Module 08: On-the job support depending on the forms of disadvantage
- Description
- Curriculum
Module 8
Being from a disadvantaged background often means possessing unique qualities or experiences, but it also frequently results in facing discrimination. For mentors and learners alike, understanding the challenges and strengths of individuals with fewer opportunities is crucial. Recognising the specific needs of these learners and creating a tailored support plan is essential for fostering inclusive apprenticeships.
In this module, we will guide you through the process of developing and successfully implementing an on-the-job support plan that addresses and meets these needs effectively.
Lesson 8.1 : How to Develop Specific On-the-Job Support Plans Depending on the Type of Disadvantage
In this lesson, you will learn how to create customized on-the-job support plans tailored to the specific needs of apprentices facing various forms of disadvantage, such as ethnic minority status, low economic status, physical disability, and language barriers. By tailoring support to their specific needs, you will help apprentices overcome barriers, build confidence, and succeed in their roles. You will explore the key elements that make up an effective support plan and understand how to address the unique challenges these apprentices face to foster a more inclusive and supportive work environment.
Lesson 8.2: How to Implement an On-the-Job Support Plan Depending on the Type of Disadvantage
This lesson focuses on the implementation of the support plans you’ve developed. You will learn how to effectively monitor and follow up on these plans to ensure they are meeting the needs of apprentices. By the end of this lesson, you will be able to conceptualize and put into practice on-the-job support plans that cater to the diverse needs of apprentices. This approach not only empowers apprentices but also contributes to a more productive and equitable workplace. Promoting an inclusive and supportive work environment will help apprentices overcome barriers and succeed in their roles.
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Lesson 8.1: Reflection prompts -
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Lesson 8.1: Presentation of the lesson " How to Develop Specific On-the-Job Support Plans Depending on the Type of Disadvantage "
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Lesson 8.1: What do we understand on a disadvantage?
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Lesson 8.1: Turning challenges into opportunities
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Lesson 8.1: Interactive exercise -
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Lesson 8.1: Key forms of disadvantages
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Lesson 8.1: Key forms of disadvantages – practical exercise
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Ethnic MinorityIndividuals from ethnic minority backgrounds often face systemic barriers, discrimination, and a lack of access to resources. They may encounter prejudice and bias in education and employment settings, which can limit their opportunities for professional growth and development.
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Low Economic StatusIndividuals from low-income backgrounds may lack access to quality education, healthcare, and job opportunities. Financial instability can lead to stress, limited resources, and fewer opportunities to succeed in the workplace.
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Physical DisabilityPhysical disabilities encompass a range of conditions that affect an individual's ability to perform physical tasks. These may include mobility impairments, chronic pain conditions, or limitations in manual dexterity.
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Language BarriersNon-native speakers may struggle with communication, which can affect their ability to understand instructions, collaborate with colleagues, and perform tasks effectively. Language barriers can lead to feelings of isolation and exclusion.
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Mental Health ConditionsMental health issues such as anxiety, depression, or post-traumatic stress disorder (PTSD) can significantly impact an individual's ability to perform at work. These conditions might affect concentration, motivation, and social interactions.
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Non-Traditional Educational BackgroundIndividuals with non-traditional educational backgrounds may not have formal qualifications but possess valuable skills and knowledge gained through other experiences. They may face barriers to employment and career advancement due to credentialism.
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Additional Disadvantages - Single ParenthoodSingle parents often face significant time constraints and stress due to their dual roles as primary caregivers and employees. This can impact their availability and focus at work.
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Refugee StatusRefugees may face unique challenges, including trauma from past experiences, language barriers, and unfamiliarity with the local job market and cultural norms.
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NeurodivergenceNeurodivergence refers to variations in the human brain and cognition, highlighting that people's neurological conditions and functions differ from the typical, or "neurotypical," patterns. In the workplace, embracing neurodiversity means acknowledging and supporting these differences to foster an inclusive environment where everyone can thrive. Apprentices with specific neurodivergent conditions may require certain adjustments to help them perform at their best. -Common neurodivergent conditions include: -Attention Deficit Hyperactivity Disorder (ADHD) -Developmental Coordination Disorder (DCD), also known as dyspraxia -Dyslexia, often referred to as reading disorder or literacy difficulties -Autism Spectrum Disorder (ASD) -Dyscalculia, often referred to as specific mathematics difficulties -Mental health conditions such as anxiety and depression, which frequently overlap with neurodivergence
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Lesson 8.1: Role of employer
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Lesson 8.1: How to create good and suitable on-the job support plans?
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Lesson 8.1: Elements of the costumized on-the-job support plan
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Lesson 8.1: Resources
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Matching exercise: on-the-job support strategies
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Lesson 8.1: ADDIE Model
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Lesson 8.1: Reasons for Unsuccessful On-the-Job Support Plans
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Lesson 8.1: Further links
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Lesson 8.1: Conclusion
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Practical Exercise: Developing an On-the-Job Support Plan Using the ADDIE Model
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Lesson 8.2: Introduction
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Lesson 8.2: Reflection prompts
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Lesson 8.2: Presentation of the lesson
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Lesson 8.2: Initial assessment and planning
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Lesson 8.2: Specific strategies for the different types of disadvantages
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Lesson 8.2: Implementation and monitoring
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Lesson 8.2: Further links
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Lesson 8.2: Evaluation and assessment
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Lesson 8.2: What makes a good mentor?
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Lesson 8.2: Models for Implementing On-the-Job Support Plans
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Lesson 8.2: The 70-20-10 Model
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Lesson 8.2: Competency-Based Model
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Lesson 8.2: Kirkpatrick’s Four-Level Training Evaluation Model
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Lesson 8.2: Understanding the Apprentice
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Lesson 8.2: Building a Relationship
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Lesson 8.2: Tailoring Guidance
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Lesson 8.2: Providing Feedback
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Lesson 8.2: Monitoring Progress
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Lesson 8.2: Advocating for the Apprentice
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Lesson 8.2: Ongoing Support
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Lesson 8.2: Final Review and Reflection
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Lesson 8.2: Reflection Task
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Lesson 8.2: Case Study: Airbus on-the-job specific support plans
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Lesson 8.2: Conclusion
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Lesson 8.2: Congratulations!
