The mandate of TVET/HE often includes reaching excluded individuals. If employers are not willing to invest in removing barriers to accessing work, TVET /HE institutions will experience difficulties in placing their students in jobs. Therefore, understanding incentives and being able to present these incentives as to why DEI is good for business is important. 

Incentives for employers can be divided into two areas - compliance and engagement. Incentives for compliance may include: 

• Enforcement of quotas;
• Tax benefits;
• Adherence to anti-discrimination laws, and;
• Alignment with internal company policies and directives.

Incentives for engagement may include:

• Increased productivity/revenue for employers;
• Increased retention rates  that result in reduced costs of recruitment;
• Less absenteeism – dependable -- production;
• Untapped resources and talent;
• Improved workforce morale and teamwork;
• Increased creativity and innovation from a diversity of views and approaches, and;
• Improved company image and reputation with partners, job seekers and customers.