Search Results for “Level 4” – ڽ Training Just another WordPress site Thu, 25 Jun 2026 07:36:34 +0000 en-GB hourly 1 https://wordpress.org/?v=6.9.4 Work-based learning paves the way for a dream career in democracy /blog/2026/06/25/work-based-learning-paves-the-way-for-a-dream-career-in-democracy/ Thu, 25 Jun 2026 07:34:55 +0000 /?p=9733 An apprentice with a passion for politics has been able to put some new skills to the test thanks to his qualification.

Joseph Walliker has found that gaining a qualification has given him the chance to develop his understanding of public service, strengthen his professional skills and create a pathway to an exciting new chapter in his career supporting democracy in Wales.

Joseph’s decision to enrol on the Level 4 Advice and Guidance qualification followed the successful completion of a Level 3 in Business Administration.

Having now completed his Level 4 Advice and Guidance qualification with ڽ, Joseph has been able to apply his learning to his role in local government and help residents navigate electoral processes.

“During my qualification I was working in the Democratic Services and Electoral Registration Offices in a local council,” Joseph explained. “My L4 Advice and Guidance qualification has been crucial in advising residents as to their electoral registration and voting by post or proxy ahead of the 2026 Senedd Cymru election.”

Throughout the course, Joseph found several areas particularly engaging, especially those that encouraged critical thinking.

“I particularly enjoyed evaluating ethics and beliefs on the provision of my service, considering forms of feedback on my service and reviewing research methods in my service area,” Joseph said.

These topics helped him reflect on the impact of his work and the importance of delivering services.

One of the greatest advantages of work-based learning is the opportunity to put new skills into practice straight away. For Joseph, this was especially evident during the recent election.

“Leading up to the election, I was able to advise residents on how to apply for absent vote forms, where their polling station would be, and that they would not need to take identification documents to go and vote,” he explained.

During his apprenticeship, Joseph received support from training provider ڽ, who gave him feedback and guidance as well as opportunities to put his skillset into action.

I received outstanding support from my assessor, using each session to evaluate and plan further progress through the qualification.

“I particularly enjoyed the site visits and observations while I was carrying out my work. One highlight was going to a local school to talk to a school council about registering to vote. This session also enabled me to work in partnership with a national institution!

“I also received amazing support from my employer and colleagues. The regular check in with my line manager was so beneficial in evaluating my progress and learning from the qualification,” Joseph said.

This collaborative approach from tutor, assessors, employer and peers ensured that Joseph had the encouragement and support needed to balance work responsibilities with his studies.

Now having experienced the benefits first-hand, Joseph would recommend work-based learning to others who may be considering it.

“Discuss it with their line manager,” he suggested. “Work-based learning is so beneficial not only in terms of gaining qualifications at the end of it, but also in understanding your workplace and what service they are providing. It is also a fascinating way to look at what impact your work is having. I would totally recommend it.”

Looking ahead, Joseph’s commitment to public service is set to continue as he embarks on an exciting new role supporting democracy at a national level.

“I am going to work for the Welsh Parliament as a committee support officer,” he said. “I am really looking forward to using my qualifications in service of Welsh democracy at the national level.”

]]> Health Social Care Professional Practice (Adults) /courses/copy-of-heath-social-care-professional-practice-adults/ Tue, 09 Jun 2026 15:29:54 +0000 /?post_type=course&p=9695 About This Course

Our Level 4 Health and Social Care, Professional Practice Apprenticeship enables learners to develop and demonstrate their advanced knowledge, skills and understanding in the context of care settings.

]]> Successful training isn’t about how deep your pockets are but about how smart your strategy is /blog/2026/05/21/successful-training-isnt-about-how-deep-your-pockets-are-but-about-how-smart-your-strategy-is/ Thu, 21 May 2026 10:55:21 +0000 /?p=9637 At the end of last year,thehighlighted that investment in training among UK businesses had fallen toitslowest levelssince tracking began back in 2011.This seemed toindicatethat organisations are tightening the pursestringsand,in an increasingly challenging climate,the first casualty is the L&D budget.

