrepresented groups and help you be prepared, authentic self, stand out and succeed. 

Introduction: Assessment centres have been a key part of graduate recruitment since the 1950s, originally developed to evaluate leadership potential in military officers. Today, they are widely used by employers to assess candidates through group tasks, interviews, and individual exercises. This activity serves as a practical guide to help you navigate assessment centres with confidence. With a focus on empowering underrepresented groups, it provides tips and strategies to help you prepare effectively, present your authentic self, and stand out in a competitive selection process.

Topic: Standing out with confidence at assessment centres: a guide to preparation, authenticity, and success.

Keywords: Problem solving; Employability and skills; Communication; Leadership or management; Collaboration; Digitalisation; Professional development; Writing Skills; Equity, Diversity and Inclusion; Neurodiversity; Inclusive or Responsible design; Recruitment; Business or trade or industry; Workplace culture; Information and Digital literacy; Artificial Intelligence.

 

An immersive experience

Getting startedWhat to expect An employer’s guide What are assessment centre activities?

Click on each accordion tab to explore videos that guide you through navigating assessment centres, offering tips and strategies designed to empower underrepresented groups and help you prepare, be your authentic self, stand out, and succeed.

Video summary: 

This video was produced by The Careers Chat, a platform associated with Warwick University, provides an overview of assessment centres used by graduate recruiters. It discusses various tasks designed to evaluate candidates’ skills in action, offering insights into the selection process and tips for preparation.  

Key insights: 

🌟 Always be mindful that you’re being assessed – from the moment you arrive until you leave. Maintain a professional and approachable demeanor to leave a lasting positive impression. 

🤝 View fellow candidates as collaborators, not competitors. Respect their perspectives and engage in teamwork; remember, it’s possible that everyone could be offered a role. 

💼 Keep in mind that the tasks are tailored to the role you’re applying for. Be authentic, and the skills you’ve already highlighted in your application will naturally stand out. 

Video summary:

Assessment centres are crucial for graduate recruitment, involving various tasks to evaluate candidates’ skills through collaborative activities.

Key insights:

🎓 Real-time evaluation: Assessment centres provide an opportunity for recruiters to observe candidates in action; skills, interpersonal dynamics and teamwork.

📅 Duration and format flexibility: Be prepared and mentally ready for either a half-day or full-day assessment face to face or online.

📝 Diverse assessment tasks: Wide range of tasks, from essays to presentations, means candidates should practice and be adaptable to showcase different skills.

🤝 Collaboration over competition: Viewing fellow candidates as collaborators rather than competitors can foster a supportive atmosphere, better outcomes for everyone.

🌈 Authenticity matters: Presenting genuine skills and authentic experiences rather than trying to fit a mould can make candidates stand out and connect with recruiters.

🚪 Professionalism is key: From the moment you arrive until you leave, maintaining a professional demeanour leaves a lasting impression, and suitability for the role.

💡 Preparation is essential: Familiarising oneself with the specific tasks related to the job application can boost confidence and performance, and draw upon relevant skills.

Video summary:
An assessment centre evaluates candidates through various exercises to assess teamwork, problem-solving, and fit within the company culture.

Key insights:

🔍 Assessment centres are designed to simulate real work environments, helping employers see how candidates fit into team dynamics and your ability to collaborate.

🧠 Psychometric tests may be retaken during the assessment, so candidates should be prepared to demonstrate their logical reasoning and numerical skills in person.

🗣️ Group exercises focus on problem-solving as a team, the process is more important than the outcome, opportunity to show your communication and leadership skills.

🎤 Presentations, whether in groups or individually, evaluate public speaking and the ability to synthesize complex information into clear solutions.

🎭 Role-play exercises test candidates’ client-handling skills and ability to provide solutions under pressure, highlighting their problem-solving approach.

