Joint Policy Advisory Group , Manipal City and Guilds

With three fifths (61%) of older workers[1] concerned that the Government’s policies are too focused on supporting young people into work compared to older workers, employers should focus on developing their whole workforce, the City & Guilds Group urged today.

The study of 1,000 18-30 year-old and over-51 year-old British workers[2] revealed more than a third (35%) of older workers think that their employer puts more effort into employing and developing young people than on retaining or retraining older workers; and more than two fifths (41%) think their organisation is more focused on helping younger workers,[3] raising concerns that organisations are not doing enough to support all generations at work, and prepare for the UK’s ageing workforce.
Concerns were also raised over career progression. Only a third (34%) of older workers regularly discuss career progression with a manager, compared with nearly double the number of younger workers (60%). Despite this, more than eight in ten (81%) of older workers believe they have the skills needed for the jobs of the future.

With Britain experiencing skills gaps, an ageing population and an increasing retirement age, the City & Guilds Group is calling on employers to prioritise supporting all age groups in the workplace. Nearly two thirds (63%) of each cohort surveyed wanted training on how to work with different generations, showing clear appetite for businesses to plan for the office environment of the future.

The research also revealed:

30% of older workers feel they have been overlooked for key tasks due to their age.
Less than one in ten older (9%) workers prioritise career progression, compared to a third (33%) of younger workers.
More than eight in ten (88%) of older workers think training and development helps boost productivity and improves team morale (83%).
Seven in ten older workers (70%) think it is more challenging to enter the workforce now than 40 years ago.

Profound changes to Apprenticeships recently and employers will need to be more aware of how they are changing in order to take full advantage of the opportunities. This workshop will provide up to date information on policy and funding to help shape employer engagement strategies within the organisation:
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City & Guilds Employer Engagement and Commercialisation Training (Wakefield) Employer Engagement and Commercialisation Training This one-day CPD will provide staff working in colleges and training providers practical techniques around working with employers. There have been profound changes to Apprenticeships recently and employers will need to be more aware of how they are…

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This London workshop: ow.ly/ltPt305OLAa will provide up to date information on policy to help shape employer engagement strategies.

City & Guilds Employer Engagement and Commercialisation Training (London) Employer Engagement and Commercialisation Training This one-day CPD will provide staff working in colleges and training providers practical techniques around working with employers. There have been profound changes to Apprenticeships recently and employers will need to be more aware of how they are…

Yesterday the Government announced important funding updates regarding the Apprenticeship Reforms. India's skills framework has been referenced to the UK a lot and hence, understanding this will be quality inputs to our own Apprenticeship Framework and funding approach.

City &Guilds offers 6Lakhs plus apprenticeship in UK alone.

Additional funding for supporting 16-18 apprentices on Apprenticeship FRAMEWORKS - this will be a 20% uplift on the funding band maximum.

Providers will receive additional funding to support learners from deprived areas, on a sliding percentage scale, according to level of deprivation.

Employer levy funds will now remain in their digital account for 24 months, before the government starts removing the unused funds on a month in, month out basis.

From May next year, a new rule allows main providers to sub-contract to a smaller provider who is not on the RoATP, as long as the accumulated contract value for apprenticeship delivery by the small provider, doesn't exceed £100,000.

A further sub-contracting change allows main providers to sub-contract delivery to supporting providers who are on the RoATP, with a maximum accumulated funding value of £500,00.

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