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What we do

Discover how we support the defence and security of the UK.

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Our history

Learn about our proud history and what makes up our DNA.

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Site safety and security

Read about how our sites are regulated and monitored.

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Connecting communities

Keeping you connected to what is happening at AWE

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About us

Learn more about our company and how we support the defence and security of the UK.

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Orion laser facility

Orion is one of the most powerful lasers and largest laser facilities in the UK.

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A unique national asset

We have unique nuclear expertise. We have a clear purpose and goals that set our direction.

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World-class expertise

Find out more about our science, engineering and technology capabilities.

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Working ethically

Learn about how we promote an ethical working environment.

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Freedom of Information

Find out how to make a Freedom of Information Act request.

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AWEsome education

Discover how we are supporting future generations.

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Local Liaison Committee

Find out more about the Local Liaison Committee and how they represent community interests.

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Our regulators

Read about how are sites are regulated and monitored.

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Supply chain

The supply chain is crucial to the delivery of our programme. What does it take to be a supplier.

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Local Liaison Committee

Find out more about the Local Liaison Committee and how they represent community interests.

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International partners

We seek to drive better value and efficiencies through collaborative international relationships.

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Working at AWE

Explore what it’s like to be part of our team

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Before you apply

Things to know before applying for a job.

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How to apply

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Current vacancies

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We are passionate about apprenticeships

Marcus Hutchings, AWE Skills Academy Manager

Step in the right direction

We have been  running apprenticeships for 65 years, traditionally providing training for science and engineering roles.

The nuclear industry, however, is a highly technical one, which requires a unique set of skills and expertise and with the recent introduction of the apprenticeship levy, this prompted us to increase the breadth and depth of our apprenticeship programme. Apprenticeships at AWE will now offer a greater number of qualification levels, potentially up to degree level apprenticeships, as well as courses in new areas such as finance and HR. 

In line with the expansion of our apprenticeship programme, we are keen to engage with a more diverse range of groups, primarily aiming to inspire more women and those not in education, employment, or training to enter our industry. Innovation is essential to us and there’s no question that diversity drives that. We’ve been working to improve diversity within the organisation, as well as in apprenticeships, for a number of years and the introduction of the levy has allowed us to put even more focus on this objective

In fact, we carried out research to find out which types of apprenticeship qualification most appeal to our targeted groups. One insight we found was that higher-level apprenticeships, Levels 4 and 5, in engineering were a more attractive option for women. Therefore, by expanding our apprenticeship offering to accommodate some of these findings, we hope this can take us another step in the right direction towards improving diversity among our apprentices.

AWE apprentices

Community outreach

The increased momentum behind diversity at the business has been consolidated through our membership of the Apprenticeship Diversity Champions Network (ADCN). We’ve previously done lots of work around getting women into STEM, but the opportunity to collaborate with other employers on diversity initiatives was not one we could miss. We don’t need to reinvent the wheel. As businesses, we all have a responsibility in this area. By working together and sharing ideas we can better drive forward the diversity agenda across all sectors

Through the ADCN, we have made a number of pledges to tackle the diversity challenge head on. Recruiting more female apprentices has been a priority for the business for several years, and now we are also looking to put in place initiatives for reaching NEETs (a young person not in education, employment, or training) and those from deprived backgrounds. 

We have also pledged to partner with community groups. We need to think how best to really engage with young people. So, we are planning to go to youth clubs and sports clubs and create a more informal setting for talking about apprenticeships and careers more widely.

We are also keen to communicate with parents and one of our ADCN pledges involves developing a parents’ information page on our website. This is because parents often don’t get the same information about apprenticeships as young people and can hold outdated ideas on the value of apprenticeships as a result. We want to bridge this gap and ensure that parents also understand the variety of pathways available

Long-term goals

Although it is early days, we are positive that our diversity initiatives are already starting to take effect. This year’s apprenticeship applications from women have already increased by up to 15%. 

AWE plans to continue this drive and has set long-term targets with the support of the ADCN. By 2020, we aim to have an apprenticeship intake of 20% women.  Another goal is for 13% of our intake to be from a Black, Asian and Minority Ethnic (BAME) background – which exceeds government BAME diversity targets. 

Ultimately, apprenticeships are a fantastic route for creating a more diverse and inclusive workforce. We are excited to see what working with the ADCN can bring to our apprenticeships and we hope to make a real difference in this arena.

To find out more about the Apprenticeship Diversity Champion Network here.

Read how Ashleigh became an AWE apprentice.

Applications are now open - if you are interested in becoming an apprentice click here.

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