Six ways to retain STEM apprentices

According to research, approximately 35% of apprentices in engineering are dropping out. The cost of recruiting an engineering apprentice worked out at almost £3,000. (source: ET Foundation)

Aside from the cost to the employer, there’s the potential career setback suffered by the apprentice as they try to find a new vocation or training. It’s clear that employers need to work harder to retain their apprentices, particularly in making the workplace – and the work itself – more inclusive.

How to retain women and girls as STEM apprentices

We’ve identified six ways that STEM employers can help increase the chances of apprentices staying around once their training programme is complete. At the heart of these methods is the employers’ active attempts to make the workplace a better cultural fit for the apprentices’ beliefs and values.

Offer clear career progression opportunities

Clear career progression pathways are key to retaining women in STEM, and throughout their apprenticeships. Many women over 35 remain in junior roles in the engineering sector, with reports showing 60% believe men advance more easily, so addressing career advancement is critical.^[1]

Offering regular feedback, promoting professional development, and clearly outlining opportunities for progression, can really help women apprentices to see a future within the company, boosting retention.

If you can’t offer a permanent role, or things don’t work out, help connect your apprentice with other companies or recruiters. Keeping talent in the industry, especially female talent, benefits everyone.

Use apprenticeships to upskill the existing workforce

Apprenticeships can help to retain existing talent in your company by enabling employees to gain the skills needed for career progression. Research shows that 76% of employers report improved staff retention when they train existing employees through apprenticeships.^[2]

Apprenticeships offer a structured way for women to gain the latest technical skills and knowledge, while remaining employed and having the cost of their training covered, which can be especially helpful for those with family or caring responsibilities. By investing in their skills and knowledge, women are more likely to remain in the STEM sector – and within your organisation.

Offer fair and competitive pay

Salary is a key motivator for young employees, with 51% of employers reporting graduates and apprentices were leaving their roles for better-paying roles elsewhere (source: FE News). Employers can reduce the risk of losing talent by offering transparent, fair, and competitive pay.

Ensuring equal pay for women apprentices and offering benefits like enhanced maternity leave or childcare support can make long-term careers more attractive, particularly for women balancing work and personal responsibilities.

Provide flexible working patterns

For women in STEM, achieving a balance between work and personal life is crucial. A recent Women in Tech survey found that 63% of women place flexible working in the top three benefits that would attract them to a new role (source: Women in Tech). Employers should embrace flexible options like part-time roles, job shares, remote work, and family leave policies to retain talent. This flexibility not only boosts job satisfaction but also loyalty.

Flexible working is also a key priority for Gen Z. Research from InnovateHer found that 64.8% of 11–17-year-olds find working from home to be important, or really important, when choosing a job (source: InnovateHer).

With recent UK legislation granting employees the right to request flexible working from day one, offering this option is vital, especially for women balancing family and career in male-dominated sectors.

Find out more about the policies and application process here: Flexible working | Acas

Give apprentices recognition and reward

Whether through workplace recognition or nominating them for industry awards like the Enginuity Skills Awards, shining a spotlight on an apprentice’s achievements helps build confidence and motivation. It raises their profile both within the company and industry, and demonstrates your commitment to supporting women in STEM.

When apprentices feel seen and valued, they are much more likely to stay and grow with an organisation.

Consider nominating your apprentice for our 365 Faces of STEM campaign, which highlights women and their allies working to make the sector more diverse and inclusive.

To attract and keep women in STEM, employers must recognise and address challenges and create a support environment. By providing clear career paths, work-life balance, and fostering inclusivity day one of their apprenticeship and beyond, employers can increase retention and keep women engaged long-term. This not only strengthens the workforce but encourages innovation and benefits the industry by holding onto – and developing – talented women throughout their careers.

^[1] How to Attract and Retain Female Engineering Talent - BMS Performance

^[2] Apprenticeships evaluation 2021 - employers research report