Employers

As part of the NHS Long Term Workforce Plan, leaders across the country are seeking to modernise the organisation’s digital and data infrastructure. By making more effective use of data, they aim to better meet patient needs and offer a higher level of personalised care.

Since 2020, Multiverse has partnered with over 40 different NHS bodies – ranging from NHS trusts, to whole integrated care systems like Leeds Health and Care Academy – to launch NHS Data Academies, designed to embed data skills across the workforce, support NHS digital transformation strategies, and improve patient outcomes.

Equipping NHS employees with in-demand data skills

Through the NHS Data Academies, over 500 NHS employees have enrolled on Multiverse data upskilling programmes in the past three years. This includes personnel in clinical, operational, administrative, and IT-related roles – laying the necessary foundations to improve data literacy organisation-wide.

Employees are empowered to upskill, improve their data literacy, and develop digital skills across a range of learning pathways.

Each of the NHS Data Academies share a common set of goals:

• Improving operational efficiency by helping staff improve their confidence and efficiency in handling data. Across the NHS data academies, apprentices have tracked an average time saving of 6.4 hours per week from improving their data skills.
• Enabling data-driven decision-making by extracting actionable insights from complex data sets.
• Supporting improved patient outcomes by leveraging data to provide more personalised care.

During their programme, employees gain new skills through applied learning – using their new skills in real-time, on projects at the front lines of the NHS. It’s this combination that drives measurable impact.

Improving operational efficiencies and patient outcomes at North London Mental Health Partnership

When North London Mental Health Partnership (NLMHP) launched its Digital Academy with Multiverse, it took another stride towards a more efficient way of working. The initiative emphasises the intelligent use of data to drive improvements and efficiencies, by providing employee training to more than 100 staff across every division of NLMHP.

Sarah Wilkins, Chief Digital Information Officer at NLMHP, says, ‘‘Being part of this initiative means understanding of our data and insights will be embedded through the organisation, enabling us to enhance our services and improve patient and service user outcomes.

"Not only will it drive operational efficiency, but it will also serve as a stepping stone in our commitment to professional development for our staff."

With improved digital capabilities, NLMHP aims to help employees become more efficient across a wide range of workflows, including project management, analysis and forecasting. The training aims to make the Partnership more data-driven and productive, ultimately resulting in improvements to patient outcomes and services.

Driving digital transformation at the National Institute for Health and Care Excellence

The National Institute for Health and Care Excellence (NICE) helps practitioners and commissioners get the best care to people, fast, while ensuring value for the taxpayer. NICE does this by producing useful and usable guidance for health and care practitioners.

NICE had access to plenty of data to help inform their people and services, but wanted to leverage it more effectively, to boost productivity.

Elena Doyle, Associate Director of Data Management at NICE, says, "NICE is on a transformation journey to ensure we’re meeting the changing needs of our nation’s health and care systems. Improving the data and digital skills of our people is an essential part of this transformation.

“That’s why in June 2023, we launched our Data Academy, so we can deliver even more relevant, timely, usable and impactful guidance for our partners.”

At the start of the partnership, Multiverse conducted a skills gap analysis across each division at NICE, which identified the target areas that would see the biggest impact from an upskilling programme.

“To date, 10% of our workforce has joined the Academy, with every directorate represented. This is so we can reach a transformational tipping point,” says Elena.

“We have seen significant productivity improvements, growth in awareness of how to leverage data the right way, as well as better use of tools we have invested in like Power BI.”

Unlock digital transformation with employee upskilling

To learn more about how Multiverse can support your own digital transformation goals through upskilling, get in touch.

By 2028, the cloud computing market is expected to reach a record value of $1.24 trillion. As a result, the demand for highly skilled software engineers, capable of developing advanced cloud-based solutions, is set to rise.

Building a software team capable of driving innovation through emerging technologies is a top priority for leaders. But this mission presents talent acquisition challenges – externally hiring and retaining mid-senior level software engineers is a time and capital-consuming process.

Keep reading to learn how upskilling your junior tech workforce can help your organisation to accelerate innovation, unlock productivity, and reduce costs.

We’ll explore some of the key obstacles facing leaders today, and discuss some of the transformational benefits you can expect from building a high-performing software engineering team from within your ranks.

What are the common barriers to building high-performing software engineering teams?

The software engineering job market has seen a turbulent few years, cycling between talent shortages and layoffs. But throughout this, hiring for mid-senior level talent has remained a slow and often expensive process, leaving teams short of crucial expertise.

