Apprenticeship can be a powerful and reliable pathway for people from all kinds of backgrounds to obtain the competencies required to access decent jobs and pursue rewarding careers. For companies, inclusive apprenticeships enable access to a wider pool of talent and create a positive image of the enterprise.
Inclusiveness in apprenticeships needs targeted approaches to offer equitable opportunities to all sections of society in the recruitment process, while supporting apprentices’ successful programme completion, regardless of their social and educational background. However, multiple challenges currently undermine the goal of inclusiveness; for example, minimum entry requirements for apprenticeships that may render many candidates ineligible; insufficient opportunities and/or inadequate provision for persons with disabilities and those living in rural and remote areas; gender biases or economically disadvantaged.
In addition to overcoming the challenges in terms of access, apprentices, especially the younger ones, may need targeted support to successfully complete the apprenticeship programme.
It is worth noting that apprentices with fewer opportunities or experiencing some form of disadvantage are more likely to struggle to complete their apprenticeship than an average apprentice. While the drop-out of an apprentice commonly results in a weak labour market outcome for the individual, it is also costly for the employer who has invested in training that apprentice.
