Positive Action in Apprenticeship Recruitment

The huge underrepresentation of female apprentices in sectors such as engineering, IT and construction presents a challenge for recruiters and HR professionals. There are a number of barriers which can make it difficult to change the fact that that just 3% of engineering apprentices are female for example, especially when this figure represents a backward shift in recent years. The patchy nature of careers information, advice and guidance and the challenges in reaching out to potential candidates at a young age through schools and colleges as significant obstacles.

However, there are also challenges that stem from the way we recruit and the failure of many employers to make full use of the tools available to them. A new report by Young Women’s Trust and Professor Chantal Davies at the University of Chester shows that a lack of understanding about what positive action means is holding employers back in their efforts to increase diversity.

Equality at Work? Positive Action in gender-segregated apprenticeships, highlights that there remains a large degree of confusion about what positive action means and what is lawful. A You Gov poll of 800 HR decision makers showed that almost half of those from professional, scientific and technical sectors were unware of what the law allows in terms of positive action. 

This lack of knowledge has very real consequences. The fear of “getting it wrong” and inadvertently discriminating other groups too often means that employers take only minimal steps in terms of positive action. This is despite the fact that three in five employers saw positive action as an essential tool to increase diversity in ley sectors. The tie-break clause in Section 159 of the Equality Act, which allows for selecting a woman over a man in the case that they are equally qualified and where women are underrepresented, was particularly misunderstood and saw, little formal use.

There are undoubtedly challenges for smaller organisations. The costs or logistical challenges in implementing positive action measures can seem daunting.  However, steps such as using blind CVs, include women on interview panels and promote positive role models of women industry leaders needn’t costs the earth and can be highly effective.

The key thing that will make the difference however is leadership- from both Government and sector leads. Employers need to be bold in the measures they take, but need clear guidance from Government about what is lawful so they have the confidence to act. Government, with the support of sector bodies should also set targets to provide focus. The public sector and larger employers should also make use of their procurement power to both drive change and support smaller businesses to make the necessary changes.

Ultimately, we need to see more employers making use of the full range of recruitment tools they have available. Positive action can be a part of that and, if the recommendations from the Young Women’s Trust report are taken forward, I have every hope that they will be.

Mark Gale is the Policy and Campaigns Manager for the Young Women’s Trust find out more here