Driving Diversity and Inclusion in Apprenticeships
At JGA Group, diversity, equity, and inclusion (EDI) are not just policies – they are our foundation. From recruitment and training to the way we support our learners, we actively champion inclusivity and accessibility.
Our approach is not about ticking boxes; it’s about driving meaningful change and ensuring that every learner, regardless of their background, has the opportunity to succeed. Initiatives are designed to create an environment where all individuals receive the support they need to thrive. Through targeted training, personalised learning plans, and holistic support, we empower our apprentices to drive positive change in their workplaces.
Making Apprenticeships Accessible from the Start
Potential apprentices receive tailored support throughout the application process. This includes accessible application forms (e.g. large print, plain English, and screen-reader compatibility) and that each applicant has access to 1-2-1, Matrix-accredited careers information, advice, and guidance (CIAG) from a trained advisor. Any applicant who needs individualised support completing application forms receives it.
Apprentice undergo an intensive diagnostic process to develop an individualised support plan, ensuring they receive:
- Training and coaching tailored to their learning style.
- Communications and learning materials compatible with immersive and screen readers, large/adjustable print, and subtitling.
- Intensive support including adaptive strategies, additional coaching for neurodiverse learners and those with complex needs through our specialist partner, Support Connect (via Learning Support Funding).
- Liaison with EPA organisations to secure bespoke reasonable adjustments for assessment, including additional time and scribes.
- Personalised one-on-one specialist Functional Skills support.
- Monthly drop-in clinics to support the 20% off-the-job training requirement.
- Two clinics dedicated to preparing learners for the End Point Assessment (EPA), including mock presentations and peer professional discussions.
We also offer part-time programmes and have successfully supported apprentices to defer and restart learning (e.g. due to maternity leave), using keep-in-touch sessions and refresher learning upon return.
Building a More Inclusive Workforce
Our commitment to EDI extends beyond apprentices to our internal workforce. For us The JGA Group:
- 40% of our leadership team have disabilities.
- 40% of our leadership team are aged 60+.
- 20% of our leadership team are non-white British.
- 60% of our leadership team are female.
- Seven of our staff have been on an apprenticeship themselves (including one right now), ensuring lived experience shapes our delivery.
- Most staff schedule work around carer or parenting responsibilities – we are a flexible employer.
Our culture is rooted in inclusion, and we recognise the importance of continuous learning in this area. Every six months, our Team Forum features interactive sessions on allyship, intersectionality, and unconscious bias.
Additionally, all staff receive EDI training as part of their onboarding, with a full refresher every two years. We made an acknowledged contribution to ‘Deeper Thinking and Stronger Action’, a toolkit for the industry which was published by the Education and Training Foundation.
Supporting Neurodiverse and Disabled Learners
A dedicated pastoral support role, significantly benefits neurodiverse and disabled learners by boosting their confidence and helping them contribute more effectively in their roles. Employers have noted the transformation, sharing feedback such as being “impressed by the increased self-confidence and esteem” of their apprentices.
Much like an EHCP plan, our 360-degree wrap-around learning plan ensures that each apprentice receives tailored support. We collaborate with employers, coaches, Learner Progress Advisors (LPAs), and Support Connect to develop structured learning plans that address unique needs holistically. These plans are regularly reviewed and adjusted to ensure relevant and effective support.
Jude Aston, a neurodiverse apprentice with cerebral palsy, benefitted from this structured approach. Referred to our Support Connect team from day one, he received targeted tools to aid his engagement and a dedicated Progress Advisor to provide continuous support.
Jude shared: “The 360-learner plan approach was useful for me and allowed me to understand what my support would look like throughout my apprenticeship… Taking this approach gave me familiarity, having used this method throughout my school years. The support plan gave everyone an overview and made me feel at ease… I believe it helped my employer in deciding how best to support me… Overall, the 360-learner approach has been important to my success.”
