Research Unwrapped: Ethnic disparities and apprenticeship participation

Parents and family networks can steer young people toward academic pathways instead of apprenticeships. This was felt to stem from a lack of awareness and understanding about apprenticeships within minoritised ethnic communities.

Low wages in apprenticeships can be a deterrent, particularly for those from disadvantaged socio-economic backgrounds.

Although young people cite the lack of student debt as an incentive to undertake an apprenticeship, they report that low pay often creates financial strain, which can impact both initial interest and the ability to complete apprenticeship programmes.

Our interviewees reported that some  employers lack cultural awareness, leading to discrimination and feelings of alienation among apprentices from minoritised ethnic backgrounds.

Employers, training providers and young people also highlighted instances of racism, both overt and systemic.

Insights echo findings from our Discrimination and Work report, where over half of young people from minoritised ethnic backgrounds reported experiencing discrimination at work.

The availability and accessibility of apprenticeships varies significantly, with different barriers emerging in different regions and sectors.

For example: In London, low pay in a city with a high cost of living is a pronounced barrier. In Yorkshire and the Humber, lack of public transport infrastructure outside the major towns and cities was seen as a deterrent for socio-economically disadvantaged young people.

In Health, Public Services and Care industries, negative perceptions around progression routes were cited as a barrier to engagement for young people.

• Promote apprenticeship opportunities through informal networks, such as local community-based organisations, and schools with high numbers of students from minoritised ethnic backgrounds.
• Partner with organisations that already work with the young people you are targeting, who can bridge the gap.
• Work with organisations that engage parents/carers, to help to raise awareness of the positive outcomes of apprenticeships. Influence the influencers!
• Demonstrate the diversity within your organisation by using diverse and inclusive imagery in recruitment materials, and sharing stories from ethnically diverse
  role models.

• Take a zero-tolerance approach to racist remarks, jokes, ‘banter’ and non-inclusive behaviours by colleagues, clients, and customers.
• Deliver training for line managers around inclusion and pastoral support for apprentices.
• Foster support networks for apprentices from minoritised ethnic backgrounds.
• Provide religious and cultural awareness training to all employees.

• Be transparent about your pay and progression processes so that young people can see what opportunities are open to
  them and plan for their future.
• Offer financial support to apprentices, like travel loans and subsidies.