Graduate programme fuelling future-ready engineering
Manufacturing | 50-249 employees | Warwick

3PInnovation’s Graduate Development Programme tackles skills gaps and an ageing workforce, expanding from mechanical to include electrical and software engineering. Since 2021, 18 graduates completed the programme with 18 more enrolled. Staff turnover dropped from 19% to 1%, delivering substantial savings. The programme fosters a sustainable talent pipeline, boosts retention and supports long-term business success in engineering and automation.

Cultivating technical expertise through inhouse training
Manufacturing | 1000+ employees | Countrywide

This animal feed and data service organisation developed an inhouse technical rotation programme to facilitate a succession pipeline for the business. Outcomes include improved invoicing, product innovation and internal progression, with 100% of participants completing the programme. Internal recruitment also increased, contributing to workforce stability and improved knowledge retention across the organisation.

Embedding values through virtual induction
Charities and not-for-profit | 1000+ employees | Liverpool

This health and social care organisation has transformed its onboarding in a challenging sector. Designed to be flexible, inclusive and CPD-accredited, the online programme has improved retention, boosted promotion rates and greatly reduced the use of agency staff. Staff satisfaction scores exceed targets and neurodiverse facilitators tailor delivery to individual needs. A move to online training has led to carbon savings of 39.4 tonnes and vacancy rates have also halved.

Upskilling teaching assistants to improve retention and student outcomes
Education and training | 1000+ employees | Twigworth

The Aurora Group created a bespoke, in-house programme for Teaching Assistants (TAs) in their schools for pupils with complex learning needs, to reduce attrition and build skills and confidence. Since 2020, 51 TAs have completed the training, with 70% gaining promotion and retention rising from 34% to 74%. The initiative has improved classroom support for students with SEND, generated a new talent pipeline and earned external recognition for its quality.

Embedding leadership consistency across construction
Construction and engineering | 1000+ employees | Coalville

This UK-homebuilding organisation trained 952 managers in 15 months, unifying leadership culture and improving performance business-wide. The blended, interactive programme achieved a 14.8% increase in core competency confidence, reduced HR issues and contributed to a 6% increase in profit. With 100% manager engagement and strong senior sponsorship, the training drives consistency, collaboration and consistent quality leadership across the organisation.

BES Group’s New Entrant Development Programme addresses critical skills shortages in inspection engineering. With over 300,000 training hours delivered the programme reduces travel, boosts internal recruitment and improves safety compliance. Featuring a sector-unique training centre and VR-integrated learning, it supports retention and operational resilience and has led to a 30% improvement in technical knowledge.

Transforming teaching for learner success
Education and training | 1000+ employees | Cardiff

Cardiff and Vale College’s Teaching for Excellence programme revitalised classroom practice post-COVID, creating a positive cultural shift. With 200+ tutors completing the full course and 500 more accessing modules, the college achieved Wales’ highest completion rates. Targeted support raised results in underperforming departments by up to 24%, while peer mentoring and shared practice embedded sustainable improvement across faculties.

Embedding leadership for strategic growth
Pharmaceuticals and healthcare | 250-999 employees | London

This independent innovation and technology organisation delivers a 12-week Manager Academy to strengthen frontline leadership through coaching, simulations and psychometric tools. Aligned with organisational goals, it delivers measurable outcomes: reduced turnover, increased promotions and improved stakeholder engagement. With 91% attendance and high satisfaction scores, the programme supports cultural cohesion and internal mobility while also delivering significant recruitment savings.

Building a resilient talent pipeline
Public Sector (LAs and NHS) | 1000+ employees | Shefford

Facing recruitment challenges, Central Bedfordshire Council built an in-house social work apprenticeship programme to grow committed, diverse talent. With university partnerships, mentoring and a pre-apprenticeship pathway, the initiative boosts internal progression and reduces reliance on agency staff. Turnover is down by 10%, agency costs have significantly decreased and diversity has increased. Described as ‘life-changing’ by staff, the programme is delivering a sustainable talent pipeline.

Investing in talent through an inclusive Apprenticeship Academy
Hospitality | 1000+ employees | London

Catering and hospitality business CH&CO launched its Apprenticeship Academy post-COVID to build workforce confidence and address recruitment challenges. Open to all staff, it supports development and retention across its diverse brands. With 175 graduates and 149 promotions in two years, the Academy has significantly reduced labour turnover. Programmes are tailored by location and business need and supported by a growing L&D team. The initiative demonstrates a clear commitment to career development and long-term growth.

