Natasha Levanti, Group Communications Executive at ACE outlines how the shortage of skilled workers has changed how the country views apprenticeships…
The UK field of engineering faces a retention gap that, in the next decade, is estimated to cost up to £9.5 billion, as well as a lack of skills to satisfy ~1.82 million jobs. As such, no longer can companies excuse themselves from addressing such problems, needing to ensure skills are fostered and make the future skills pipeline is sustainable.
“Optimism within UK construction is tempered by concern as to whether we have the right quantity and quality of skilled personnel needed. Forecasts show the highest recruitment need is for professional and technical staff. Clearly we, as companies, need to offer varied flexible routes into engineering to meet the skills demand.” Graham Nicholson, Executive Managing Director, Tony Gee and Partners
The government has strived to address challenges within UK workforce pipeline, with the target of 3 million apprenticeships by 2020; exceedingly ambitious as it equates to recruiting one apprentice every minute for next five years.
While making apprenticeships viable paths to careers, a quality program for apprenticeships is essential. For this reason Technician Apprenticeship Consortium (TAC) was created in 2010 by 6 companies, prior to the current Trailblazer initiative.
Until 2010 few engineering consultancy practices developed skills through apprenticeship programmes, relying mainly on graduate programmes. However with more criteria for skills development and apprenticeships in procurement processes, such as the Transport for London (TfL) framework, six major engineering consultancy practices decided to create Technician Apprenticeship Consortium (TAC).
TAC is an award winning programme that has had over 1000 apprentices, and as the business need has become apparent there is an increasing number of companies involved throughout the regions.
Aside from addressing the skills and retention gap, Neil Weller a Partner at Troup Bywater + Anders stresses other business benefits of apprenticeships including an “increased home grown talent who understand the culture of our business”, an increased “exuberance to the office” environment as well as “growing the diversity” within the workforce.
If more businesses engage, the industry at large will be better able to address future challenges.
“Apprentices are hugely important to our industry. With too few graduates to meet demand, apprenticeships can fill this gap effectively, providing an alternative route to a career that encourages much needed diversity.” Debra Larkman, HR Development Director for BDP
The Apprenticeship Levy, set at .5% of payroll with £15,000 payback for smaller companies, will greatly impact the industry as the cost will drive increased involvement in apprenticeship schemes.
It is together through sharing best apprenticeship practice, that we can move forward to secure the future of our industry, foster the skills of tomorrow’s leaders and ensuring that everyone has the opportunity to join this exciting field.
Natasha Levanti
Group Communications Executive
Association for Consultancy and Engineering (ACE)
020 7222 6557