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Best Practice in Attracting Atypical Applicants to Apprenticeships

Diversity in Apprenticeships Project: Case Study Number Two

1 March 2011

Best Practice in Attracting Atypical Applicants to Apprenticeships

Funded by the National Apprenticeship Service (NAS), the UKRC developed and ran a ‘Diversity in Apprenticeships’ pilot project in 2010/11, working with the UK’s leading energy providers to increase the number of female and BAME apprentices in this sector.

‘We’ll recruit anybody – they just don’t apply’ This is the most commonly cited factor in the low recruitment of non-traditional apprentices. Historically, the numbers of women and BAME’s applying for apprenticeships in the engineering sector are very low. But why is this?

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Download all case studies from the Diversity in Apprenticeships project:

The Business Case for Increasing the Diversity of Apprentices in the Energy Sector

Best Practice in Attracting Atypical Applicants to Apprenticeships

Best Practice in the Recruitment Process for Atypical Apprentices

Best Practice in Running Female Only Open Days for Apprenticeships

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