🤝 Lunch and breaks are part of assessment, are an opportunity to network, and demonstrate your informal communication skills that could influence your success

📊 You need to demonstrate understanding and applying the company’s core values and meeting their desired competencies effectively throughout the process.

 

Resources

 

Underrepresented groups preparing for virtual assessment centres 

 

How to PASS an assessment centre UK

The video offers tailored guidance specifically for international students.

 

Acing virtual assessment centres: future you webinar: 

As part of their Future You webinar series, Prospects hosted a session titled Acing Virtual Assessment Centres on Tuesday, 20th April 2021. The webinar offers valuable insights, practical tips, and expert guidance to help students confidently navigate virtual assessment centres. Watch the video below to gain useful strategies and boost your preparation. Aldi, Arcadis and Police Now Recruiters advice for preparing for Virtual Assessment centres.

 

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.

Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.

The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.


Objectives: EDI Quest is an interactive game designed to deepen your understanding of Equality, Diversity, and Inclusion (EDI) in the workplace. This immersive experience consolidates EDI concepts into a single adventure, challenging you to reflect and apply your knowledge to solve real-world scenarios. 

Introduction: This interactive learning experience brings Equality, Diversity, and Inclusion (EDI) principles to life through gameplay. As you navigate real-world workplace scenarios, you’ll be challenged to apply your knowledge, make thoughtful decisions, and reflect on the impact of inclusive practices. This activity is designed to make learning about EDI engaging, practical, and memorable.

Topic: An interactive game-based resource that helps students explore and apply Equality, Diversity, and Inclusion (EDI) principles through real-world workplace scenarios.

Keywords: Equity, Diversity and Inclusion; Inclusive or Responsible design; Communication; Employability and skills; Professional development; Problem solving; Digitalisation; Information and Digital literacy.

How it works: In EDI Quest, you’ll face challenges and scenarios mirroring real-life workplace situations. Each level tests your EDI knowledge, offering instant feedback and learning opportunities. For an optimal experience, we encourage you to engage with this academic game alongside others. It is designed to be played collaboratively, so we recommend involving a friend, colleague, professor, or even a parent. Playing in pairs or groups will enhance your learning experience and provide valuable perspectives and insights that you might not gain when playing in isolation

System requirements: EDI Quest is accessible on most web browsers and devices. For the best experience, use the latest version of Chrome, Firefox, or Safari on mobile, desktop, or laptop. 

How to access the game: Displayed below is the “Level Up EDGE” page. To access the game, please navigate to the “Interactive” tab within the page interface. To enhance your gameplay experience, adjust your browser’s zoom level as needed.

 

EDI quest

 

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.

Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.

The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.


Objectives: “Reflect and grow” is your personal journey to deepen your commitment to Equality, Diversity, and Inclusion (EDI). Through a guided self-assessment journal, you’ll reflect on your experiences, perceptions, and areas for growth in EDI. 

 

Introduction: Reflect and Grow is a personal journey designed to deepen your commitment to Equality, Diversity, and Inclusion (EDI). Through a guided self-assessment journal, you’ll have the opportunity to reflect on your knowledge, attitudes, and experiences related to EDI, and receive personalised feedback to help you grow. This activity also encourages you to embrace your authentic self, explore your cultural heritage, and practice self-affirmation. With curated resources and thoughtful reflection, you’ll strengthen your understanding of EDI principles while celebrating your unique qualities and achievements.

Topic: A guided self-assessment journal that supports personal reflection, growth, and deeper understanding of Equality, Diversity, and Inclusion (EDI) through personalised feedback and self-affirmation.

Keywords: Equity, Diversity and Inclusion; Cultural competency; Professional development; Inclusive or Responsible design; Active learning.

 

Embrace your authentic self 

 

Practice self-affirmation 

 

Click here to download your self-reflection journal and start exploring your insights.

 

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.

Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.

The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.


Objectives: Engage in a mentorship relationship within EDI-focused networks, either as a mentor or mentee. This exchange fosters personal, professional growth and strengthens EDI communities through shared knowledge and experiences. 

