Sustainable STEM engagement strategy checklist
Developing a strategy is a good first step when looking to attract more women and girls into STEM apprenticeships. The below questions can help you build an understanding of what you hope to achieve and the approach to take, as well as identifying your strengths and potential areas for improvement.
Once you’ve got the big picture, you can begin to shape your approach to engaging new learners. With that in mind, here’s what can help you to determine your STEM engagement strategy.
What is the current participation of women in our organisation?
To understand where barriers might exist, think about the make-up of your organisation, and assess current participation levels. What are the drivers for wanting to diversify?
What do we want to achieve? What is a realistic target?
How many STEM apprenticeships are you offering, and what proportion of these do you want women to take up? In what specific timeframe would you like to achieve this? Rather than aiming for a drastic increase, focus on incremental progress within a reasonable timeframe.
What do we do well? What could be better?
Gather feedback from current or recently completed women apprentices, through key questions that can help shape your ongoing engagement:
- Did they benefit from any outreach activities? What worked and didn’t work for them?
- Would they recommend your apprenticeship/organisation to their peers?
- Do/did they feel included as part of the organisation?
- What suggestions might they have to encourage more women and girls in STEM apprenticeships?
Who do we want to engage with? What schools would we like to work with?
Concentrate on your local area of schools and colleges, or a place where your ties to the community may be stronger. This will increase the chances of building a strong relationship with the women and girls who can become familiar with your business. Prioritise schools that may require additional support, such as those with a high percentage of students receiving free school meals, or which are in areas with limited social mobility.
Who has connections we can utilise for our outreach?
Check in with employees who are already involved in their local community with schools, clubs, or formal organisations like Girl Guides or Brownies for help promoting your apprenticeship opportunities. Staff that can personally advocate for your organisation would employ a more authentic (and cost-effective) method of outreach
What other networks or organisations could we engage with?
Broaden your outreach by partnering with women’s organisations, parent groups, or local community networks. Focus on collaborations that directly reach potential women and girl apprentices and their support networks.
Has our company considered non-traditional apprentices?
There could be many potential recruits that don’t fit the typical profile of an apprentice, that could still benefit your business greatly. Be open to attracting women already in your workforce, or those looking for a career change. Offering STEM apprenticeships to women over 19 who want to retrain can help diversify your intake.
Promote alternative ways to educate and gain qualifications, such as qualifications from The King’s Trust, or the DWP. Look into degree apprenticeships as a route to retraining for women interested in taking the leap.
Quick links:
Your training options | Skills for Careers
How can we best allocate our resources?
Be realistic about the resources you need for effective outreach. Smaller, more focused campaigns are likely to yield better results than multiple initiatives spreading resources too thin. Think quality over quantity, and about establishing sustainable relationships with schools or groups, rather than sporadic, one-off events.
- Identify the right person for the job – someone who can be a role model, especially if they have been – or are currently – an apprentice themselves.
- Give staff the time and resource – provide dedicated time for outreach activities, such as through volunteering hours or days. This could be incorporated as part of your early careers/apprenticeship programmes.
- Budget – it’s helpful to consider both direct costs and the value of staff time. Prioritise high-impact activities like school visits or mentoring programmes that can have long-term benefits for students and communities.
How are we going to measure impact?
It may take time to see the impact of your outreach on the number of women apprentices in your organisation, particularly when engaging with the younger year groups. However, to assess the impact of your school outreach efforts, track metrics like the number of students (especially girls) attending your events, workshops, and mentoring programmes. Additionally, gather feedback through surveys to understand any shifts in student interest towards STEM careers.
What next?
Download a free starter pack for engaging with schools here:
Employer Resources & Events | The Careers and Enterprise Company.
Along with our checklist, this resource will guide you in shaping your approach to school engagement and talent attraction.
Next, we’ll look at tips on engaging with schools.
