Providing options beyond traditional university routes, such as apprenticeships, widens access for those from disadvantaged backgrounds and enables all young people to learn and develop in a way that suits them best.
Apprenticeships offer a structured path for career progression, providing a true alternative to university.
Read more: What makes a good apprenticeship?
I fully expected to go to university, receiving an offer from Warwick to study maths in the summer of 2011, but while waiting for my A Level results, I found out that I could embark on an apprenticeship as a school leaver at firms such as Deloitte. I quickly sent off an application, went through the assessment process and had an interview with a partner.
This was when I received the first piece of crucial support. Deloitte covered a £70 train fare from my home in Dorset to London – a lot of money to most 18-year-olds. This truly made a difference for me; if this hadn't been covered by Deloitte, I probably would have never travelled to the interview.
But support shouldn't stop at the interview stage. Employers must cultivate an environment where apprentices can thrive and reach their full potential. This begins with a commitment to continuous learning. Apprentices should be immersed in engaging projects that challenge them to grow and acquire new skills daily, setting them on the path to a fulfilling career.
Flexibility is also key, empowering apprentices with the choice and responsibility to manage their workload from day one, ensuring they still get the important experience of coming into an office to collaborate with colleagues and clients.
Read more: Five ways to embrace new inclusive apprenticeship recruitment opportunities
This extends to their study schedules. When I studied my accounting apprenticeship, I had paid time off to study for my exams. My timetable was adjusted so I was able to revise when I wasn’t at college. It is vital that an apprentice doesn’t feel as if they’re juggling an apprenticeship and a full-time job.
Mentorship is another vital ingredient. Deloitte's 'buddy' system pairs new apprentices with experienced colleagues who provide guidance and support, easing their transition into the workplace. My mentors recognised my different educational background and helped me develop essential career skills, such as relationship building and networking, which have proven invaluable throughout my career.
My journey to becoming Deloitte’s first BrightStart apprentice to be promoted to partner highlights the transformative power of a supportive apprenticeship programme. I’m delighted to now be in a position to coach and mentor a cohort of apprentices, and provide them with networking opportunities to meet others on similar schemes.
My audit and assurance apprenticeship opened up a career that combines numerical and analytical skills, people skills and learning how businesses work. Many CFOs and CEOs have accountancy qualifications and have experience of being an auditor at some point in their career. Skills like these, and those that can be developed on apprenticeships, help set up future leaders for success.
Read more: Apprenticeships key to social mobility, HR leaders say
This National Apprenticeship Week, it is important to remember that apprenticeship programmes not only benefit the apprentices themselves but also businesses and society as a whole. By encouraging different routes into professions, we open up opportunities to everyone, and create a more diverse and inclusive workforce – leading to better economic outcomes and a richer, more dynamic work environment.
Employers must do all they can to enable the next generation to succeed, regardless of their background or chosen path.
Ben Newton is a partner in Deloitte’s Audit and Assurance business. He is the very first of the firm’s BrightStart apprentices to be promoted to partner
