The role of Apprenticeships in increasing ethnic minority employment

The role of Apprenticeships in increasing ethnic minority employment

Presented byClare Bonson4th February 2013

2 | Presentation title – 00/00/2012

Apprenticeships

National Apprenticeship Service

Apprenticeships

10 year renaissance in Apprenticeships

refining the product

driving quality

National Apprenticeship Service:

Responsible for increasing the number of Apprenticeship opportunities

Supports, funds and co-ordinates delivery

Apprenticeship Vacancies on-line system

The optimal way of training, developing and skilling people for the future


What is an Apprenticeship?


Firstly it is a Job!

Employed – employer has full responsibility for recruitment

Employer responsible for implementation of equalities policies

Apprenticeship = framework of training that supports job role

Minimum 30 hours a week

Minimum 12 months duration

Committed to increase number of under-represented Apprentices


ApprenticeshipsThe Statistics


2011/12

Year of record Apprenticeship growth

½ million starts

BAME starts

2007/8 = 6.3 % of all starts

2011/12 = 10% of all starts

Increase is absolute and proportionate

BUT:

Working age population (2001 census) = 11%

BAME resident population (2011 census) = 14%

Employment element requires progress


ApprenticeshipsProducts


Apprenticeship Vacancies

On-line service

Anyone, anywhere can apply for a vacancy

Year of record growth in usage and applications

26% applications made by BAME

Growth = absolute and proportionate

Access to Apprenticeships

Ready for an Apprenticeship but unable to find an employer

Small programme

High BAME engagement

Successful access points for BAME communities ?


ApprenticeshipsActivities

Increasing the number of employers offering Apprenticeships

Marketing

Providers – role in employer engagement as well as delivery

Internal sales force – employer account managers

Employer accounts

Direct relationship with employers

Encourage creation of opportunities

Encourage, persuade and promote diverse recruitment

The employer is responsible for recruitment


ApprenticeshipsDiversity in Apprenticeships

16 Diversity in Apprenticeships pilots

January 2011 – Summer 2012

Aim – to test ways of addressing under-representation

BAME focused activities included:-

Work in schools

Radio shows – engaging employers and apprentices

Community events

Awareness raising with BAME employers

Improving understanding of employer needs and decision processes



Key learning from pilots

1. Apprenticeship message must reach further (schools role)

2. Education V training (professions)

3. Employer preferences – red tape needs simplifying

4. Pre-apprenticeship preparation required

5. Communications

6. Information for young people and parents

7. Time required to affect cultural change



How have we responded?

1. Apprenticeship message must reach further (schools role) Dedicated IAG webpage – comprehensive package of resources Presentations, case studies, brochures, fact sheets, lesson plans etc Tailored approach

2. Education V training (professions) Aspiration of professional accreditation and career pathways Modelling Apprenticeship pathways through the professions – developing higher

level frameworks E.g. PWC – L6/7 accountancy framework




3. Employer preferences – red tape needs simplifying Holt review implementation

4. Pre-apprenticeship preparation required

Bootcamps – intensive period of work ready skills (CV writing, interview techniques, inter-personal skills, confidence building, work culture)

50% specifically focused upon under-represented groups

E.g. CITB – under-representation in the building services industry

E.g. Stride – broadening applications from minority groups

Link to national careers service plus bespoke application support

Traineeships – new government programme in development for September launch




5. Communications

Communications revised – gathering insight

Case studies

6. Information for young people and parents

IAG resources

Parent’s guide

7. Time required to affect cultural change

Can’t do on own

Measures aim to give BAME young people right attributes to attain their employment aspiration


ApprenticeshipsNext steps - Learn more – get betterGender and Race equality in Apprenticeships

Research underway (Commissioned TUC)

Provide detailed recommendations on how to make Apprenticeships more accessible

Lessons for marketing and communications, recruitment processes, progression, careers advice and organisational culture

Reports late Spring 2013

The role of Apprenticeships in increasing ethnic minority employment?

First and foremost a job

Progress made – but substantial journey still

Support available for under-represented groups

We cannot do this alone

The role of Apprenticeships in increasing ethnic minority employment

Documents

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