But cost-cutting when it comes to trainingdoesn’thave to spell a cut in quality or a delay in individual and organisational development. This isbecause trainingdoesn’trely on big investment, but onbetter consideration of your needs, careful planning and ensuring you are playing to your strengths.

As well as this, Welsh businessesare able toaccessfully-fundedwork-based learning from the Welsh Government. Meaning thatthe only investment they need to make is time and ensuring their employees are supported throughouttheirlearner journey.

Here are some things to consider.

 

Trainingisn’ta tick box exercise

Trainingshouldn’tbe treated as something someone doesbecause theyhave to. Attendance alonedoesn’tcreate the value, rather the change it yieldsas a result ofwhat’slearntiswhat’svaluable. Goodtraining challenges how a person performs, how a teamoperatesand how a business can drive positive change.

Organisationswho maximise their training budgetshift the question from‘what training should we buy?’to‘what do we need our people to do better?’This shift in thinkingreframes learning as a strategy rather than aone-offpurchase.

 

Talent is right under your nose

Before looking externally,it’sworth taking a closer lookat what you have within your organisation. Manybusinessesassume they lackcertainskills when, in reality, theyjusthaven’thad chance to come to the forefront yet. Knowledge often sits informally within teams, built through experience but notformally recognised or shared.

Employees can often become accidental experts in their field, with a wealth of knowledge that they could be sharing with others. And that’s not just sharing within their team but to the wider organisation to help others gain new insight and skills. By utilising internal staff knowledge, businesses can reduce unnecessary spend and share skills that are particularly relevant to their operations.

 

Ensure change is the centre of your focus

A common challenge in learning and development is focusing on the training itself rather than the impact it can have. It’s easy to measure how many people attended a course or enrol in a qualification, but much harder to measure what change it yields.

The most effective training isdirectly linkedtoreal businesschallenges and gives people the opportunity to apply new skills straight away. When learning is tied to practical,measurable goalsthat arelinkedto an individual’s roleit becomes part ofeveryday work– meaning changefeels like a natural development rather than another task added to the list.

When looking at training options,keep in mind the goals you have and how this training will help obtain them.

Apprenticeships are for everyone

Apprenticeships are often misunderstood as being only for new starters or entry-level roles. This is not the case, in fact, they are undertaken by professionals at all stages of their careers as they offer a flexible route to develop skills on the job.

Fromgaining better insights into digital tools to becoming amore confidentmanager,work-based learning offers progression in a wide variety of subjects.

ڽ,Wales’largest training provider,worked with more thana thousandorganisations to help develop their staff.The team works with businesses to understand their goals, ensuring that training becomesa strategic tool for growthboth for the individual learner and their employer.

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Ifyou’recurrently looking at your 26/27 training budget, make sureto keep in mind that the most important questionshouldn’tbe‘what training can I afford?’

It should instead be ‘am I making the most of the funding available to me?’ ‘Am I developing the people I already have?’and ‘Is the training yielding the results we need?’Because ultimately, theorganisations that are getting ahead this yearwon’tbe the ones spending the most on training, but the ones thinking about how learning can drivethe mostchange.

]]> Council worker helps boost her digital confidence through work-based learning /blog/2026/04/20/council-worker-helps-boost-her-digital-confidence-through-work-based-learning/ Mon, 20 Apr 2026 13:40:02 +0000 /?p=9579 Following the completion of her A Levels in 2024, ڽ learner, Emily Thompson, decided she wanted to step into the world of work. She soon landed the position of Project Support Officerwithin Cardiff Council’s Major Projects Team. Alongside her role, she has undertaken an apprenticeship in Digital Skills for Business– a qualification that goeshand-in-handwith her professional role.

“My qualification links to my work as a lot of the applicationsI use day to day–such as Microsoft Word, PowerPoint and Excel–arecovered in my course,” Emily said. “Ithelps me learn new skills as well as developtheskillsI already have.”

Keen to continue learning after finishing school, Emily saw an apprenticeship as the ideal pathway to build her skills while gaining real-world experience.