Leaders want to fill these skills gaps, but they face several barriers to creating high-performing software engineering teams. These include:

• A lack of emerging skills: Software engineers today need the skills to capitalise on emerging new technologies like AI and cloud. With skills gaps in the workforce, many companies struggle to innovate in these fast-moving domains.
• Heavy reliance on junior talent: As we often hear from Multiverse customers, hiring junior software engineering talent is easier. As a result, development teams are often made up of less experienced developers, requiring more time from senior software engineers to provide mentoring and Quality Assurance (QA).
• High demand and limited availability for mid-senior engineers: There’s currently a lack of long-term solutions to the shortage of mid-senior talent, presenting an ongoing challenge for companies, and resulting in a small, overstretched talent pool. Burned out software engineers can struggle to feel motivated and engaged with their progression, leading to retention issues.

Overall, these challenges can result in a productivity decline, a slow speed of innovation, and mounting costs for hiring and retaining skilled developers.

The solution: Upskilling your software engineers

It’s clear that technology and engineering leaders need a new approach to navigate these challenges.

That’s why as demand for skills increases, many organisations are divesting from hiring software engineers externally to upskilling and reskilling their existing workforce. With our data suggesting that 69% of businesses will need different workforce skills to stay competitive by 2030, this comes at an opportune time.

By providing junior software engineers with opportunities to learn, improve their skills, and apply their new training on the job, leaders can increase mid-senior level engineering capacity and address challenges head-on.

The business benefits of a high-performing software engineering team

Upskilling junior software engineers presents an opportunity to deliver financial, talent, and business benefits. These are some of the top advantages:

1. Increased productivity

Upskilling can deliver measurable productivity benefits by increasing the overall capacity of your software engineering team – without adding to headcount.

Offering additional, advanced on-the-job training opportunities can reduce the time it takes to ramp junior talent up to mid-senior productivity levels, as they gain expertise across many engineering disciplines, including cybersecurity, software development, and testing principles.

In turn, output volume and accuracy are increased, with less intervention required from senior engineers, who can focus their time on more complex or strategic priorities.

2. Faster speed of innovation

Upskilling your software development team empowers them to leverage new technologies and drive digital transformation. For example, many programmes explore emerging business applications for cloud, data strategy, and AI.

Equipping your staff with the skills to meet today’s demands paves the way for technology-powered business change in the years to come.

The culture of innovation established with upskilling can also help bring products to market faster, and drive efficiencies through new ways of working.

3. Reduced costs

Our data shows that 76% of leaders plan to increase their spending in upskilling – and it’s an investment that can provide impressive returns. By filling in-demand mid-senior level roles through levelling up existing employees, you can reduce hiring costs that would have been required to source talent externally.

Investing in your employees’ professional development also has proven benefits for retention, saving further costs through reduced attrition. When employers provide opportunities to learn new skills and advance their careers, employees feel more motivated and engaged at work – 93% of leaders report improvements in workforce retention and resilience after launching upskilling initiatives.

Understand the skills gaps in your software engineering team

Upskilling is the key to building high-performing software teams, offering substantial benefits to organisations striving to deliver ambitious software engineering strategies.

It’s particularly useful for teams feeling the pinch on mid-senior level developer capacity, helping transform more junior members of staff into experienced engineers.

What are the key areas to upskill your software engineering teams?

In our eBook, "How to build high-performing software engineering teams", we explore four essential areas to upskill your existing employees and unlock full potential.

Want to learn more? Explore our upskilling courses for software developers.

Amidst all these changes, Multiverse hosted author, Bloomberg columnist, and all-round future of work expert, Julia Hobsbawm, for a Q&A to celebrate the launch of her latest book -“Working Assumptions”. Jimmy McLoughlin, the podcast host and former advisor to the UK Prime Minister, hosted the discussion.

From the discussion, we’ve pulled out five of the most important trends that are shaping the future of work today.

1) It’s early days but AI is already augmenting the way we work

While there are fears about AI potentially replacing human workers, the current reality is that it's being used to augment and assist them in diverse areas from research and marketing, to medical diagnostics.

As Hobsbawm shared, "I use a tool called Perplexity daily. Sometimes I have questions where I need the facts at my fingertips, and the answer comes up very clearly. AI is everywhere - I also went to the eye hospital recently and they were using it for patient diagnostics.”

