Apprenticeship Guarantee: My Take on the CIPD Report

As Group Director of Apprenticeships at London South Bank University (LSBU), I am deeply invested in the ongoing dialogue around apprenticeships in the UK. The recent Chartered Institute of Personnel and Development ( CIPD ) report highlights critical issues regarding the decline in apprenticeship starts among young people and raises pertinent questions about the feasibility and necessity of an "apprenticeship guarantee". I value the report and the work that has gone into addressing these important issues.

Since LSBU began offering apprenticeships in the 2016/17 academic year, we have enrolled 4,907 apprentices. Our diverse cohort includes 40% from BAME backgrounds, 65% under 25 years old, 37% female, and 508 individuals who have declared disabilities or learning needs. These statistics illustrate that our experience diverges significantly from the national trends identified in the CIPD report.

A Different Reality at LSBU

One notable finding in our data is that 30% of the employers we collaborate with do not pay the apprenticeship levy. This indicates that many small and medium-sized enterprises (SMEs), often seen as the backbone of local economies, are actively engaging in apprenticeship schemes with LSBU. Additionally, the vast majority of our apprentices are new to their roles, challenging the notion that apprenticeships are predominantly used for upskilling existing staff.

The Importance of Higher and Degree Apprenticeships

Higher and degree apprenticeships are vital in bridging the gap between academic learning and practical workplace experience, offering a dual pathway that combines theoretical knowledge with on-the-job training. At LSBU Group, we recognise the importance of these programmes and offer a comprehensive range of apprenticeships that span from Level 2 to Level 7. This ensures our apprentices can progress through various stages of their career development without having to choose between work and study.

Higher and degree apprenticeships provide several significant benefits:

1. Enhanced Employability: By integrating advanced academic qualifications with practical experience, higher and degree apprenticeships make candidates more attractive to employers. They gain not only knowledge but also the skills and experience required to excel in their chosen fields.
2. Addressing Skills Shortages: These apprenticeships are particularly effective in addressing sector-specific skills shortages. Fields such as engineering, construction, and healthcare benefit immensely from the infusion of well-trained, highly qualified professionals who have been prepared to meet the specific needs of these industries.
3. Supporting Social Mobility: Higher and degree apprenticeships offer an accessible route to higher education and professional careers for individuals from diverse backgrounds. This is particularly important for young people from disadvantaged communities who might otherwise face barriers to traditional university pathways.
4. Economic Benefits: For employers, these apprenticeships provide a cost-effective way to develop a highly skilled workforce. Apprentices contribute to the workplace while they learn, and employers can tailor their training to meet specific business needs.

Increased Collaboration Between HE and FE Providers

The collaboration between higher education (HE) and further education (FE) providers is essential for creating seamless educational pathways. At LSBU, we have established a Group that includes a further education college, South Bank Colleges . Together, we have developed career pathways in areas such as construction, engineering, and health, starting from pre-apprenticeship programmes and extending to Level 7 where possible. This integrated approach allows individuals in our local communities to climb the ladder through apprenticeships within the LSBU Group. This collaboration ensures that learners have access to continuous support and progression opportunities, fostering a more skilled and capable workforce.

The Case for Transparency and Flexibility

Transparency is paramount in addressing the discrepancies between the apprenticeship levy collected and the actual spending on apprenticeships. A detailed, transparent accounting of these funds is essential. A constructive proposal could involve utilising the difference to create ring-fenced apprenticeships specifically for young people. This would ensure that the funds directly benefit the demographic most in need of these opportunities.

Furthermore, converting the apprenticeship levy to a flexible training and skills levy risks reducing the number of apprenticeship starts and reversing the progress made in improving the quality of apprenticeship provision over the last few years. The apprenticeship system must remain employer-led and driven by the economy's evolving needs, considering both local and societal demands. It should serve as an inclusive, all-age, and all-level framework, adaptable to current and emerging skills requirements.

To truly support young people in applying for and securing available opportunities, more robust support for them and employers, especially SMEs, is essential. Additionally, ring-fencing the difference in levy funds specifically for young people’s apprenticeships would ensure that these resources are directly allocated to creating pathways for the next generation. This approach aligns with the aims of the CIPD report and helps to reverse the decline in apprenticeship starts among young people.

A Call for a Balanced Approach

While the idea of an apprenticeship guarantee is commendable, its practical implementation requires careful consideration. Government initiatives should focus on incentivising employers to create genuine apprenticeship opportunities, particularly for young people transitioning from education to the workforce. Additionally, policies must support SMEs, which play a critical role in offering apprenticeships to young people and those with lower qualification levels.

The erosion of apprenticeship pathways for young people, as highlighted in the CIPD report, underscores a pressing issue that needs addressing. At LSBU, our commitment remains steadfast in providing accessible and meaningful apprenticeship opportunities for all. I call on policymakers, employers, and educational institutions to work collaboratively in continuing the development of the system so it truly meets the needs of our diverse population and supports the growth and dynamism of the UK economy.

Conclusion

An apprenticeship guarantee, if thoughtfully implemented, could revitalise opportunities for young people and support social mobility. However, this requires a balanced approach, ensuring flexibility and transparency in funding, and a strong emphasis on inclusivity and alignment with employer needs. By working together, we can create a robust apprenticeship system that benefits all stakeholders and drives economic and social progress.

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