“I knew I wanted to continue to educate myself particularly in the digital world as most businessesusedigital applications,” she explained.“Ithought that an apprenticeship was a great way to do that as I would be able to learn in a supportive environment.”

Throughout her course, Emily has enjoyed developing her understanding of databases and spreadsheets, which wereareas shehadn’tpreviously explored in depth.

“At first, I found them really tricky to navigate and it was easy to make mistakes as I wasn’t confident or comfortable with using them,” she said.“Since learning about how to use databases, I feel I understand how to usethemmore and I am not as nervous to use them.”

Due to the nature of an apprenticeship,Emilyhas been ableto apply her learning directly in the workplace.Whetherthat’sthrough improving herMicrosoft Teamsknowledgeto developing her SharePoint skills,Emily began to see the impact of her studiesimmediately.

“I was able to expand my knowledge on how to edit pages and add users within SharePoint. Undertaking the Digital Skills for Business qualification has been extremely useful as lots of the assessments, both mandatory and optional, have linked to my work which has helped me further develop in skill but also in confidence.”

Support from ڽ hasalsoplayed a role in Emily’s progressas she receivesregularreviews,workshopsand communications fromher tutor.

“I have a monthly review with my assessor who reviews my works and provides any feedback to allow me to further improve,” she said.“In thesesessionswe also talk about my own personal progress in work and my mental wellbeing.”

Workshops have also proven useful. Emily explained:“I havebeen able to attend some online workshops forcertain assessments which have been extremely helpful as I have been able to ask any questions and get instant feedback.”

For those considering a similar course, Emily encourages learners to step outside their comfort zone and make the most of the opportunities available.

“While you may want to choose somethingthatyou are already comfortable with, it may also be a great opportunity to learn something new and be able to be supported with your learning by your assessor,” she said.

Looking ahead, Emily is excited about continuing her journey in the digital field.

“While I’m not sure on what I want to do in the future, I can certainly say that I would like to continue to work in the digital space,” Emily explained.“I amvery passionate about sport so if I could find a job which could mix the two together then that would be great.”

Ifyou’relooking to follow in Emily’s footsteps and improve your digital skills, you can find out more about the Digital Skills for Business qualificationhere.

]]> “Being an ally is about allowing everyone to feel heard without judgement” /blog/2026/03/04/being-an-ally-is-about-allowing-everyone-to-feel-heard-without-judgement/ Wed, 04 Mar 2026 10:36:51 +0000 /?p=9483 International Women’s Daytakes place on March 8theach year.Led globally by UN Women,it is not only a celebration ofwomen’s achievementsbut a reminder that a lot still needs to be done for gender equality.

Recent reporting from UN Women shows that, at the current rate of progress, full gender equality globallyremainsgenerations away. Earlier analysis suggested it could take close to 300 years to achieve full parity.

Although progress in education and healthhas made great strides,headway inleadership gaps, pay inequality and disproportionate caring responsibilitiesremainstagnant.

At ڽ,Wales’largest training provider,IWDremainsclose to our heart. Eight out of ten of our colleagues are women. Four out of five of ourdirectors are women. Our mantra,improving lives through learning,is rooted inthe belief thatopportunities,inclusionand empowermentis for all.

Gender equality is not a women’s issue,it’sa leadership issue,aworkplaceissueand asocietal issue.And that’swhere male allyship comes in.

Systemic change rarely happens without those in positions of power choosing to act.Globally, men still occupymostsenior leadership roles.Each year,highlights a steep drop-off in women’s representation at senior and executive levels, even in sectors where women make up most of the workforce.Withpolicies, culture and progression pathwaysmostlyshapedfrom the top down, this lack of equality creates a problem.

Male allyship is not about stepping into the spotlight. It is about usingyourinfluence to question bias, sponsor female talent, challenge unequalpracticesand advocate for structural change.

For businesses, gender equalitycan help improve operations.shows that diverse leadership teams correlate with improved financial performance, strongerinnovationand better decision-making. Diverse boards and senior management teams are linked to higher returns on equity and stronger long-term growth.

