This paper evaluates the application of a tiered mentoring model to increase the recruitment and retention of women in male-dominated Degree Apprenticeships (DAs). The aim was to assess whether structured mentoring, alongside outreach, could diversify DAs to fill regional and green skills gaps.
A mixed-methods case study evaluated the “Women in Industry” programme at a UK university in 2024, using demographic/application records and interviews with 17 mentees and 9 mentors across Engineering and Construction standards.
Mentees reported greater confidence, visibility and belonging; mentors highlighted reflective practice and cultural awareness. Key themes included navigating male-dominated environments, peer support and role models. In the first six months, female applications across six apprenticeship standards rose by 60%.
This paper demonstrates that mentoring and representation are important to increase diversity as well as the sheer numbers of people applying to DAs, embedding support structures within employer–university partnerships. The project demonstrates how mentoring can be a dual strategy for recruitment and retention in Science, Technology, Engineering and Maths (STEM) fields, particularly when coupled with inclusive policy shifts and outreach.