Jude later achieved a Distinction for his public relations and communications apprenticeship.
Coaches and Tutors also play an active role in pastoral support; regularly attending training so they are up to date with the latest tools to remove learning barriers for students.
Photo: Jude, apprentice turned Aston Villa Disabled Supporters Association Communications Manager
Suzanne, a Fundraising Apprentice, faced severe health challenges during her apprenticeship. She credited her success to the compassionate support of her Learner Progress Advisor, saying: “I truly appreciate how approachable and patient my Learner Progress Advisor was throughout this journey. They ‘held me’ and gave me the support I needed to get to the endpoint. I would not have got through the course without their support.”
Policies on Health, Wellbeing, and Inclusion
In 2024, our Suicide Safety Policy was highlighted as best practice by the Greater London Authority, demonstrating our leadership in supporting learner wellbeing. We continuously update our EDI policies to reflect the latest standards and best practices, ensuring that our apprentices and staff receive the best possible support.
EDI in Action: Industry-Specific Training
We embed EDI into our programmes in meaningful ways. For example, in our marketing apprenticeships, learners explore how brands can authentically engage diverse audiences, challenge stereotypes and craft inclusive campaigns. Apprentices also audit their own organisations, identifying gaps in EDI practices and making recommendations.
One employer particularly praised this approach, stating: “I’ve been truly impressed by how our marketing apprentices have embraced diversity and inclusion in their work. They’ve pushed us to re-evaluate our approach, audit our practices, and implement changes that have made a genuine impact on the business.”
Impact and Outcomes
Our inclusive approach delivers tangible success:
- Overall apprentice achievement rate of 70% (2023/24), with 65% of achievers gaining Distinction.
- This is substantially higher than the national average.
- For disabled apprentices, achievement rates have risen by 18pp over the last 3 years, reflecting the effectiveness of our tailored support strategies.
- Apprentices from ethnic minority backgrounds complete their programmes at higher rates than the overall average, demonstrating the success of our inclusive practices.
- Our support structure has closed the gender gap in achievement rates (by 10% in the last 12 months), ensuring greater parity between male and female apprentices.
Photo: Nirosha and Zainab at the 2025 West London Business Awards
Nirosha Dissanayake, recently declared 2025 West London Business Awards Apprentice of the Year, exemplifies the power of EDI in public health. As a Sri Lankan-born professional navigating a new culture and career shift, she used her apprenticeship at Kent County Council to pioneer inclusive, data-driven interventions for homelessness and substance misuse. Through her work, she challenged traditional approaches by ensuring that solutions were shaped by diverse voices, including those with lived experience.
She secured a critical grant, introduced real-time drug and alcohol-related death surveillance, and presented her findings to over 500 professionals, advocating for the integration of systems thinking in public health policy.
Zainab Abbas, formerly Bid and Proposal Coordinator apprentice at Mace Plc, has been a trailblazer for EDI in the construction industry. As a woman from an underrepresented ethnic background, she recognised the challenges faced by marginalised groups in the sector. She took action by founding the Asian Arab Network, creating a safe space for young professionals to connect and access career opportunities.
Within six months, the network grew to 1,000 members, offering mentorship and fostering a culture of inclusivity. In addition to improving bid processes at Mace, she has championed more diverse hiring practices, helping to embed EDI principles within the organisation’s work-winning strategies. For her work on EDI, Zainab was Highly Commended by the judges at the 2025 West London Business Awards.
Conclusion: EDI Advocates
JGA leads by example, showing learners from diverse communities how they can aspire to and achieve their goals. Our initiatives aim not only to make our learners feel welcome but also to empower them as EDI advocates in their fields. By instilling these values throughout their apprenticeship journey, we equip learners to drive positive change in their workplaces and wider society.
Invest in diverse talent and drive business success with JGA Group’s apprenticeship programmes.
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Get in touch today to discover how apprenticeships can benefit your business by emailing us at sales@jga-group.co.uk.
