TVET/HE institutions benefit from employers who value Diversity, Equity and Inclusion. It thus easier to place graduates with such employers. 

When approaching employers, understanding incentives for their investment in hiring diverse candidates is important; and more broadly, investing in DEI, one also need to understand the entry points for relationship building. Possible entry points include: 

• Peer Influence. This can be achieved by leveraging the voices and influence of industry leaders who are investing in DEI;
• Internal champions. Identifying who has connections to different identity groups, and;
• Creating partnerships and referral pathways with expert individuals or organisations that specialise in different areas of DEI.

While DEI affects all areas of the organisation, ranging from employees to products and services created, for TVET/HE  institutions, the value addition for employers will be around inclusive talent pipelines. Therefore, entry points will likely be teams like talent acquisition, human resources and leadership. Consequently, identifying the right contact person to engage in an organisation is important. The figure below illustrates possible entry points for relationship building.