Are apprenticeships still overlooked by young people?

“As universities became more accessible, everyone has been encouraged to attend. Now that we’re changing the curve, it’s brought with it some of these misconceptions,” says Sarah Hillary, a partner within BDO’s Digital and Risk Advisory Services (DRAS) team.

The firm recently surveyed over 1,000 people across England and found that some young people still believe apprenticeships could have a negative impact compared to going to university. More than half (51%) of people surveyed aged between 18-24 believe that a university degree makes people more likely to earn a high salary, compared to doing an apprenticeship.

Similarly, over a third (34%) believe they would be less likely to reach the most senior positions within a business if embarking on the apprenticeship route. But is there any truth to these misconceptions?

“From a professional accountant’s point of view, it doesn’t matter which route people have come into membership,” says Dorothy Wood, head of education relationships at the Association of Chartered Certified Accountants (ACCA). “Once you become a member, you’ve demonstrated through the ethics training, examination, professional experience, and through your knowledge and capabilities, that you’ve reached the standard to be accredited.”

So where do these stigmas come from? According to BDO, almost two thirds (62%) of respondents claim their school or college encouraged them to attend university rather than apply for an apprenticeship – a figure which was higher for young people based in Greater London (70%) and lowest for those based in the North East (55%).

Jenny Catlin, head of professional education at Deloitte, explains: “Parents and guardians are a key influence on career decisions, but they may not be fully aware of how apprenticeships have changed over the past few years and the opportunities that are now available in firms.”

 BDO’s survey found more than half (55%) of respondents have parents or guardians who would prefer, or have preferred, for them to go to university over an apprenticeship. In particular, the figure for parents encouraging the university route increased for those from a Black or Asian heritage. Almost three quarters (71%) of those from a Black heritage and 63% of those from an Asian heritage have parents or guardians who would prefer, or have preferred, for them to attend university.

What can firms do to tackle the stigmas?

“Equal opportunities and access to those meaningful, sustainable careers should be available for everyone. But unfortunately, that’s not the reality,” says Hillary. From the perspective of social mobility, it’s a “complex issue we’re not going to solve overnight”. “If we can enable access to high quality apprenticeships, that will help solve the problem. It’s a step in the right direction, because if you’re coming from a lower socio-economic background, you might be less able or willing to incur the debt that university brings.”

She says: “BDO, like many other firms, are trying to offer work experience and insight programmes to enable people from different backgrounds to come along and explore whether accountancy is right for them, whilst they’re still at school or college. We also target some of those programmes at people from a lower socio-economic background.”

A separate survey by BDO recently revealed that apprenticeships could be starting to be seen as a more appealing recruitment strategy, with almost a third (29%) of the UK’s medium-sized businesses planning to hire more apprentices in a bid to attract more talent.

By the same token, Catlin shares that Deloitte is supporting the emergence of alternative routes into the professional services industry, such as through the firm’s earn-while-you-learn BrightStart apprenticeship programme. “Apprenticeships should be promoted as a high-quality learning experience for school leavers,” she emphasises.

“We have also been putting a lot of work into attracting diverse talent – particularly from different genders, ethnicities, and social backgrounds with several programmes.” Both Deloitte and BDO are involved in the Access Accountancy programme through which employers and professional bodies have pledged to improve access to the accountancy profession for young people from less advantaged backgrounds across the UK.

Additionally, both firms take part in the #10000BlackInterns initiative, designed to help transform the horizons and prospects of young Black people in the UK. The external programme seeks to offer 2,000 internships each year for five consecutive years in order to reach the ultimate goal of providing 10,000 internships to young Black people.

Spring into Deloitte has also recently launched a new programme for ‘Young Black Professionals’ and ‘Women in Technology’, in addition to its existing ‘Regional Careers Global Impact’ programme. Some 160 students attended a three-day virtual introductory course where they learnt about the firm and a career in professional services. Meanwhile, BDO takes part in ICAEW’s Rise programme, teaching valuable career skills to young people in disadvantaged areas and schools.

Moreover, a common theme across firms to spread awareness and tackle stigmas about apprenticeships is to provide students from low socio-economic backgrounds an insight into life within these respective firms.

As such, Deloitte’s ASPIRE programme provides sixth form students from these backgrounds with work experience and an insight into life at Deloitte. Similarly, BDO runs programmes to provide young people with an insight into what firms like BDO are able to offer, targeted for people from less advantaged backgrounds, for example.

“The other important thing we do is try to share stories from those who have had their own apprenticeship journey,” Hillary reveals. For example, both Hillary herself and BDO’s managing partner, Paul Eagland, started their careers as apprentices. Eagland openly shares his experience on several platforms, in a bid to prove that apprenticeships are not a barrier to succeeding. “Role models are important. It’s our job to inspire the next generation, and give them that assurance,” Hillary says.

She concludes: “We must keep talking about the value and raise the awareness that being an apprentice doesn’t hold you back, and that you can succeed just as well in your career in accountancy through an apprenticeship if university isn’t the route for you.”