The way we define careers is changing. The divide between blue-collar and white-collar jobs is beginning to blur, giving rise to a new category - new collar jobs.
So what are they? These roles focus less on traditional academic qualifications and more on practical skills, hands-on experience and industry-specific training. From cybersecurity to renewable energy, employers are shifting their hiring strategies, valuing apprenticeships and alternative learning routes as much as degrees. Unnecessary degree requirements are hurting workers and depriving companies of talent, while at the same time having little to no benefit. Let's delve into what new collar jobs are and how apprenticeships fit into this moving landscape.
The phrase "new collar" initially seems to have been coined by Ginni Rometty, the former CEO of IBM, to refer to roles that emphasise skills and hands-on experience rather than traditional academic qualifications like degrees and suchlike.
These roles can often be found in technology-driven sectors like cybersecurity, cloud computing and data analytics. Unlike traditional white-collar roles that typically require a university degree, new collar jobs focus on specialised skill sets gained through alternative education pathways - like apprenticeships.
With last week being the UK's National Apprenticeship Week, we're delving into how apprenticeships support the growth of new collar roles.
Long associated with traditional trades like plumbing, car mechanics and carpentry, the scope of apprenticeships has changed significantly. They encompass a wide array of industries, including technology, healthcare and finance. A modern apprenticeship offers individuals the opportunity to "earn as you learn," combining on-the-job training with classroom education. It's this model that is particularly effective for new collar roles, where practical experience is invaluable.
In the UK, the apprenticeship framework has been structured to cater to various levels of expertise:
Intermediate (Level 2): GCSE equivalent
Advanced (Level 3): Comparable to A-levels, it offers more specialised training
Higher (Levels 4, 5, 6 and 7): Equivalent to a foundation degree and above, focusing on advanced skills
Degree (Levels 6 and 7): Leads to a bachelor's or master's degree, integrating university study with workplace learning.
As we touched on earlier, several sectors are actively incorporating and cultivating new collar talent, including:
Technology: Companies like IBM have been at the forefront of modern apprenticeships and new collar roles such as software development and cybersecurity analysis for some time. Due to constantly rising costs, enrollment in college education has "declined by 21% year-over-year," so identifying talent without a degree level education is becoming more and more important. After all, they're likely to be equally talented and passionate about technology.
Energy: With the UK's commitment to achieving net-zero emissions by 2050, the UK energy sector's investment in apprenticeships to develop a skilled workforce is key to driving the green transition. As well as being labelled as new collar roles, these roles can also sometimes be called "green collar roles" too! Roles in renewable energy, such as wind turbine technicians, are prime examples of new collar jobs in this field. In the UK, Siemens Energy is leading the charge with their UK team now employing more than 300 apprentices.
Apprenticeships bring a wealth of benefits for those diving into new collar careers, including:
Practical experience: Apprentices get the chance for hands-on experience with real-world tasks and projects, letting them put their theoretical knowledge to the test in practical settings. Having a hands-on approach means they'll grow and become familiar with the daily tasks, brimming with the confidence and skills needed to handle potentially complex roles with ease.
Industry-relevant skills: Apprenticeships are carefully planned to keep up with the ever-changing needs of different industries. They ensure the skills picked up are not just "good to have" but also tick the boxes for those in high demand. They focus on what industries are very much in need of, offering apprentices a lively learning space where skills are built that are both practical and relevant.
Career progression: Most apprenticeship programmes are designed with a clear and structured pathway for individuals to climb the career ladder. They often start with foundational skills and gradually introduce more complex tasks and responsibilities, to allow apprentices to build their expertise over time. As they build on their experience and showcase their capabilities, apprentices can progress to higher-level qualifications, like advanced diplomas or even degree-level qualifications. As well as enhancing their skills, it opens doors to more senior roles. Apprenticeships provide a real, tangible route for career development, enabling individuals to achieve their professional aspirations whilst at the same time tackling the UK's skills shortages.
Apprenticeships are instrumental in bridging the skills gap for new collar jobs but challenges still remain. Access to apprenticeship opportunities can be uneven, particularly in less affluent areas. A study by the Co-op and summarised here by Future of Work states "research shows that those from disadvantaged backgrounds are more likely to apply for apprenticeships (73 percent compared to 66 percent) but face multiple obstacles in securing placements". Whilst individuals from privileged backgrounds have greater access to higher-level apprenticeships. The same study highlighted that larger companies are more likely to offer apprenticeships compared to smaller firms (72% to 4%).
Addressing these disparities is crucial to ensuring equitable opportunities for all.
As industries continue to evolve, the demand for skilled professionals in new collar roles is expected to rise. Apprenticeships will play a central role in preparing the workforce of the future, offering flexible and practical pathways into these careers. For individuals and employers alike, embracing the apprenticeship model can lead to mutual growth and success in a shifting, often volatile, dynamic job market.
In conclusion, new collar jobs represent a shift towards skills-based employment, moving away from traditional degree requirements. Apprenticeships are at the forefront of this movement, providing accessible and effective training routes into these emerging roles. By investing in and supporting apprenticeship programmes, we can build a workforce equipped to meet the challenges and opportunities of the modern economy.