Midlands businesses struggling to secure additional funding required to support growth

Tess Egginton
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Midlands businesses struggling to secure additional funding required to support growth
New research from business and financial adviser Grant Thornton UK LLP reveals that while many companies in the Midlands anticipate needing extra funding for growth this year, most expect a struggle to secure it. The firm’s research, which surveyed 800 businesses in the UK, finds that 70% expect that they’ll need to apply for additional funding this year. The most common amount expected to be needed was between £10m – £25m. The top reasons noted for this extra funding are to ‘invest in new premises or equipment’ and to ‘invest in R&D or new service offerings’. Over one quarter of those who required funding also said that it would be needed to manage challenges in the market, including to ‘support liquidity requirements linked to challenging trading conditions’ (29%) and to manage the impact of ‘increasing employment costs’ (26%). However, many businesses do not anticipate it will be easy to secure the extra funding their business requires. In fact, over two thirds (68%) said that their business is currently finding it hard to access new sources of funding. The majority (69%) are utilising alternative lending sources, with the number of businesses who would consider funding from alternative funding sources (82%) such as asset-backed loans or specialist credit funds, or a debt fund, being the same as those who would consider a traditional bank loan (82%). Larger businesses are also much more confident that their existing lender would support their additional funding needs (92%) compared to the medium-sized businesses surveyed (80%). They are also found to have more flexibility with the funding sources available to them, with 83% of larger businesses prepared to move to a new lender that may be more expensive but offered better terms, compared to 68% of medium-sized businesses. This may reflect the fact that medium-sized businesses’ confidence in their funding position has been on a steady decline throughout 2024 and remained stagnant in December, at -9 percentage points (pp) lower than the start of the year. A lack of funding is also found to be constraining all businesses’ abilities to boost their productivity levels. Of the 68% who noted this as an issue, the biggest barriers they are facing when accessing new funding sources are:
  • The complexity or length of the funding application process
  • Regulatory barriers or compliance requirements
  • Limited availability of affordable financing options
Almost three quarters (73%) of the businesses surveyed believe that the Government needs to do more to help improve access to private sources of funding for businesses. These businesses believe that the Government should prioritise the below actions to address this issue:
  • Improve partnerships with private financial institutions to expand access
  • Implement policies that incentivise private investment in local businesses
  • Enhance tax incentives for private investors in high-growth sectors
Matt Buckingham, practice leader for Grant Thornton UK LLP in the Midlands, said: “Access to funding is obviously a powerful dynamic in driving growth across our region, and while businesses of all sizes expect they’ll need additional support this year, few are expecting it to be a straightforward process. “Higher interest rates are an ongoing challenge in the wider market, along with rising input and labour costs – exacerbated by the increases to employer NI contributions and National Minimum Wage announced in the Budget – and, for some sectors, exposure to waning consumer confidence. These issues are likely increasing businesses’ need for further funding while also impacting their ability to access it.” Jon Bramwell, a Director within the Clients & Markets Debt Advisory Practice for Grant Thornton, said: “The debt markets have recovered significantly over the last year and our expectation is that this will continue through 2025. Whilst the base rate is still higher than it has been, it has stabilised, and it’s anticipated that it will reduce further over the medium term. “Lenders do however have a high bar and are sensitive to the challenges in the macro-economic environment, particularly in sectors such as retail and leisure where businesses’ financial performance is driven by discretionary spending. “The impacts of the October Budget on National Insurance and National Minimum Wage have also been factored into credit decisions as this has directly impacted the financial outlook for many businesses. This means that it is vital for businesses to know which funders to approach and how best to present their business in a balanced way. “Liquidity across the debt markets has never been greater and the various options available means that there are numerous potential avenues and types of lenders for businesses to approach – with the British Business Bank confirming that 50% of new money lent in the UK now comes from sources other than the high street. “Whilst this variety is positive, it can be challenging to navigate the market as accessing new or additional funding can be a complex process and so preparation is key. All businesses need to be able to demonstrate strong business fundamentals, including evidence of performance, robust and maintainable revenues, and controlled costs.”