Introduction: Engaging in mentorship within EDI-focused networks, as either a mentor or mentee, fosters personal and professional growth while strengthening inclusive communities. Through peer support and mentoring groups, you can connect with others facing similar challenges, diversify your networks, and challenge social norms to promote social justice and inclusivity.

Topic: Building inclusive communities through EDI mentorship: fostering growth, networks, and social justice.

Keywords: Mentoring; Equity, Diversity and Inclusion; Justice; Social responsibility; Collaboration; Ethics; Professional development; Leadership or management.

 

Resources and support

A guide for employers, employees, and future employees on the reasons to implement reciprocal mentoring. Click here to access the PDF guide.

 

Reciprocal mentoring

In the video below, Professor Anne Nortcliffe highlights the concept and benefits of reciprocal mentoring, emphasizing mutual learning, inclusion, and shared growth between junior and senior colleagues.

Video summary:

🎯 Purpose: Reciprocal mentoring differs from traditional mentoring, where typically a senior guides a junior — here, both parties learn from one another.

🔄 Mutual learning: Both mentor and mentee bring valuable perspectives, creating opportunities for shared growth and understanding.

🧑‍🎓🧑‍💼 Generational exchange: Junior staff share insights from their generational and workplace experiences, enriching the senior staff’s awareness and approach.

🗺️ Career navigation: Seniors still provide guidance in navigating career paths and adapting to changing professional landscapes.

❓ Interview tip: During job interviews, ask if the employer has a reciprocal mentoring program — if not, use the provided toolkit to highlight its benefits.

📣 Authentic voices: Socially underrepresented individuals can bring their lived experiences into the conversation, promoting inclusion.

🌍 Inclusive environment: Reciprocal mentoring fosters diversity, equity, and inclusion within the workplace.

🧑‍🤝‍🧑 Collaborative impact: Mentors become advocates in senior spaces, amplifying the visibility and contributions of their mentees.

🚀 Opportunities: Mentors may champion their mentees for key projects and leadership development opportunities.

💡 Take initiative: If your workplace doesn’t offer reciprocal mentoring, suggest it to HR and help lead the implementation.

 

Peer support

Organise or join peer support/mentoring groups with fellow graduates or students who may experience similar challenges as you. You can use these groups to hear other people’s experiences relating to employment and how to thrive in the workplace.

Join organisations such as: 

 

Build and diversify your networks 

Build networks and participates in social economic and ecology justice events 

 

Embrace social justice

 

Challenge social norms 

 

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.

Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.

The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.


Objectives: Engage in EDI events, workshops, and networks to deepen your understanding of diversity, inclusion, and social responsibility. Gain real-world insights from industry videos and leverage volunteering, placements, and networking to enhance employability and refine career goals. Use diverse work experiences for self-discovery, embrace unexpected roles for growth, and reflect on past experiences to clarify future career decisions. These steps will guide your personal and professional development.

Introduction: Embracing lifelong learning, the journey of understanding and implementing Equality, Diversity, and Inclusion (EDI) is continuous. By consistently learning, reflecting, and applying these principles in all areas of life, you foster growth that benefits both yourself and those around you.

Topic: Enhancing career growth and social responsibility through active engagement in EDI events, networks, and diverse work experiences.

Keywords: Equity, Diversity and Inclusion; Social responsibility; Professional development; Employability and Skills; Collaboration; Leadership or management; Gender; Networking; Neurodiversity; LGBTQ+.

 

Social responsibility

Video summary:

Ammaarah Ravat, a compliance engineer at Cummins, emphasizes community involvement and the value of diverse experiences in shaping career paths.

Key insights:

🌟 Importance of social responsibility: Engaging in community service reflects a commitment beyond job duties, showcasing character and values.

