In the current landscape of UK manufacturing, the competition for emerging talent has never been more intense. As the sector grapples with a persistent skills gap, the industry’s leaders are no longer looking solely at traditional recruitment methods to secure their future workforce. Instead, they are turning to Corporate Social Responsibility (CSR) as a strategic driver for growth.
The recent success of adi Group, which has been awarded a prestigious CSR accolade at the national awards, serves as a masterclass in how community-centric values can be leveraged to build one of the best engineering apprenticeship schemes in the country. By moving beyond the shop floor and into the local community, adi Group has demonstrated that CSR is not just a ‘nice to have’: it is the foundation of a sustainable talent pipeline.
At Next Gen Makers, we have long advocated for the integration of social value into apprenticeship strategies through our Best Practice Programme. The achievements of adi Group provide a clear validation of the principles we champion: that excellence in engineering apprenticeships is inextricably linked to how an employer engages with the world around them.
A New Benchmark: 11% Apprentice Density
One of the most striking figures from adi Group’s recent success is their apprentice density. While the national 5% Club initiative challenges employers to ensure that at least 5% of their workforce are in ‘earn and learn’ positions, adi Group has significantly surpassed this benchmark.
Currently, the multi-disciplinary engineering firm boasts an apprentice density of 11%. This is not merely a number; it represents a cultural commitment to professional development. As a Platinum member of The 5% Club, adi Group has established a high-water mark for the industry, proving that high levels of apprenticeship integration are not only possible but beneficial for business scalability.
This level of density ensures that the organisation is not reliant on an ageing workforce but is constantly being refreshed by new perspectives and modern skills. For manufacturers looking to replicate this success, the journey begins with a candid evaluation of current practices. We encourage employers to utilise our Apprenticeship Self-Assessment to see how their current density and engagement levels compare to industry leaders.
Catching Them Early: The 14-Year-Old Pre-Apprenticeship Programme
The hallmark of adi Group’s award-winning strategy is its pioneering pre-apprenticeship programme, which targets students as young as 14. In a sector where many companies wait until students have completed their GCSEs or A-Levels to begin engagement, adi Group has identified that the spark for a career in engineering is often ignited much earlier.
By partnering with local schools, adi Group allows Year 10 and Year 11 students to spend half a day per week in a real-world engineering environment. This programme does more than just teach technical skills; it provides a ‘try before you buy’ experience for both the student and the employer.
Why the Pre-Apprenticeship Model Works:
- Demystifying the Industry: It breaks down the ‘dirty’ stereotypes of manufacturing for a new generation.
- Skill Alignment: Students learn workplace attributes like critical thinking and innovation that complement their school curriculum.
- Guaranteed Pipeline: Many of these pre-apprentices naturally transition into full-time engineering apprenticeships within the company.
This proactive approach aligns perfectly with the Next Gen Makers Employer Accreditation framework, which emphasises the importance of early-stage engagement and clear career pathways.
The Synergy Between CSR and Recruitment
Many manufacturers view CSR as a separate entity from their recruitment or HR departments. This is a strategic error. In the eyes of a modern apprentice, an employer’s commitment to social and environmental causes is often a deciding factor in where they choose to work.
For adi Group, CSR is branded under the “Engineering a Better Future” initiative. This programme integrates community projects: such as environmental conservation and charity work: into the apprenticeship experience. When apprentices are tasked with collaborative community projects, they aren’t just giving back; they are developing transferable skills such as:
- Project Management: Coordinating resources for a community goal.
- Communication: Engaging with stakeholders outside of the engineering team.
- Problem Solving: Applying technical logic to social or environmental challenges.
These activities foster a sense of belonging and purpose. Apprentices who feel that their work contributes to a greater good are statistically more likely to stay with their employer long-term, reducing turnover and protecting the investment made in their training.
Applying Best Practice Principles
As an organisation dedicated to Engineering & Manufacturing Skills Development, we analyse success stories like adi Group through the lens of our Best Practice Programme. What adi Group has achieved is a perfect application of the ‘attract, develop, and retain’ cycle.
1. Strategic Attraction
Through their pre-apprenticeship scheme and CSR awards, adi Group has created an ‘Employer Brand’ that resonates with young people and their parents. They aren’t just another engineering firm; they are a community pillar. This is a core pillar of our Employer Accreditation process, which helps firms move from being ‘recruiters’ to ‘talent magnets’.
2. Quality Development
The 11% density ensures that there is a robust peer-to-peer support network. Apprentices aren’t isolated; they are part of a significant cohort. This environment accelerates learning and ensures that the standards of best engineering apprenticeship schemes are maintained through internal culture rather than just external compliance.
3. Retention through Purpose
By involving apprentices in CSR accolades and community work, adi Group builds loyalty. Our insights show that the ‘Retention Gap’ in manufacturing is often caused by a lack of engagement beyond the day-to-day tasks. CSR provides that missing engagement.
Practical Advice for UK Manufacturers
If you are a manufacturer or engineering firm looking to bolster your recruitment through CSR, where should you start? Community engagement does not require the budget of a multi-national corporation; it requires a commitment to local impact.
1. Identify Local School Partners
Don’t wait for careers fairs. Reach out to local secondary schools to offer site visits or short-term work experience placements. Establishing a presence in the local education ecosystem is the first step toward a pre-apprenticeship model.
2. Audit Your Social Value
What does your company do for the local area? If the answer is ‘nothing’, start small. Sponsor a local STEM club or allow your current apprentices to spend one day a month on a community project. This becomes powerful content for your recruitment marketing.
3. Benchmark Your Performance
You cannot improve what you do not measure. Are you meeting the 5% target? What is your apprentice turnover rate? Use the Next Gen Makers Self-Assessment to gain a baseline understanding of where your scheme sits currently.
4. Seek Accreditation
National awards and industry accreditations like the Next Gen Makers Employer Accreditation provide external validation of your commitment. This is vital for winning the trust of parents and educators who are advising the next generation of engineers.
What This Means for Engineering & Manufacturing Employers
The success of adi Group highlights a shift in the industry. The firms that will thrive in 2026 and beyond are those that view their apprentices not just as ‘extra hands’ on the shop floor, but as the future leaders of a socially responsible business.
Investing in engineering apprenticeships is a long-term play. By incorporating CSR into the mix, you ensure that your investment is protected by a culture of loyalty, purpose, and community support. adi Group’s 11% density isn’t an accident; it is the result of a deliberate strategy to be a business that people: especially young people: want to be a part of.
Taking the Next Step
Is your organisation ready to elevate its apprenticeship scheme to a national award-winning standard? At Next Gen Makers, we provide the tools, benchmarking, and community support to help you achieve the same levels of success as the industry’s leaders.
Whether you are just starting your apprenticeship journey or looking to refine an existing programme to achieve 11% density, we are here to help.
- Start with your data: Complete our Apprenticeship Self-Assessment to receive a tailored report on your current standing.
- Join the leaders: Learn more about how to become an Accredited Employer.
- Get expert advice: Book a call with our team to discuss your skills strategy for the coming year.
The future of engineering is being built today, and as adi Group has proven, that future starts by looking beyond the shop floor and into the heart of the community.