Hobsbawm also discussed how AI capabilities could help upskill and "level up" workers by taking over specific tasks and automating processes to allow more strategic work. But, there were open questions about whether AI could standardise work too much, depress wages for certain roles, or privilege some workers over others in accessing and leveraging these AI tools effectively.

This continues to underscore the importance of learning new skills, particularly for those in roles at risk of automation or those looking to enter the workforce. As AI improves and our ability to use it matures, it will become increasingly important to ensure everyone can take advantage of the opportunities it brings.

2. Continuous skills-based learning is the future

It’s clear that an iterative skill mindset is replacing the ‘one-and-done’ education paradigm.

As Hobsbawm said, "If I was starting over, I would think about constantly developing and evolving my skills. I certainly wouldn't tell someone, if you go to a certain university, or do an MBA, and you're sorted. That's over."

In this new world, we must adopt a mindset of lifelong learning. Whether that’s shifting our workspaces to provide opportunities and cultivate new skills or learning new technical capabilities and enhancing soft skills like communication. Individuals will need to continuously upskill throughout their careers, not just frontload knowledge through degrees or certifications acquired years ago. The shelf life of a static skill set is rapidly diminishing.

3. The importance of equitable reskilling

AI can help level the playing field, because the least skilled and least qualified tend to get better faster using AI. However, there is still a need to translate access to information into applicable skills among different ethnic, socioeconomic, and generational groups.

For example, Hobsbawm highlighted the paradox that although there has never been more equal access to information, those from privileged backgrounds are still better at knowing how to access and use it. Similarly, she said that “class is fantastically important” for shaping attitudes towards safety, security, and risk appetite when it comes to building and maintaining careers.

Networks and mentorship were called out as potential solutions to overcome systems of inequity. “If you put people in an equal space, and you give them time, and you show them interest, and you teach them curiosity, they will learn. They will have that competence. Nobody is inherently better or smarter.”

4. Gen Z represent a new generation of workers with different priorities (for now)

Compared to prior generations, younger generations like Gen Z have very different attitudes toward job security, career paths, and the types of work they find appealing, As Hobsbawm noted, "They want different things. They don't want the kinds of jobs with rigid hierarchies and linear paths. They want good, purposeful work, and they want flexibility. But the symbol of the fancy office building is no longer enough.”

This generational mindset shift is upending traditional office cultures centred on degrees, titles, and ladder-climbing. As a result, companies will need to rethink how they structure jobs, progression, amenities, and their employer branding to attract and retain this new generation.

However, Hobsbawm asked whether this would persist as Gen Z gets older. “What happens when this generation starts to have babies? Are their values going to shift? Are they going to want stability and mortgages? Or will they have swung to this solopreneur and freelancing mindset?”

5. Flexibility is now (almost) universal

The debate about remote work has been fought fiercely, but Hobsbawm was clear in her view that “fully remote doesn’t work, except for a minority of businesses.” However, the good news is that some degree of flexibility to work from home and the office is now offered “almost universally.”

While some remote-work advocates might want the 100% remote world, the shift to more flexible working patterns still marks a significant shift from the pre-pandemic norms. This is forcing a rethink around city economies, commuting patterns, and even home setups, as people want to spend more time living and working from the same place.

The most profound change in a century

"This is the biggest moment in 100 years” - said Hobsbawm. “Technologically, culturally, politically, generationally. We really haven't seen anything like this since Henry Ford brought in automation."

At Multiverse, we can’t predict the future, but we do know that by helping organisations equip their staff with the skills to take advantage of new technology they will be well-placed to navigate the ever-changing work of work, whatever comes their way.

It is part of a drive from the energy provider to boost data efficiency, increase insight and invest in its people.

The average team member within EDF’s Retail division spends more than 25 hours a week working with data, and the programme aims to empower colleagues to use that time more effectively.

The training will be delivered by Multiverse, a tech company delivering high-quality education and training through applied learning. Multiverse has trained more than 11,000 apprentices in data and digital skills since 2016.

Apprentices have enrolled on one of two Multiverse programmes. The 15-month Data Fellowship programme delivers best-in-class training in advanced data analysis capabilities, giving apprentices the skills to clean, analyse and model data and tell data stories to non-specialists.

The degree-level Advanced Data Fellowship will empower apprentices to become leaders in data analysis and data science. Apprentices will build core capabilities in areas like statistical testing, data ethics, predictive modelling as well as data security - and will graduate with a BSc degree at the end of their programme.

