In today’s data-driven world, organisations across all industry verticals are under increasing pressure to enhance their project delivery capabilities. With skills gaps widening, particularly in data analytics, upskilling a workforce through apprenticeship programs, present a powerful, government-backed opportunity to upskill teams, increase retention, and futureproof organisations. Yet despite the benefits, apprenticeship uptake remains frustratingly low in many sectors, including project delivery. 

Why? 

This Blog explores the top barriers to apprenticeship uptake and, crucially, how we can overcome them as training providers, employer- partners, and apprenticeship advocates. 

Misconceptions surrounding apprenticeships

Many still associate apprenticeships with entry-level school leavers or trades. This outdated perception leads decision-makers to overlook apprenticeships as a viable route for professional development — especially in white-collar roles like data analytics and project management. 

How to Overcome It: 

  • Change the language. Refer to “professional upskilling” or “fully funded training” in initial conversations before introducing the apprenticeship route. 
  • Showcase real examples. Use case studies of professionals who have been upskilled through apprenticeships in data and digital roles. 
Lack of Awareness About Funding and Levy Use

Many organisations, particularly SMEs, are unaware that apprenticeship training is either fully or 95% funded. Even larger employers with levy pots often let these funds expire without using them. 

How to Overcome It: 

  • Educate HR and Finance teams. We can help you run webinars, create short guides, or offer free consultations to explain the funding model. 
  • Map ROI to business outcomes. Show how using the apprenticeship levy reduces L&D costs while improving delivery capacity- Projecting Success can support you with this. 
Time Concerns

Managers and stakeholders worry that taking staff off the job for training will disrupt delivery. Some believe apprenticeships are too time-consuming or inflexible. 

How to Overcome It: 

  • Make it bitesize chunks. Break down the 20%-off-the-job requirement into manageable components (e.g. 1 day/week). 
  • Link apprenticeship projects to day-to-day work. Our apprentices’ are encouraged to use their apprenticeship projects for real world project delivery challenges, providing immediate business impact. 
  • Understand that this time invested is performance-enhancing. Upskilling a stakeholder might take time to start with but will give them the skills to be more efficient in their role, saving time in the long run as well as enabling better decision-making. 
Difficulty Identifying Suitable Candidates

Some organisations don’t know how to identify who would benefit most from an apprenticeship. Others assume existing staff are too senior or too junior. 

How to Overcome It: 

  • Offer skills audits. Projecting Success can provide data maturity surveys to help teams map skills gaps and align them with programmes. 
  • Target underleveraged talent. Apprenticeships can be a great fit for career pivoters, aspiring analysts, or project coordinators moving into data-heavy roles. 
  • Build internal advocates. Equip HR and team leads with checklists or guidance to spot ideal candidates. 
Employer Bureacracy and procurement barriers

Some larger employers struggle with lengthy procurement processes, especially when adding new training providers or working through Digital Apprenticeship Service (DAS) steps. 

How to Overcome It: 

  • Provide a white-glove service. We can support every stage from procurement to learner onboarding. 
  • Streamline documentation. Our programme specs, pricing, and onboarding guides are easily accessible. 
lack of urgency or competing priorities

Training often takes a backseat to short-term delivery pressures — particularly in fast-paced project environments. 

How to Overcome It: 

  • Connect to strategic goals. Senior leaders are the key here: Framing apprenticeships as tools for delivery excellence, risk reduction, and digital transformation. A “from the top” approach will promote long-term thinking. Highlight how upskilling reduces reliance on contractors and supports succession planning. 
  • Use success stories. We can provide testimonials and case studies from similar organisations to help inspire action. 
Shifting Mindsets, Unlocking Potential 

Apprenticeships are one of the most powerful, yet underutilised tools in the UK’s project delivery workforce development toolkit. As training providers, employer- partners and apprenticeship advocates we have a responsibility to tackle these barriers head-on with empathy, clarity, and strategic messaging to unlock the value of data analytics training and future-ready skills for the project delivery professional.