Representatives of aerospace company BAE Systems, which is one of the UK’s largest apprenticeship providers, found that 60% of 16-to-24-year-olds would select an apprenticeship as a career route.
However, one in three (32%) young people from state schools find that financial constraints make it difficult for them to pursue an apprenticeship.
Read more: How to better support apprentices' success
Further research from the retailer Co-op, published yesterday (10 February), shows that one in three school leavers (aged 16 to 18) face a lack of apprenticeship opportunities in their local area.
Often, small changes that employers can make to enhance their apprenticeship branding can help attract a wider scope of candidates, said Richard Waite, head of talent and recruitment at consultancy firm Grant Thornton UK LLP.
Waite told HR magazine: “It’s often the brilliant basics that make the biggest difference – ensuring you have well-equipped people managers to support apprentices, structured and supportive training pathways, a commitment to study leave and role models within the organisation who also joined as apprentices.
“Getting these things right can make a huge impact in ensuring the programme is a success.”
Over a million small businesses do not take proactive steps in hiring apprentices from lower socioeconomic backgrounds, according to Co-op's research.
Rob Crabtree, Co-op’s apprenticeship delivery partner, told HR magazine: “Our talent acquisition team leverages a variety of recruitment advertising channels, ensuring we post on multiple platforms and job boards to provide students from all socioeconomic backgrounds with equal access to information.”
Co-op also ensures that its application and interview process for apprenticeships is fully accessible and transparent, Crabtree explains.
The talent acquisition team shares all interview questions beforehand, focuses on skills-based recruitment and ensures all hiring managers complete inclusive hiring training.
Rina Pandya, chief people officer of government property advisor NHS Property Services, explains that partnering with organisations such as the early careers support firm Bright Network, can help employers remove barriers and promote social mobility.
Pandya told HR magazine: “Focusing on potential and skills rather than strict academic requirements can help widen access; at NHS Property Services, we hire for attitude and train for skills.
“However, entry requirements, such as qualifications in maths and English, remain a significant barrier for some. The government is reviewing this.”
BAE Systems surveyed the views of 2,000 16-24-year-olds and their views on apprenticeships in January 2025. Co-op commissioned Opinium Matters to conduct two surveys: 1,000 UK school leavers aged 16 to 18, between 29 January and 4 February 2025. The second was across 1,000 UK business leaders (business owners and C-level execs) between the 31 January and 4 February 2025.
