How to get the most from apprenticeships

#Apprenticeships programmes can transform workplaces – Champion paths of opportunity 

Whether you lead a manufacturing company or a professional services firm, attracting and retaining a wide and diverse talent pool is a must for any forward-thinking business. Breaking down socio-economic barriers is not only a just cause but also smart business.

Data shows that, when given a decent chance, employees from lower socio-economic backgrounds perform at least as well as their more advantaged peers, if not better. And diverse teams foster innovation and creativity.

As Tim Cook, CEO of Apple puts it: “I rely on my employees’ diverse backgrounds and perspectives to spark innovation.”

And according to Accenture’s Getting to Equal 2019 report, an ‘innovation mindset’ is six times higher in the most-equal cultures than in the least-equal ones.

How apprenticeships can transform your recruitment

Apprenticeship programmes are not only a useful way for young people from disadvantaged backgrounds to show their true potential, they are also a golden opportunity for you to nurture talent that is tailored for your needs. And yet, our research suggests that by not targeting apprenticeships towards disadvantaged candidates, firms are failing to benefit from an untapped talent pool that can drive their competitive advantage.

Since the levy began, employers have fallen into the same old trap – and the numbers show it. Fewer disadvantaged apprentices are getting onto apprentices. Women and older (25 yrs+) apprentices from disadvantaged backgrounds are the most affected.

Don’t let old habits mean you are missing out on the smartest talent. Your people are the bedrock of your competitive advantage.

To get the most out of your levy spend and drive forward your diversity and competitiveness, here are four key questions to ask, to see if you are making apprenticeships work in your business.