The UKGovernment’shas also emphasised that closing gender gaps in participation and pay would significantly boost national productivity and economic resilience.

Beyondoperational health, anoften-overlookedbenefit of gender equality is improved outcomes for men and their wellbeing.

Workplace cultures that value emotional intelligence, flexibility and inclusive leadership create space for men to step outside restrictive stereotypes.For example, policies such as enhanced parental leave and flexible working benefit fathers as much as mothers.

In the UK, suicideremainsthe leading cause of death for men under 50. Cultural expectations around masculinity,such asstrength without vulnerabilityandresilience without support,can have devastating consequences.

Championing positive, emotionally intelligentworkplaceshelp dismantle these harmful normsandexpandwhat leadership and strength can look like.

At ڽ, we are proud that women make upmuch ofour workforce and leadership team. But representation alone is not the end goal,we’reproud to be nurturing a culture of support and inclusivity with the help of our male staff members.

We spoke toDavidCarroll,ڽ’sALN Inclusion Managerand acting head of ourSchoolsprovision. Outside of his work within the organisation, he is acoach for Cardiff City Women’s Football Team.We discussedwhatmale allyship looks like in practice.

“I think it’s vitally important to ensure that in both the workplace and coaching environment, everyone feels that their contribution is valued and that theyareable to express their thoughts and feelings,” David said. “I think itis important to create asafeenvironment.Being an ally isaboutallowing all staff,learnersand players to feel heard without judgement regardless of their gender.”

Talking abouthisunderstanding of leadership through his coaching ventures, David added: “Good leadershiphas tobe underpinned through listening and recognising everyone’s strengths. When a coach promotes an inclusive environment, this will in turn lead to an improved performance.

“Through my experience of coaching the women’s football team, I understandthe importance ofateamthatfeelsvalued,supportedand able to express their thoughts and wishes.

“It’salso given mea deeper understandingregardingthe challenges that women face insportand I am passionate that everyone deserves equal opportunities. This is not only the case for sports but in everywalk of life.”

International Women’s Dayis an important date-marker,but its influenceshould not be limited to just the week leading up to March 8th.

Asglobalprogressremainsslow,it’simportant that businesses take onthe responsibilityofacceleratingit withintheir ownoperations and network.Whether this isinsmall acts ofkindnessand compassion,reviewing out-of-datepoliciesor mentoring diverse talent into influential roles, these allhave a ripple effect throughoutyour workand beyond.

]]> ڽ’s Apprentice of the Year encourages others to take up route /blog/2026/02/17/acts-apprentice-of-the-year-encourages-others-to-take-up-route/ Tue, 17 Feb 2026 11:13:45 +0000 /?p=9363 Earlier this month, ڽ learner,Maddy Groves,was awarded Apprentice of the Year at the annual Success Through Skills Awards.

The awards, which took place at Cardiff and Vale College, celebrate learners, tutors,employersand businesses who have helped promote work-based learning across Wales.

The awards were created to recognise the importance of apprenticeships and work-based learning, not just as a valid education and career pathway for individuals but as an operational tool for employers.

Maddy was awarded gold for her outstanding progress as an accounting apprentice. In her time on course, she has been praised for her strong academic performance as well as her commitment to championing the pathway. She has also competed in Skills Competition Wales.

Speaking about herawardwin, Maddy Groves said:“I feel like I’ve really been recognised for everything I put into my apprenticeship, and it’s so nice to have something to show for my hard work.

“I’ve always been extremely vocal – especially on my LinkedIn – about the value of apprenticeships in the workplace, and how it is really overlooked when people leave school after A-Levels.

“Receiving the award only reinforces my beliefs that it was the best thing to do;for me and,most likely,for many other people across Wales.”

Currently working as an Accounts Trainee, Maddy balances full-time employment with studying Level 4 AATwith ڽ and the Association of Accounting Technicians qualification pathway. Her day-to-day role includes preparing year-end accounts for sole traders, partnerships, limitedcompaniesand charities. She also overseesbookkeeping, VATreturnsand CIS returns.

