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APPRENTICESHIPS: Almost 90 per cent of apprentices in England aged 16-24 are white

EMPLOYERS NEED to increase the number of ethnic minority, female and disabled apprentices by implementing methods of positive action, a report published today has said.

The report from the Equality and Human Rights Commission reveals that few employers are making use of the powers given to them under the Equality Act to help remove barriers preventing minority groups from gaining employment.

Almost 90 per cent of apprentices in England between the ages of 16 and 24 are white, the report has revealed. While there are similar numbers of female and male apprentices in England, women have remained significantly under-represented in better paid sectors and over-represented in lower paid industries such as early years care.

In England in 2017/18, 23.6 per cent apprentices were from an ethnic minority background, over the same period in Scotland, just 1.9 per cent of apprentices were from a black African or Caribbean, Asian, mixed ethnic or other ethnic minority background. In Wales it was found that while there had been a fairly steady representation of ethnic minority apprentices, around 3 per cent since 2008, the figure also did not reflect the diversity of the population.

Rebecca Hilsenrath, chief executive at the Equality and Human Rights Commission, said: “We need a level playing field in the workplace for women, for disabled people and for ethnic minorities. If we can do this at the point of entry to the labour market, we will take giant steps towards closing pay gaps and eliminate once and for all the outdated idea that certain kinds of people ought to be doing certain kinds of jobs. Apprenticeships offer a great opportunity to create opportunities for individuals by offering paid employment, on-the-job training and qualifications.”

The Equality and Human Rights Commission calls for employers to do more to tackle the disadvantages faced by minorities in the workplace, comes at the start of National Apprenticeship Week (March 4 - March 8) and after a landmark employment ruling.

Last week, Cheshire Police were found guilty of discrimination after they rejected a candidate because he was white, heterosexual and male. The police service was found to have used positive action in an unlawful way.

Hilsenrath said: “Employers need to take a confident and proactive approach if they are really going to make a difference here. Too often they are hesitant about using positive action because they’re worried about inadvertently discriminating against others. Unfortunately employers such as Cheshire Police, falling foul of the law due to a lack of understanding, add to this fear. In reality, when used correctly, positive action is a powerful way for employers to address skills shortages and foster inclusive and diverse working environments that allow everyone to reach their full potential.”

Among, the commission’s recommendations are that employers should monitor recruitment, retention and progression by ethnicity, disability and gender to identify obstacles particular

It has also called on the government, which aims to create 3 million apprenticeships in England by 2020, to hold the providers of apprenticeships they fund to account on improving representation.

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