FMJ Facilities Management magazine providing industry-specific intelligence to FM and property professionals
PEOPLE DEVELOPMENT PROFESSIONAL’S VIEW
LAURA STERLING,
NIC SERVICES GROUP CHIEF PEOPLE OFFICER
The government’s recent promise to increase training opportunities for young people aged 16 to 21 is a step in the right direction. In labour-intensive industries such as cleaning and catering, early engagement and hands-on learning are essential to developing a workforce that is both skilled and reliable. Structured training at Level 2 and Level 3 apprenticeships provides young people with a practical route into employment, helping them build vital skills while earning. For businesses like ours, this creates a strong foundation for the future.
We know that the most dependable and capable team members often begin their careers on the frontline. When they are given access to quality training and the opportunity to progress, they not only grow in confidence but also in their ability to take on greater responsibility. Encouraging young talent into the industry is critical to closing long-term workforce gaps. It supports both recruitment and retention and brings new energy and ideas into our teams.
However, we are deeply disappointed by the government’s decision to withdraw funding for Level 7 apprenticeships. This move sends the wrong message to people working their way up and undercuts the long-term career development many aspire to. In cleaning and facilities management, there is a clear and often inspiring route from operational roles into senior leadership. Many of our most successful managers began their journeys as cleaning operatives, gaining experience, qualifications and confidence over time. Funded higher-level training has enabled them to move into strategic roles, managing people, contracts and budgets with professionalism and vision.
Eliminating support for these qualifications risks stalling that progression. It puts a ceiling on ambition just as individuals are preparing to take the next step in their careers. Worse still, it may discourage promising individuals from striving for leadership, because the path forward becomes too difficult to afford or access.
At NIC, we take pride in investing in our people at every stage of their journey. As an Apprenticeship Employer Provider, we are committed to offering and funding apprenticeships from Level 2 through to Level 7. Whether someone is just learning the basics of cleaning methods, equipment use and health and safety, or preparing for a senior role overseeing national contracts, we believe everyone deserves access to learning and development that supports their growth.
We recognise the Department for Education’s goal of focusing funding on those least able to pay for training. However, in practice, cutting support at the top end could weaken entire sectors, especially ones like ours that depend on developing internal talent, especially those who simply can’t afford the time or cost of a Level 7 outside work. The strength of our industry lies in its people, and their ability to grow within their roles. Removing funding for higher apprenticeships puts that progress at risk.
Our position is simple: we must invest in people at all levels. That’s how we build a stronger, more resilient workforce, not just for today, but for the future. A balanced approach to apprenticeship funding is not just fair, it’s essential to the long-term health of our sector, which is why we’re committed to continuing the Level 7.
