Dynamic Training – Written evidence (YDP0049)

Dynamic training for the past 2 years has been raising awareness across providers/supported employment and employers about how to support individuals with disabilities to access apprenticeships. Dynamic was funded by the Education and Training Foundation to undertake this work. Dynamic currently offers apprenticeships to individuals with learning disabilities/difficulties and/or Autism. People with disabilities often encounter significant barriers when trying to access apprenticeships. These barriers can make it difficult for individuals with disabilities to pursue their desired careers and fully participate in the workforce. Some of the key barriers from our work include:

Negative Attitudes and Stereotypes: Stigma and misconceptions about disabilities persist in society. Apprentices with disabilities may encounter prejudice, bias, or low expectations from colleagues, supervisors, and/ or tutors, which can undermine their confidence and opportunities for skill development.

Lack of Accommodations: some apprenticeships may not offer the necessary accommodations for individuals with disabilities, such as assistive technology, sign language interpreters, or flexible work hours. This absence of reasonable accommodations can impede equal access to training and hinder the ability of disabled apprentices to perform their jobs effectively.

Inadequate Training and Awareness: Employers and apprenticeship staff may lack the knowledge and training needed to support individuals with disabilities effectively. This includes understanding disability-related laws, knowing how to make workplaces accessible, and fostering an inclusive and supportive environment.

Limited Outreach and Recruitment: Some apprenticeship programmes may not actively recruit individuals with disabilities, resulting in underrepresentation in various trades and professions. The lack of outreach and tailored recruitment efforts can limit the opportunities available to disabled individuals.

Implicit Bias: Recruiters and hiring managers may possess unconscious biases that lead them to overlook or undervalue the skills and qualifications of disabled applicants. These biases can result in the exclusion of talented individuals from the hiring process.

Unclaimed Support Funds: Some apprenticeship providers may not be aware of the availability of ALS, ELS, and ExLS funding, which are designed to cover the extra costs associated with supporting disabled apprentices. As a result, these funds may go unclaimed, leaving disabled apprentices without the support they need to succeed.

Fear of Financial Penalties: There can be a fear among apprenticeship providers of getting the funding allocation wrong or making incorrect claims for ALS, ELS, or ExLS. The fear of financial clawbacks or penalties from the Education and Skills Funding Agency (ESFA) can deter providers from even attempting to access these funds.

Absence of Disability-Inclusive Language: Job postings and recruitment materials may not use inclusive language or provide information about the organisation's commitment to diversity and inclusion, discouraging disabled candidates from applying.

Inflexible Selection Criteria: Apprenticeship programmes may rely on rigid selection criteria that do not consider the unique strengths and abilities of disabled applicants. Such criteria can disproportionately disadvantage individuals with disabilities.

Lack of Disability Disclosure: Some disabled individuals may be hesitant to disclose their disabilities during the application and interview stages due to fear of discrimination. This reluctance can limit their ability to access accommodations and support during the selection process. Once it is identified that an individual requires reasonable adjustments the employer is ill prepared, and this may lead to an unsuccessful apprenticeship.

Complex Coordination: Disabled apprentices often require a range of support services, including job coaches, assistive technology, and accommodations in the workplace. Coordinating these services and professionals can be complex and time-consuming, leading to delays in the onboarding process.

Dependency on External Services: Many disabled apprentices rely on external agencies or funding, such as Access to Work, to fund and provide job coaching services. These services are crucial for helping apprentices integrate into the workplace but accessing them can be a bureaucratic process with varying timelines.

Limited Availability of Supported Employment Services: In some localities, there may be a scarcity of supported employment services or job coaches who specialise in assisting disabled individuals in apprenticeships. This lack of availability can prolong the onboarding process.

Exclusion of Non-EHCP or LDA Individuals: The focus on EHCPs and LDAs (who can access functional skills flexibilities of achieving entry 3 rather than the traditional level 1 or 2as part of the apprenticeship) can inadvertently exclude disabled individuals who do not have these specific designations but still require accommodations and support. Not all disabilities are formally recognized through EHCPs or LDAs, and these individuals may face similar challenges in accessing apprenticeships because they must achieve the traditional level 1 or 2 in functional skills.

Limited Careers Guidance: Many individuals with disabilities face challenges in accessing comprehensive careers advice that considers their unique needs, aspirations, and potential barriers. Without proper guidance, they may not be aware of the various apprenticeship opportunities available to them or how to navigate the application process.

Inaccessible Information: Career guidance materials, websites, and resources may not be designed with accessibility in mind, making it difficult for disabled individuals to access crucial information about apprenticeships and career pathways.

Inaccessible DAS Platform: Even when disabled individuals are aware of the DAS, the platform itself may not be fully accessible to all users. This lack of accessibility can prevent disabled job seekers from effectively searching for and applying to apprenticeship vacancies.

Resource Constraints: SMEs may have limited financial and human resources compared to larger organisations. They may perceive hiring and accommodating disabled apprentices as an additional financial burden, including the cost of assistive technology or workplace modifications.

September 2023