“It’s been so helpful to be doing the same things in my studies and my work,” Maddy explained.“I feel like I can relate everything a lot better, which helps my understanding a lot.”

Her accounting journey began at Coleg Gwent, where she completed Level 2 AAT before progressing through her apprenticeship.

“I never wanted to go to university,” Maddy added. “This was my one and only path, and it has served me extremely well so far. Studying with ڽ has been the best choiceasthe hybrid environment works so well for me.”

Maddy also receivedadditionalsupport from ڽ staff while competing ina series of skillscompetitions. She explained: “I had extra sessions with tutors, and external tutors, all provided for by ڽ, which helped us get a place on the podium in Welsh Skills and reach the finals of WorldSkills.”

Looking ahead, Maddy plans to complete her Level 4 AAT qualification and eventually pursue chartered status throughtheAssociation of Chartered Certified Accountants.

Asked what she would say to others considering an apprenticeship, she said: “Do it. You will not regret it one bit!It’shard work, of course, but when you come out the other end you will be so glad that you did it.

“Learning on the job means you gain practical work experience at the same time as gaining qualifications–at the end, there is no downside.”

During theSuccess Through Skills Awards, Strategic Director for the National Training Federation for Wales, LisaMytton,echoed this positive sentiment.

She said: “Events like this shine a light on what really drives Wales forward — the talent, commitment and ambition of our learners, employers, and training providers.

“Apprenticeships are central to that progress. They give people the chance to build real careers, they give employers the skilled workforce they need, and they strengthen the Welsh economy from the ground up. When we invest in apprenticeships, we invest inWales’future.”

]]> Why cutting training budgets is holding Welsh employers back  /blog/2026/02/16/why-cutting-training-budgets-is-holding-welsh-employers-back/ Mon, 16 Feb 2026 14:01:09 +0000 /?p=9356   highlights that training investment from UK employers has fallen to its lowest point in more than a decade.  
 
According to the latest Employer Skills Survey by the Department of Education, total employer training expenditure dropped by around £6 billion between 2022 and 2024 - a 10 per cent decline. What’s more, average training days per employee are at their lowest since records began. 
 
These figures are concerning. As businesses navigate an increasingly competitive economy and complex landscape, the skillset of our staff remains one of our greatest assets. Employers who cut training budgets risk weakening their staff retention rates, stalling productivity and falling behind when it comes to adaption of new technologies. 

Investment in training is no longer a ‘nice to have’, it’s what can set a business up for success. Workplace skills are the engine of creativity and innovation. As CIPD’s recent  mentions, the skills businesses help employees develop underpin both individual and organisational success. 

Rather than being a cost to be factored in, effective learning and development is an investment that contributes to increased productivity and performance, engagement and retention, as well as a nurturing of skills that ensure employees are equipped with the knowledge and adaptability to navigate the many changes of the modern working environment.   

In the factsheet, the CIPD emphasises that organisations should understand current and future business needs before designing skills strategies, this helps align training with long-term goals not just immediate tasks. This ensures they get the most from their training investment.  

One of the most effective ways employers can build skills is through work-based learning, which seamlessly integrates learning into the flow of work. Apprenticeships allow employees to develop real, actionable skills while contributing to business outcomes. 

For Welsh employers, there’s a significant opportunity many do not realise - work-based qualifications can be fully funded through the Welsh Government, helping remove direct training costs for employers. There are also  available to businesses looking to train their staff in anything from basic digital skills to green qualifications. 

In addition, businesses that employ apprentices under the age of 25 may benefit from National Insurance relief, meaning they do not pay employer NI contributions on qualifying earnings for those apprentices.  

Combined, this funding and tax relief removes one of the most frequently cited barriers to recruitment – cost. This leaves employers free to prioritise focus on the progression of their workforce, not only improving performance but enhancing their reputation as employers of choice in a difficult labour market. 