Building a pipeline of electricians through in-house apprenticeships
Construction and building services | 250-999 employees | Gloucester

Clarkson Evans, the UK’s largest electrical and solar contractor in new build housing, delivers all apprenticeship training internally which is a unique approach in the sector. Since achieving an Award in 2017, the company has grown from 12 to 21 branches, trained over 2,000 electricians and now supports 300+ apprentices. Its five specialist centres and 77% attainment rate provide a pipeline of skilled workers, supporting rapid growth and the government’s housebuilding targets.

Delivering excellence through barista development
Hospitality | 1000+ employees | Loudwater

Costa’s Core Coffee Programme rebuilt barista confidence and brand connection after the pandemic. With hands-on delivery, it improved Costa Check scores, raised NPS levels and cut voluntary turnover from 51% to 35%. With 1,400 staff trained and increased engagement scores, the programme demonstrates a direct link between engaging learning experiences and improved business performance.

Raising early talent impact through enhanced induction training
Professional Services | 1000+ employees | London

Deloitte’s Early Talent Team re-designed its Analyst Induction Programme to better prepare young recruits for client-facing roles. Following extensive internal consultation, the revamped two-week programme now includes a client simulation and soft skills training. Analyst usage rose from 48% to 97%, retention improved to 88% and NPS increased. With an equal gender balance and positive business impact, the approach is now being adopted across other Deloitte teams.

Embedding manufacturing excellence through leadership training
Food and beverages | 1000+ employees | London

Diageo’s ManEx Leadership Academy reinvigorated the organisation’s continuous improvement culture by equipping leaders with the mindset and tools to embed manufacturing excellence. A blended, scalable programme improved performance across key metrics, including a 25% spirit loss reduction and 230% ROI in the UK. This high-impact intervention shows measurable and lasting results including strengthened networks and global adoption.

Powering sector excellence through digital learning
Construction and engineering | < 50 employees | London

This trade association’s product knowledge training programme addresses skills gaps across the electrical wholesale sector. Enhanced with significant digital investment, it now offers flexible online delivery which has increased participation by 300%. With 210 organisations benefitting, it supports induction, early careers and continuous development. The programme has demonstrated career impact and a strong financial ROI of 132% for the organisation.

Building careers and confidence through skilled trades
Construction and engineering | 250-999 employees | Londonderry

Errigal’s apprenticeship programme develops future leaders in the construction industry. With 95% retention and growing female representation, the programme blends qualifications, life skills and 24/7 pastoral support. Apprentices have progressed into senior roles including project managers and designers. Feedback highlights improved confidence and leadership, with clients even requesting to work with specific apprentices. Apprenticeship growth has enabled a 150% increase in project delivery across the business.

Skills Bootcamp transforming sector and lives
Construction and engineering | 250-999 employees | Wembley

This construction partner specialising in plant hire developed a Skills Bootcamp to address national skills shortages through employer-led, inclusive training. With 1,345 completions and 81% employment or promotion rates, it supports underrepresented groups including women, veterans and ex-offenders. The programme has created 22 internal trainers and 223 hires. Now influencing national models, it reflects the organisation’s strategic commitment to sustainability, diversity and workforce transformation in UK construction.

Building futures through apprenticeships
Construction and engineering | 250-999 employees | Lincoln

This construction company’s long-standing apprenticeship programme supports talent development in response to industry skills shortages. With a 95% apprentice retention rate and close collaboration with Lincoln College, the programme is using mentoring to drive success. With cost-effective training and a clear ROI, the initiative supports social mobility and succession planning, embedding learning into the organisation’s culture.

Advancing scientific leadership through professional development
Pharmaceuticals and healthcare | 1000+ employees | Stevenage

GSK’s Chemistry Continual Professional Development Programme has transformed career progression, with graduate chemists now holding 55% of leadership roles, up from 14%. The academic, industry-led model offers a PGCert, MPhil or PhD, enabling innovation and recognition with 173 peer reviewed publications and 243 awards. Developed with Kent and Strathclyde Universities, the programme enhances retention, boosts reputation and is delivering strategic impact for the organisation.

