Employers must do more to promote apprenticeships and professional development opportunities for more experienced candidates
A common concern raised by various attendees was the role age can play when experienced professionals are making career decisions.
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“There is a wider acknowledgement within an ageing workforce that there are going to be a lot of career transitions,” commented Marc Fleming, academic delivery manager in construction management at UCEM.
“One thing that was identified in the Farmer Review... is that apprenticeships are pushed to a lot of new talent as opposed to existing talent that need to transition [to different] job roles and functions.”
Professional development
Fleming highlighted his own professional development – transitioning from architectural technology to achieve chartership and a postgraduate degree before embarking on a career in academia – as an example that age should not hamper a career change.
He added: “I’m not finished yet – I’m 42 and I will be pursuing further qualifications in the future.”
Martin Cawley, associate director of business development at UCEM, noted that the university’s current cohort includes a number of apprentices who are in their 50s.
“They’re enjoying the programme and adding a lot to the student mix,” Cawley said. “Age should not be considered as a barrier.”
Rebecca Bickerton, head of apprenticeship outcomes at UCEM, added that the most important factor is “the ability to demonstrate the requirement to learn”, regardless of age.
Transferable skills
Providing an employer’s perspective, Luke Forrest, learning and development lead for apprentices and graduates at Sweco UK, added that an apprentice’s success is largely based on the skills they can bring to a role.
He said: “One of our apprentices transferred from the administration team and that’s how we found that they had excellent administration skills and they have become a really big asset to the technical team.
“We have changed our apprentice set-up around this person because we found that they were so helpful.”
Umar Farooq, project manager at AtkinsRéalis and a member of the CIOB’s Tomorrow’s Leaders community, agreed that there should be “no age limit” to lifelong learning. He added that experienced professionals have a lot of “valuable life skills” they can bring to a new role or a new industry.
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