Organisations prioritising learning tend to build stronger leadership capability, with managers better equipped with the interpersonal, strategic and communication skills needed to lead a successful team. Continuous upskilling also helps businesses stay competitive, encouraging fresh thinking and the adoption of new technologies that drive productivity and growth. 

If you’re looking ahead to your training budget and unsure how you can maximise its impact within your organisation, ڽ can help. ڽ works with employers to find the qualifications that fit your workforce.

]]> Karl Rudakov /success-stories/karl-rudakov/ Fri, 13 Feb 2026 14:00:23 +0000 /?post_type=success_story&p=9341 Learner Karl Rudakov has worked in employability since 2005, starting out as an advisor and progressing into management just three years later. With more than 15 years of experience under his belt, Karl has carved out a successful career and brings a lot of experience to his role. Yet despite his wealth of on-the-job knowledge, his recent completion of aLevel 4 ILM Managementqualification with ڽ marked his first venture into qualified, external training.

Karl currently works as a Delivery Manager at Newport City Council and is now working towards his Level 5 qualification. Until recently, he managed four significant projects, including the DWP Restart Programme – the UK government’s flagship employability scheme – as well as various Welsh Government and Shared Prosperity Fund initiatives. His work involves managing staff and budgets, monitoring performance and compliance, and leading organisational change.

“There’s a lot of change within these projects,” Karl said. “When we have different budgets, it often means changes to delivery, staffing structures, or even what the project looks like. That’s where the ILM has really helped me – it’s given me new tools to work with.”

Despite his vast experience, Karl had never obtained a formal management qualification before enrolling on theILM Level 4.Encouraged by his HR business partner, he saw the course as a way to validate his skills and future-proof his career.

“I’ve done lots of internal training, but nothing accredited. And sometimes when you go for jobs, they say you need a degree or a relevant qualification. I haven’t got a degree, so this helps me tick that box.”

Initially hesitant about returning to structured learning Karl found the course to be a practical and accessible route into formal learning. Balancing study with a demanding job and active family life can be challenging but both ڽ and the council made the process manageable.

“We’ve got an agreement in work that 20% of our time can be used for learning,” he explained. “ڽ have been brilliant. [My tutors] Rachel and Joanna understood that my personal time is tight, so they helped me fit the work into my working day where possible.”

He also appreciated the flexible format of the course. “The mix of written and oral assignments helped me manage my time. I prefer the talking side – I can sit and talk about anything – and I think it’s a faster way to demonstrate what you know.”

Karl found the content of the course immediately applicable to his role. Topics such as managing change, health and safety, recruitment, and strategic planning all resonated with his daily responsibilities.

“The managing change unit stood out because that’s such a big part of what I do. Same with recruitment, I’ve inherited projects with poor recruitment and it’s caused a lot of problems. The course has helped me identify the right people, not just in terms of skills but also team fit.”

He also praised the strategic planning modules. “When we were delivering Shared Prosperity Fund projects, I had to write cabinet briefings and business cases to justify our work. That’s where the strategic planning element came in. I was able to identify gaps in service delivery and make the case for new projects.”

He also found simple analysis tools like SWOT and PESTLE made a difference. “These help you plan and justify decisions. Sometimes they’re just a way to check yourself and make sure you’re on the right track.”

Despite learning a lot of new skills throughout the course, it was just as much about honing the skills Karl had already garnered throughout his career.

“I’ve been managing since 2008, this course hasn’t just helped me do my job better – it’s given me recognised qualifications that back up my experience.”

While Karl currently has no plans to leave his role, he sees the ILM qualifications as a key part of his long-term career development. “It validates my experience. If I ever do want to move – within the council, to another local authority, or even another industry – it gives me options.”

From an organisation’s perspective, work-based learning has also been a positive at all different levels of operation. Jane Westwood, HR Business Partner at Newport City Council, explained: “The council have partnered with ڽ as our main workplace apprenticeship partner for more than eight years now.

“The range of qualifications offered fits in with the diverse roles throughout the whole council – from refuse collection, to caring, to accounts, and health and safety. There will always be the appropriate qualification to align with someone’s roles.

