Building Social Value Through Print Apprenticeships

National Print Day celebrates one of the UK’s most creative, skilled and enduring industries. It’s also an opportunity to look beyond the presses and production floors to the people whose training, development, and ambition sustain the sector’s future.

For BPIF Training, apprenticeships are central to that story. They don’t just fill vacancies or deliver qualifications. They create lasting social value, the measurable economic, social and personal benefits that come from investing in people.

In the previous academic year, BPIF Training worked with over 550 apprentices and 150 employers nationwide. Every one of those learners represents a tangible contribution to their company, community, and the wider print economy.

Understanding social value in apprenticeships

Social value is sometimes thought of as an abstract policy term, but in practice it’s simple: it means doing business in a way that leaves things better than you found them.

When applied to apprenticeships, social value is about the wider outcomes of training – how it changes lives, raises aspirations, and strengthens communities.

It’s seen in:

• an apprentice gaining confidence and a long-term career;

• a company improving productivity and retaining skilled staff;

• a local area benefiting from stable employment and new investment.

In sectors like print where businesses are often family-run, regionally rooted, and closely tied to their communities — these outcomes are not peripheral; they’re central to sustainability.

Apprenticeships as a social value engine

Government data shows that apprenticeships continue to generate strong returns for individuals and employers alike.
According to the Department for Education’s Further Education Outcomes statistics, 94% of apprenticeship achievers in 2021/22 were in sustained employment or further study the following year.

That level of job security is among the highest of any form of post-16 education, making apprenticeships one of the UK’s most effective social mobility tools.

For businesses, the Apprenticeship Evaluation 2023 (Employer Survey) found that:

• 96% of employers reported at least one business benefit,

• 86% said apprenticeships improved skills relevant to business needs,

• 77% saw increased productivity, and

• 75% experienced improved staff retention.

Those national trends are mirrored and in some cases exceeded within BPIF Training’s own results.

The BPIF Training picture: measurable value in action

In the 2023/24 academic year, BPIF Training delivered programmes to 555 apprentices across the UK. That same year 148 apprentices completed their course, with 100% of completers progressing into full-time employment

That single figure, 100% employment progression, encapsulates the essence of social value. It represents hundreds of people in sustainable jobs, each contributing to their workplace, family and community.

Achievement and quality

The quality of outcomes is equally strong.

• 96.1% of apprentices passed their End Point Assessment (EPA), with only 3.9% requiring a resit.

• Attendance across all standards was 96%, with 97% attendance on the flagship Print Technician programme.

• 68 learners progressed to a higher-level apprenticeship, demonstrating clear upward mobility.

• Learner satisfaction averaged 4.5 out of 5 across all categories, with particularly high scores for respect (4.91) and support (4.75).

Employers echoed those findings. In BPIF’s 2024 Employer Survey, 100% of employers said they would recommend BPIF Training, citing strong communication, relevant curriculum design and visible workplace improvements.

These outcomes aren’t abstract metrics. They represent people gaining qualifications, businesses growing, and the print sector building a sustainable future.

Building confidence and transferable skills

The learner survey responses provide a rich picture of the human side of apprenticeship impact.
Apprentices frequently mentioned new skills in communication, teamwork, time management, leadership and confidence. Many also spoke about improved wellbeing and motivation.

One learner wrote:

“I’ve built more confidence and become more outgoing and integrated into a team. I now understand how my role connects to the wider business.”

Another said:

“I’ve learned to delegate, problem-solve and manage my time effectively. I feel much more confident in my role and able to help others.”

These are outcomes that extend beyond the workplace. Increased confidence, communication and leadership skills translate into stronger civic engagement and employability — precisely the kind of wider social impact that public policy aims to achieve through apprenticeships.

Employer benefits: innovation and renewal

Employers are equally clear about the benefits. Many noted that apprentices bring “enthusiasm and new ideas”, “fresh perspectives on digital workflows”, and “an appetite for learning” that re-energises experienced teams.

For example:

• One employer described an apprentice who introduced new quality control processes that reduced press downtime.

• Another said that having apprentices “reminded older staff of how they first came into the trade” — reconnecting teams with the craft and pride that define print.

• Several noted that younger apprentices often bring valuable digital and IT fluency, helping modernise production and administration processes.

Employers also value leadership and management apprenticeships. In 2023/24, 41.7% of all new starts were in business and management standards such as Team Leader and Operations Manager. This balance between trade and leadership development demonstrates that apprenticeships are now driving talent pipelines across every level of print organisations, from shop floor to boardroom.

Local impact: regional economies and inclusion

Print’s footprint across the UK gives its apprenticeships a distinct local economic value.
In 2023/24, 20% of BPIF apprentices worked in Yorkshire and the Humber, and 15% in the East Midlands,  two regions with a high concentration of print manufacturing.

By training locally and staying in the sector, apprentices help retain skills and income within their regions. That retention contributes directly to levelling-up priorities: supporting good-quality employment in areas outside major cities.

The data also shows steady progress on inclusion. Female apprentices achieved a higher completion rate than males, and learners came from a broad range of age groups and backgrounds. While the majority identified as White British, BPIF continues to explore ways to increase ethnic diversity in the workforce, including outreach through schools and partnerships with local authorities.

Inclusion adds social value not only through representation but also through productivity. Diverse teams tend to bring wider perspectives, creativity and adaptability. Qualities that are increasingly vital as print businesses adopt automation and digital technologies.

