Participation of young people from minority ethnic backgrounds in apprenticeships

About

Youth Futures Foundation (Youth Futures) commissioned the National Centre for Social Research (NatCen) to conduct qualitative research into the participation of young people from minority ethnic backgrounds in apprenticeships. The study sought to understand which factors may be contributing to ethnic disparities in apprenticeship starts, completions and achievements.

Over the past decade, significant reforms have been introduced to the apprenticeship system in England, including the Apprenticeship Levy and changes to qualification standards and training requirements. Existing research has identified several barriers faced by all young people in accessing apprenticeships, including low awareness, low wages, and entry level requirements that hinder access for disadvantaged groups. However, there has been limited research on the under-representation of minority ethnic young people in apprenticeships.

Key findings 

The research identified several key barriers to participation and completion for minority ethnic young people in apprenticeships: 

• Awareness and perceptions: Parents and family networks were reported to play a crucial role in steering young people toward academic pathways over apprenticeships. This was felt to result from a perceived lack of awareness and understanding about apprenticeships among minority ethnic communities. One reason for this was limited information about the benefits of and progression routes within apprenticeships; another was a preference or aspiration among parents for their children to complete a university degree. Additionally, minority ethnic young people faced challenges in accessing information about the availability and requirements of apprenticeships. Young people cited personal contacts, teachers, school careers advisers and social media (particularly TikTok) as important sources of information that facilitate apprenticeship applications and starts.
• Financial barriers: Low wages within apprenticeships can be a significant deterrent, particularly for those from disadvantaged socio-economic backgrounds. Young people discussed how on the one hand, the fact that you earn a wage and do not incur any student debt is an incentive for choosing an apprenticeship over a university degree. On the other hand, the low pay often creates financial strain, which can impact both initial interest and the ability to complete apprenticeship programmes. Young people described an expectation to contribute to household income in their families, which they said may not exist among their white peers. Low wages in apprenticeships can lead to the expectation or necessity of taking on additional jobs, which can deter applications and result in lower completion and achievement rates.
• Inclusion and experiences of racism: Our interviewees reported that some employers lack cultural awareness, leading to feelings of alienation and discrimination among apprentices from minority ethnic backgrounds. Employers, training providers and young people also highlighted instances of racism, both overt and systemic. Additionally, young people reported how past experiences of discrimination and racism might deter those from minority ethnic backgrounds from pursuing apprenticeships, especially in sectors perceived to lack diversity. Lastly, the lack of minority ethnic role models within apprenticeship programmes and employing organisations was seen as a demotivating factor. These factors may be contributing to lower completion and achievement rates among minority ethnic young people.
• Regional and sectoral variations: Our research highlighted that the availability and accessibility of apprenticeships varied significantly across regions and sectors. In London, low pay in a city with a high cost of living was a pronounced barrier. In Yorkshire and the Humber, lack of public transport infrastructure outside the major towns and cities was seen as a deterrent for socio-economically disadvantaged young people. Low growth and a predominance of smaller companies were also cited as reasons for there being fewer apprenticeship opportunities in this region. In the West Midlands, participants described a good availability of apprenticeship opportunities and a particularly strong careers provision in schools. In the Health, Public Services and Care sector, participants believed that negative perceptions of progression routes within the sector contribute to lower start rates. In the Business, Administration and Law sector, on the other hand, participants perceived progression routes to be good but highlighted the lack of visibility of minority ethnic leaders and role models as potential deterrents.

Methodology

The study used a qualitative research design to explore the experience of minority ethnic apprentices. It included six interviews with stakeholders such as academic experts, representatives from voluntary community sector (VCS) organisations, and employer/training provider bodies. Additionally, our case study research involved interviews and focus groups with five employers, four training providers, and 20 minority ethnic young people who had experience with apprenticeships. The case studies took place in London, West Midlands and Yorkshire and the Humber.