🔍 Role of volunteering: Actively participating in local initiatives can enhance employability and illustrate one’s dedication to societal betterment.

🚀 Value of industrial placements: Gaining diverse experiences during placements enables students to refine their career goals and professional interests.

💼 Self-discovery: Working in varied roles helps individuals identify their strengths and preferences, guiding future career decisions.

🌐 Networking opportunities: Building a professional network during internships is crucial for career advancement and finding new opportunities.

🎯 Open-minded approach: Embracing unexpected job roles can lead to personal growth and a better understanding of the industry.

🤔 Reflection on experiences: Analysing past roles helps clarify what one wants and doesn’t want in their career path, aiding future choices.

 

Resources and support 

To support your journey, we’ve curated resources from Wenite, Equal Engineers. We’ve also developed a University Career Services Library – a curated collection of links to career centers at various universities, providing direct access to valuable tools, guidance, and opportunities to support your career growth.

 

Engage in EDI events, workshops , and networks 

We invite you to participate in upcoming EDI-focused networks, events, and workshops: 

 

Meet some of our industry collaborators  

Getting startedSusan HawkesStewart EyresJordan Hannah

Click on each accordion tab to hear from some of our industry collaborators. These videos offer valuable insights into real-world experiences and perspectives that can enhance your understanding of the field.

Video summary: 

Susan Hawkes, a technician at Berry Range Limited, promotes engineering diversity and emphasizes the importance of mental health within her family-run company. 

Key insights: 

🌟 Technicians matter: Technicians like Susan play a vital role in engineering, yet often lack recognition. Elevating their status can enhance the industry. 

🤝 Diversity drives progress: Promoting diversity in engineering creates innovative solutions and reflects the society we serve, making it imperative for future growth. 

🏢 Company culture counts: A supportive work environment that values mental health contributes to employee satisfaction and retention, which is essential in a demanding industry. 

👩‍⚕️ Mental health focus: Addressing mental health proactively fosters a healthier workforce and can lead to improved productivity and morale. 

🌐 Women in engineering: Encouraging more women to join institutions like ICE can lead to a more balanced workforce and bring fresh perspectives to the field. 

🗣️ Networking opportunities: Engaging in networking events can open doors for collaborations and mentorship, crucial for career development in engineering. 

🌍 Leadership representation: Having diverse leaders in organizations, such as the female president of ICE, inspires future generations and promotes inclusivity in the field. 

Video summary: 

Stewart Eyres discusses the mission of Equal Engineers to create a diverse, equitable, and inclusive approach to engineering recruitment and support. 

Key insights: 

🌈 Diversity in engineering: Equal Engineers addresses the need for a diverse workforce in engineering, recognizing varied perspectives enhance innovation and problem-solving. 

🎓 Collaboration with universities: Partnering with educational institutions fosters a pipeline of diverse talent, ensuring that engineering education aligns with industry needs. 

🤝 More Than recruitment: The agency goes beyond traditional recruitment by actively working with companies to make their environments more welcoming for diverse candidates. 

📊 Support for new recruits: Regular follow-ups with new hires help to verify that companies meet their commitments, creating a supportive onboarding experience. 

🌟 Empowering ambition: Stuart encourages aspiring engineers not to settle for their first job but to seek roles that truly fit their skills and aspirations. 

🔍 Job market opportunities: With a shortage of engineers, there is an abundance of opportunities available, inviting candidates to be proactive in their job search. 

💼 Thriving in the workplace: Creating an inclusive environment allows diverse employees to contribute their unique strengths, benefiting both the individual and the organisation.

Video summary: 

Jordan Hannah discusses supporting apprenticeships in engineering, emphasizing the need for employer engagement and practical experience in the field. 

Key insights: 

🌱 Employer responsibility: Companies should actively engage with apprentices, helping with career development rather than just completing their training period. This fosters a sense of loyalty and ensures a skilled workforce. 