Marked fall in number of permanent staff appointments in the Midlands

Tess Egginton
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Marked fall in number of permanent staff appointments in the Midlands
The latest KPMG and REC UK Report on Jobs survey, compiled by S&P Global, saw the number of permanent staff placements fall for the eighth consecutive month across the Midlands at the start of 2025. The decrease was marked and softened only slightly from that seen in December. Temp billings meanwhile, rose only fractionally as the rate of increase eased to the softest in the current ten-month sequence. Demand for staff was contracted, as vacancies for both permanent and temporary roles reduced during January, with the latter seeing the steepest fall since May 2020. On the pay front, permanent salary inflation gained momentum for the second month in a row and was at a four-month high. Similarly, temp pay rates rose at the quickest pace since last October. The KPMG and REC, UK Report on Jobs: Midlands is compiled by S&P Global from responses to questionnaires sent to around 100 recruitment and employment consultancies in the Midlands. Eighth consecutive decrease in permanent staff appointments The number of staff placed into permanent roles fell across the Midlands in January, extending the current sequence to eight months. Recruiters linked the sustained reduction to a lack of demand from clients as well as reports of recruitment freezes in response to upcoming changes in employment law. All four monitored English regions saw permanent placements fall in January, with the Midlands seeing the second-softest decline, after London. January data saw the number of billings received for temporary staff employment broadly stall across the Midlands. The seasonally adjusted Temporary Billings Index was only just above the neutral 50.0 threshold, as recruiters mentioned a lack of jobs coming through agencies. Although fractional, the Midlands was the only region to post a rise in temporary billings. Latest data pointed to an eighth consecutive monthly decrease in demand for permanent staff in the Midlands. The pace of reduction eased slightly but remained robust overall. Of the four monitored regions, only London saw a softer fall in vacancies than the Midlands. Temp vacancies fell for the fifth month in a row in January. The decrease was sharp and the most severe since May 2020. Nevertheless, the downturn was the softest of the four monitored English regions. Permanent staff availability rises at softer yet still marked rate Adjusted for seasonal factors, the Permanent Staff Availability Index signalled a twenty-second consecutive monthly increase in permanent candidate numbers in January. There were reports that the uplift in staff supply was linked to a rise in redundancies. The rate of increase was marked but the least prominent in three months. The rise in the Midlands was the strongest of the four monitored regions. Temp staff availability across the Midlands picked up again at the start of 2025, extending the current sequence to 21 months. Recruiters mentioned a lack of temporary contracts being available which pushed candidate numbers higher. The rate of growth in temp staff supply slowed from December and was the softest since last August. Starting salary inflation gains momentum in January Recruiters across the Midlands continued to record an increase in starting salaries for permanent workers in January, thereby stretching the current sequence of uplifts which began in March 2021. Some panellists mentioned that the rise was due to higher salary offers to attract suitably skilled staff. The rate of starting salary inflation strengthened from the previous survey period to reach the highest since last September. The Midlands recorded the strongest salary growth of the four monitored English regions. Average hourly pay for short-term staff rose for the second time in as many months at the start of the year. Where temp wages increased, anecdotal evidence suggested the rise was due to a shortage of skilled staff. The rate of increase was solid, and the steepest for three months. Kate Holt, People Consulting Partner at KPMG in the Midlands, said: “Businesses in the Midlands are maintaining a highly cautious approach when it comes to making permanent hires, and the eight-month trend of declining appointments is likely to be extended until the new tax year at least. “Growth of temporary billings in the region have also stalled, in a clear sign that the impending employers National Insurance rate rise alongside ongoing economic pressures are weighing heavy on employers’ confidence. “Wage increases also continue to dominate the local market, with starting salaries for both permanent and temporary staff in the Midlands now escalating above the national average. As employers are forced to offer higher starting salaries to attract and retain talent, this will only serve to exacerbate wage inflation further. All this points to the Midlands job market remaining challenging throughout 2025.” Neil Carberry, REC Chief Executive, said: “Businesses entered the year uncertain on the growth path, and that has driven a ‘wait and see’ approach to hiring. Around the country, REC members report that clients have plans and are hopeful for the year ahead – but firms are slowing investment until they see more momentum in the economy. “This explains why temporary staff employment broadly stalled across the Midlands, although the Midlands and London had softer declines in permanent hiring than elsewhere in England, however. “Last week’s move on interest rates was timely as a way of boosting confidence. The more central role of growth in Government thinking since the Chancellor’s speech last month will also help. But it takes time, and real action, to build business confidence. “An autumn of fiscal gloom, difficulty navigating significant upcoming tax rises and little progress on the practicalities of a costly new approach to employment rights are all acting as brakes on progress. As well as the monetary stimulus to growth, it’s time for greater clarity on how the Government will use its industrial strategy to drive the growth of the whole economy.”

