Dr Laura Fogg Rogers Laura.Foggrogers@uwe.ac.uk
Associate Professor of Knowledge Exchange in Engineering
Sarah Behenna Sarah.Behenna@uwe.ac.uk
Research Associate - CHSS - DAS
Dr Laura Hobbs Laura5.Hobbs@uwe.ac.uk
Senior Research Fellow - CHSS - DAS
Abstract
The Engineering and Construction sectors are cornerstone employers in the West of England and need both greater numbers and greater diversity of new entrants to sustain growth in these industries. Through focussing on both recruitment and retention simultaneously, this project addressed both widening participation into these industries, as well as diversity and inclusion in the workplace. This has encouraged more women to apply for apprenticeships, as well as more women feeling supported to stay and progress in their careers.
Working together with businesses, training providers, Higher Education and regional governments, means that the project has streamlined resources, enhanced our reach and maximised impact from the project. The Women Like Me programme partnered with existing schemes and networks to enhance reach and impact. Working with STEMazing has enabled the programme to support senior women to act as mentors for junior women, who have focussed on career development and progression. Working with the South West STEM Ambassador Hub has enabled training and opportunities for junior women to role model diverse career pathways in schools. Partnership working has also enhanced and amplified the impact of existing schemes, such as the Western Training Provider Network’s role modelling programme in schools, which is supported by the West of England Careers Hub. This has been an efficient use of resources to support skills development as well as economic growth in the region.
The programme has grown the impact of mentoring within the region, with a 39% increase in mentors and mentees paired through the scheme in 2024. There is also a wide diversity of women from intersectional backgrounds participating in the scheme, with 38% of women coming from Black, Asian, Mixed, or Ethnic Minority backgrounds, compared to 19% within the Bristol area. Mentors and mentees all stated that they found the project valuable and sought further mentoring and networking opportunities. There have also been encouraging increases in women applying to the six Degree Apprenticeship programmes in scope for the project, with a 60% increase in women applicants from 2023/24 (25% women) through to 2024/25 (40% women).
The project has also highlighted a significant commitment to apprenticeship programs within the West of England region, particularly those aligned with the University's and the West of England Combined Authority’s sectoral foci. It also underscores the need for further exploration and understanding of Degree Apprenticeships, particularly regarding how employers can leverage these programmes to fulfil their corporate social responsibility goals and enhance access to Higher Education, thereby widening participation and improving career outcomes for diverse entrants to universities.
By facilitating discussions among employers about integrating Degree Apprenticeships into their business strategies, the project has illustrated an enhanced level of engagement from employers, with ambitious plans to utilise apprenticeships as catalysts for cultural organisational change and to address inclusivity gaps effectively. The project has been encouraged by the strong engagement and commitment demonstrated by employers toward the growth of Degree Apprenticeships and the opportunities they present in addressing sector, industry, and employer inequalities that disadvantage certain groups. The efforts undertaken in the Wave One initiative have established a solid foundation for the continued activities in the Wave Two expanded project, which will further enhance engagement with employers, apprentices, and the community.