🏗️ Diverse engineering paths: Engineering encompasses a wide array of disciplines, from infrastructure to technology. Embracing this diversity can open numerous career opportunities and attract a broader range of talent. 

📆 Structured development: A well-planned apprenticeship program provides a roadmap for apprentices, enhancing their job security and professional growth, which can lead to higher retention rates. 

🧠 Importance of employability skills: Engineers must cultivate soft skills like communication to effectively collaborate with non-technical stakeholders, underscoring the interdisciplinary nature of modern engineering roles. 

🚀 Encouragement to experiment: Encouraging students to explore various engineering roles can lead to a more informed career choice, highlighting the importance of practical experience in shaping interests. 

🔄 Learning from dislike: Understanding what one does not enjoy can be just as valuable as knowing what one does like, guiding future career decisions and improving job satisfaction. 

📈 Continuous support: Post-apprenticeship support is crucial for young professionals, ensuring they transition smoothly into their careers and feel valued by their employers. 

 

 

Ready to take the next step? 

Your commitment to EDI creates a more inclusive, equitable, and diverse world. Continue engaging with these principles to embrace the challenges and opportunities in both personal and professional life. Let’s move forward together. 

 

Your feedback matters 

Email Crystal Nwagboso for any suggestions and feedback. 

 

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.

Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.

The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.

Explore how you can enhance your professional journey through our comprehensive University Career Services Library.

This curated resource brings together the full range of career services offered across all EPC member institutions, providing you with streamlined access to tailored support at your university.

Whether you’re seeking one-to-one career guidance, engaging in skills workshops, or exploring placement opportunities, this library equips you with the tools to make informed decisions and maximise the resources available to you.

If you wish to provide an updated link, please contact Crystal Nwagboso – c.nwagboso@epc.ac.uk

 