“We also introduced apprentices to the council where we particularly wanted to recruit younger people to join the authority. To date we have placed more than45 specific apprentice roles with many achieving permanent positions.

“The way ڽ deliver their qualifications allow all staff options to upskill – for their current role or for their career progression.

“At Newport City Council we believe our staff are our priority as they deliver our services to the public.To have staff trained allows us to deliver the best service possible,ڽ work with the individuals and their managers to achieve this.”

Explore ڽ’s management qualificationshere.

]]> Health & Social Care Preparing for Leadership and Management (CYP) /courses/preparing-for-leadership-and-management-in-health-social-care-and-cyp/ Tue, 03 Feb 2026 14:34:11 +0000 /?post_type=course&p=9218 About this course

The Level 4 Preparing for Leadership and Management in Health and Social Care qualification will enable learners to develop and demonstrate their knowledge, skills and understanding in the context of health and social care settings.

 

]]> How upskilling can foster a more inclusive workspace /blog/2026/02/02/how-upskilling-can-foster-a-more-inclusive-workspace/ Mon, 02 Feb 2026 13:10:45 +0000 /?p=7451 Upskilling is often celebrated for its ability to boost retention, improve job satisfaction, and build stronger teams. But have you ever considered its role in promoting inclusivity?

In workplaces across the UK, creating an environment where everyone feels valued and supported is more important than ever- enabling more people to enter the workplace and boost productivity. By providing equal access to training and development, upskilling can help level the playing field, ensuring that every employee – regardless of their background – has the tools they need to succeed and progress.

When it comes to a deeper understanding of the experiences of marginalised groups, upskilling can also play its part. Psychologist, Alice Miller, said that ‘empathy grows as we learn’ and this rings true with work-based learning. Many courses, on topics such as safeguarding and mental health, or awareness training can give employees a better perspective of the challenges others face and what they can do to support. Training gives insight and wider context to issues that employees may hear of day-to-day but have not directly experienced.

At ڽ and ALS ‘improving lives through learning’ is a mantra that not only defines our work but also the courses that we teach.

We offer an array of qualifications that can help promote inclusivity within your organisation. Here are a few highlights:

Mental health first aid

With mental ill health now being the most common cause of work-limiting conditions amongst workers 44 years old and younger, training in this field has never been more beneficial or vital.

In this course, learners gain improved knowledge of mental illnesses and interventions, as well as the appropriate strategies needed to administer first aid. The course also acts as a confidence booster, helping learners to support individuals struggling with their mental health and wellbeing.

British Sign Language

Created in collaboration with Signature, aims to bridge communication gaps and support employers and employees in generating a more diverse and accessible working environment. With over 500,000 people in Wales reported to have hearing loss, the significance of such training cannot be overstated.

Throughout the course, participants are taught through a combination of face-to-face teaching, self-study and online resources. Initial topics include basic pleasantries and everyday life. Being able to converse, even a few words and phrases can ensure those with hearing impairments feel included and valued in conversations.

Dementia awareness

With almost 1,000,000 people living with dementia in the UK according to Alzheimer’s Society, learning about this common illness can ensure workplaces are more accessible and you are equipped with the knowledge to support those with the condition.

This course provides essential knowledge about dementia, including its symptoms, stages, and impact on individuals and families. It also shares practical skills to care for those affected with empathy and understanding.

Safeguarding/protecting vulnerable adults

Safeguarding isn’t just important to specific industries it’s a universal responsibility across all workplaces. The ability to spot concerns and to put protective measures in place is a fundamental skill.

This course provides essential knowledge on the responsibilities around safeguarding, particularly with regards to vulnerable adults. The course informs participants on how to safeguard vulnerable people and practitioners in the workplace, as well as how to respond to evidence or concerns of abuse.

No matter the course or qualification, upskilling goes beyond being a path to progression, it can be a tool for building an inclusive workplace. By equipping employees with skills that foster understanding, empathy and accessibility, organisations can break down barriers. From mental health awareness to BSL, these courses enable teams to create environments where everyone feels valued and supported.

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