The Global Apprenticeship Network (GAN), UNICEF\u2019s Generation Unlimited (GenU)<\/a>, and the International Labour Organization (ILO)<\/a> are collaborating to champion inclusive pathways to skills, jobs, and brighter futures in the digital economy for young women. This blog shares insights into the importance of apprenticeship programmes, how to structure them to meet young women\u2019s needs, and how you can get involved in supporting this work!<\/em><\/p>\n\n\n\n 2023 B\u00fchler Academy in India: Buhler India modified a program focused purely on mechanical topics and core manufacturing skills and expanded it to include topics to attract women apprentices – introducing a specialization in Mechatronics (Electrical and Automation subjects).<\/em><\/em><\/p>\n\n\n\n (Photography was taken by Mr. Sandeep K C, location \u2013 Buhler India Private Limited, Attibele, Bengaluru, India.)<\/em><\/p>\n<\/div><\/div>\n\n\n\n <\/p>\n\n\n\n Youth in flux<\/em><\/strong><\/p>\n\n\n\n The global workforce is undergoing an unprecedented transformation, driven largely by rapid technological advancement, demographic changes, and climate disruptions. Emerging technologies, automation, and digital innovation are reshaping industries and creating new jobs while simultaneously redefining traditional tasks.<\/p>\n\n\n\n Quality Apprenticeships for Equitable Human and Economic Development<\/em><\/strong><\/p>\n\n\n\n The ILO Quality Apprenticeship Recommendation, 2023 (No. 208) establishes a global framework for advancing quality apprenticeships and ensuring adequate protection of apprentices. It defines apprenticeships as a form of education and training governed by an apprenticeship agreement, through which individuals acquire occupational competencies via structured, remunerated on-the-job and off-the-job learning leading to a recognized qualification. Apprenticeships produce consistently strong returns on investment. In the UK, apprentices raised business productivity by \u00a3214 per week<\/a>, leading to higher profits, improved products, and better wages. In India, a study on SMEs surfaced that benefits have shown to outweigh program costs<\/a>, especially when apprentices are retained. In the US, $1 of public investment in apprenticeships yields more than $27 in returns<\/a> through higher earnings, reduced unemployment, and social benefits. Countries with apprenticeship systems report lower unemployment, greater job satisfaction, and healthier economies.<\/p>\n<\/blockquote>\n\n\n\n To date, women remain significantly underrepresented in apprenticeships<\/a> around the world. Structural barriers (access, awareness) and cultural barriers (gender norms) continue to limit participation rates for women, especially in high-return and promising roles in STEM fields<\/a>. Even when they do enter apprenticeships, they tend to cluster<\/a> in lower-paying sectors with fewer prospects for advancement, and less earning and growth potential, reinforcing \u201coccupational segregation.\u201d<\/a><\/p>\n\n\n\n Addressing Gender Gaps<\/strong><\/em><\/p>\n\n\n\n Addressing these challenges requires a deliberate effort<\/a> from governments, employers, workers, and funders to design quality apprenticeship pathways that are inclusive, responsive to women\u2019s needs, and supportive of their career progression. Growing global recognition of apprenticeship\u2019s ability to develop future ready skills creates an opportunity to expand women\u2019s access to high-quality apprenticeships.<\/p>\n\n\n\n One Million Opportunities (1MiO<\/a>) is a public\u2013private\u2013youth partnership (PPYP) launched by GenU in Brazil to connect vulnerable young people (ages 14\u201329) to skills-programmes, internships, apprenticeships, and job opportunities. The ecosystem includes 220 large companies, 86 social organizations, more than 1,800 municipalities, and four state governments. Amongst other programmes, 1MiO leverages Brazil\u2019s national apprenticeship framework, which requires firms to fill 5-15% of their roles with apprentices, to convert commitments into formal paid apprenticeship contracts and on-the-job training. By matching young people to vetted employers, aligning technical coursework with work placements, and using the law\u2019s quota as leverage, 1MiO has facilitated more than 220,000 apprenticeship placements. This shows how legal incentives, employer networks, digital matching, and youth-focused support combine to drive scalable quality apprenticeships.