Tag Archive for: Apprenticeships

Multi-generational workforces: bridging the generation gaps and embracing workplace diversity

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Have you ever found yourself in a meeting where the ideas are flying, but you notice that some colleagues are struggling to connect? Maybe it’s the seasoned manager who prefers face-to-face discussions, while the younger team member is more comfortable firing off messages. With four generations now working side by side, these moments are becoming increasingly common. But rather than seeing generational differences as a challenge, what if we reframed them as an opportunity?

Of course we should never make assumptions about people’s experience or interests based on their age, but being alive to the topic of multi-generational teams can play an important part in your workplace inclusion. By embracing the unique perspectives and experiences each age group brings, you can foster collaboration, spark innovation, and build a stronger, more inclusive team. Here are some ways to bridge the generational gap and make diversity work for your organisation.

Recognise and adapt to communication styles

Think about how you communicate with your colleagues. Do you prefer picking up the phone or sending a quick instant message? These preferences often reflect generational habits. Baby Boomers and Gen X might lean towards emails or in-person chats, while Millennials and Gen Z are more likely to favour WhatsApp or Teams. The key is to meet people where they are. By offering a mix of communication tools and encouraging adaptability, you can help everyone feel heard. Try introducing shared platforms like Microsoft Teams, where colleagues can choose between chat, video, or document collaboration

Address unconscious bias to foster inclusion

We all carry assumptions, even if we don’t realise it. How often do we hear comments like “older employees resist change” or “younger workers lack loyalty”? These stereotypes can undermine trust and teamwork. Instead, challenge these biases by celebrating real-life success stories such as the experienced manager who mastered new tech or the young recruit who led a long-term project with dedication. By addressing these biases openly, you can create a culture where everyone feels valued for their contributions.

Build cross-generational teams for collaboration

Imagine pairing a Gen Z social media whizz with a Gen X strategist on a marketing project. The younger team member might bring fresh ideas and digital expertise, while the older colleague offers a wealth of experience and a big-picture perspective. By intentionally creating cross-generational teams, you can encourage collaboration and mutual learning. It’s not just about solving problems – it’s about building respect and understanding between colleagues.

Offer flexible working to meet diverse needs

Flexibility isn’t just a perk; it’s a necessity in today’s workplace. Different generations have different priorities. While older employees might value phased retirement or part-time roles, younger colleagues may be looking for remote working options and opportunities for growth. Offering tailored policies, such as hybrid working or sabbaticals, shows that you understand and respect these diverse needs. It’s not one-size-fits-all, and that’s the beauty of it.

Celebrate generational diversity in workplace culture

Have you ever been to a work event that felt like it was designed for someone else? Social activities can unintentionally exclude people, whether it’s the time of day, the focus on alcohol, or the type of activity. Instead, think inclusively—offer non-alcoholic options, schedule events during work hours, and mix up the activities to appeal to different preferences. Recognising generational achievements in team meetings or newsletters can also reinforce the value of diversity and collaboration.

Generational diversity is more than a buzzword—it’s an opportunity to create a richer, more inclusive workplace. By recognising communication differences, challenging biases, and fostering collaboration, you can build a team where everyone thrives. So next time you’re in a meeting, look around. Those different perspectives aren’t just gaps to bridge—they could be the positive foundation of your workforce.

For more information on this topic or to discuss other HR support needs, please contact Claire Parr in our team on 07385475786.

National Apprenticeship Week 2026: why apprenticeships matter

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As it’s National Apprenticeship Week from February 9th to 15th 2026, I wanted to share my own experience of working with apprenticeships, in particular the value they can bring to organisations.

Having worked in organisations where I was involved in the recruitment, onboarding and mentoring of apprentices, a career highlight for me has been watching their growth and development into their roles. Years on, seeing LinkedIn posts from former apprentices on how their careers have flourished has provided a real sense of satisfaction.

But personal satisfaction is not the only benefit for organisations. By combining on-the-job training in the workplace with external training at a college for a nationally recognised qualification, organisations benefit from a structured career route for their staff along with the development of both practical skills and theoretical knowledge.

The last few years have seen vast developments in the structure of apprenticeships and they now cover a huge range of occupations and sectors such as animal care, digital technology, legal, childcare, accounting, cyber security and science. This means many more organisations can consider whether an apprenticeship offers them another route to bring talent into the workplace.

Building on this, the theme for this year’s National Apprenticeship Week is “Skills for Life” which focuses on how apprenticeships provide opportunities for broader, lifelong skills, and are not just aimed at building career-specific abilities.

Apprenticeships can also play a role in breaking down barriers and encouraging diversity. For example, women remain underrepresented in many technical roles such as maintenance and engineering. Encouraging underrepresented groups to explore technical career paths through apprenticeships can increase the pipeline and improve diversity in this field. Apprenticeships can also provide accessible opportunities for individuals who may not follow traditional academic routes, allowing them to explore their potential, reducing unemployment rates and fostering social mobility.

