During National Apprenticeship Week, businesses and organisations across the UK are celebrating the value of and opportunities created by apprenticeships. Given our challenges in both attracting and retaining staff in social housing, it’s especially important to bring in, nurture and train new talent. Apprenticeships are a great way to do that.

But for some, applying for and completing an apprenticeship comes with additional challenges. This is particularly true for learning disabled and other neurodivergent people, who often struggle to access the same employment and education opportunities as their peers.

Yet according to the charity Mencap, apprenticeships are particularly well suited to people with learning disabilities, due to their structure and emphasis on practical learning. There are, in fact, already high numbers of neurodivergent people in apprenticeships: research from Cognassist found that one in three apprentices have symptoms of a neurodivergent condition. When you compare that to the one in seven in the general population, it’s clear that apprenticeships are a popular route for neurodivergent people.

But how can housing providers support neurodivergent people to access and thrive in apprenticeships? It goes beyond just offering and marketing them. Specialised initiatives and programmes that make apprenticeships more accessible can make a huge difference when it comes to bringing in neurodivergent talent.

One example of an organisation doing this extra work is The Calico Group. They operate the housing association Calico Homes as well as providing specialist employment, assisted living, homelessness, addiction and domestic violence support services.

Callum began working in The Calico Group’s interiors team through Project SEARCH, an initiative that gives young people with autism and/or learning disabilities supported work placements. This is run in partnership DFN.

During his placement, one of The Calico Group’s flexible apprenticeships in painting and decorating became available, and Callum was given support by his tutor and employment coach to help him apply. He went through the same application process as other candidates and, with the skills, support and experience he had gained through Project SEARCH, was offered the role.

The flexibility of this position was perfect for him, as it suited his needs more closely than other forms of employment or training. With the pastoral support from a specialised apprentice officer, Callum was fully supported with his work, his qualification and beyond.

Not every apprentice is a young person, though. Andrew came to his apprenticeship with The Calico Group as an adult after several years of unemployment, some difficult life circumstances and a late diagnosis of autism. Through the wider support work that The Calico Group does, he was put in contact with their employability support team.

The team helped him gain basic qualifications in construction skills and health and safety. This gave him a better baseline to apply for the role he really wanted: an apprenticeship in joinery through The Calico Group’s Constructing the Future scheme.

In a blog post for The Calico Group, he highlights how much the support and understanding he received from the team, particularly their apprenticeship officer, empowered him to succeed. He says: “They didn’t do it for me, but they helped me understand that I was capable given the correct care.”

Not every housing provider has a network as large as The Calico Group around them. But that doesn’t mean you can’t work within your own organisation to support neurodivergent people into apprenticeships.

Part of what helped both Callum and Andrew thrive in their roles is the pastoral support. In his blog post, Andrew wrote:

“Joanne, their apprenticeship officer, stays in contact with me to offer me support and guidance. I never feel on my own now. I can speak to her about anything, and I know she will coach me, help my confidence, and give me the help that I need. She understands about my Asperger’s but knows that it doesn’t define me or stop me from being a great employee.”

His testimony makes it clear how important it is to have that support in place. Even if it’s just one member of staff who looks after apprentices other than their direct managers, having someone apprentices can go to and ensuring that person has a good understanding of neurodivergence can go a long way. This doesn’t just help retain existing apprentices – it can also be useful when encouraging prospective apprentices to apply, as they know they’ll be supported in their journey.

You could also set aside a specific percentage of apprenticeship roles for disabled (including neurodivergent) applicants. This is something Wheatley Homes in Glasgow have done, and they have consistently exceeded their targets for disability inclusion.

If you want more information about making apprenticeships more accessible to and inclusive of neurodivergent people, Amazing Apprenticeships have put together a webinar and online resource that can be accessed for free on their website.