Light Science Technologies signs deal with US agri-giant

Tess Egginton
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Light Science Technologies signs deal with US agri-giant
Light Science Technologies Holdings (LSTH) has signed a new distribution deal that could expand the Derbyshire-headquartered firm’s reach in the UK and Europe. The agreement with Agrolux, a global horticulture lighting supplier, gives LSTH exclusive rights to sell its partner’s LED lighting system in the UK and Ireland under the ‘Agrolux presented by Light Science’ brand. There’s also potential to take the partnership further into Europe over time. For growers, this means more options when it comes to energy-efficient lighting. LSTH will offer Agrolux’s LED Wega product line alongside its own nurturGROW sustainable lighting range, combining these with its sensor and installation services. The deal strengthens Light Science’s position in the controlled environment agriculture market, where it already has a growing pipeline of potential projects. If all goes well, the partnership could work both ways, with Agrolux eventually selling Light Science products through its global network. The initial pipeline of quoted projects in the UK and Europe stands at over £10 million, with Light Science aiming to convert these opportunities by leveraging Agrolux’s 20 years of expertise in agronomy. Agrolux is part of Gavita International, which is owned by Scotts Miracle-Gro, a major player in the lawn and garden industry with a market cap of $3.9 billion. “We are delighted to have established this distribution agreement with such a prestigious partner that is part of the Scotts Miracle-Gro group,” said LSTH Chief Executive Simon Deacon. “The opportunity to work with Argolux and provide an expanded product range to existing and new clients provides an exciting opportunity for us to target a wider end audience. “This partnership presents significant potential future benefits for us to expand our global presence and reach as we work on complementary opportunities.”

Small firms call for £3k incentive to help them take on apprentices

Tess Egginton
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Small firms call for £3k incentive to help them take on apprentices
Increasing the financial incentive for small businesses that employ an apprentice could help encourage more to do so, according to new data from the Federation of Small Businesses (FSB). To mark this year’s National Apprenticeship Week in England, which starts today (Monday 10 February), the business group has released statistics that found almost half (47%) of small business employers say reintroducing a £3,000 incentive would encourage them to take on apprentices. Of those small firms that currently employ an apprentice, almost three quarters (73%) say the financial incentive could mean taking on more in the future. Currently, employers are given £1,000 when they hire an apprentice under 19 years old. FSB is calling on Government to use the summer’s Spending Review to update this to a £3,000 incentive for those hiring an apprentice under 25 years old, exclusively for SMEs. FSB data also highlighted that 36% of small business employers who currently employ apprentices say reduced admin or paperwork would encourage them to take on more. FSB wants Government to introduce a standardised way of tracking both on and off the job training that apprentices do. This is currently done by apprenticeship providers, all of which have differing approaches, creating more work for employers. Latest Government statistics show that although the number of apprenticeship starts has increased overall, lower-level apprenticeships, which are traditionally done by smaller firms have fallen. More needs to be done to encourage more small firms to take on entry-level apprentices. FSB is calling on Government to set targets to increase the number of apprenticeship starts in small businesses across the parliament. Tina McKenzie, FSB Policy Chair, said: “National Apprenticeship Week is a great opportunity to shine a light on all the fantastic small businesses out there that currently employ apprentices – nurturing their skills, while at the same time growing their business. “Our members who employ apprentices often tell us how they help fill skills gaps in their team, and also bring in fresh new ideas. “We’d love to see the starts numbers increasing and more small firms taking on apprentices, particularly at the entry-level. Our research shows what a difference bringing back the £3,000 incentive, which was briefly introduced during the pandemic, would make to the numbers. The Government has an opportunity to make a difference on this at the Spending Review in June. “With so many struggling with the admin side of taking on an apprentice, it’s clear time and resources are in short supply for small businesses, most of which don’t have a separate HR team. Providing financial incentives would help to offset this.”

