Multiple big-name brands like Thames Water have unveiled ambitious apprenticeship schemes targeted specifically at women in recent years.  

But the latest reports show that the number of women starting STEM subject apprenticeships still won't equal male take-up until 2044. 

The figures make uncomfortable reading: 

• In total, only 14% of apprenticeship starts in STEM subjects were taken up by women. 

• 70,000 fewer women than men started STEM apprenticeships in the last year. 

• 457,700 fewer women than men started STEM apprenticeships in the last six years. 

• 64,760 women started STEM apprenticeships since 2016/17 as opposed to 522,460 men - eight times fewer women than men. 

In the past, apprenticeships were viewed as being male dominated. Unfortunately, that position continues to some extent, with 75,500 more women than men starting apprenticeships in non-STEM subjects between 2020/21 and 2021/22.  

This ongoing gender split between job functions is worrying, as the UK continues to grapple with serious, long-term skills shortages across STEM industries.  

1. Offer part-time programmes 

Only 10% of apprentices work fewer than 30 hours a week. This can be a barrier for women - particularly those with caring responsibilities who may need to spend more time away from the workplace. By offering part-time courses, you could open up apprenticeships programmes to women while supporting gender diversity - and that's a win-win.   

2. Encourage competition   

It's a sad truth that fewer women enter skills competitions than men.  Encourage all your staff to go for gold. If women see their peers' winning trophies and becoming role models, they're more likely to realise the exciting opportunities on offer and enter competitions themselves.  

3. Change recruitment   

Many of us have unconscious biases. Without realising, some people favour male applicants over female - even when they have the same qualifications. Make sure you keep this in mind while you're recruiting. You could even cover names on CVs so you're judging candidates purely on merit.   

4. Go online   

If you use a learning software to deliver your apprenticeships, it affords your staff flexibility to work anytime, anywhere - whatever their work, leisure or family commitments.  

For more ideas on upping your intake of female apprentices, download our free guide