AWE shares how they are moving beyond one-off engagements to create structured, impactful experiences that genuinely prepare young people for the world of work.
Creating meaningful work experience opportunities for young people is one of the most effective ways employers can widen access to careers and support social mobility.
Recent focus through the Milburn Report has reinforced just how critical high-quality workplace experiences are in helping young people build the skills, confidence and networks they need to succeed.
At AWE, a recent milestone in this journey has been the launch of our first work experience programme at our new offices in Reading, delivered as part of the Berkshire-wide ExperienceX initiative.
This programme, developed in partnership with The Careers & Enterprise Company and Futures for All, aims to connect employers with young people and improve access to meaningful opportunities, particularly for those from socially disadvantaged backgrounds.
The objective was simple: design an experience that goes beyond observation and enables students to actively participate, develop skills, and gain real insight into careers.
Designing a meaningful experience
We worked with local schools, starting engagement in the classroom before bringing Year 9 and 10 students on-site. This approach helped to build understanding and confidence ahead of their workplace visit.
At the core of the programme was a hands-on team challenge, where students designed and built catapults alongside our apprentices. While the activity was STEM-focused, the broader intention was to showcase the full range of opportunities available - both technical and non-technical - and highlight multiple pathways into employment, including apprenticeships.
Just as importantly, the experience was designed around the development of key workplace behaviours. Students were encouraged to practise teamwork, communication, and problem-solving throughout the day - skills that are fundamental regardless of career path.
Embedding quality through Gatsby Benchmark 6
A key principle in our approach was aligning the programme to Gatsby Benchmark 6: ensuring every young person has a meaningful experience of the workplace.
This meant going beyond activity-based learning. Each student received individual feedback, helping them to reflect on their strengths and identify areas for development. Providing structured reflection is often the difference between an enjoyable experience and one that delivers lasting impact.
The role of early talent and peer support
One of the most powerful elements of the programme was the involvement of our apprentices. Acting as mentors and role models, they created a relatable bridge between education and employment.
For many students, engaging with individuals who had recently navigated similar decisions helped demystify apprenticeships and career pathways. It also reinforced that these opportunities are attainable.
Building a long-term pipeline
Crucially, this initiative is not intended as a one-off intervention. It forms part of a longer-term strategy to build a sustainable talent pipeline.
We are continuing to expand the programme with additional local schools and developing further opportunities, including an immersive project for Year 12 students this July.
The aim is to maintain engagement over time - supporting young people as they progress through education and ultimately into apprenticeships and early careers roles.
This long-term approach allows us to move from awareness-raising to genuine talent development.
Lessons for employers
There are several key takeaways for employers looking to enhance their own work experience provision:
- Start with purpose: define what meaningful means in the context of your organisation—skills development, exposure, or pipeline building
- Design for participation: active, hands-on experiences deliver far greater impact than passive observation
- Focus on behaviours as well as skills: communication, teamwork and problem-solving are essential across all roles
- Embed reflection: structured feedback helps young people recognise their progress and potential
- Leverage early talent: apprentices and graduates can be powerful ambassadors and mentors
- Think long term: sustained engagement builds stronger pipelines and deeper impact
As employers, we have a significant opportunity, and responsibility, to shape the future workforce. By working collaboratively with partners and focusing on quality and accessibility, it is possible to create experiences that not only benefit young people, but also strengthen our own talent pipelines.