In this exclusive op-ed for The Manufacturer, Nathan Flower, Production Manager at BGB, explores why the engineering industry must prioritise apprenticeships, challenge outdated perceptions, and invest in inclusive, hands-on training in order to overcome an ageing workforce and meet urgent innovation and sustainability goals by attracting and developing a diverse new generation of skilled talent.
The engineering industry stands at a crossroads; one which grapples with facing the dual challenges of an aging workforce against the urgent need for innovation in order to meet ambitious industrial and environmental goals. The sector, it seems, requires a serious shake-up.
In high-growth markets like renewable energy, the demand for skilled talent has never been greater, and fresh-faced newcomers aren’t just filling gaps – they are becoming essential drivers of progress.
To connect the dots and drive sustainable growth, we, as industry decision-makers, must go back to the drawing board, and reimagine how we attract, develop and retain the next generation of engineers. Apprenticeships, I firmly believe, hold the key to this; to keeping both talent pipelines and innovation cycles in motion.
Challenging outdated perceptions of engineering
For too long, engineering has been shrouded in stereotypes – perceived as a field dominated by men, characterised by manual labour and confined to traditional industries, such as manufacturing, construction and heavy machinery. Perceptions that have long deterred a diverse pool of talent from entering the industry. Yet, in my experience, this outdated view is very different from reality.
In fact, modern engineering is at the forefront of technological advancement, sustainability and economic impact, encapsulating the cutting-edge realms of robotics, renewable energy and digital innovation.
Our own work at BGB plays a crucial role in this landscape, with what we manufacture in our factory able to make or break the operations of a wind turbine, directly influencing the UK’s progress towards its net-zero ambitions. The precision-engineered components we develop for the renewable energy sector keep wind turbines turning and ensure they continue to generate clean power efficiently. This means that apprentices joining BGB aren’t simply learning a trade; they’re gaining the skills to quite literally change the future.
Recent data does indicate a positive shift. In the 2023/2024 academic year, data from the Department of Education shows that an uptick in apprenticeships in the engineering and technology sectors saw a modest increase of 1.6%. Astonishingly, with 17.5% of those roles made up by women (up from 15.7% the previous year) – totaling 16,980 female apprentices.
This upwards trend is encouraging, demonstrating that the industry is starting to appeal – once again – to a diverse audience. Overall however, the figures highlight that there’s still plenty of work to be done. For comparison, sectors such as health and social care apprenticeships see a significantly higher female uptake, with women making up 80% of new apprentices in 2023. This stark side-by-side contrast highlights the persistent gender disparity in engineering, and the need for continued efforts to attract, support and retain diverse talent in this field.
To further dismantle these outdated views, it’s essential for the diverse opportunities within engineering to shine, and initiatives such as Tomorrow’s Engineers Week, and our own internal efforts visiting schools and colleges, aim to break these deep-rooted stereotypes and highlight the range of careers available. From artificial intelligence (AI) to the latest advancements in healthcare technology, these programmes help broaden horizons for aspiring engineers, while welcoming in those who may have never considered engineering as a viable or accessible career path.
However, one of the biggest barriers to entry isn’t just young people themselves. Parents and guardians can have a huge sway on the paths their children choose to take, and many still hold outdated perceptions of engineering; seeing it as a low-paid, physically-demanding job rather than a cutting-edge, innovation-driven career. Successfully convincing parents that engineering offers real career progression, competitive salaries and stability is key to shifting mindsets, and businesses must take a proactive role in this conversation.
Yet, industry-wide concerns over wages persist, with reports suggesting that low pay in engineering and manufacturing could stunt the UK’s economic growth, creating another challenge in attracting young talent, and dissuading parents. If businesses want to secure the future of the sector, they need to address this barrier; offering clearer salary progression routes, developmental opportunities and making engineering a more financially appealing choice in comparison to other industries.
By presenting engineering as a field that melds with various industries and directly impacts daily life, we can inspire a broader spectrum of young minds to explore these professions.
As someone passionate about developing the next generation of engineers, I also see alternative routes into the industry – like T-levels – playing an increasingly important role alongside apprenticeships. Offering a structured, hands-on approach to vocational education, T-levels equip students with the industry-specific skills and experience needed to thrive. With more accessible and diverse entry points into the sector, these pathways are key to addressing the UK’s engineering skills gap.
Investing in hands-on training
Theoretical knowledge, while essential, is insufficient in preparing individuals for the complexities of modern engineering challenges. Hands-on training and real-world experiences provide a level of understanding that goes far beyond what can be learnt through online courses or physical textbooks.