Building expertise through a bespoke Land Registration Academy
Public sector (LAs and NHS) | 1000+ employees | Durham

To address the loss of experienced staff, HM Land Registry created the Land Registration Academy in 2021. With 287 Higher Registration Officers now trained, the nine-month programme ensures vital legal expertise is maintained. Experiential learning has boosted productivity, contributing to 60,000 completed cases in 2024 and a 5% drop in customer calls. With dedicated senior trainers and robust assessments, the Academy is safeguarding institutional knowledge and building a sustainable talent pipeline.

Building future talent through experiential early careers programme
Technology | 1000+ employees | London

IBM UK’s Foundation Team manages a mature, high-performing early careers programme supporting apprentices, graduates, interns and school leavers. With 84% retention since 2017 and Ofsted ‘Outstanding’ status, it blends structured learning, mentoring and income-generating experience. Innovations include T Level placements and undergraduate programmes. Participants rate the training highly, and early contribution to client work delivers strong ROI. The programme significantly reduces recruitment costs and addresses the sector’s digital skills gap.

Opening opportunities through inclusive onboarding
Professional services | 50-249 employees | London

IFF Research’s three-week trainee induction programme tackles sector-wide challenges in diversity and talent scarcity. Designed for those without prior experience, it focuses on practical learning, cultural integration and personalised support. With 100% probation pass rates and 65% of trainee hours billable in year one, the programme is a proven gateway to long-term careers. 24% of senior managers began as trainees and 18% of staff gained promotions in the last year.

Developing future-ready process engineers through inhouse training
Construction and engineering | 50-249 employees | London

Johnson Matthey’s Process Engineering Development Programme prepares graduates for hybrid technical-commercial roles in sustainable technology. The four-year accredited programme delivers strong ROI, low attrition and rapid progression, with 75–100% of job levels filled by programme alumni. It attracts up to 500 applicants annually and boasts 49% female participation, helping to future-proof the organisation’s workforce.

Reducing reoffending through food and enterprise
Charities and not-for-profit | <50 employees | London

Liberty Kitchen trains prisoners and prison-leavers in culinary and enterprise skills through its innovative through-the-gate programme. Operating from HMP Pentonville, it has trained 141 men since 2017 with only 9% reoffending, compared to the national average of 42%. Participants gain Level 2/3 qualifications, develop recipes and run a thriving street food business delivering up to 600 covers weekly. Upon release, 77% remained employed.

Transforming teaching by developing leadership capabilities
Education and training | 1000+ employees | Manchester

The Manchester College’s Leadership of Learning programme was developed to raise teaching standards and embed a culture of high-performance leadership. Co-designed with sector partners, the initiative has improved collaboration, boosted confidence and helped reduce staff turnover from 56% to 35%. With 44% of participants promoted and Ofsted citing “significant improvement in leadership,” the programme is driving lasting impact across the College.

Driving technician talent through strategic apprenticeships
Travel, transport and logistics | 1000+ employees | Derby

Motus Commercials has doubled apprentice recruitment since 2021, with 160 apprentices in training and 100% completion rates. The 3-year technician programme underpins growth, with 96% of technicians retained after three years. Accredited by the IMI, Motus has expanded its training infrastructure, enhanced outreach to women and since 2021 a record 11 apprentices have progressed to become Master Technicians. Apprentices deliver 920,000 labour hours annually, generating 65% of the company’s gross profit.

Powering the future through apprenticeships
Construction and engineering | 1000+ employees | Leeds

To combat a critical national shortage of electricians, NG Bailey developed a high-impact apprenticeship programme. With an 86% achievement rate and 99% of graduates offered roles, the programme is essential to the company’s project delivery. Blended learning, pastoral support and international placements are building skills and loyalty in the organisation. This sustainable model is improving retention, reducing costs and securing the company’s future engineering capability.

Integrating work and health through strategic training
Charities and not-for-profit | <50 employees | Crewe

This health and wellbeing social enterprise developed a training programme to upskill work and health coaches, resulting in an increase of new contracts. Designed with expert input, the course builds confidence, competence and resilience in handling complex cases. All 2024 participants remain employed, with promotions secured and performance targets exceeded. The programme bridges previously siloed services and positively supports client retention and outcomes.

