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Bringing more women and girls into STEM is a long term programme – but there is a worry that some apprenticeships don’t have a job at the end of training. This can be a particular issue for women looking for a career in traditionally male dominated sectors. This section will help you put in place measures to improve success rates of women finding a job at the end of their training.

Trained apprentices are extremely valuable to an organisation and women with engineering, construction, manufacturing or technology qualifications are in high demand. To retain these women within your organisation (having invested in their training), make sure what you offer measures up to the competition. It isn’t always about money – flexible working, personal development, job purpose and a supportive culture are all reasons for women to stay with you.

For colleges and training providers, it is important to build relations with local employers who want to recruit your female apprentices – many are actively looking but need the extra support and advice that a training provider can give. Consider who you will recruit from your programmes early – female apprentices can be a great sales tool for you with larger employers.

  • Support them to look at alternative ways to make the grade. To complete an apprenticeship the learner needs to have been assessed for competency. Training providers could offer them work experience in their STEM departments during the summer break to allow for this. For example, a Laboratory Technician apprenticeship learner might support the work in the college labs.
  • Help them to consider what skills they have achieved and what their employment potential is.
  • Within your own company or through your networks identify alternative roles that will make use of their skills and value your investment in them.
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