The role of Apprenticeships in increasing ethnic minority employment Presented by Clare Bonson 4 th 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

3 | Presentation title – 00/00/2012 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 | Presentation title – 00/00/2012 Apprenticeships The 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 | Presentation title – 00/00/2012 Apprenticeships Products 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 | Presentation title – 00/00/2012 Apprenticeships Activities 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 | Presentation title – 00/00/2012 Apprenticeships Diversity 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 | Presentation title – 00/00/2012 Apprenticeships Diversity in Apprenticeships 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

9 | Presentation title – 00/00/2012 Apprenticeships Diversity 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 | Presentation title – 00/00/2012 Apprenticeships Diversity 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 | Presentation title – 00/00/2012 Apprenticeships Diversity 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 | Presentation title – 00/00/2012 Apprenticeships Next 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