At the Chartered Management Institute (CMI), we’ve long championed the transformative power of learning – not just for young people at the beginning of their careers, but for the vast majority of the workforce already in employment. That’s why we’re proud to support Learning and Work Institute (L&W)’s Get the Nation Learning campaign. This movement is about securing a future where learning is lifelong, inclusive, and fully embedded in our economy.

During a recent workshop at L&W’s Employment and Skills Convention, the conversation made one thing clear: too often, employers see training for the existing workforce as a short-term cost rather than a long-term investment. This is despite employers crying out for higher-level skills, particularly in leadership, management, and digital capability – the very skills that enable other, perhaps more technical skills, to be applied in the most effective way.

Management apprenticeships are an important and valuable vehicle for employer investment in the skills of the existing workforce. These programmes don’t just boost productivity; they boost opportunities, often for people who were denied the chance to pursue higher education when they left school. Indeed, 71 per cent of CMI learners last year came from families where neither parent attended university. Critically, 97 per cent of apprentices say their experience increased their commitment to developing the people they manage.

Undervaluing these forms of training that support the existing workforce is also in evidence amongst policymakers. The current policy focus on young people and entry-level learning is important, but it risks leaving behind the 80 per cent of the 2030 workforce who are already in employment. We cannot allow progression pathways to stall for those already in the workforce, especially when well-trained managers are key to supporting young people, particularly those facing the greatest barriers, into sustainable work.

As the Apprenticeship Levy transforms into a broader Growth and Skills Levy, we want to make sure it allows employers to access high-quality, modular, accredited training to ensure current skills gaps don’t become chasms. This is not about spending more for the sake of it: it’s about spending better. Unlocking flexibility would enable more employers, especially SMEs, to invest in the training they know they need to grow.

CMI members and apprentices are already leading the way. They are living proof that learning doesn’t stop at the school gates or at the start of a career. Their commitment to personal growth often extends to their teams and organisations – creating ripple effects that benefit productivity, performance, and inclusion. Through their voices and their stories, we hope to inspire others to see lifelong learning as essential, not optional.

We’re urging other organisations to join the Get the Nation Learning campaign. By working together, we can make the case for an all-age, all-level approach to skills that works for employers and learners alike. If we want a more productive economy, a stronger public sector, and a fairer society we need to back the 80 per cent already in employment.
Now is the time to act and get the nation learning!

Jules Bennington

Senior Policy Officer, Chartered Management Institute