8 Practical Ways Employers Can Create More Inclusive Opportunities for Young Talent

Last month, we hosted an event bringing together employers, community organisations, education partners and young people from across the South West to explore practical ways to support underrepresented young people into work.

The theme was clear throughout the evening: employers don’t need huge budgets or complex programmes to make a meaningful difference. Small, intentional changes can significantly improve how young people, especially those from underrepresented backgrounds enter, experience and thrive in the world of work.

Below we have summarised the eight most actionable steps employers can take right now to support young talent.

Remove Unnecessary “Years of Experience” Requirements

Young people are often discouraged from applying for roles when job adverts prioritise tenure over ability. By focusing on skills and behaviours instead, employers can remove a major psychological and practical barrier, opening doors to those who may not follow traditional career paths but have strong potential.

Create Low‑Commitment Insight Opportunities

Insight Days, micro‑placements, office tours, mock interviews, or even short shadowing sessions can demystify the workplace. These bite‑sized experiences give young people valuable exposure and confidence, while also helping employers build early relationships with emerging talent.

Make Your Entry Pathways Clear and Visible

A simple, one‑page visual showing entry‑level roles, skills required, salary ranges and progression routes can dramatically improve transparency. When young people can see where they fit and how they can grow, the organisation becomes more accessible and aspirational.

Partner With Local Youth Organisations

Collaboration with specialist youth organisations such as Babbasa, Empire Fighting Chance, Bristol Bears Foundation and Not Impossible, ensures opportunities are designed around real need rather than assumptions. These partners bring a wealth of experience, credibility and community trust when working with young and underrepresented talent.

Encourage and Enable Staff to Mentor

Even a short mentoring conversation can shift a young person’s trajectory. Employers can have a huge impact by carving out time, recognising mentoring in performance frameworks, or providing light‑touch training to staff who want to get involved.

Build a Supportive First‑Day Experience

A well structured first day, complete with a buddy, clear expectations, and a simple upfront plan helps young people feel confident, welcomed and prepared. These small touches make professional environments far less intimidating.

Give Young People Ownership of Real Work

Assigning a small but meaningful project provides an opportunity to build confidence, develop skills and understand their own value. Responsibility and accountability for something will help them to gain hands-on practical experience which will in turn improve confidence as they grow in their early career.

Involve the Whole Organisation – Not Just HR

When teams across different functions get involved, young people can envision a broader range of possibilities. Exposure to varied roles shows them there is no single “right route” into the workplace and uncovers pathways they may never have considered.

A Final Thought

These eight actions reinforce a powerful message: impact comes from simple, human‑centred practices. By removing barriers, creating clarity and offering genuine support, employers can help unlock the potential of young people who simply need the chance to shine.

If you’d like to learn more about these themes or would like to get in touch with any of the organisations mentioned above, then please reach out .