Representation Matters for Women of Color in Youth Apprenticeships

The Importance of Youth Apprenticeships for Women of Color

Beginning my first full-time job as a youth apprentice at 17, I’ve seen the impact this role has on students from different communities. Working at a nonprofit as a project coordinator on a Business Operations pathway has sharpened my awareness of the need for equity, career readiness, and representation.

Below, I’ll weave in my own and others’ experiences and provide a broader context, discussing the history of youth apprenticeship opportunities and how women of color shape these connections nationally. I’ll also detail ongoing efforts to advance opportunities for women of color in youth apprenticeships, which can ensure the diversity of America’s workforce and can develop for workers an environment of belonging.

Youth apprenticeship is a crucial experience for women of color to grow as individuals while learning from the support, representation, and mentorship of other women.

Occupational Segregation for Women of Color in Apprenticeships: A Historical Look

Before we can understand today’s landscape of youth apprenticeships, it’s important to examine the history of occupational segregation for women of color in apprenticeships more generally. 

Occupational segregation is the systemic overrepresentation or underrepresentation of a demographic group in certain fields. For women of color, this reality often confines them to lower-wage, less stable jobs because of persistent stereotypes and workplace barriers. Despite these hurdles, women of color have made notable gains in youth apprenticeship participation in recent years. In fact, women have served as apprentices as early as the 1300s in Germany.

In that system, women engaged in a variety of occupations, including skilled trades, and gained equal footing with university-trained men in professions where they rivaled them. However, in the modern American system, women have always been underrepresented.

Apprenticeship programs in the United States began in 1911 when Wisconsin became the first state to create a Registered Apprenticeship program. This set an example and prompted the federal government to develop its own programs.

Two decades later, the National Apprenticeship Act of 1937 was signed into law by President Franklin D. Roosevelt and established national standards for apprenticeship programs. However, women and women of color in youth apprenticeship programs have historically been underrepresented. Specifically, women make up just 7% of youth apprentices and about 35% of non-white youth registered apprentices. In several industries, segregation remains high and this makes it difficult for women to participate, complete, and earn competitive wages.

The Impact of Representation and Mentorship in Youth Apprenticeship

After reviewing the historical context, the next consideration is the role of representation and mentorship in youth apprenticeship. These factors not only shape individual experiences but also the broader landscape for women of color entering these programs.

Seeing women of color in youth apprenticeship programs is important for three reasons: they act as role models and mentors, nurture an inclusive environment, and highlight women’s advancement in the workplace.

For young women beginning their youth apprenticeships, seeing and hearing the lived experiences of colleagues and leadership teams allows them to envision their own potential to grow throughout their career. This representation is important and fundamental.

On the industry side, employers benefit from hiring young women, too. Gender diversity brings a unique pool of talented women to the workplace, increasing innovation, creativity, and productivity.

For society, employing women of color promotes equity, improves career outcomes, and strengthens overall community validation. To be sure, investing in women builds a stronger, more inclusive workforce.

When women of color are thoroughly supported with mentorship, they increase their likelihood of completing their program, receiving promotions or other full-time employment offers, and deepening their career satisfaction. 

In 1992, the Department of Labor enacted the Women’s Apprenticeship and Nontraditional Occupations Act (WANTO) to address the underrepresentation of women in pre-apprenticeship, apprenticeship, and nontraditional occupation programs. The WANTO Act plays a pivotal role by supporting the recruitment, training, and retention of women in apprenticeship programs through funding technical assistance, including the development of training programs, employer orientations, and strategies to boost women’s retention in these fields.

This legislation is an important piece of government support for women, but it doesn’t include anything specific about women of color—and yet, 30 years after passage, women of color still lag behind men in opportunities for employment and wages.

In my own youth apprenticeship program at New America, I have worked almost exclusively with women, and since my first day, my colleagues have welcomed and mentored me. This apprenticeship has enabled me to earn certifications in business operations, improve my professional skills, speak at national conferences, and grow more confident and independent. These coworkers have encouraged me to manage, lead, and spark innovation at work.

Additionally, I have a second mentor, Rochelle Miller, who manages Operations for New America’s Education & Work programs. I see myself reflected in Rochelle, and through our close working relationship, she’s given me the confidence to know I can accomplish anything. The community I’ve found has been unique compared to the other apprentices I know. I am the only apprentice in the office and one of the few women of color. 

Barriers & Equitable Solutions for Women of Color in Youth Apprenticeships

While mentorship and representation are vital, it’s essential to directly address the barriers women of color face in youth apprenticeship. Only by exploring these challenges and promising solutions, can we chart a path forward for lasting impact. 

Although I have succeeded as a Project Coordinator in Business Operations, during my youth apprenticeship, many women—especially women of color—still encounter significant barriers to apprenticeship success and equity.

Even though youth apprenticeship programs have grown from fewer than 20,000 to more than 40,000, equity gaps remain. Women of color account for a small percentage of youth apprenticeship participants. Most often, they pursue youth apprenticeships as a pharmacy technician, certified nursing assistant (CNA), child care worker, an electrician, or a carpenter.

Federal funding for youth apprenticeship programs has significantly increased over the years, reaching hundreds of millions of dollars. This JFF Report highlights two key challenges: exclusionary recruitment strategies and discriminatory practices. Women have experienced lower pay compared to peers in similar occupations (IWPR ,2023), limited economic and/or social mobility due to lack of participation, and workplace harassment and discrimination (New America, 2022).

Additional challenges include the specific needs of working parents and inadequate child care availability. Women of color, in particular, find themselves overrepresented in lower-paying apprenticeship programs.

To increase the number of women of color in youth apprenticeships, organizations must actively recruit, sponsor, and support them. Employers should attend career fairs and youth apprenticeship interest meetings, send women of color as company representatives, and highlight them in recruitment. Also, having other youth (such as the CityWorks DC Ambassador or CareerWise Speakers Bureau) speak on webinars, panels, or media to increase participant feedback. (Harvard, 2023).

Another solution is to have women in youth apprenticeships participate in a mentorship program. Intentional planning and encouragement as a young woman can make a new hire feel safe and understood in the workplace. With the needs and potential of women of color in mind, the gaps in occupations, wages, and diversity can narrow over time. Therefore, it’s imperative that educators, policymakers, employers, and youth apprenticeship intermediaries commit to actionable strategies and goals that promote equity for women of color in apprenticeships.

By taking these concrete steps, we will make meaningful progress toward a workforce that truly reflects and serves our diverse society.