Kapor Center

Gaining top-down and bottom-up buy-in is critical for successfully implementing equity into a new or existing tech apprenticeship. Plan to work extensively to create a pitch for your idea, map and prioritize which stakeholders to engage, identify executive sponsors, run working groups, and iterate over time until your equity innovation has gained backing.

Featured Champion

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Since apprenticeships can uniquely convert into full-time roles, intentional sourcing can help boost Black, Latinx/e, and Indigenous representation at your tech organization. Targeting your talent search to increase applicant diversity does not violate Equal Opportunity Law, if done appropriately. Explore the many direct and indirect actions that can help produce a more diverse, competitive candidate pool for your program.

Featured Champion

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Evaluation processes are most equitable when they are specific in their expectations, clearly communicated, and assess at an appropriate level. Designing for this in apprenticeship programs helps reduce bias, build confidence, and ensures opportunities for Black, Latinx/e, and Indigenous talent skilled via alternative routes than a bachelor’s degree.

CHAMPION STORIES

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Structuring a sequence of clear learning milestones helps accomplish several beneficial equity goals:

(1) Building apprentice confidence, sense of progress, & accomplishment, when imposter syndrome is pervasive

(2) Setting up the apprentice and their managers/mentors for successful conversion with minimal surprises

(3) Creating a more universal apprentice experience that is not dependent on who your mentor or manager is, what team you’re placed on, if you already have experience, or know people in tech.

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Apprenticeships are known for offering highly-structured mentorship and support. Embarking on the learning journey can be a daunting undertaking for apprentices without guidance. It’s not only critical that tech apprentices have access to culturally competent mentorship and support services, but also that all employees interacting with them are educated in Diversity, Equity, Inclusion, and Belonging (DEIB).

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Getting Black, Latinx/e, and Indigenous talent who are skilled via alternative routes than a bachelor’s degree “in the door” at tech companies is only half the battle. A long-term plan must be in place to ensure that apprentices continue to develop and advance. Too often, tech companies focus on hiring to meet diversity goals and not on retention. We also explore how apprenticeship champions can keep a positive frame on equity work to sustain and scale programming into the future.

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Kapor Center

Kapor Center

The Kapor Center is relentlessly pursuing creative strategies to leverage tech for positive, progressive change.