A diverse apprenticeship programme can help employers reach a wider range of candidates, build stronger teams and develop skills from within their organisation.
However, diversity and inclusion should not be treated as a target to meet or a box to tick.
It should be part of the full apprenticeship journey, from writing the vacancy and choosing candidates to training, progression and long-term employment.
Employers need to make sure people from different backgrounds can find, apply for and succeed in apprenticeship roles.
What does diversity and inclusion mean in apprenticeships?
Diversity means having people with different backgrounds, experiences and characteristics within your workforce.
This may include differences in:
• age
• sex and gender
• ethnicity
• disability
• religion or belief
• sexual orientation
• social and economic background
• education
• caring responsibilities
• previous work experience
Inclusion means creating a workplace where people feel respected, supported and able to contribute.
It is possible to recruit a diverse group of apprentices without creating an inclusive environment.
Employers should therefore focus on both who they recruit and how apprentices are supported after they join.
Why does diversity matter in apprenticeships?
Apprenticeships can provide a route into work for people who may not follow traditional education or career paths.
A more inclusive apprenticeship programme can help employers:
• reach a larger group of applicants
• attract new skills and ideas
• better reflect customers and communities
• improve staff engagement
• build a stronger future talent pipeline
• address skills shortages
• improve employee retention
• create fairer access to career opportunities
People from different backgrounds may also bring different viewpoints and problem-solving skills to the organisation.
This can support innovation and better decision-making.
What barriers can apprenticeship applicants face?
Not every candidate begins the application process with the same level of support or opportunity.
Applicants may face barriers linked to:
• unclear entry requirements
• limited access to careers advice
• travel or transport costs
• digital access
• childcare or caring duties
• disability or health needs
• a lack of work experience
• low confidence
• negative past experiences of education
• discrimination or bias
• unpaid application or assessment costs
Employers should consider whether any part of their recruitment process creates an unnecessary barrier.
A requirement may appear neutral but still exclude suitable candidates.
For example, asking for a driving licence may prevent people from applying even when driving is not an essential part of the role.
How can employers write more inclusive apprenticeship adverts?
The job advert is often a candidate’s first contact with the organisation.
It should be clear, welcoming and easy to understand.
An inclusive apprenticeship advert should:
• use plain language
• explain the role clearly
• separate essential and preferred requirements
• avoid unnecessary qualifications
• state the salary
• include the working hours
• explain how training will be delivered
• describe the application process
• explain whether adjustments are available
• avoid language that may discourage some groups
Avoid asking for experience when the apprentice will be trained to do the job.
Focus on the skills, attitude and potential needed to succeed.
Are all entry requirements necessary?
Employers should review each entry requirement before publishing a vacancy.
Ask:
• Is this qualification essential for the job?
• Could a candidate show the same skill in another way?
• Are we asking for experience that the apprenticeship is designed to provide?
• Could this requirement exclude suitable applicants?
• Is the wording clear to someone applying for their first job?
Some apprenticeship standards may include specific requirements.
However, employers should avoid adding extra barriers unless they are genuinely needed.
How can employers make applications more accessible?
Application processes should give candidates a fair chance to show their potential.
Employers can improve accessibility by:
• keeping forms short and relevant
• using clear instructions
• allowing enough time to complete assessments
• offering different interview formats
• avoiding unnecessary timed tests
• explaining each stage in advance
• providing contact details for questions
• accepting reasonable adjustment requests
• checking that online systems work with assistive technology
Candidates should not need to understand complex recruitment language to apply.
Tell them what to expect and how they can prepare.
What are reasonable adjustments?
Reasonable adjustments are changes that help disabled candidates and employees avoid a disadvantage.
Adjustments may be needed during recruitment, training or employment.
Examples can include:
• extra time for tests
• interview questions provided in advance
• a quieter interview space
• step-free access
• screen-reader-friendly documents
• British Sign Language support
• rest breaks
• changes to working hours
• specialist equipment
• different ways to complete written tasks
Employers should encourage candidates to discuss the support they need.
Adjustment requests should be handled sensitively and should not be used against the applicant.
How can employers reduce bias during recruitment?
Bias can affect decisions even when it is not intentional.
Employers can reduce bias by:
• using clear scoring criteria
• asking every candidate the same main questions
• using more than one person to review applications
• focusing on evidence rather than personal impressions
• removing unnecessary personal information from applications
• training interviewers
• reviewing recruitment results
• checking whether some groups leave the process at a higher rate
Managers should be able to explain why each candidate was selected or rejected.
Decisions should be based on the role requirements rather than assumptions about who may fit the team.
