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Review

Many employers work with training providers, not-for-profits, recruitment firms, community organisations or specialist agencies to advertise and recruit apprentices. Share these tips so that everyone involved is aware of the actions they can take to reduce bias and avoid deterring women and girls from applying.

Analyse the diversity of your existing workforce, in particular your recent apprentice intake.

  • Confirm the numbers of women on the relevant apprenticeships.
  • Gather any existing data on personal details (e.g. gender, ethnicity, faith, sexual orientation) to allow comparison and analysis.

If you have recruited apprentices before, look back at the data.

  • Look at applications, progression through the test and interview stages as well as actual recruitment.
  • Split data by gender and establish any trends. For example, are there significant numbers of women failing at the test stage? Are particular groups getting through all stages but just not being offered employment?

Use this analysis to target these areas for improvement or to offer greater support for candidates.

There is no legal requirement to ask candidates information about their gender, age or other personal characteristics. However, this information can be useful in establishing a baseline against which to measure the impact of any changes you make to the recruitment process.

If you haven’t previously collected this data, you can start now.

Establish your baseline data for applicants.

  • Ask applicants to provide personal details (e.g. gender, ethnicity, faith, sexual orientation).
  • Ask for this information at the end of the application form and on a separate sheet. Explain that you are asking for monitoring purposes only and that the information will not be used as part of the selection process.
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