By allowing apprentices to directly engage with real-world applications, this approach not only equips them with practical skills but also fosters and encourages critical thinking and aids the development of advanced problem-solving abilities.
At BGB, we’ve embraced this philosophy through our partnership with our neighbour, West Grantham Academy, offering students support to fulfil apprenticeship modules set by the school – assassinating the requirements before helping students gain the engineering skills they’ll need to successfully complete them over time. The access we offer to cutting-edge technology in our state-of-the-art testing facility is second to none, and this approach embeds real industry experience into their education, making technical learning more meaningful and relevant.
Here, students don’t just learn; they see their work in action, marking real-time changes that have a tangible impact. By immersing students in practical experiences, we’re playing our part in bridging the gap between classroom learning and industry demands – nurturing a deeper connection to engineering that can feed long-term engagement and retention.
We’ve also recently welcomed T Level students into the business, which we view as a crucial step in our journey from offering support, to actively identifying and recruiting future employees. In many ways, these placements are extended interviews and an opportunity for both the student and BGB to assess if we are the right fit for each other. The student benefits from hand-on engineering experience and mentorship, while we gain insights into their potential and mindset. It’s a win-win, and our aspiration is that these placements eventually lead to permanent job offers. It’s all about building pathways that transition seamlessly from education into employment.
Far from unique to BGB, the broader industry also recognises the value of such training models. For instance, a partner of ours, Siemens Energy, employs over 300 apprentices in roles such as high voltage cable transmission and offshore wind turbine maintenance; roles which enable individuals to gain hands-on experience in renewable energy projects while pursuing degrees – exemplifying the synergy between practical training and academic advancements.
A prime example of the impact of hands-on training is James Wood, who began as an apprentice on our factory shop floor back in 1996 and is now BGB’s chief design officer. His career journey, which has taken him across the globe and enabled him to contribute to critical infrastructure projects like wind turbines, running the business’ US international expansion, perfectly demonstrates the value of real-world experience in shaping future leaders.
A workforce trained through hands-on experience is better equipped to tackle complex challenges, think creatively, and implement effective solutions.
Fostering inclusive, forward-thinking cultures
Creating an inclusive culture is paramount to attracting and retaining diverse talent. Far more convoluted than simply welcoming individuals from various backgrounds, this requires engineering firms doing the necessary work to ensure participants (prospective and acting) feel valued and supported within their chosen organisations.
Our own commitment to inclusivity is reflected in our mentor programs, where experienced engineers guide BGB apprentices through their professional journey, feeding a sense of belonging while encouraging continuous learning throughout their time with us. We also engage with schools, local councils, and other businesses to raise awareness of the opportunities available in the engineering sector. Through initiatives such as STEM week, school visits, conferences and school competitions, we hope to inspire the upcoming generations and demonstrate that the engineering field is open to all, regardless of background.
Additionally, our focus on innovative projects, such as developing industry-leading components for the energy, transport, and utilities industries, provides apprentices with a stimulating environment that nurtures creativity, a sense of purpose and innovation.
With today’s young people having instant access to a whole wealth of knowledge and information in an increasingly connected world, diversity and inclusion can’t be viewed in isolation at the level of a single firm. Instead, we’ve got to look at the bigger sector-wide picture, taking an unified approach to drive meaningful change.
The impact of innovation and sustainability
The UK’s ambitious goals to achieve net-zero emissions by 2050 hinges on a skilled workforce capable of advancing renewable energy technologies. Combining practical training with academic study, apprenticeships play a vital part in this endeavor – developing professionals who are ready to lead the green economy, drive the energy transition and push the boundaries of sustainable energy careers.
The future of engineering depends on our ability to adapt and innovate in our approach to talent development, and by challenging outdated perceptions, investing in hands-on training, and fostering inclusive cultures, we can attract and inspire the innovators of tomorrow.
Tailoring educational development programmes to the evolving landscape of our industry is an essential step in this mission; not only equipping individuals with the necessary skills, but also fueling the innovation, resilience and sustainability that will define the engineering sector for generations to come.
By prioritising apprenticeships and investing in the next wave of talent, we have the power to build a future where engineering not only meets the demands of today, but leads the transformation of tomorrow.
About the author
Nathan Flower is production manager at BGB, a global leader in engineering solutions.
With a career spanning two decades, Nathan has been instrumental in developing and mentoring talent within the engineering sector.
Leading BGB’s apprenticeship programme, he fosters partnerships with educational institutions like West Grantham Academy, close to the firm’s Lincolnshire headquarters, to help bridge the gap between academia and traditional perceptions of engineering, while advocating for inclusive, hands-on training approaches to cultivate the next generation of innovators.
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