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Using gender, race, and ethnicity data from the Registered Apprenticeship Partners Information Database System (RAPIDS), it analyzes earnings outcomes across completed apprenticeships and field concentrations.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & 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Success\u003Cbr>Gender, Race, and the Wage Gap in Apprenticeship |  |  |\n| --- | --- | --- |\n| | | Ariane Hegewisch |\n\nABOUT THIS REPORT  \nApprenticeships are structured training programs that combine paid on-the-job learning with classroom instruction and provide a pathway to industry-recognized qualifications in in-demand occupations. The apprenticeship route can offer an alternative to traditional college (and college debt), yet traditionally, women have been much less likely to be apprentices than men. Since 2015, the US government has invested over $1 billion to expand apprenticeships.  \nThis report assesses whether apprenticeship expansion has improved gender diversity in apprenticeships and whether apprenticeships deliver the same earnings to women and men who completed an apprenticeship. It analyzes data by gender, race, and ethnicity from the US Bureau of Labor Statistics’ Registered Apprenticeship Partners Information Database System (RAPIDS) database.  \nABOUT IWPR  \nThe Institute for Women’s Policy Research strives to win economic equity for all women and eliminate barriers to their full participation in society. As a leading national think tank, IWPR builds evidence to shape policies that grow women’s power and influence, close inequality gaps, and improve the economic well-being of families.  \nDr. Jamila K. Taylor, President and CEO Institute for Women’s Policy Research  \n1200 18th Street NW, Suite 301  \nWashington, DC 20036 [www.iwpr.org](www.iwpr.org)  \nIWPR \\#C522  \n@Copyright March 2024 by the Institute for Women’s Policy Research  \nBOARD OF DIRECTORS  \nBeth Grupp  \nBeth Grupp Associates  \nDarrick Hamilton  \nThe New School  \nJoan Marsh  \nTreasurer  \nAT&T (Retired)  \nAnne Mosley  \nVice Chairperson  \nAspen Institute  \nKristin Rowe-Finkbeiner  \nMomsRising  \nPaula Sammons  \nChairperson  \nW.K. Kellogg Foundation  \nDaisy Chin-Lor  \nDaisy Chin-Lor & Associates  \nACKNOWLEDGEMENTS  \nThe report was prepared by Ariane Hegewisch with the technical support of Georgia Poyatzis.  \nWe are particularly grateful for the comments of Erin Johanssonn, Jobs with Justice, and Liz Skidmore, Policy Group for Tradeswomen’s Issues, on earlier versions of this publication.  \nThis report was made possible by the support of the JPMorgan Chase Foundation.  \nContents  \nExecutive Summary........................................................................................................................................................................................................................................................................................5  \nIntroduction...............................................................................................................................................................................................................................................................................................................8  \nWomen’s Numbers Are Growing across Race and Ethnicity but Continue to Be Underrepresented in Apprenticeships..................................................................................................................................................................................................................................11  \nCompleting an Apprenticeship Leads to Good Earnings for Women, Though the Gender Wage Gap Remains ........14  \nBlack and Multiracial Women Completers Had the Lowest Earnings Compared to White Men...........................................16  \nWomen Apprentices Are Much More Likely than Men to Be in Lower-Paying Fields................................................................................17  \nBlack Women Were Most Likely to Be in Female-Dominated Apprenticeship Fields and Had the Lowest Exit Wage......18  \nWomen’s Earnings for Completed Apprenticeships Are Highest in Male-Dominated Industries.................................................","cbCaiuI7QRQLp3QA","https://ap.wps.com/l/cbCaiuI7QRQLp3QA","pdf",5448526,43,"English","# Executive Summary\n# Introduction\n# Women’s Numbers Are Growing across Race and Ethnicity but Continue to Be Underrepresented in Apprenticeships\n# Completing an Apprenticeship Leads to Good Earnings for Women, Though the Gender Wage Gap Remains","[{\"question\":\"What does the report study about apprenticeship expansion and gender diversity?\",\"answer\":\"It assesses whether expanding apprenticeships improved gender diversity among apprentices and examines participation patterns by gender, race, and ethnicity.\"},{\"question\":\"How does the report analyze earnings after completing an apprenticeship?\",\"answer\":\"It uses RAPIDS data from the US Bureau of Labor Statistics to compare earnings outcomes for women and men who completed apprenticeship programs, including how gaps persist.\"},{\"question\":\"Which data sources and variables are used in the analysis?\",\"answer\":\"The report analyzes data by gender, race, and ethnicity from the US Bureau of Labor Statistics’ Registered Apprenticeship Partners Information Database System (RAPIDS).\"}]","As Apprenticeships Expand, Breaking Down Occupational Segregation Is Key to Women’s Economic Success - Report | PDF",1792053097,108]