With [an] ageing population and changing career patterns, directing new apprenticeships in the 'traditional' trades primarily to younger males may not meet future skill demands [of] the economy. In these trades, over-25s are 12 per cent of the numbers in training in 2000, up from 8 per cent in 1995. Women are just 1 per cent of total training numbers in these same trades. But, the over-25s now occupy about 30 per cent of apprenticeships and traineeships generally. NCVER [National Centre for Vocational Education Research] has studied adults in traditional trades, via employer case studies. Foll
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With [an] ageing population and changing career patterns, directing new apprenticeships in the 'traditional' trades primarily to younger males may not meet future skill demands [of] the economy. In these trades, over-25s are 12 per cent of the numbers in training in 2000, up from 8 per cent in 1995. Women are just 1 per cent of total training numbers in these same trades. But, the over-25s now occupy about 30 per cent of apprenticeships and traineeships generally. NCVER [National Centre for Vocational Education Research] has studied adults in traditional trades, via employer case studies. Following are interim directions and findings: (1) innovation in recruitment is opening up new 'second chance' pathways for adult apprentices - be they experienced workers or ex-university and VET [vocational education and training] students. However, government funding and administrative support for trades does not always favour prospective adult apprentices; (2) few companies have a broad model for adults in trades - i.e. accelerated training, premium skill training, women in trades, or training for post-trade careers. Workplace and training innovation is limited. Earning 'low' wages relative to other adults, adult apprentices often travel a fairly traditional route through the training package and training delivery for much the same term as the juniors; (3) adult apprentices may have advantages in terms of maturity, dependability and commitment, but 'high' apprentice wages relative to juniors are a brake on numbers. Companies surveyed expect adults’ share of ‘traditional’ apprenticeships to stay much the same; (4) while the national VET strategy favours 'lifelong learning', system policies and company practices change [too?] slowly, if increases in adult apprentice numbers are desired. This may have its impact on productivity and innovation, meeting of skill demands in the economy, and diversity of individual career opportunities.
Published abstract. The reports on this research, 'Getting adults into the trades' and 'Getting adults into the trades: case studies', both by Stephen Saunders and John Saunders, are indexed at TD/TNC 70.04 and TD/TNC 70.20.
The collection of papers is indexed at TD/TNC 73.601. Individual papers are indexed from TD/TNC 73.602 to TD/TNC 73.621.
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