<\/p>\n<\/blockquote>\n\n\n\n Private sector leadership also plays a key role in driving inclusion, showing how high-quality and inclusive apprenticeship approaches can be adapted across country and cultural contexts. GAN Global Board member, B\u00fchler Group’s apprenticeship programs in India are great examples.<\/p>\n\n\n\n B\u00fchler, a GAN Global board member, has increased female participation in Mechatronics, a male-dominated field, through targeted interventions such as adapting facilities for women, dedicated women trainers and officers, mentorships, and flexibility to accommodate familial responsibilities. One success story is Vijayalakshmi, a young woman from a rural village in Karnataka who, after completing her Industrial Training Institute (ITI) certification in Electrical Engineering, relocated to Bengaluru for B\u00fchler Academy\u2019s Electrician apprenticeship. Today, Vijayalakshmi mentors new female apprentices, advocating for greater inclusivity in technical roles. Her pathway has inspired young women from her village to pursue similar opportunities, gradually shifting community perceptions.<\/p>\n<\/blockquote>\n\n\n\n The Digital Economy: Opportunities and Pitfalls for Apprenticeships<\/em><\/strong><\/p>\n\n\n\n The rapid integration of technological advances, such as AI, into the global labor landscape presents a double-edged sword for women. Automation threatens to disproportionately impact women, as high at-risk jobs make up 9.6% of female employment as opposed to 3.5% for men<\/a>. Nonetheless, innovative apprenticeship pathways and initiatives have been launched to combat this.<\/p>\n\n\n\n![\"\"](\"https:\/\/www.gan-global.org\/wp-content\/uploads\/2026\/02\/Women-apprentice-2023-24-batch.png\")
<\/figure>
This shift has compounded the already pressing challenge of youth who are not in employment, education or training (NEET). A staggering one in four young people globally (261 million) are NEET, with young women (175 million) twice as likely as young men (92 million) to be NEET<\/a>. These young people are particularly vulnerable to the risk of long-term unemployment and social exclusion. This figure includes 67 million young people who are unemployed or underemployed<\/a> i.e. those who are looking for jobs, but aren\u2019t finding one. For many years policymakers have anticipated a demographic dividend1<\/a><\/sup> in low- and lower-middle income countries. To date, however, the potential of this emerging generation is being stifled before it can be realised.<\/p>\n\n\n\n
This phenomenon doesn\u2019t just impact young people. Employers are also being affected. By 2030, over 85 million jobs may remain vacant due to a shortage of workers with the right skills, at wage levels employers can afford and are willing to offer. In many countries, high youth unemployment coexists with labour shortages, particularly in technical sectors.<\/p>\n\n\n\n
A McKinsey survey<\/a> across nine countries revealed that 40% of employers see skills gaps as the primary reason for entry-level job vacancies. At the same time, graduates are shocked between their salary expectations and what the market has to offer. This indicates that a lack of alignment between the skills being taught to young people and the demands of the labour force, as well as unmet aspirations of young people in terms of wages and working conditions, are being compounded by employers\u2019 hesitancy to hire young people who do not have any practical hands-on experience in a workplace.
The skills to job mismatch, unmet aspirations of young people, and employers\u2019 hesitancy to hire young people is stifling young people’s ability to transition from education to employment, while also constraining employers\u2019 ability to operate at full capacity. Within this context, apprenticeships show great potential in helping young people bridge the learning to earning transition, whilst supporting employers to build their workforce with young, dynamic, and highly skilled young people.<\/p>\n\n\n\n
Quality apprenticeships offer a powerful return on investment for both youth and economies, affirming their importance in workforce development. ILO School-to-Work Transition Surveys<\/a> showed that youth with education or training alone take significantly longer, up to 20.1 months, to secure stable employment compared to those exposed to work during training, who average 1.9 months. For young women, particularly, apprenticeships play an important role in supporting their transition into the workforce, specifically by reducing financial barriers to entry that hinder their participation.<\/p>\n\n\n\n\n
\n
\n