Many employers are already acknowledging these benefits. In a recent CIPD study, 80% of employers felt that hiring apprentices had benefited them in improving future skills in their business. In the same study, 70% of employers running apprenticeships had seen improvements in the goods and services they offered, identifying that apprentices can help foster innovation by bringing in new ideas and ways of working, which in turn can also improve economic resilience. The government has also seen the opportunity for apprenticeships to increase national productivity and has been promoting them over recent years. For many, apprenticeships are seen as an effective way to close skills gaps that align to organisational needs, which enable businesses to improve their organisational efficiency and productivity.

If you’d like discuss this topic further, please contact Rachel Walker in our team on 07392090890.

The new Growth and Skills Levy and Skills England

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The Government has announced the introduction of a new growth and skills levy to replace the current apprenticeship levy. With the implementation date as yet unknown, we consider what is known so far about the new levy alongside the recent announcement on Skills England, and the implications for employers.

What do we know about the new levy?

The growth and skills levy are likely to have a broader goal than the current apprenticeship levy. It’s focused on funding skills development across the board, not just apprenticeships, and it’s geared towards supporting economic growth by addressing a wider range of training needs in the workforce.

Speaking at the recent Labour annual conference, the Prime Minister said the “new apprenticeships will give young people a route in to careers in critical sectors, enabling them to earn a wage whilst developing skills”, adding “We’ve got to give businesses more flexibility to adapt to real training needs.”

As well as identifying that the focus for funding will be for those at the beginning of their careers, the announcement suggests that apprenticeships for the equivalent of a master’s degree will no longer be funded by the levy.

What are the key differences between the Apprenticeship levy and Growth and Skills levy?

With the apprenticeship levy, any money employers pay in can only be used for apprenticeship training and assessments, which must last at least 12 months. The funds are accessed through an online account, and if you don’t spend the money within two years, it expires. It’s strictly for apprenticeship-related training that leads to qualifications.

The growth and skills levy is more flexible. Employers could use the funds for different types of training, such as leadership courses, reskilling staff for new roles, or more specialised industry training. It will allow funding for shorter apprenticeships, giving learners and employers greater flexibility over their training than under the existing system. The aim is to support growth by filling various skill gaps, not just through apprenticeships.

Skills England

In related news, the Government launched Skills England in July to help identify skills needs. It has suggested there is a very real and pressing need for such a review, reporting that between 2017 and 2022 skills shortages in this country doubled to more than half a million, and now account for 36% of job vacancies.

Speaking about the purpose of Skills England, Education Secretary Bridget Phillipson said it will “jumpstart young people’s careers and galvanise local economies. It will bring businesses together with trade unions, mayors, universities, colleges and training providers to give us a complete picture of skills gaps nationwide, boost growth in all corners of the country and give people the opportunity to get on in life”.  In its first report, published on 24 September 2024, Skills England has assessed working skills across the country and future skills needs and gaps. It has analysed the spread of skills across regions and looked at jobs in high demand and skills needed in key sectors.

What’s next?

The Government has said further detail on the new levy will follow “in due course”.  Skills England says it will ‘engage with stakeholders’ in the autumn of 2024, via round tables and webinars, to test and refine its initial assessment of skills needed. It will also consult employers and other stakeholders about what training the growth and skills levy should fund.

As recruitment budgets come under pressure and skills gaps increase, some organisations could find the new levy provides opportunities for creative ways to manage those resource challenges. 

We will of course keep you up to date with developments. In the meantime, if you would like to discuss this topic further or any other HR matter, please contact Simon Martin in our team on 07384 813 076.

‘Flexi-Job’ Apprenticeships to Offer More Flexibility for Employers

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Apprenticeships are work-based training programmes which lead to nationally recognised qualifications. In 2017, the Government introduced the Apprenticeship Levy with a view to creating funding for apprenticeships and encouraging employees to invest in apprenticeship programmes.

For some employers they can be a great way to attract and develop new talent. However a key barrier to taking on apprentices in certain sectors is the need for varied and flexible employment patterns.

What Are ‘Portable Flexi-Job Apprenticeships’?

On 6 April 2022 the Government will launch a ‘portable flexi-job apprenticeship’ pilot. This is a new type of flexi-job Apprenticeship which will allow employers taking on an apprentice to only give a three month commitment, instead of the usual 12-month minimum commitment. This will allow these apprentices to complete discrete blocks of employment with training, with different employers and businesses, throughout the course of their apprenticeship.

Who Will Benefit?

Certain sectors will particularly benefit from more short-term or project-based apprenticeships. At the moment, these portable flexi-job apprenticeships may only be carried out in certain sectors, namely within the creative and construction industries.

After the minimum three-month arrangement with one employer, the apprentice can either begin a new arrangement with the same employer or move to continue their apprenticeship with a new employer.

How Long Will the Pilot Last?

The portable flexi-job apprenticeship pilot scheme is intended to last for 18 to 24 months. It will be reviewed after 9, 12 and 18 months. The Government has said it will publish guidance ahead of the pilot start date. If the pilot is successful, it may become more widely available in the future.

If you’re interested in considering the use of apprenticeships generally or want to talk about the ‘portable flexi-job apprenticeship’ pilot and want to find out more, please contact Sue Meehan Boyes in our team on 07384 468 797.