Building tomorrow’s workforce: how apprenticeships could engage a generation

Generation Z (born between 1997 and 2012) is set to make up 25% of the global workforce by the end of this year.

A generation characterised by its tech-savvy nature, a strong sense of social responsibility and appetite for learning, offers a tremendous opportunity for businesses aiming to create a pipeline of future talent for ongoing success growth. Apprenticeship schemes that continue to evolve, and be a cornerstone of the UK’s skills strategy, were a key focus in the Labour Party’s manifesto in 2024, providing a critical pathway to harnessing Gen Z’s potential while addressing the evolving demands of the labour market.

With National Apprenticeship Week taking place from February 10, now is the perfect time to consider what benefits apprenticeships could bring to your business.

The role of apprenticeships in shaping the workforce

Apprenticeships are a recognised educational pathway from the age of 16, comprising of a structured method of combining work with formal learning, leading to recognised qualifications. From Level 2 through to Level 7, with over 600 approved Apprenticeships Standards, apprenticeships are underpinned by Skills, Knowledge and Behaviours (SKB), concentrating on building knowledge and competency over a period of time.

They incorporate a mandatory 20% off-the-job learning, meaning for the first time there is a real focus on both the employer and the apprentice investing in real time to allow the apprentice to learn either at college, university or online as well as through work-related learning activities activities including shadowing, attending meetings, in-house training and other workplace opportunities.

Programmes culminate in an accredited recognised trade test – known as the End Point Assessment – ensuring apprentices are equipped not only with technical expertise but also with the soft skills and behaviours essential for workplace success to the required standard set by a range of industries.

• Skills: the skills component focuses on practical competencies required to perform specific tasks effectively. For instance, an apprentice in digital marketing will learn to analyse campaign metrics, use analytics tools, and optimise social media strategies, building confidence and proficiency.
• Knowledge: complements practical skills by providing the theoretical understanding necessary for a role. For example, engineering apprentices gain insights into materials science and systems design, which support their on-the-job learning. By engaging in structured learning, apprentices can contextualise their experiences and make informed decisions.
• Behaviours: the behaviours outlined in apprenticeship standards are critical for long-term employability. Traits such as resilience, teamwork, adaptability and ethical practice are embedded into the learning journey. These qualities align closely with the values Gen Z brings to the workplace, creating a collaborative relationship between the apprentice and the business.

Apprenticeships as a strategic solution

The UK’s apprenticeship model has evolved to meet the demands of a dynamic economy. By investing in apprenticeships, businesses can:

• Close skills gaps: many industries face acute shortages in skilled labour. Apprenticeships directly address these gaps by developing talent tailored to a business or industry that can fill specific roles.
• Futureproof organisations: as automation and AI transform job roles, apprenticeships and graduate schemes provide the adaptability required to navigate these changes.
• Enhance employer branding: companies that champion apprenticeships demonstrate their commitment to workforce development, attracting top Gen Z talent, building a good relationship with their chosen provider allows employers to shape the curriculum further to meet the skills needed of the industry.

Recommendations for employers

To maximise the benefits of apprenticeships and attract Gen Z talent, employers should consider the following:

• Create an early careers strategy: look at your business plan and align this to your people plan. What opportunities do you have to bring in new early careers talent – whether an apprentice, a graduate, a placement or a T-level student.
• Tailor apprenticeship offerings: ensure programmes align with organisational needs and be clear to future apprentices what the role involves and career progression opportunities.
• Embed technology: integrate digital tools and platforms into apprenticeship training to appeal to the tech-savvy Generation Z, use their knowledge to reverse mentor in the workplace on new digitalised platforms and processes.
• Prioritise mentorship: provide robust support systems, including mentors, to guide apprentices through their journey. Mentors play a key part in any apprentice’s journey, having someone to ask questions, seek advice and help with learning opportunities.
• Celebrate success: highlight apprentice achievements to inspire future cohorts and enhance company reputation.
• Utilise the funding: make full use of the available funding to offset training costs and expand apprenticeship opportunities. Even if you are not a levy-paying employer unused levy funds are available to bid for and fund both new and upskilling apprenticeship opportunities.

By investing in programmes that combine learning and growth in skills, knowledge and behaviours, businesses can build a resilient, adaptable and highly skilled workforce ready to tackle the challenges of the future using apprenticeships to grow a diverse workforce developing skills and pipelining future talent within the Generation Z population.

As the UK navigates economic and technological shifts, apprenticeships will remain an essential tool in shaping a diverse, equal and inclusive labour market. Employers that embrace an early careers strategy will secure a competitive edge in the ever-changing industry landscape.

As an employer, if you are looking to find start your apprenticeship and early careers talent journey within your business or looking to maximise the programmes you already have in place, we offer a free 45-minute consultation.