The focus of this project is to consider the relationship between widening participation (WP) and degree apprenticeships (DAs). Specifically, the research sought to understand the extent to which degree apprenticeships were part of existing university outreach plans and identify the barriers that might exist for including DAs in WP activities. The research has a case study approach, focusing on two post-92 universities offering degree apprenticeships, interviewing key stakeholders from these two institutions along with two policy makers involved in widening participation and/or higher education.
We commissioned the work because we wanted to understand whether Degree Apprenticeships are really expanding opportunities for higher level study to those from disadvantaged and underrepresented groups.
The research found that outreach and recruitment for DAs was generally not integrated, although both institutions in the study highlighted increasing interest in DAs from schools with a greater proportion of higher-attaining students and non-state schools, rather than the schools where their outreach typically takes place. Both providers had recruited a range of apprentices, with older apprentices already working for the organisation from comparatively lower socio-economic backgrounds being the norm on health-related programmes, while digital and STEM-related programmes attract younger apprentices as new recruits, from comparatively higher socio-economic backgrounds.
Outreach staff member, University 1."I think they're harder to get than getting into some of our Russell Group universities, which makes it unfair. I think they're unbalanced. I think at the moment there are probably groups of learners that are in schools that are paid for, as in private schools, they're one step ahead."
The variation across institutions was mainly related to the DAs offered. In general, degree apprentices were older than traditional full-time undergraduate students, and mostly entered with Level 3 as their highest prior qualification.There are a number of hurdles prospective degree apprentices face in securing a DA, and this appears to be impacting the chances of young people from less advantaged backgrounds to a greater extent. Prospective degree apprentices face two hurdles – securing the job with the employer, then securing the university place. This puts employers in a position of control with who they decide to recruit. Many employers are more inclined to put their existing staff on DAs rather than recruit new employees.
Given employers hold significant control in the availability of apprenticeships, the supply of DAs inevitably responds to employers’ priorities and skills needs, which does not necessarily respond to universities’ widening participation agenda. The universities in this research tried to influence and support employers’ recruitment of degree apprentices to varying extents.
Report written by
Charlynne Pullen, Colin McCaig, Katherine Emms, Andrea Laczik.