WBR Group further strengthens market position with strategic hires

Tess Egginton
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WBR Group further strengthens market position with strategic hires
WBR Group, the independent provider of SSAS administration and tax advisory services, has appointed three new members to its sales team. Charlie Dewey joins as Director of Distribution with Nick White and James Cannon joining as Business Development Consultants. They join Alan Godbeer, SSAS Sales Director who has been with the firm for 15 years and has a deep understanding of DBSSAS. Charlie will report to David Santaney, Chief Commercial Officer at WBR, and Nick and James will report to Charlie, as will Alan. These appointments mark a significant step in WBR Group’s ongoing commitment to delivering exceptional SSAS services and continuing to expand its market presence and coverage of the UK. Charlie Dewey joins from the SIPP and SSAS platform specialist, Curtis Banks, having spent almost 14 years at the firm, most recently as the Head of Sales. He brings a wealth of experience in the SSAS sector and will be instrumental in driving the growth of WBR Group’s SSAS book, ensuring that advisers and new direct clients receive the highest level of service and support. He will work closely with Peter Collier, Director of Marketing and Brand, and Caitlin Southall who recently joined WBR Group as Head of SSAS Proposition. Charlie will be covering the Leicester and Midlands area and London. Nick White joins from Wesleyan where he was Regional Sales Manager for Yorkshire and the Northeast. He has over 17 years’ experience and has a robust background in sales and client management. Nick has consistently demonstrated his ability to drive growth and build strong client relationships. Prior to his tenure at Wesleyan, Nick was the Regional Sales Director at WestBridge SSAS, where he successfully expanded the firm’s market presence in the same region. James Cannon has over 22 years’ experience in the specialist pensions sector and joins WBR from Embark Group, where he excelled as a Corporate Relationship Manager. In this capacity, he managed institutional sales and supported both new and prospective clients, showcasing his strong relationship building skills. With a proven track record in the financial services sector, James has consistently driven growth and delivered outstanding service and previously worked at Rowanmoor. His expertise and dedication to client satisfaction will be invaluable as he takes on the role of Business Development Consultant for the Northwest of England. Martin Tilley, COO of WBR Group, said: “The SSAS sector is still experiencing growth and transformation, and it’s crucial for us to stay ahead of the curve. By bringing on board Charlie, Nick, James, and Caitlin, we are not only enhancing our sales capabilities but also reinforcing our commitment to providing exceptional service and expertise. “These strategic hires and our recent strategic acquisitions of Brunel Trustees and Censeo Actuarial will enable us to better serve our clients and capitalise on the opportunities within the SSAS market and wider actuarial and legal opportunities. “We have always believed that maintaining personal connections and offering tailored, high quality support are key to navigating the complexities of the SSAS sector. Our new team members will play a pivotal role in ensuring we continue to lead the industry and deliver unparalleled value to our clients.” Charlie Dewey, Director of Distribution at WBR, added: “The SSAS sector is still a vibrant one and such a useful planning tool for SMEs and family businesses. So, when I was looking for my next challenge, being able to be part of the growth story of WBR was too good to miss. “I am really looking forward to continuing the excellent work undertaken by Peter and Alan, that has seen the business grow to be the largest independent SSAS administrator in the UK. To continue this growth trajectory, and be able to support advisers and direct clients, we need to build a bigger sales team and we will continue to do this with additional hires.”