How can employers reach a wider range of candidates?
Advertising only through the same channels may lead to the same type of applicants.
Employers can promote apprenticeships through:
• schools and colleges
• careers advisers
• training providers
• community groups
• local authorities
• job centres
• disability organisations
• youth organisations
• professional networks
• industry groups
• social media
• apprenticeship vacancy websites
Outreach should happen throughout the year rather than only when a vacancy opens.
Building relationships with local organisations can help employers reach candidates who may not already know about their industry.
How can employers support candidates with limited work experience?
Many apprenticeship applicants will be entering the workplace for the first time.
A lack of formal experience does not mean a lack of ability.
Employers should allow candidates to use examples from:
• school or college
• volunteering
• hobbies
• sports
• caring responsibilities
• clubs and societies
• personal projects
• part-time work
Interview questions should help candidates explain the skills they have developed.
For example, organising a school event could show teamwork, planning and communication.
How can employers support apprentices after recruitment?
Inclusive recruitment is only the first step.
Apprentices also need support to settle into the workplace and complete their programme.
Employers should provide:
• a clear induction
• regular progress meetings
• a named manager or mentor
• protected training time
• access to reasonable adjustments
• clear workplace expectations
• support with wellbeing
• feedback that is clear and constructive
• opportunities to build confidence
• fair access to projects and progression
Managers should understand the difference between an apprentice and an experienced employee.
Apprentices are there to learn and may need more guidance at the beginning.
Why is mentoring important?
A mentor can help an apprentice understand the workplace and build confidence.
The mentor does not always need to be the apprentice’s line manager.
They can support the apprentice by:
• answering questions
• explaining workplace culture
• helping them prepare for meetings
• discussing challenges
• encouraging development
• helping them build professional contacts
Mentoring can be especially helpful for apprentices who are underrepresented within the organisation or industry.
How can employers create an inclusive workplace culture?
Apprentices should feel safe to ask questions, share ideas and raise concerns.
Employers can support an inclusive culture by:
• setting clear behaviour standards
• challenging bullying and discrimination
• making policies easy to understand
• training managers
• creating safe ways to report concerns
• listening to apprentice feedback
• recognising different religious and cultural needs
• making social activities accessible
• reviewing whether all apprentices receive the same opportunities
Inclusion should be part of everyday management rather than a separate campaign.
How can employers support apprentice progression?
Apprentices should be able to see what opportunities may be available after the programme.
Employers should discuss:
• possible permanent roles
• higher-level apprenticeships
• professional qualifications
• career pathways
• leadership opportunities
• skills needed for progression
Progression decisions should be fair and based on clear criteria.
Employers should also review whether people from different backgrounds are progressing at similar rates.
How should employers measure diversity and inclusion?
Data can help employers understand whether their apprenticeship programme is reaching and supporting a wide range of people.
Employers may review:
• the number of applicants
• the backgrounds of applicants
• who reaches each recruitment stage
• offer and acceptance rates
• completion rates
• apprentice feedback
• progression into permanent work
• promotion and retention rates
Any personal data must be collected and stored lawfully.
Employers should explain why the information is being collected and how it will be used.
Data should lead to action rather than simply being included in a report.
What is the Apprenticeship Diversity Champions Network?
The Apprenticeship Diversity Champions Network brings together employers that want to improve diversity and inclusion within apprenticeships.
The network supports employers in sharing ideas, learning from good practice and promoting wider access to apprenticeship opportunities.
It focuses on helping people from different backgrounds enter apprenticeships, complete their programmes and progress into sustained employment.
Employers interested in the network should check the latest government guidance for current information about membership and involvement.
Apprenticeship diversity should not be a tick-box exercise
A strong diversity and inclusion strategy is not only about increasing application numbers.
Employers should consider the full experience of the apprentice.
This includes:
• who can find the opportunity
• who feels able to apply
• how candidates are assessed
• what support apprentices receive
• whether they feel included
• whether they complete the programme
• what opportunities they receive afterwards
Real progress happens when inclusion becomes part of recruitment, management and career development.
Employer checklist for inclusive apprenticeships
Before launching an apprenticeship vacancy, check that you have:
• reviewed the entry requirements
• written the advert in clear language
• stated the salary and working hours
• explained the training
• included adjustment information
• chosen a fair application process
• trained the people making recruitment decisions
• planned the apprentice’s induction
• selected a manager or mentor
• arranged protected training time
• created a way to collect feedback
• considered progression after completion
A well-designed apprenticeship programme can widen access to work while helping employers build the skills they need for the future.
