Since the launch of Skills England, the government’s flagship skills policy in August, last year, there has been renewed attention on apprenticeships.
According to City & Guilds & The 5% Club, one of the stated goals for the new body will be to reform the Apprenticeship Levy. This was introduced in 2017, but only 4% of employers are fully using it. National Apprenticeship Week starts today (10th February) and many organisations are reviewing their funding plans, as well as how they fit into the larger skills plans.
Danny Harmer, chief people officer at Aviva, says that the company has used the levy more “considerably” over the last five years. By December 2024, Aviva had allocated 78% of the levy for skills development in England. This is the equivalent to around PS4million.
This is contrary to a study conducted by Davies which revealed that one third of financial service employers do not reap the benefits from apprenticeships.
Aviva currently has 530 trainees in a variety of programmes. 255 of these apprentices started within the past year.
Harmer explains that the important thing about apprenticeships is to invest in people. “Ninety three per cent of Aviva’s apprentices are still working there two years after they have completed their training.”
Aviva’s strategy for apprenticeships includes supporting smaller local businesses in building skills.
According to the current rules, large employers are allowed to transfer 50% of their levy funds to other businesses each year. The company has donated PS645,000 in unused levy money to support the development of skills for businesses near its offices in York and Norwich.
Harmer continues: “We are a major employer here and we know the impact that we can have in the community.” “We all want these cities to prosper and [levy-sharing] allows us to create a positive cycle that will ensure that.”
Aviva’s future skills requirements will be met in part by the internal role of apprenticeships.
Apprentices are typically 28 years old. They can follow a variety of paths, from underwriting and technology to new business opportunities. The apprenticeships are available at all levels, up to Level 7, which is equivalent to a master’s degree. They last from 12 months to 4 years.
Business opportunities
These eight career paths are available to graduates, including: accountancy, actuarial science, business management and administration, claims, technology, data and claims delivery, wealth, underwriting and wealth.
Aviva’s Foundry program focuses on developing future workforce skills, including digital, data, and technology. This programme has so far re-skilled over 200 colleagues, and supported many in new digital careers. Many of them were previously working in customer telephone roles.
“Every organisation that does the work we do needs to develop its own skills. “Apprenticeships are an excellent way to do that,” says Ms. Sherry.
Aviva is committed to attracting the widest range of talent in terms of social mobility by offering multiple entry points, including non-graduate route.
Harmer continues: “We hold ourselves accountable by tracking data on social mobility and apprenticeships can assist with this.” We offer internships for those who may find it difficult to enter the workforce because they lack the necessary educational support and networks.
She hopes any reforms in apprenticeship provision and funding keep the levy flexibility so employers can combine this route with skills development programmes and other recruitment routes. “We know that they’re an excellent way to broaden the access to learning, and we’ve increased our use of the levies considerably in the last few years.”
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