Solicitors expand reach into Chesterfield with Northern Gateway Enterprise Centre move

Tess Egginton
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Solicitors expand reach into Chesterfield with Northern Gateway Enterprise Centre move
A firm of solicitors has expanded its reach into Chesterfield, following a move to the Northern Gateway Enterprise Centre in the heart of the town. Best Solicitors has identified Chesterfield as a place where it can build stronger connections with the local community, support new clients, and further strengthen ties with businesses and individuals throughout the area. Ellie Whitehead, a legal advisor at Best Solicitors, said: “Our new office, conveniently located at the Northern Gateway Enterprise Centre, is strategically positioned to make our services more accessible and convenient for everyone in Derbyshire and the surrounding areas. “The offices themselves are modern and serviced to an amazing standard and easily accessible for all forms of travel with a car park located right next to us. “This new location not only brings us closer to those who need expert legal advice but also allows us to extend our solicitor support to the people of Chesterfield. We are truly excited about this opportunity and the positive impact it will have on the community.” Ellie added that Chesterfield’s recent investment in new businesses at the enterprise centres in Tapton and Dunston were also an incentive. To coincide with the move, Best Solicitors has teamed up with an assistance dogs charity to offer free wills to people in the area. Support Dogs is a charity that relies heavily on the donations left to the charity in wills. In fact, one in three of its life-saving support dogs would not exist without this support. The good cause trains and provides assistance dogs to help autistic children and adults with epilepsy or a physical disability to live safer, more independent lives. Danny Anderson, head of fundraising at Support Dogs, said schemes like free wills are hugely important to small charities. He added: “We are so grateful to Best Solicitors for being part of this scheme. “Charities like Support Dogs rely heavily on the donations left to us in wills. “They really do make a life-changing difference to the people we help. It leaves a real lasting legacy and tribute to their life as well.”

Get more eyes on your social media videos

Tess Egginton
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Get more eyes on your social media videos
There is an absolute sea of content on social media, with at least 20 million videos being uploaded daily to TikTok alone. In this crowded space, it’s simply not enough to post content regularly. The quality of your social media videos reflects the quality of your business, and a professionally produced video can make all the difference. Professional quality videos ensure that you are aligning your content with the high standards of your product or service, helping you stand out, while reinforcing your brand’s credibility. Sharp visuals, clean edits, and engaging storytelling grab attention and encourage viewers to connect with your business. It’s an investment in how your brand is perceived and can create better engagement, a higher click-through rate, and ultimately, more sales. That’s why Glowfrog Video Production, a local specialist marketing video company, provide businesses in the East Midlands with Shorts and Reels from as little as £99 each – for a complete filming and editing service. Whether you’re aiming for TikTok virality or creating polished content for Instagram, Glowfrog’s team handles everything from concept to delivery, ensuring your videos are professional, creative, and perfectly tailored to your brand. Some of the short/reel video styles businesses can consider include:
  • Promotional videos to showcase new products and services.
  • Behind-the-scenes clips to add a personal, authentic touch.
  • Timelapse and before/after if you offer a transformative service.
  • Event coverage for highlighting key moments and generating buzz.
  • Niche specific advice/tips to establish you as an industry leader.
  • Customer testimonials that build trust and reinforce your brand’s reputation.
  • Short how-to videos to offer value while positioning your business as an expert.
No matter your goal—boosting brand awareness, driving engagement, or increasing sales—Glowfrog delivers content that gets results. Find out more at www.glowfrogvideo.com/social-media-video-production and start turning views into customers.

