Cost barriers for various parties involved

WBL programmes, especially apprenticeships, can be expensive. Costs include subsidies and stipends for trainees, incentives for participating enterprises, registration fees at training institutions, and transport costs for trainees. Forcibly displaced job seekers may be unable to cover these costs, and may require additional support. Institutions rely on the fees paid by students and while it is possible for some apprentices to register for reduced fees, it is not possible to  offer this to all students. 

Tips

• Develop partnerships with private sector employers to share the financial burden of WBL.
• Integrate WBL into larger training institutions to spread costs and provide scholarships.
• Integrate WBL into a national system with government funding or national resources.

Misconceptions around WBL

Both workers and employers may have misconceptions about WBL. Young people might view apprenticeships as a less desirable alternative to formal employment, while employers might see trainees as free labour rather than learners.

Tips

• Clearly explain that WBL is a structured learning opportunity, not just a job, highlighting its benefits for skills development and employment.
• Emphasize the learning component of work placements and the fact that there is no guarantee of a job at the end for the trainees.
• Share case studies and data from other regions to demonstrate the value of WBL as a means to transition to employment.

Employer engagement barriers

In countries with high economic informality and a largely unstructured private sector, finding employers who are willing to engage in WBL takes effort.  The majority of businesses in PROSPECTS’ target locations are micro, small and informal. While these businesses might not be able to host a formal apprenticeship programme, they can offer opportunities for work-based learning that align with quality apprenticeships.  

Tips

• Consider WBL opportunities that MSMEs and craftspersons can support at a local level.
• Work with employers with a training mindset who are willing to devote time to develop the skills and knowledge of trainees, who may contribute to their business’ development in the future.
• Support productivity gains to incentivise local businesses to offer WBL opportunities. Different enterprises may have specific business development needs to which project funds can respond. For instance, among the hotels that participated in the apprenticeship programme in Uganda, several needed equipment to support production processes that would host apprentices.