1. Embedding Equalities in Workbased Learning Pathways Emma Bolger NTP Equalities Adviser (and co-sponsored PhD student)

2. Presentation The importance of equalities for careers professionals Protected characteristics and broader equalities issues The Equalities action plan for Modern Apprenticeships in Scotland and its relevance to careers practitioners Pipeline models for the wider goal of improving equality of access and uptake of non-traditional career opportunities Examples of equalities activities and projects Your approach, practice and engagement with equalities

3. Protected characteristics What are the nine protected characteristics under the Equality Act 2010?

4. Protected characteristics Age Disability Gender reassignment Marriage and civil partnership Pregnancy and maternity Race Religion and belief Sex Sexual orientation Source: http://www.equalityhumanrights.co m/private-and-public-sector- guidance/guidance-all/protected- characteristics http://www.equalityhumanrights.co m/private-and-public-sector- guidance/guidance-all/protected- characteristics

5. Protected characteristics 2 Do these nine characteristics cover everything you would describe as barriers to opportunities? What else would you consider to be equalities issues or causes of disadvantage in the workplace or in training?

6. The SDS apprenticeship family Foundation Apprenticeships Modern Apprenticeships Graduate Level Apprenticeships As the family grows, our ability to offer improved equality of access should also increase Opportunities are presented in FAs and GLAs

7. Equality pipelines

8. Discussion Who are the different stakeholders involved in workbased learning? What could each stakeholder do to improve equality of opportunity? Can you think of any specific projects or organisations that do this?

9. The Equalities action plan for Modern Apprenticeships in Scotland Outlines the challenges to be addressed and the actions SDS will undertake with partners to improve the participation of young people in MAs from four target groups: Disabled, Minority Ethnic, Care Leavers, Gender. Policy context: The recommendations set out in the Commission for Developing Scotland’s Young Workforce report, and the Scottish Government’s Developing the Young Workforce: Scotland’s Youth Employment Strategy made recommendations in relation to young people in the above target groups and for Modern Apprenticeships overall.

10. Equalities action plan for MAs Available online at: https://www.skillsdevelopmentscotland.co.uk/publications-statistics/ Search under Publication Type > Equality & Diversity

11. Positive action What is it?

12. Positive action It might help to think about it as: positive action vs positive discrimination

13. Positive action: why? It can be hard to attract the best people with the best skills for work and training opportunities. Positive action enables organisations and employers to take proactive steps to widen their recruitment pool. How? Specifically encouraging individuals who are currently under-represented to apply. Outcomes: more diverse workforces

14. Positive action: examples Open days for women to encourage them to apply for roles in male dominated sectors, such as engineering. Offering a mentoring scheme for ethnic minority staff where they are underrepresented. Running taster sessions or offering work experience placements only to people with learning disabilities. Targeting course or job recruitment advertising at specific groups.

15. Discussion What could you do to work towards embedding equalities in your practice as a careers adviser or researcher? What might you look into for a project yourselves? Can you think of any project ideas? What outcomes could research aim to inform?

16. Thank you! Contact me at: emma.bolger@sds.co.uk or: equality@sds.co.uk