When supporting apprentices, have you thought about…
…applying for the government’s Access to Work scheme? This can be used to cover the costs of adjustments and support for disabled apprentices. Further information on Access to Work can be found here. Case studies providing examples of applicants to Access to Work can be found here.
…encouraging apprentices to access the Supporting Apprentices service? This service is designed to support apprentices experiencing mental health conditions that have resulted in absence or difficulties in remaining at work. It can provide personalised support and advice, advice for employers and a step-by-step apprentice support plan.
…making small adjustments to the workplace routine? This could include changes to the dress code, providing time and space for prayer and flexibility when assigning shift-based work. Information on adjustments for individuals with different religions or beliefs can be found in the Acas guide. More information on flexible working can be found at the Royal Academy of Engineering’s Diversity & Inclusion Toolkit.
…making your apprentice feel part of the team? Apprentices’ confidence and communication skills can be developed by involving them in meetings, team decisions and social events.
…providing a mentor or buddy? Allocating a mentor or buddy to an apprentice gives them a key person who they can go to for support, guidance or help. They can include line managers, work mentors or peers. Specific support and/or training for mentors, buddies and work colleagues may also be useful and is a great development opportunity for them, especially for someone who has recently been an apprentice themselves. Further information on mentoring can be found here.
…creating social or support groups or networks for specific under-represented groups? Opportunities for individuals from groups under-represented in your business to meet and support each other can improve staff retention. For more information on creating such groups, see the UKRC/WISE Apprentices guide or the Royal Academy of Engineering’s Diversity & Inclusion Toolkit.
…working with external agencies? Apprentices with complex needs may need specific support within the workplace. Involving external agencies can help you to provide this. Agencies include Remploy, the Dyslexia Foundation, RNIB and Scope.
…scheduling regular catch-ups with line managers and mentors? Regular opportunities to discuss problems or support needs may be helpful for some apprentices. However, make sure that your apprentice would welcome this support before putting it in place.
Using a culture analysis tool to assess your workplace culture? The WISE cultural analysis tool allows business to assess whether their workplace culture is accessible, diverse and welcoming to women. Equality and diversity training can help make workplace culture more accessible. For more information see Acas’s website.
…fitting roles around an individual’s abilities? Also known as ‘job carving’, this involves identifying what tasks an individual can and cannot do, and adjusting their role accordingly. This can make positions more accessible for both individuals with disabilities and older workers. For more information see BASE’s guide to ‘job carving’ and Age Action Alliance’s Employer Toolkit.
…progression opportunities? It’s important to think about the long-term outcomes of an apprenticeship and what apprentices would like to move onto after completion. Progression should also follow transparent processes and include diversity monitoring. For more information see the Royal Academy of Engineering’s Diversity & Inclusion Toolkit.