University Career Services

University name Services
Abertay University Abertay University – Careers Service
Arden University Arden University – Careers and Employability
Aston University Aston University – Careers and Placements
University of Bath University of Bath – Careers Service
University of Bedfordshire University of Bedfordshire – Careers & Employability Service
University of Birmingham University of Birmingham – Careers Network
Birmingham City University Birmingham City University – Careers+
Bournemouth University Bournemouth University – CareersBU
University of Bradford University of Bradford – Careers Service
University of Bristol University of Bristol – Careers Service
Brunel University London Brunel University London – Careers
Buckinghamshire New University Buckinghamshire New University – Career Success
University of Cambridge University of Cambridge – Careers Service
Canterbury Christ University Canterbury Christ Church University – Careers and Enterprise Service
Cardiff University Cardiff University – Careers and Employability
Cardiff Metropolitan University Cardiff Metropolitan University – Careers Service
University of Central Lancashire University of Central Lancashire – Careers Service
University of Chester University of Chester – Careers and Employability
City St George’s, University of London City, University of London (St George’s) – Careers Team
Coventry University Coventry University – Talent Team
Cranfield University Cranfield University – Careers and Employability Service
University of Derby University of Derby – Careers and Employability
Durham University Durham University – Careers & Enterprise Centre
Dyson Institute of Engineering and Technology Dyson Institute of Engineering and Technology – Careers
University of East Anglia University of East Anglia – CareerCentral
University of East London University of East London – Your Career
University of Edinburgh University of Edinburgh – Careers Service
Edinburgh Napier University Edinburgh Napier University – Student Futures
University of Exeter University of Exeter – Career Zone
University of Glasgow University of Glasgow – Careers Service
Glasgow Caledonian University Glasgow Caledonian University – Careers Service
University of Greenwich University of Greenwich – Employability & Careers
Harper Adams University Harper Adams University – Careers and Placements
University of Hertfordshire University of Hertfordshire – Careers and Employment
University of Huddersfield University of Huddersfield – Careers and Employability Service
University of Hull University of Hull – Careers and Employability
University of Kent University of Kent – Careers and Employability Service
Kings College London University King’s College London – Careers & Employability
University of Lancaster Lancaster University – Careers Service
University of Leeds University of Leeds – Careers Centre
University of Lincoln University of Lincoln – Careers & Employability
London Metropolitan University London Metropolitan University – Careers and Employability
London School of Economics and Political Science (LSE) London School of Economics and Political Science (LSE) – Careers
London South Bank University London South Bank University – Careers Hub
Loughborough University Loughborough University – Careers Network
Manchester Metropolitan University Manchester Metropolitan University – Careers and Employability Service
Middlesex University Middlesex University – Employability Service
Newcastle University Newcastle University – Careers Service
University of Northampton University of Northampton – Careers and Employability
Northumbria University Northumbria University – Careers and Employment Service
University of Nottingham University of Nottingham – Careers and Employability Service
Nottingham Trent University Nottingham Trent University – Employability
University of Oxford University of Oxford – Careers Service
Oxford Brookes University Oxford Brookes University – Careers
University of Plymouth University of Plymouth – Careers Service
University of Portsmouth University of Portsmouth – Careers and Employability Service
Queen Mary University of London Queen Mary University of London – Careers and Enterprise
University of Reading University of Reading – Careers
University of Roehampton University of Roehampton – Careers
Royal Holloway, University of London Royal Holloway, University of London – Careers Service
University of Salford University of Salford – Careers and Enterprise
University of Sheffield University of Sheffield – Careers Service
Sheffield Hallam University Sheffield Hallam University – Careers & Employability
SOAS University of London SOAS University of London – SOAS Careers
University of Southampton University of Southampton – Careers, Employability and Student Enterprise
Solent University Solent University – Careers and Employability
University of St Andrews University of St Andrews – Careers Centre
St George’s, University of London St George’s, University of London – Careers Service
University of Stirling University of Stirling – Careers Service
University of Strathclyde University of Strathclyde – Careers and Employability Service
University of Sunderland University of Sunderland – Careers and Employability Service
University of Surrey University of Surrey – Employability and Careers
University of Sussex University of Sussex – Careers and Employability Centre
Swansea University Swansea University – Swansea Employability Academy
Teesside University Teesside University – Careers Service
University of the Arts London University of the Arts London – Careers and Employability
University of the West of England (UWE Bristol) University of the West of England (UWE Bristol) – Career Development
University of Warwick University of Warwick – Student Opportunity
University of West London University of West London – Careers and Employment Service
University of Westminster University of Westminster – Careers and Employability Service
University of Winchester University of Winchester – Careers Service

 

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.

Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.

The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.

The University Career Services Library was produced by Crystal Nwagboso (Engineering Professors Council).

This post is also available here.

The EPC’s Inclusive Employability Toolkit is supported by Canterbury Christ Church University, Equal Engineers, The Royal Academy of Engineering, and Wrexham University. This resource is designed to help engineering educators integrate EDI principles and practices in engineering, computing, design and technology – across education, employer engagement, career preparation, and progression into the workplace.

 

Introduction 

This resource was formerly known as the EDGE Toolkit, and was developed in partnership with Canterbury Christ Church University, Wrexham University, Equal Engineers and The Royal Academy of Engineering. The two Universities have now joined forces with the Engineering Professors Council to launch the newly renamed Inclusive Employability Toolkit, working together to improve usability and ensure broader access to this valuable resource. 

The Inclusive Employability Toolkit supports inclusive employment in engineering, computing, design, and technology, enhancing diversity and authentic voices in the workplace. 

Our commitment to fostering an environment where every individual feels valued and empowered has led us to develop the Inclusive Employability Toolkit. This comprehensive toolkit is designed to guide students, faculty, and staff in understanding and practicing EDI principles, ensuring that our campus is a place where diversity thrives and every voice is heard. 

