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The role of Apprenticeships in increasing ethnic minority employment

The role of Apprenticeships in increasing ethnic minority employment. Presented by Clare Bonson 4 th February 2013. Apprenticeships. National Apprenticeship Service. Apprenticeships 10 year renaissance in Apprenticeships refining the product driving quality

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The role of Apprenticeships in increasing ethnic minority employment

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  1. The role of Apprenticeships in increasing ethnic minority employment Presented by Clare Bonson 4th February 2013

  2. 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

  3. What is an Apprenticeship? National Apprenticeship Service • 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

  4. ApprenticeshipsThe Statistics National Apprenticeship Service • 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

  5. ApprenticeshipsProducts National Apprenticeship Service • 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 ?

  6. 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

  7. 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

  8. ApprenticeshipsDiversity in Apprenticeships Key learning from pilots Apprenticeship message must reach further (schools role) Education V training (professions) Employer preferences – red tape needs simplifying Pre-apprenticeship preparation required Communications Information for young people and parents Time required to affect cultural change

  9. ApprenticeshipsDiversity in Apprenticeships 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

  10. ApprenticeshipsDiversity in Apprenticeships How have we responded? 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

  11. ApprenticeshipsDiversity in Apprenticeships How have we responded? 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

  12. ApprenticeshipsNext steps - Learn more – get better Gender 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

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