Unlock apprenticeship potential POLICYVIEW By James Turner


Two-thirds of teachers in Britain say they are unlikely to advise a high- performing student to undertake an apprenticeship in place of a university degree. But with the best apprentices earning more in their lifetime than many graduates, why are apprenticeship opportunities still being overlooked?


High quality apprenticeships can be a powerful tool for social mobility.


They lead to improved employment and pay prospects, and enable young people to progress further in their careers and education. Crucially, instead of taking on student loan debt, a factor which is causing increasing concern to young people thinking about higher education, apprentices can earn while they learn and gain valuable skills. For all young people, and especially those from lower-income backgrounds, apprenticeships deserve proper consideration alongside the option of heading to university. However, despite recent growth, only 13,000 people started a degree


apprenticeship in 2018/2019 compared to 330,000 who started a university degree. Universities and employers must work together to increase the number of degree-level apprenticeships available to young people. A portion of the Apprenticeship Levy money – paid by all big employers – should be ring-fenced for spending on bursaries, outreach and travel so that disadvantaged apprentices can take up these opportunities. Additionally, progression for those beginning on lower level


apprenticeships needs to be far easier. Level 2 and 3 apprentices should not hit arbitrary glass ceilings, but instead should have similar chances as their A Level or graduate peers to access the next level of qualifications, including higher and degree apprenticeships. At the Sutton Trust, we want to see Level 2 apprentices automatically progress to Level 3 upon completion. Fundamentally, the perception of apprenticeships needs to shift. Instead of apprenticeships being seen as secondary to traditional higher education, they should be recognised as important and worthwhile routes into rewarding careers and well-paid jobs. This is particularly relevant when it comes to addressing gender inequalities of apprenticeships; we know that female apprentices tend to be concentrated in lower-earning sectors. The best apprenticeships are a great route to individual social mobility and can play an important part in the government’s efforts to expand opportunity to overlooked areas of the country. To realise that potential, there needs to be a focus on improving access for young people from disadvantaged backgrounds to the best apprenticeships, keeping degree-level apprenticeships within the scope of Levy funding and – crucially – on ensuring young people from all backgrounds get high quality advice and guidance to choose the right option for them.


James Turner is chief executive of the Sutton Trust, a foundation which champions social mobility through programmes, research and policy influence.


FURTHER READING • Better Apprenticeships, The Sutton Trust, 2017 • Social Mobility Polling, The Sutton Trust, 2019


WELCOME FROM MARTIN REID


The Society for Education and Training (SET) enters its sixth year of existence in 2020. In that time SET membership has more than doubled, and more than 24,000 individuals have been awarded QTLS status. The relatively new Advanced Teacher Status (ATS) is proving popular as a badge of the highest professional practice and achievement, and the award-winning SET Conference, launched just two years ago, has become the highlight of the year for the FE teaching profession. More and more members are engaging at every level through Local Network Groups (LNGs), our Corporate Partnerships, as members of our Practitioner Advisory Group (PAG), through webinars and webchats, and in the discounted courses and programmes we are able to offer members in partnership with the Education and Training Foundation (ETF). inTuition too engages with, and


features, so many practitioners from around this incredibly diverse sector – our Special Report on Army training (page 24) is a perfect example in this issue. All of this in six brief, yet


very productive years. With membership renewals upon us I would urge all members to continue supporting the wonderfully vibrant, progressive and inclusive community of professional practice that we are building together.


Martin Reid is director of SET. inTUITION ISSUE 39 • SPRING 2020 7


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