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REFRIGERANTS SPECIAL FOCUS


Training I


n the UK, it is concerning to see the limited number of colleges off ering air conditioning and refrigeration courses. There are only 16


apprenticeship providers that off er industry- specifi c training, resulting in a signifi cant barrier to the development of new talent. This scenario has led to an uneven spread of opportunities across regions of the country and makes the industry largely inaccessible. The lack of readily accessible education makes it challenging for individuals to pursue their career aspirations in this fi eld. The alarming scarcity of course providers not only reduces the fl ow of fresh talent into the industry but also stumps its growth and advancement. For the sector to prosper, it is vital that more colleges recognise the importance of off ering these courses and take active steps to provide such opportunities. With so few locations across the whole of the country, AC and refrigeration courses are inaccessible to the majority of young people. For example, we are based in High Wycombe and the nearest college off ering an ACR course is in Willesden, London - a signifi cant barrier for anyone from the area looking to enter the industry. On a national scale though, this would be seen as a short commute for such a course – an alarming realisation considering most students won’t be driving. Many areas of the UK are completely isolated from any entry opportunities into the industry – a sad realisation and massive missed opportunity for all of us. I am a fi rm believer in the crucial role that


apprenticeships play in every industry. They provide valuable industry-specifi c skills, foster personal growth and prepare people for the workplace. The shortage of opportunities for young and aspiring engineers is severe enough to threaten the ACR industry. For as long as this issue remains – ACR businesses will be functioning below their full potential. We have to face the fact


that our current workforce is aging and a massive number of engineers are retiring or leaving the tools behind, resulting in a talent void that needs immediate attention. For employers considering taking on


apprentices, you will develop skilled workers that learn to work in the same ways that you do. Training an apprentice can also lead to improved employee retention rates. Trainees who feel their employer has invested in their skills and career are often more likely to stay in the role. Apprenticeships provide a pipeline of skilled workers trained to industry standards, enhance the reputation of host businesses and open opportunities for a more diverse workforce, along with tackling inclusivity head-on. Failure to train the next generation of engineers is not just an issue for under-resourced companies, it will potentially stall the delivery of crucial construction projects. The lack of trained ACR professionals can lead to delayed timelines, shoddy workmanship and ultimately a tarnished reputation for the industry at large. So, what needs to be done? ACR companies must play their part individually, as part of the greater good, and consider implementing or enhancing their own apprenticeship programmes. We need to grow the demand for training courses and build a case for education providers to off er relevant avenues for learning. By committing to nurturing the next generation of industry professionals, we will collectively nudge the government and education sector to invest in the creation of more courses in more locations. This is only part of the solution, however – an


increase in apprentice opportunities alone is not going to fi x the issue, a systemic change in how we approach and value vocational training needs to be seen. While apprenticeships traditionally blend practical on-the-job training with classroom- based theoretical education, there appears to


The urgent need for more apprenticeships in the ACR industry


By Sophie Davenport, managing director and co-founder of SFE Services.


be a disconnect between these two aspects. The education sector must work hand-in-hand with the industry, ensuring that training is practical, relevant, and tailored to the needs of businesses in the space.


These courses ensure that the next wave of


fresh talent is well-rounded and competent. It is essential that individuals joining the industry are equipped not just with technical skills, but also with interpersonal skills, team-working abilities and professional conduct. As such, the education sector needs to refocus on holistic training and development that extends beyond just industry- specifi c knowledge. Looking at the role of ACR companies, there is much to be done in supporting apprentices and making the industry more attractive to younger generations. The fi nancial burden that apprentices currently bear is a huge deterrent. With the standard rate of pay being £5.82 per hour for fi rst-year apprentices, the cost of travel


36 September 2023 • www.acr-news.com


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