Our research found that groups such as neurodiverse young people and girls interested in STEM view apprenticeships differently – and highlighted opportunities for employers to improve their recruitment practices.
Project Next Generation is an in-depth study of 13-17 year-olds, which delves into what influences their career decisions.
Neurodiverse young people are embracing apprenticeships
The research shows that neurodiverse students feel more anxious and uncertain about entering the workforce. However, they are more likely to consider apprenticeships.
Employers have an opportunity to support these individuals by making it clear:
- how assessments work and what will be expected of them
- whether accommodations can be made for them in the workplace
- the logistics of travelling to work and off-the-job training locations
Read our case study about Vicki, who trained as a chartered management apprentice, to understand more about the positive impact apprenticeships can have on this group.
Girls interested in STEM aren’t thinking about apprenticeships
Decades of work has been invested into breaking down the stereotypes that discouraged girls from considering STEM careers. Our research highlights both progress and persistent barriers.
Girls now feel strongly that their voices are heard, and we know they are sought after by STEM employers.
However, only 45% of young women interested in STEM careers were considering apprenticeships, compared to 89% who were thinking about university. They’re also more likely to see apprenticeships as attracting poor salaries and being less academically rigorous.
Employers should actively promote female role models, which young women still say are lacking, and highlight the potential of apprenticeships.
Family plays a bigger role in ethnic minorities’ choices
Our research looked at the role of ethnicity in shaping education decisions. We compared an ethnically diverse group with young people who identified as being from white backgrounds.
Students from the ethnically diverse group are more likely to consider both apprenticeships and universities, rather than going straight into work.
The ethnically diverse group reported feeling increased parental pressure to make ‘good’ career choices. They’re also more likely to engage in career discussions with their wider family members than those from white backgrounds.
It was also evident that this group needs more reassurance and information on salary expectations and the realities of apprenticeships, again showing the need for better advice and guidance.
Opening doors for young people from lower socio-economic backgrounds
Our research shows that students from lower socio-economic backgrounds are more concerned with the day-to-day cost of living than they are about planning for the future.
As you might expect, this group is less likely to consider university than their wealthier peers, and more open to apprenticeships. However, they are worried about the cost of both options.
Apprenticeships are compelling because they can earn while they learn and, unlike their wealthier peers, they are less likely to see apprenticeships as limiting their future earnings.
We can take action to encourage more young people from lower socio-economic backgrounds to pursue apprenticeships:
- Highlight the long-term career prospects apprenticeships create.
- Promote success stories of former apprentices.
- Speak openly about the relative earnings and costs.
The opportunity for employers
Apprenticeships offer clear benefits to young people, from increased independence to building useful relationships. However, people from diverse backgrounds face distinct barriers and have different educational needs.
Employers have an opportunity to support these young people, which could make the process more meritocratic and increase their talent pool. That includes better information and advice, and more prevalent role models.
Project Next Generation: Focus on Diversity delves deeper into what’s shaping young people’s career choices, providing insight for employers – read the insights to find out more.