Enabling, tracking, and celebrating inclusion in apprenticeships and work-based learning

Posted by Tribal Group

In response to their 2024 Big Listen, Ofsted are changing the Education Inspection Framework. Their new report cards are designed to reduce the focus on a single-phrase outcome, reducing the emotional stakes for educators. 

 

This focus on the wellbeing of staff and the impact of inspections also informs the inspection framework, with a focus on staff wellbeing and workload forming a threshold for the ‘Secure’ grade and above. 

A key change to the framework is the increased  Ofsted focus on learner inclusion as a function of wellbeing, marking it as a specific measure with its own report card grade. Providers should be aware that they will need to demonstrate proactive inclusion strategies, backed by actionable data. Under the framework inspectors will “look at how well providers support vulnerable and disadvantaged children and learners, including those with SEND, making sure these children are always at the centre of inspection.”

For providers, the challenge will be to demonstrate that learners who may be the only apprentice at a specific employer, feel as though they are known and respected by both the provider and employer, and that their needs are well assessed, understood, and met.

Providers should:

  1. Have, and regularly review, clear policies for inclusion, including learner-facing policies about inclusion, discrimination, and bullying (what Keeping Children Safe in Education refers to as peer-on-peer abuse)
  2. Ensure that they review the onboarding data they collect to understand the demographic makeup of their provision
  3. Include scheduled reflective reviews with apprenticeships, noting barriers to success related to their team fit, cultural barriers (like not attending team social events because they’re held at venues that serve alcohol), and newly-identified or unmet support needs
  4.  Establish and maintain a process for the assessment of support needs, and the implementation of support plans, including timely reviews
  5.  Develop and record guidance for employers on discrimination, aiming to develop cultural competency to support apprentices from diverse backgrounds, as well as referring to resources on supporting neurodiverse and disabled apprentices. Where possible, individual apprentices should be engaged in discussing how they like to be treated at work.

Providers should also consider their wider impact on local skills development. How closely does your intake reflect the local cultural demographic? What is the immediate response among recruiting staff to a disability or support need they haven’t previously encountered? Can you demonstrate that staff feel well-supported to recognise and meet apprentices’ needs, and to make them feel included, safe, and supported?

Wellbeing in Maytas plays a central role in fostering a positive, supportive environment for learners, staff, and employers alike. We understand that wellbeing isn’t just a “nice to have” - it’s a crucial pillar of personal development, effective learning, and long-term success.

The platform actively promotes a culture of open communication. By encouraging honest, judgment-free conversations around wellbeing, Maytas creates a space where individuals feel seen, heard, and supported. This is reinforced by practical tools and safeguards that help maintain a safe, healthy, and inclusive learning and working environment.
Maytas also facilitates regular, meaningful check-ins between managers and learners - moving beyond performance metrics to focus on the whole person. These conversations allow for early identification of concerns and ensure that support can be offered proactively, not reactively.

A key strength of the wellbeing features in Maytas lies in the insight it offers into an apprentice’s mindset and emotional readiness. Through structured wellbeing monitoring and reflection, staff gain a deeper understanding of each learner’s concerns, resilience, and ability to continue with their programme. This enables timely, targeted interventions that can make a meaningful difference - before small issues become big barriers.

Maytas also gives you control and visibility across wellbeing trends and learner engagement. It empowers you to ensure your apprentices feel supported throughout every stage of their journey - helping to boost retention, satisfaction, and achievement.

By embedding wellbeing at the core of the platform, Maytas supports people to thrive, not just get by - because when learners and staff feel supported, everyone succeeds.

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