When Done Right, Apprenticeships Are a Powerful Tool to Advance Equity

An increasing number of employers are focusing on how to integrate equity into their operations, from offering health plans that can be customized to individuals’ specific needs to providing flexible work arrangements to creating employee resource groups, companies are rethinking how to support workers of all backgrounds.

Registered Apprenticeship Programs (RAPs) can go a long way in furthering a company’s equity efforts, as they provide apprentices a way to earn a living while learning in-demand skills that lead to high-quality jobs in growing industries.?

Since many workers cannot afford to quit their jobs in order to reskill or upskill, RAPs are a powerful tool employers can use to create a more equitable labor market while also enjoying the many benefits that come with RAPs: as Joe Barela, executive director of the Colorado Department of Labor and Employment (CDLE) noted last week , employers with apprenticeship programs report reduced costs on overtime expenses, increased revenue and productivity, and lower recruitment costs. They also say that the programs have improved employee morale and engagement, lowered error rates, and provided a way to hire talent with company-specific knowledge.

While RAPs have increased access to employment opportunities for countless workers, their potential to level the employment playing field has not been fulfilled. Women, people of color, people with disabilities, and others continue to be underrepresented in RAPs; according to the Urban Institute , only about one in four apprentices in tech programs are women. The numbers are even lower for Latinx and Black women. And in 2019 , 88? percent of new apprentices coming into federally registered programs were men, and of those who provided their race, 80 percent identified as white.?

In honor of this week’s Apprenticeship Month theme of “Equity and Apprenticeships,” I wanted to describe what equity in apprenticeship is and what it looks like. As always, I encourage you to contact one of CDLE’s Apprenticeship Consultants, who provide support, guidance, and resources at no cost for employers looking to create RAPs. You can get in touch with them today by filling out this form .

What is equity in apprenticeship?

Before I get down to the nuts and bolts, I wanted to take a moment to quickly describe the differences between equity, diversity, and inclusion because when we use these words interchangeably, we risk losing clarity of purpose which can inhibit equity initiatives.?

• Equity recognizes that people come from different backgrounds and face different barriers due to historic and current underinvestment and oppression; it allocates resources based on need. It’s often confused with equality, which stipulates that everyone receive the same resources and opportunities regardless of background or circumstance.?
• Diversity refers to the range of human differences such as race, gender, gender identity, sexual orientation, age, socio-economic status, disability, religion, national origin, and political beliefs.
• Inclusion is broadly defined in the world of work as respecting the worth and dignity of all people. Inclusive workplaces promote a sense of belonging and respect the unique talents, beliefs, and backgrounds of all workers.

Initiatives that focus on equity rather than equality recognize that a rising tide does not lift all boats.?

Equitable apprenticeship programs are those that recognize that workers competing on the same career ladders start from inherently different positions, with different resources, support, or connections. Equity is at the center of CDLE’s apprenticeship efforts. In July, CDLE was awarded $10 million from USDOL for its Innovation, Diversity, and Equity in Apprenticeship grant which will increase participation in apprenticeship by youth, women, people of color, justice involved, individuals with disabilities, individuals impacted by COVID-19 pandemic. Additionally, CDLE has committed to increasing the number of new apprenticeships filled by racial or ethnic minorities by 5 percent over the next year.

What does equity in apprenticeship look like??

The tactics employers use to create equitable apprenticeship programs differ, but generally focus on four areas: recruitment and selection, apprentice preparation, apprentice training, and post-completion support. A recent report from the Center for Apprenticeship & Work-Based Learning (CAWBL) outlines common barriers employers face when creating equitable programs, and steps they can take to overcome them. I’ve included a small sampling below; you can read the full report here. ?

Recruitment

Many employers have trouble attracting diverse candidates. CAWBL provides a series of simple recommendations to help, including ensuring that all recruitment materials include images of people from different backgrounds. Employers should also partner with local organizations that serve underrepresented populations so they are aware of apprenticeship opportunities they can pass on to their clients.?

To diversify your candidate pool, Skillful , an initiative of the Markle Foundation, recommends creating skills-based job postings, which prioritize the skills a candidate has or can learn over proxies for skills like degrees or years of experience. When writing your job description, remove unnecessary credential requirements and determine what skills are required and what skills are preferred. Required competencies are skills the candidate will need on day one; preferred are those they can learn during onboarding or on the job.?

Selection

To combat interviewer bias in the selection process, equitable RAPs often craft their interviews using skills-based practices. Skillful recommends asking all candidates the same questions to better compare responses; crafting each question to focus on evaluating one specific skill; asking behavioral questions about past situations the candidate has found themselves in; requiring skills assessments to demonstrate candidates’ skills; creating diverse interview panels; and more.

Preparation

Apprentices can’t succeed if they’re not given the support they need to hit the ground running. Equitable RAPs make sure that apprentices have a basic understanding of the industry before they start, often by offering pre-apprenticeship programs that introduce participants to their culture and expectations. And equitable RAPs also take into account that apprentices’ circumstances differ; some may need to take public transportation to get to work, others may struggle to find childcare. CAWBL suggests making any pre-apprenticeship program flexible and encourages employers to coordinate with outside supports if possible.?

Training

New apprentices bring a wide range of educational and job experiences, so it’s important that a RAP be able to change based on apprentices’ needs. Equitable RAPs also ensure apprentices’ success by connecting them with carefully selected mentors who provide one-on-one support and guidance.

Post-completion support

To help ease the transition from apprentice to full-time employee, CAWBL recommends creating an onboarding program designed specifically for them; they also suggest intentionally bringing together workers who have completed RAPs and those with non-apprenticeship backgrounds to make knowledge-sharing easier. Employers should clearly communicate the skills workers need to advance and provide information on where they can take their career.

The most important factor in creating an equitable apprenticeship program is intentionally involving representatives from underserved communities in the ideation, development, and operational processes. As Equity in Apprenticeship notes, doing so ensures that “apprenticeship programs...are informed by real worker experiences, needs, and insight,” and lead to programs that are “more effective at preparing workers for their industries, thereby improving industry outcomes and productivity.”

Apprenticeships are known to help workers gain the skills they need to obtain quality jobs that pay a living wage to the benefit of employers, workers, and the economy. If we intentionally integrate equity into all aspects of RAPs, we deepen the collective talent pool, build a future-ready? workforce, and create an economy in which all workers can learn, grow, and flourish.?