Internal mentoring to drive external impact
Education and training | < 50 employees | Birmingham

Protocol Consultancy Services launched a hybrid CPD and mentoring programme to upskill staff and enhance training delivery. Targeting 12 KPIs over three years, the initiative improved trainer confidence, mentoring hours, learner success rates and career progression. With 94% government funding accessed and savings of £1,500 per person over five years, the programme has driven a profit increase of over 8% and positioned staff to deliver high-quality apprenticeships aligned with industry reforms.

Transforming early careers through connection, support and growth
Media and publishing | 1000+ employees | London

Publicis Groupe UK launched The Pack, an 18-month early careers programme designed to reduce high attrition and probation failure rates across its 29 agencies. Blending internal and external expertise, the initiative delivers soft skills, structured support and development experiences. Since launch, probation failures have dropped by 90%, attrition by 32%, and 65% of participants have been promoted, demonstrating a strong return on investment and measurable impact on organisational performance.

Equipping franchises to succeed through modular training
Pharmaceuticals and healthcare | <50 employees | London

Radfield Home Care’s Runway programme equips franchise partners with the tools to lead high-performing care teams. Evolving into a modular, learning management system model, it now includes a fast-track option for care managers. Since 2022, the network has grown from 18 to 32 offices, quality ratings have risen to 92.1%, and turnover has doubled.

Building UK resilience through agile volunteer training
Charities and not-for-profit | 250-999 employees | Bristol

This disaster response charity delivers its UK Operations Programme to address a national responder shortfall with immersive, volunteer-led training. Since 2022, it has equipped 416 volunteers, more than doubling UK response capacity. The three-day training builds confidence, teamwork and critical incident readiness. Cost-effective and widely praised, the programme positions REACT as a leader in grassroots emergency response.

Building confidence and compassion in international doctors
Public sector (LAs and NHS) | 1000+ employees | Wolverhampton

This healthcare trust is successfully delivering a programme to support international medical graduates with UK-specific soft skills training to improve patient care. Tailored simulation builds cultural understanding, confidence with communication and clinical empathy. 80% of participants report daily use of skills, with post-course surveys showing a 17% rise in confidence. Now adopted nationally, the programme is backed by sustained Trust funding and praised for transforming inclusion and staff retention.

Building sales capability through structured learning
Construction and engineering | 1000+ employees | Countrywide

SIG’s Sales Academy tackled performance gaps through a progressive, hybrid learning model focused on technical and sales skills. Using a tailored learning management system and data-driven design led to a decrease in turnover, increase in revenue and improved confidence in the organisation. SIG has created a scalable, high-impact programme fostering a strong learning culture and driving growth for the business.

Developing leaders for a digital future
Culture, entertainment and events | 250 – 999 employees | Salford

This supplier of betting content launched a 12-month leadership programme to prepare managers for digital transformation and promote female progression in a male-dominated industry. Delivered with external partners, the initiative has trained 46 employees since 2019, with 18 promoted, five of them twice. One-third of participants were women, six of whom advanced to leadership. Increased collaboration and skills development contributed to business growth, with betting events rising six-fold since 2017.

Compassionate learning driving outstanding care
Charities and not-for-profit | 50-249 employees | Rochdale

Springhill Hospice’s Palliative Care Education Passport equips staff with the evolving skills to provide dignified, patient-centred end-of-life care. It has reduced hospital admissions by 18% and staff attrition from 22% to 9%. Recognised county-wide and adopted across other hospices, the programme delivers exceptional value and is now used to train others via a train-the-trainer approach contributing to Springhill’s ‘Outstanding’ CQC rating.

Raising care quality through redesigned induction delivery
Pharmaceuticals and healthcare | 250-999 employees | Warwickshire

Unique Senior Care’s redesigned five-day induction significantly reduced churn from 60% to 44% while improving care quality and workforce stability. Created with input from caregivers, clients and sector experts, the training builds clinical confidence and better supports complex needs. With 265 participants and a significant cost saving, outcomes include improved audits and client satisfaction. The creation of a new online Learning Centre is also providing essential resources to caregivers and family carers.

Building confident teachers through bespoke training
Education and training | < 50 employees | London

WenLin Chinese School’s teacher training and mentorship programme supports part-time Mandarin teachers with tailored development in classroom skills, engagement and lesson planning. Integrated into daily practice and led by the Headteacher, the programme has boosted retention from 71% to 91%, cut recruitment hours and built staff confidence. A unique initiative and praised by Ofsted, it prepares teachers for long-term success, with some progressing into other mainstream education roles.