Logistics firm launches biodiversity project at Northamptonshire headquarters

Tess Egginton
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Logistics firm launches biodiversity project at Northamptonshire headquarters
XPO Logistics, a provider of end-to-end logistics solutions across Europe, is launching a project to enhance biodiversity around its sites in the UK and Ireland. The ‘Nature Network’ project is a key part of XPO’s ethos to improve sustainability by reducing CO2 emissions across the business and within the microclimates around each depot. The company’s headquarters at Crick in Northamptonshire will be the first site to implement changes through the project, with plans to roll it out across multiple sites in 2025. Around 20 varieties of wildflowers are being sown across two acres of land at Crick, along with 50 trees, all of which are native to the UK. This includes blossoming trees, fruit trees like apples and damsons, and large canopy tree varieties to encourage nesting birds. Once available, any fruit grown onsite will be offered to the canteen. XPO Logistics’ headquarters in Crick will soon have another benefit—honey made by bees in hives on the site. One hive is currently in place, but a maximum of five will eventually be on the site. The honey produced will be provided to the cafeteria and offered to staff and visitors. Wildflowers and herbs – which will be available again for the cafeteria or staff to use – will be planted in 30 planter boxes and 20 wall box racks. A wormery will also take care of some of the cafeteria waste, while bug hotels and hibernation houses will help insects and hibernating species find a safe home. The shrub hedge—which will run 80 metres along the fence line with neighbouring company sites—will also provide extra natural habitats and cover for animals and insects. XPO Logistics’ Crick site is also beginning a new landscaping regime, which includes less cutting of grass and of the existing trees in the main car park area. This will also help to encourage wildflower growth. The pond area will also be enhanced to encourage amphibians, invertebrates, and insects to become part of a thriving ecosystem and ensure a Biodiversity Net Gain. While each of these measures will improve the environment for the animals and insects in and around the site, it will also benefit the colleagues who work there, creating a more natural, relaxing atmosphere for them to enjoy during breaks. Staff are also encouraged to volunteer during the working day when appropriate to develop the ‘Nature Network’ project, meaning their time used to nurture nature on the sites will be covered by the business, providing an additional benefit. Dan Myers, managing director—UK & Ireland, XPO Logistics, said: “Each of these initiatives is a small step to improving the local environment and habitat. The passion the team has shown for enhancing biodiversity has been inspirational. This is another small step in addressing the overall sustainability of our business.”