Personal stories behind the numbers

Behind each statistic lies a personal journey.
Take, for example, a young apprentice who joined a carton finishing company in the North East. Initially quiet and uncertain, she developed confidence through practical training and mentoring, completed her Level 2 apprenticeship, and progressed to Level 3. She now trains new starters and leads quality checks on the production line.

Her line manager says:

“The apprenticeship gave her structure and purpose. She’s gone from being nervous on her first day to being one of our most reliable team members.”

Or consider a management apprentice who completed the Level 5 Operations Manager programme while balancing full-time work. He credits the course with giving him tools in delegation, problem-solving and team development.

“I use what I learned every day. It’s not just about leadership theory — it’s about how to get the best from people,” he said.

Each of these examples embodies social value: progression, empowerment and contribution.

Beyond completion: progression and lifelong learning

One of the strongest indicators of lasting social value is continued progression after an apprenticeship ends. In the last 3 years, BPIF Training has recorded 68 higher-level progressions (where an apprentice commits to a second apprenticeship at a higher level), including learners advancing from Print Operative (Level 2) to Print Technician (Level 3), and from Team Leader (Level 3) to Operations Manager (Level 5).

This progression culture ensures that apprenticeships are not a one-time intervention but a sustained investment in human capital. It helps businesses grow their own managers and leaders, reducing recruitment costs and building loyalty.

Retention data from across the sector consistently shows that apprentices are more likely to stay with their employer than those recruited externally. That stability supports both productivity and social cohesion, keeping expertise within companies and communities rather than losing it through turnover.

Measuring social value in practice

Social value can be evidenced through both quantitative and qualitative measures. For apprenticeship programmes, useful metrics include:

• Completion and employment progression rates;

• Retention within the same employer;

• Higher-level progressions;

• Improvements in productivity or waste reduction linked to apprentice projects;

• Inclusion data (age, gender, background);

• Learner and employer satisfaction;

• Case studies of innovation or community engagement.

BPIF Training’s results against these measures are consistently strong. High EPA pass rates, 100% employment progression, and year-on-year growth in enrolments all demonstrate impact. Meanwhile, qualitative evidence such as learner confidence and employer testimonials captures the less tangible but equally important human stories of growth and pride.

The multiplier effect: from skills to sustainability

Apprenticeships also contribute to broader sustainability goals.
A number of BPIF apprentices reported developing environmental and lean manufacturing skills, directly supporting employers’ carbon reduction and efficiency strategies.

One learner noted:

“I’ve learned about continuous improvement and sustainability – small changes in waste management make a big difference.”

As print firms adapt to meet customer demand for environmentally responsible production, these skills help embed greener practices across the sector. In this way, apprenticeships create a multiplier effect: not only generating individual and business benefits, but also contributing to wider environmental and societal outcomes.

The challenge ahead

While the results are encouraging, challenges remain.
Like many industries, print faces demographic pressures, an ageing workforce and a shortage of new entrants in some technical roles. Apprenticeships are the primary mechanism to address that gap, but they depend on employer engagement, funding stability, and continued promotion to young people.

BPIF Training’s employer survey highlighted this concern. Several employers suggested closer work with schools and local authorities to inspire 15–16-year-olds to consider print careers. As one commented:

“We need to attract the next generation sooner. Show them that print is creative, technical, and offers real careers.”

The development of BPIF’s Employer Guide, careers guide and Apprenticeship Champion Network directly supports this, giving employers tools and frameworks to engage with education providers and promote the industry more widely.

From training provider to sector partner

BPIF Training’s role extends beyond programme delivery. As the UK’s largest provider of print apprenticeships, it works with over 400 apprentices and 150 employers across the country, providing both print focussed and and management training.

In recent years, BPIF Training has also collaborated with local authorities on apprenticeship levy transfers, advised on skills policy through the All-Party Parliamentary Group on Apprenticeships, and contributed to regional projects such as the North East Combined Authority’s Start Small; Dream Big initiative.

These partnerships ensure that the print industry’s voice is represented in national skills discussions and that social value remains part of the policy conversation — not as a tick-box exercise, but as a practical outcome rooted in real businesses and people.

The print industry: a community of value

Few industries demonstrate the concept of social value as clearly as print. Its success relies on skilled hands, precise thinking, and creativity – qualities developed through experience, mentoring and education.
Each apprenticeship connects the industry’s past to its future: experienced craftspeople passing knowledge to the next generation, ensuring that expertise is not lost but renewed.

As technology evolves, so too does the definition of value. Digital print, packaging innovation, and sustainable materials are changing how the industry operates, but its foundation remains the same: people. Apprenticeships ensure those people have the skills, confidence and purpose to thrive.

Celebrating people and purpose

This National Print Day, it’s worth reflecting on what social value in apprenticeships really looks like. It’s the apprentice who becomes a team leader; the business that retains a skilled operator; the community that gains sustainable employment.

BPIF Training’s 2023/24 outcomes show that social value is not theoretical,  it’s measurable and visible:

• 100% of completers employed,

• 96% EPA pass rate,

• 68 higher-level progressions,

• 96% attendance, and

• universal employer recommendation.

Behind each of those numbers are individuals whose lives have changed, companies that have grown, and communities that have been strengthened.

Apprenticeships are not just a workforce solution, they are a social investment and one that continues to deliver dividends for people, business, and the print industry’s future.