This qualitative study examines how workplace ideologies influence graduate employability, revealing complex dynamics between cultural fit, professional identity, and recruitment practices. Through in-depth interviews with 50 employers across diverse sectors, our research exposes the subtle yet powerful mechanisms that shape hiring decisions and workplace integration.

The findings reveal three interconnected themes that define graduate employability: socio-cultural fitness, career-ready identities, and psychological qualities. Employers consistently emphasized the importance of cultural alignment, often unconsciously prioritizing candidates who fit within established workplace norms. This preference for cultural homogeneity frequently led to qualified candidates from diverse backgrounds being overlooked, despite employers' stated commitment to diversity and inclusion.

The research demonstrates how workplace ideologies operate as powerful gatekeeping mechanisms, with employers often favoring candidates who demonstrate mastery of dominant cultural practices and communication styles. The findings show that while employers verbally support diversity initiatives, their recruitment practices frequently contradict these ideals, particularly in male-dominated industries such as construction.

The study's implications are significant for both tertiary institutions and employers. It suggests that the traditional skills-based approach to employability is insufficient, as graduates must navigate complex cultural and ideological landscapes to succeed in the workplace. The research recommends a "shared responsibility approach" where institutions focus on developing students' sociopragmatic competence and creating curricula that simulate diverse workplace environments.

This research contributes to our understanding of how workplace ideologies shape graduate employability, particularly in culturally diverse contexts. The findings highlight the need for tertiary institutions to move beyond traditional employability frameworks and develop more nuanced approaches that account for the complex interplay between cultural fit, professional identity, and workplace ideologies.

The study's conclusions have important implications for policy and practice, suggesting that employers need to adapt their recruitment processes to better appreciate cultural diversity and move beyond traditional 'fit' perceptions. The research also emphasizes the importance of developing graduates' ability to navigate workplace dynamics and construct professional identities that align with organizational expectations while maintaining their authentic selves.

This presentation will explore these findings in detail, examining the complex relationships between workplace ideologies, cultural fit, and graduate employability, with particular attention to the implications for tertiary education and workplace practices in culturally diverse contexts.

Keywords: Employability, Cultural Fitness, Graduate Identities, Qualitative Research.