9 in 10 East Mids businesses face skills gap

Michael Fisher
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9 in 10 East Mids businesses face skills gap
A new report into the 2025 skills and recruitment outlook of small and medium-sized enterprises (SMEs) in England reveals nearly nine in 10 (87% of businesses) in the East Midlands are anticipating some kind of skills gap within their business, with the biggest at entry level (35%).
Now in its third year, the Skills Horizon Barometer, launched by the Skills for Life campaign and featuring commentary from local business TG Sowerby Developments, also found that SMEs are more likely to have noticed a skills gap at entry level than in specialist areas (32% versus 23%). However, concerns about retaining staff have decreased since last year – a third (32%) of SME employers cited it as a worry this year, compared to two fifths last year (40% in 2024).
More widely across England, when it comes to specialist skills, opportunities with AI are firmly on the radar for the year ahead, as nearly a quarter (23%) are poised to train their staff in AI related skills or recruit those with knowledge in the field. The research found one in five (19%) are regularly using AI in day-to-day operations, with a further 20% using it occasionally. One in five (19%) also say experience in AI is an asset on a CV for potential new recruits.
While AI knowledge is high on the recruitment agenda for SMEs, they are also looking beyond the skillset to find human characteristics or transferable skills that are the right fit for their organisation too. The top five to pique the interest of employers in the East Midlands for 2025 are:
  1. A good work ethic (38%)
  2. A quick learner (35%)
  3. Ability to work under pressure (27%)
  4. A team player (25%) / confidence (25%) / adaptability (25%)
  5. Strong digital skills (19%)
Exploring the type of candidates East Midlands SMEs are looking for reveals employers looking to offer opportunities to those early on in their career, but crucially candidates who have some experience (43%). While a fifth (20%) of businesses still look to hire those from traditional academic routes, such as university, a sixth (15%) of firms would hire straight from school or college, supporting young people with relevant training to build up their skills, and 32% would look to hire candidates with experience from a different field.
The highlighted findings from the latest Skills Horizon Barometer look to help SMEs understand all the technical education training and employment schemes available to them, including Apprenticeships, T Levels, Skills Bootcamps, HTQs, as well as numeracy and digital skills courses.
James Bonsall, Director at TG Sowerby Developments, Scunthorpe said:  “We look for talent with some experience and a perspective that aligns with our company values and we work with contacts at local colleges, who keep an eye out for suitable candidates for us. Hiring apprentices is great because we can source talent at the start of their career, we can mould them, teaching our ways of working and our level of standard. We find many apprentices learn these skills and then stay on for many years, so it’s a great time investment for us.
“I’d encourage other businesses who are facing skills gaps to look into the opportunities available to them via technical education. There are many options for recruiting and upskilling and we have found it to be a really valuable asset.”
Minister for Skills, Apprenticeships and Higher Education Jacqui Smith said: “Meeting the skills needs of the next decade is central to delivering the Government’s Plan for Change.  Employers are key partners in our mission, helping address skills needs across sectors like AI, green tech, and construction. Using Skills Bootcamps, apprenticeships, HTQs, and T Levels, we’re supporting businesses and individuals to upskill, and establishing Skills England to find and fill skills gaps and support sustained economic growth.
“The Skills Horizon report highlights the progress we’re making together—giving people the skills they need to seize opportunity and drive growth.”

Young people in the East Midlands left in the dark over career choices, survey finds

Tess Egginton
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Young people in the East Midlands left in the dark over career choices, survey finds
More than four-fifths (84%) of young people in the East Midlands insist there is not enough information given to them about apprenticeships when considering their career option – a new survey by BDO has found. Of this group, 55% say more work needs to be done to connect young people with local businesses and apprenticeship providers, while nearly a third (29%) said that this lack of information means those that already know people in certain industries and businesses have an advantage. The Young Minds survey of just over 1,000 young people across the UK was commissioned by accounting and advisory firm BDO to provide an indicative snapshot of the career aspirations and challenges of young people, canvassing the views of those between the ages of 18-25 years old. The survey found that nearly half (48%) of young people polled in the East Midlands still believe that attending university will provide more career choices, yet more than a third (35%) would also consider undertaking an apprenticeship after their degree to upskill, achieve a master’s degree-level qualification or to train in a specialist area or profession. Kyla Bellingall, regional managing partner at BDO LLP in the Midlands, said: “Apprenticeships play a vital role in building an inclusive and highly skilled workforce of tomorrow, yet many young people in the Midlands feel they are still being denied access. This consistent lack of information and education is creating a bottleneck in new talent. “Greater connectivity between government, businesses and the education system is needed to allow young people to make more informed decisions and to help match them with employers offering apprenticeship opportunities. “We need to work together to ensure everyone has access to the information, training and high-quality employment they need to reach their potential.” Fab Lanza, an audit trainee in BDO’s Nottingham office, started his school leaver apprenticeship in 2022 after taking part in ‘Explore BDO’ during his A-Levels. He said: “There needs to be more information available to students considering their career choices. I first discovered apprenticeships through my student network when I participated in the Explore BDO Insight programme. “After I completed my A-levels, I was fast-tracked through the application process because of my participation during the insight week. Now I’m halfway through a Level 7 apprenticeship (equivalent to a Master’s degree) and will be fully qualified within the next couple of years.”
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