Multi-Tiered Corporate Mentorship Apprenticeship Model
RCTReview
Inactive youth who drop out of secondary education face severe skill mismatches and structural disconnection from the labor market, lacking both technical competencies and workplace social support.
Picture this
Navigating a new job without guidance is like driving on a busy highway without road signs or a co-pilot. Assigning three dedicated guides—a teacher for general direction, a senior mechanic for hands-on technical skills, and an experienced peer driver—ensures the youth receives balanced, continuous coaching throughout the journey.
What the evidence says
The program significantly enhanced participants' core and transversal skills (including self-confidence, communication, digital literacy, and problem-solving), though it produced no statistically significant short-term increases in employment rates, days worked, self-esteem, or post-program educational re-enrollment.
- Who was studied
- 421 inactive youth without secondary education in Madrid, Spain (211 treatment, 210 comparison).
- How
- Randomised Controlled Trial (RCT) evaluating a 5-to-6-month apprenticeship program implemented by the Government of Madrid featuring educational, technical, and professional workplace mentors.
What to do
Assign three distinct mentors (educational, technical, and professional) to young, low-educated apprentices inside host companies to build foundational workplace competencies.
From the source
"Participants were assigned to a job vacancy, where they received support from three types of mentors: an educational mentor, a technical mentor within the company, and a professional mentor also within the company. ... It enhanced participants' core and transversal skills but did not lead to improved employment outcomes."
promoting-labor-market-inclusion-policy-publication.pdf