The Inclusive Employability Toolkit is more than just a set of resources – it’s a commitment to continuous learning, understanding, and action. We invite you to explore the toolkit, participate in the activities, and engage with the wealth of available resources. Together, we can build an engineering community that truly reflects the world’s diversity, united in our pursuit of equity and inclusion. 

Begin by exploring this page; it provides a comprehensive background on the importance of EDI in the world of engineering and sets the stage for your learning journey. 

 

Welcome 

The world is incredibly diverse, but navigating the complexities of equity, diversity, and inclusion (EDI) can be challenging, especially for minority groups who face significant hurdles. In the video below, Professor Anne Nortcliffe invites you to explore the Inclusive Employability Toolkit, offering guidance on how to make the most of its features and resources. 

 

The Inclusive Employability Toolkit aims to

 

Contents 

How to use this toolkit effectively:  

Embarking on your journey through Inclusive Employability Toolkit is a step towards fostering an inclusive and diverse environment within the engineering community. This guide will help you navigate the toolkit, ensuring you make the most of the resources, challenges, and learning opportunities it offers. 

 

Goals

🌍 Diversity matters: The toolkit emphasizes that diverse voices enrich the workplace, offering unique perspectives that drive innovation and creativity.
💪 Empowering students: By focusing on technical students, the toolkit equips them with the skills and confidence to navigate their career paths successfully.
🎤 Encouraging authenticity: Bringing your authentic voice to work fosters an environment of trust and openness, leading to stronger team dynamics.
🤝 Role of allies: Supporting individuals from minority backgrounds (female, LGBTQ, disabled, mature, low socio-economic status, global majority) not only aids their success but enriches the workplace culture for everyone involved.
📈 Business impact: Companies that prioritise equity and inclusion see improved employee retention and higher morale, translating into better performance metrics.
🛠️ Better solutions: Diverse teams in engineering and technology are proven to develop more effective solutions, addressing a wider range of needs and challenges.
🏛️ Societal benefits: Promoting equity and inclusion not only benefits organisations but also contributes to a more just and equitable society overall. 

 

Licensing

To ensure that everyone can use and adapt the toolkit in a way that best fits their teaching or purpose, most of this work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License. Under this licence you are free to share and adapt this material, under terms that you must give appropriate credit and attribution to the original material and indicate if any changes are made.

 

Further details

CommitmentOur roleWhat we knowChallenges in the industryIndustry EmployersStudent feedback

To leading the charge in creating new opportunities for diversity and inclusion of engineering, technology and design to address regional skills gap. Our vision for all engineering, technology and design students regardless of their background have opportunity to thrive in engineering, technology and design industry.


As game changers we have researched and developed the Inclusive Employability Toolkit to empower students and employers in building bridges between academia, students, and industry to enable gainful graduate employment and more inclusive, dynamic, and diverse opportunities in engineering, technology and design.

A higher proportion of Global Majority and low socioeconomic students’ study at Post-92 universities, and yet, employment outcomes for graduates from these universities often lag behind their Russell Group peers.

Ethnicity, gender, and socioeconomic factors continue to shape the employability landscape However more inclusive engineering, technology and design teams create better solutions to problems for all of society.

Gain insights from industry employers as they discuss the toolkit and its impact.


Gain insights from students as they reflect on the usefulness and impact of the toolkit.


Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.

The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.   

Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.

Royal Academy of Engineering logo“In January 2022, GoodCorporation was tasked with undertaking a Review of Ethical Culture and Practices in UK engineering. The need for the review was one of several actions identified in a report by the Engineering Ethics Reference Group (EERG), whose remit is to provide leadership and advice to help develop an enhanced culture of ethical behaviour in UK engineering.

The overall objective was to develop a benchmark from which the UK engineering profession can periodically audit and report on ethical performance in UK engineering and identify areas for improvement in ethical culture and practice. The exercise would also allow benchmarking against other professions and identify relevant learnings from them.” – The Royal Academy of Engineering

 

 

Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.

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