The approach
ISS set out to tackle the stigma around apprenticeships and position them as career-enhancing opportunities for employees of all ages. It began by delivering a programme of myth-busting webinars, internal campaigns and storytelling initiatives. A key tactic was to present apprenticeships in terms people could relate to – talking about gaining qualifications, funding and career development – rather than leading with the ‘apprenticeship’ label itself.
While some companies might have avoided using the term altogether, ISS made a conscious decision to stand by it. “Apprenticeships aren’t going anywhere,” says Sophie. “We wanted to challenge the assumptions, not rename the programme.”
A cornerstone of the strategy was sharing real-life case studies. One such example is Jaswinder Disange, a supervisor at University Hospital Coventry & Warwickshire, who enrolled in a Level 3 Team Leader apprenticeship in his late fifties. Initially sceptical, Jaswinder admits he thought apprenticeships were “for 16-17 year-olds.” But after joining, he quickly saw the value.
“Learning can often be a tick-box exercise,” he says, “but this really made me step back and think about the impact I have on the business. I’ve changed how I structure and organise my team – and the results have been fantastic.”
The results
Although people aged 55 or over are still a small proportion of all ISS apprentices, they are represented across a wide range of disciplines – including data analysis, leadership and management, HR, security and engineering. Seven older workers are enrolled in the company’s new data apprenticeships, a key area for ISS’s future strategy. Others are taking part in the Women in Leadership programme, designed to elevate female talent across all age groups.
To support the unique needs of older learners, ISS has taken several practical steps:
- Community building: A private internal platform has been created for current and past apprentices to share knowledge, network and collaborate.
- Guidance tools: Resources such as ‘balancing work and study’ guides and explanations of the End Point Assessment (EPA) process help reduce anxiety, particularly for those returning to education after many years.
- Flexible delivery: ISS works with over 16 carefully selected training providers who adapt materials and teaching methods to accommodate different learning styles and life commitments.
As Sophie notes, one key breakthrough has been helping older workers feel confident about re-entering a learning environment:
