Apprentices are the future of our trades. But electrical apprentices are being failed by the system. The ETU conducted a survey of our apprentice members to understand their experience of their apprenticeship.
We found that the ACAP system is not supporting, mentoring or standing up for apprentices effectively. The ACAP (Apprentice Connect Australia Providers) are in place to provide support and mentoring for apprentices through the course of their training, right up to when they are first qualified. If apprentices are not receiving regular and useful contact and support from their ACAP’s then the system is broken. In some instances, apprentices don’t even know what their ACAP does. This is unacceptable.
Lucian is an ETU apprentice from South Australia. Lucian’s experience with his ACAP backs in the findings from ETU’s survey.
Lucian began his apprenticeship in April 2021. Lucian noticed that the ACAP was periodically requesting apprentices to complete surveys, which focused on evaluating the ACAP’s performance rather than assessing issues that may be impacting the apprentice’s wellbeing and progress. When Lucian provided honest feedback to highlight workplace concerns, he did not receive adequate follow-up or engagement aimed at addressing those issues. This was an early indication that more robust and responsive systems of support could both benefit apprentices and help understand the industry’s high dropout rates.
“The first significant workplace concern arose within my first year, when I was repeatedly paired with a tradesperson who frequently engaged in inappropriate and discriminatory behaviour, both publicly and privately. Upon reporting these incidents to my ACAP, their response was to advise me to confront my employer and the tradesperson to “resolve” the matter. As a result of the confrontation, we agreed not to work together further; however, I believe the situation highlighted a gap in post-reporting support and accountability. There was no structured follow-up or action plan to ensure a safe and professional learning environment going forward. Although my employer acknowledged the issue and attributed it to “personal views,” no disciplinary action was taken, underscoring how apprentices can be left vulnerable without strong safeguarding processes.
“Another series of incidents occurred on campus at my vocational training provider regarding a lecturer who harassed and isolated me within the training environment. This included after-hours isolation, inappropriate remarks during class, and more stringent evaluation of my work compared to that of my peers. I reported these issues to the facility administration, my host employer, and ACAP. While I was assured that such behaviour would not be tolerated, the proposed resolution was limited to relocating my classroom and offering a facilitated meeting with the lecturer—an option I declined. The situation continued to affect my experience on campus, and my ACAP expressed concern about my progress, which had been impacted by delays and administrative issues. However, rather than addressing the root cause of the disruption, they pressured me to “catch up”—a response that, in my view, missed an opportunity to provide more proactive support, as well as to address the safety and wellbeing of all the apprentices at the training facility.”
– Lucian
This is NOT an effective mentoring system. It is nowhere near acceptable.
Based on these incidences, it’s apparent that the ACAP prioritised the employer’s perspective over the needs of the apprentice and did not act as an advocate for the apprentice.
This month Lucian went to Canberra to advocate for ETU apprentices and explain to Ministers and MP’s why the ACAP system is broken, how it’s failing apprentices and what support apprentices need to complete their training.
It is crucial ETU apprentices continue to share heir experience with these decision makers because we cannot afford for the things to keep going the way they are. Apprentices are the future, and they need, they deserve the best training experience. And the ETU will continue to support apprentices to tell their stories to win real, meaningful change.
We need 42,500 more electricians by 2030 to fix the shortfall required to electrify the nation. We won’t get there with the appalling apprentice completion rates of barely over 50% – completion rates that could be improved if there was effective support and mentoring for apprentices throughout their training. Apprentices are the future of our trades, and our trades are crucial for the future of the country, Australia cannot afford anything less than the best support system for apprentices as we build the nation’s energy transition.