When I talk about apprenticeships, I tend to view them from two angles: the employer perspective and the individual experience. Both matter equally, and where they overlap is where apprenticeships have the greatest impact.
For employers, apprenticeships are a powerful way to develop talent internally. Organisations that invest in their people, both in skills and wellbeing, generally see higher retention. When individuals feel supported and given opportunities to grow, they are far more likely to stay and progress.
There also comes a point where employers need to reflect on their recruitment challenges. If you’re repeatedly searching for the “perfect” candidate and coming up short, it may be worth asking whether that ideal hire could be developed instead. Apprenticeships allow businesses to do exactly that: to build capability, confidence, and leadership from within.
They also enable employers to shape their workforce intentionally, starting at entry level and supporting people through long-term career journeys. Too often, retention issues are blamed on individuals leaving, rather than on organisations asking why people don’t feel encouraged to stay. Apprenticeships can be part of that solution.
For many years, apprenticeships were positioned as a fallback option, something for those who didn’t go to university or didn’t achieve the grades they wanted. While that perception is changing, it still lingers in some sectors.
In reality, apprenticeships work for people of all ages and backgrounds. They are particularly valuable for those who learn best by doing.
Our education system has remained largely unchanged for decades, despite the world of work evolving significantly. Apprenticeships offer something different: the chance to gain practical skills while working, applying learning in real time rather than purely in theory. That experience simply can’t be replicated in a classroom.
Although apprenticeships are often associated with younger people, they are just as relevant for those later in their careers. The range of people who could benefit from them is far broader than those who currently access them.
This is something I understand personally.
I left school with four GCSEs and didn’t follow a straightforward route into higher education. Through sport, I found a way into university via a scholarship that allowed flexibility around grades. That opportunity was crucial, but not everyone has access to something like that.
Playing for Northern Ireland under 17’s
After graduating, I spent 11 years working for an SME. Many people with lower GCSEs begin their careers in smaller organisations, which often don’t have the resources to fund extensive training. I completed various short courses over the years, but it wasn’t until later that I was offered the chance to complete a Level Five apprenticeship.
I didn’t hesitate.
Completing that apprenticeship changed the direction of my career. A few years after finishing it, I moved from working in an SME to sitting as a director within a large group. That progression wasn’t accidental. The apprenticeship gave me the leadership skills, confidence, and practical experience I needed to take that next step.
When I achieved my distinction, I still thought about the young person who left school with four GCSEs. That moment mattered to me, and it was only possible because the funding existed.
There is ongoing debate around apprenticeship funding, including decisions to remove support for certain higher-level programmes. While Level Seven apprenticeships have already been defunded, there is now discussion around Level Five provision, a move I strongly disagree with.
Social mobility doesn’t end at entry level.
People who begin their careers with fewer qualifications need clear pathways to progress later on. Level Five apprenticeships often provide that opportunity, particularly for those who have worked their way up over time. Removing access to these programmes risks limiting progression for people who have already overcome significant barriers.
I am deeply passionate about supporting young people into work, but also about supporting anyone who feels that traditional education isn’t the right fit for them. Apprenticeships offer a credible, effective alternative that benefits individuals, employers, and the wider economy.
For me, an apprenticeship wasn’t the beginning of my career. It was the turning point.
That’s why it’s so important that apprenticeship pathways remain open, flexible, and properly funded. Talent exists everywhere. Our job is to make sure people have the opportunity to develop it.
