“Since completing my apprenticeship, I’ve been promoted to team manager.
I don’t think I would have been able to achieve this without the knowledge and skills gained from this course.”
When she started her apprenticeship with Corndel, Abbey Clayton, Quality and Control at Capita, had little project management experience.
At Corndel, we passionately believe that education is a vehicle for social mobility that should be accessible to all.
She saw the apprenticeship as a chance to develop, professionally and personally and since graduating has been promoted to team manager.
She has successfully delivered a project and seen it implemented within the business.
Abbey's story shows that not everyone has to follow the same path to career success and social mobility in the UK.
Charities should actively seek to nurture internal talent and provide alternative pathways for employees to upskill their careers, breaking down the barriers traditionally associated with higher education.
This is a particularly pressing issue given the state of social mobility in the charity sector today.
Unfortunately, a recent report from the EY Foundation, which supports young people from low-income backgrounds in securing professional opportunities, shed light on a troubling trend: charities show less willingness to hire individuals from these backgrounds, unlike employers in the public and private sectors.
The report concludes that we need to work harder to showcase the benefits of the sector and reach young people who don’t know what a charity job might look like.
It found that among charity CEOs the proportion who attended fee-paying schools is approximately double the rate in the wider population (rising to triple in the largest charities).
At Corndel, we passionately believe that education is a vehicle for social mobility that should be accessible to all.
Free high-quality education, such as professional apprenticeships, can significantly impact social mobility when integrated into a broader EDI strategy.
Our research revealed...
Social mobility is important to HR & L&D decision-makers personally and professionally. 9 in 10 report that it's an important part of their company’s EDI strategy.
Although 85% of HR & L&D decision-makers believe apprenticeships are an effective way to tackle social mobility, only 2/3rds plan to use them in the next year. This is a missed opportunity.
A Missed Opportunity for HR Leaders in Charities
While 85% of HR and L&D decision-makers recognise apprenticeships as effective for addressing social mobility, only two-thirds intend to implement them in the coming year.
This untapped potential of apprenticeships in the UK is a missed opportunity for organisations striving to address social mobility.
The gap between HR & L&D leaders who believe apprenticeships are an effective tool to address social mobility and those who plan to use them reveals a significant oversight in harnessing the potential of the Apprenticeship Levy, a valuable and low-to-no-cost tool available to organisations.
The Apprenticeship Levy ignites transformative individual growth. At Corndel, we know this is true – only 47% of Corndel apprentices previously held a degree before undertaking an apprenticeship with us.
Apprenticeships can be a game-changer for many, offering a chance to enhance their skills and instil the confidence needed to change their life circumstances. For instance, learners who completed the Corndel Level 3 apprenticeship in Management experienced tangible benefits: 29% received a pay rise, 53% were entrusted with more responsibilities, and a significant 63% felt more prepared to advance in their careers.
These outcomes show the real impact that strategically using the Apprenticeship Levy can have on individual lives and career trajectories. Organisations, by tapping into this resource, not only contribute to the professional development of their workforce but also actively participate in addressing social mobility.
Apprenticeships in Context
Although a powerful tool for personal and professional development, it’s important that HR leaders acknowledge that apprenticeships will not single-handedly address issues of social mobility.
The importance lies in embedding these apprenticeships within a broader strategic context that incorporates a range of equality and diversity initiatives.
Apprenticeships contribute to social mobility by offering individuals hands-on experience and learning opportunities that are fully integrated into their work roles.
This means that those who may not have the financial resources or the luxury of time for more traditional educational pursuits, can still access pathways for career advancement.
Targeted interventions within apprenticeship programmes can be specifically designed to support individuals with additional responsibilities, like childcare or other caregiving duties.
By combining apprenticeships with broader diversity and inclusion initiatives, HR teams can truly champion social mobility and foster a more equitable and dynamic workforce.
Clearly, there's an appetite from HR & L&D leaders to use the Apprenticeship Levy strategically to improve social mobility.
However, the gap between those who want to use apprenticeships to improve social mobility, and those who actually plan to, shows HR teams need more support in making this happen.
We know it's complicated, and there are many stakeholders to get on board, and measurement plans to put in place.
Our guidance for HR teams, on the next page, can help close the gap between potential and reality.
