Apprenticeships and the Future NHS Workforce

When people think about apprenticeships, they often still picture a narrow set of roles or a very specific age group. One of the most important lessons from developing our Apprenticeship Academy has been just how broad the opportunity really is, both for individuals and for organisations like ours.

The Academy was introduced in 2019, initially to support the recruitment of adult general nurses through a seven-year apprenticeship pathway. From the outset, it was carefully evaluated year on year, and that process has helped it grow steadily. What began with a single focus has now expanded into six pathways, including digital, estates, finance, corporate governance and healthcare. That reflects the reality of a modern health board. While clinical roles are central, there is a much wider workforce behind the scenes, and apprenticeships give us a structured way to plan for that breadth.

Workforce planning and future-proofing are essential for us. We are dealing with people’s lives, so we have to think carefully about how we build and sustain our workforce over time. Apprenticeships allow us to look ahead at issues such as an ageing population and succession planning in a very practical way. People are trained in real working environments by experienced staff who already understand the organisation, which means knowledge is passed on in a meaningful and consistent way.

A key factor in making this possible is the support available through the Welsh Government. In Wales, employers cover the apprentice’s wage, while the Welsh Government funds the cost of training through approved training providers. That support applies across sectors and organisation sizes, and it removes a significant barrier for employers who may otherwise feel apprenticeships are too complex or costly to take on. For us, that framework has allowed the Academy to grow in a planned, sustainable way.

Diversity is another important part of the picture. Apprentices come to us with a wide range of ages, backgrounds and experiences, and that strengthens the organisation. We involve current apprentices in assessment days for new applicants because they understand the pathway better than anyone. They have lived it, they know what is involved, and their insight helps us make better decisions. Giving apprentices a voice is not symbolic; it improves how the programme works.

It is also important to challenge the perception that apprenticeships are only for school leavers. We have had people join us for complete career changes. One apprentice came to us after working as a taxi driver, having always wanted to pursue nursing but needing flexibility earlier in life. Apprenticeships provided a route to do that later on. Age should not be a barrier, and neither should gender. There is still an assumption that certain healthcare roles are predominantly female, but that does not reflect our workforce or our ambitions. Apprenticeships help us address those assumptions from the outset.

Another misconception is that apprenticeships are the easier option compared with college or university. In healthcare, that is simply not the case. Apprentices are working as healthcare support workers, often in emotionally demanding environments, while also attending college and completing assessments. The workload is significant, and the resilience they show is remarkable. The qualifications they achieve are well earned, and the experience they gain is substantial.

From an organisational perspective, the benefits are clear. Apprentices gain real-world experience from day one, and by the time they complete their pathway they bring a depth of understanding that directly strengthens the workforce. They are people who are used to learning, reflecting and progressing, which is exactly what we need.

Support structures are crucial. Apprentices initially join the Academy and go through a Gateway Review within their first three months, allowing us to reflect on progress and ensure clear objectives are being met before they move fully into their departments. Alongside this, we work closely with colleges and training providers, and we signpost apprentices to wellbeing and pastoral support where needed. Much of this is made possible because the apprenticeship system in Wales is designed to support both the apprentice and the employer.

For organisations considering apprenticeships, whether in the public or private sector, my message would be not to worry about navigating it alone. There is clear support in place through the Welsh Government and its training partners, and that support is there to be used. Apprenticeships are a practical way to address skills gaps, diversify the workforce and plan for the future, while creating meaningful opportunities for people to earn and learn.

The Welsh Government Apprenticeship Programme is delivered by a network of training providers across Wales.  Find out more about apprenticeships here.

Nicola Fourie talks about this and more in the People & Skills podcast episode Building the Future – The Benefits of Investing in Apprenticeships. Listen to the podcast here.