Apprenticeships: A Gateway to Transformative Change

Today, there are 200,000 more registered apprenticeships in the United States than there were in 2015. While this marked increase in apprenticeships has improved the skill sets and professional potential of many skilled workers across a variety of sectors, within the United States, the landscape of apprenticeships reflects a noticeable gap in representation when it comes to minorities.

For example, while women make up approximately half of the labor force, they represented only 8% of registered apprenticeships in 2018. And while blacks represent 13.4% of the population in the US, only 10% of apprentices were black. Traditionally serving as a bridge between learning and earning, apprenticeships hold immense potential for fostering inclusive and equitable opportunities for women, people of color and those with disabilities.

As demographic shifts redefine the fabric of the U.S. population, implementing robust Diversity, Equity, and Inclusion (DEI) strategies has become increasingly imperative to companies. Those who fail to do so risk lagging behind competitors who recognize the benefits derived from a diverse talent pool. In this evolving workforce, apprenticeships are both a practical solution for companies and a strategic tool in cultivating a workforce that reflects a better representation of the diversity of the communities they serve.

In this article, we delve into the pivotal role apprenticeships can play in reshaping the narrative of DEI within the professional sphere. By examining the challenges, untapped potentials, and success stories, we aim to shed light on how apprenticeships can be a catalyst for meaningful change, not only providing individuals with opportunities for growth but also empowering organizations to thrive in an era that celebrates diversity as a cornerstone of success.

Apprenticeships Benefit Minorities

Apprenticeships have many benefits, both to the apprentice and the employer. Apprentices are given the opportunity to experience on-the-job training, putting them ahead of other applicants competing for full-time employment in a particular sector. It also affords them the ability to see if a career path is right for them without first spending money on an expensive degree.

Furthermore, apprentices have the benefit of receiving pay during their apprenticeships and some may even earn credentials. These factors can be particularly important for minorities who are underrepresented in industries or whose financial resources may restrict their educational opportunities. Finally, those who complete apprenticeships have an average starting salary of $80k (the national average is around $55k).

Apprenticeships Benefit Employers

Employers benefit by filling critical vacancies during a time of national worker crisis, training full-time employees who wouldn’t have otherwise applied for a job due to qualifications restrictions. They also enjoy retention rates on individuals who completed an apprenticeship program which are remarkably high at 90%. Additionally, they have the ability to effectively expand their outreach to different groups of people who are underrepresented in their company, providing them with meaningful professional experience while building their DEI profile.

Key Components to Creating a Successful Apprenticeship Program to Support Organizaional DEI

• Outreach – If you use the same recruiting strategy that failed to bring in diverse applicants, you’ll have the same success rate in your apprenticeship program. Diversify your recruiting playbook to reach candidates where they’re most likely to be engaging. Actively engage with local communities, educational institutions, and organizations that focus on minority outreach. Establish partnerships and participate in events to directly connect with individuals from diverse backgrounds. Develop messaging that speaks to the values and aspirations of diverse candidates. Highlight the inclusive nature of your apprenticeship program and emphasize the commitment to providing equal opportunities for all.
• Compensation – Make sure the compensation you offer for the apprenticeship speaks to the needs of the populations you want to target. For example, offering childcare benefits can attract more women applicants while transportation and meal assistance can attract minorities who are commuting from further distances. For younger candidates who are unable to pay high tuition fees and are reluctant to take out large student loans, offering credentials and college credits can be an attractive aspect of the apprenticeship package.
• ?Mentoring – Ensure that apprentices are paired with skilled mentors who can foster their learning and growth and that mentors receive training in diversity and inclusion. This prepares them to effectively understand and address the unique challenges that apprentices from diverse backgrounds may encounter, fostering a more inclusive mentorship experience. It’s also important to recognize the impact of relatability in mentorship. Pairing apprentices with mentors who share similar backgrounds, experiences, or identities not only provides effective guidance but also creates a supportive and relatable environment for diverse apprentices.
• ?Feedback - Establish a feedback mechanism to ensure the effectiveness of mentorship programs. Regularly solicit feedback from both mentors and apprentices, making adjustments to the mentorship strategy as needed to enhance engagement and overall success.

Resources That Support DEI in Apprenticeships

There are several federal programs that companies can utilize to expand their apprenticeships with a focus on DEI. Likewise, there are publications on models to create effective and inclusive apprenticeship programs.

• ?ApprenticeshipUSA was launched by the U.S. Department of Labor to promote and expand apprenticeship programs across various industries. It is committed to fostering diversity, equity, and inclusion within apprenticeship opportunities and actively encourages employers to adopt inclusive recruitment practices, ensuring fair access to apprenticeships for individuals from diverse backgrounds.
• ?By collaborating with various stakeholders, including community organizations and educational institutions, ApprenticeshipUSA aims to create pathways for underrepresented groups to access and thrive in apprenticeship programs.
• ?The Workforce Innovation and Opportunity Act (WIOA) is a legislation established in 2014 aimed at strengthening and improving the nation's public workforce system. WIOA emphasizes the importance of apprenticeships as a key component of workforce development, recognizing their role in enhancing skills, employability, and economic prosperity. WIOA places a strong emphasis on expanding access to apprenticeships for individuals facing barriers to employment, including those from minority communities.
• ?The Act includes provisions that encourage employers and training providers to actively recruit individuals from underrepresented groups, fostering a more inclusive and diverse apprentice population. WIOA's commitment to diversity is further reinforced by provisions that promote equal access to high-quality training and employment opportunities for all individuals, irrespective of their background.
• ?The Department of Labor funded an Apprenticeship Inclusion Models (AIM) demonstration project in partnership with ODEP, Social Policy Research Associates, Wheelhouse Group, and Jobs for the Future (JFF) focused on “exploring strategies for making apprenticeship more accessible to youth and adults with disabilities in high-demand, well-paying careers by developing and testing new recruitment and retention strategies with employers, unions, and apprenticeship programs.”
• ?Jobs for the Future (JFF) published a compelling study through their Center for Apprenticeship and Work-Based Learning addressing key challenges to implementing successful apprenticeship programs that effectively target minority populations and support their inclusion and success.
• ?At TPMA, we have a rich history of promoting, expanding, and diversifying registered apprenticeships with our clients and partners. TPMA has worked with state agencies and industry associations to design, launch, and implement initiatives including program and standards development, expansion, pre-apprenticeships, registration, DEI, EEO, and AAP.
• Our apprenticeship experts use labor market data to inform workforce performance and decision-making. We employ a customer focused approach and design strategies that attract employer participation, worker participation, and participation of applicable education and training partners. Check out our recent webinar on non-traditional apprenticeships below. For more information on how we can support your apprenticeship efforts, contact us.

Conclusion

In the dynamic landscape of the modern workforce, where the call for diversity, equity, and inclusion resounds with increasing urgency, apprenticeships are a gateway to transformative change. These programs have become a dynamic force, driving positive shifts in skill development, professional growth, and economic empowerment. The numbers tell a story of progress, yet they also underscore persistent gaps in representation that demand our attention. As we stand at the intersection of innovation and inclusivity, the imperative is clear — it's time to reshape the narrative of apprenticeships to include the richness of varied experiences, perspectives, and talents that truly represent the workforce of our nation.