Lillian Phillip, Senior Leader of Commercial Operations at EDF, said: “Investing in data skills is pivotal for navigating the dynamic landscape in the energy sector, mirroring EDF’s commitment in helping the UK decarbonise to reach Net Zero.

“I’m so pleased we are launching this Data Academy as it focuses on experienced team members, reinforcing many of their self-taught data skills within a trusted framework. By embracing continuous learning and skill enhancement, we are investing in people’s careers, but also driving transformative change, shaping a future powered by data-driven insights helping our customers save cash and carbon.”

Peppa Wise, Vice President of Go-To-Market at Multiverse, said: "The most forward-thinking organisations recognise the need to anticipate future skills needs and actively invest to build those skills in-house. The EDF Data Academy is designed to deliver efficiencies and advanced data analytics, and in turn enhanced service for their customers. It’s great to see this commitment to learning and development that will ultimately benefit both the team at EDF, the business, and their customers."

Applications are now open via the Multiverse website.

AWE’s mission is to support the defence and security of the UK, through developing, manufacturing and maintaining the warheads for the UK’s nuclear deterrent. AWE also provides unique skills and expertise to support the UK’s counter terrorism and nuclear threat reduction activities.

This new programme joins thousands of apprenticeships that AWE has created covering a broad spectrum of professional skills from Engineering to Project Management.

Successful apprentices will be given an exciting and unique opportunity to get involved in work that is critically important to help keep our country safe and secure.

Vacancies are currently open in Reading for apprentices. There are no grade requirements, and those without a university degree are encouraged to apply. It is hoped that the apprenticeship opportunities will draw in candidates from a range of backgrounds, including reaching socioeconomically disadvantaged young people and creating access to an in-demand career.

Over the 15-month apprenticeship, apprentices will gain skills in data wrangling and analysis techniques. The programme also covers data science, including Python and an introduction to machine learning.

The training will be delivered by tech company Multiverse, which has created more than 15,000 apprenticeships in the UK and US. Multiverse apprentices receive access to on-demand coaching, personalised learning, and an active community where they can learn from peers and grow their network.

Mandy Savage, Executive Director of Engineering at AWE, said: “We always strive to be an exceptional employer, and as part of that we want to ensure we’re reaching people from all backgrounds, and giving them access to world-class training and an impactful career.”

Peppa Wise, Vice President Go to Market at Multiverse, said: “AWE has created outstanding opportunities in Reading for those at the start of their careers to learn new skills and get straight into a vital and exciting job defending the UK. Not only will apprentices gain the most in-demand skills to enhance their careers, but AWE will benefit from the new skills and thinking that apprentices can bring to the organisation.”

Employees taking part in the academy will develop skills including data analytics, AI (Artificial Intelligence) and predictive modelling. Multiverse will deliver the high-quality education and training programme through applied learning.

Two different apprenticeships will be available to Equans employees - Data Literacy and Data Fellowship, with an initial programme focussed on 75 staff. The 13-month Data Literacy programme covers core technical skills required to transform data into business insights. The 15-month Data Fellowship programme delivers best-in-class training in advanced data analysis capabilities, giving apprentices the skills to clean, analyse and model data, and tell data stories to non-specialists.

Equans’ investment into these apprenticeships aims to improve the use of data to drive efficiency in production, and identify opportunities to reduce carbon emissions.

These two new programmes further strengthen Equans’ commitment to its employees through training and development opportunities. Across the UK, Equans already has more than 500 apprentices, ranging in age between 16 and 70, working across a wide variety of disciplines.

James Graham, Divisional CEO of Digital & Energy Services at Equans UK & Ireland, commented: “The Equans Digital & Energy Services Data Academy is designed to further equip our teams with essential data skills for today's digital work environment, fostering efficiency and data-driven decision-making.

“Data is a strategic asset for us, and so it is vital that we have the internal resource skilled to extract the value from it. The aim is to have the capability across the business to turn data into insights that can help drive decision making.

“With better ability to use digital tools, we expect team members to see an average time saving of six hours per week: empowering them to do more meaningful work. This training won’t just enhance the participants ability to do their job, but it will drive forward their careers with new skills.”

By partnering with Multiverse, apprentices benefit from coaching with an industry expert and are supported by a thriving community with events, socials, mentoring and leadership programmes.

Euan Blair, CEO at Multiverse said: "When you look at the pace of technological change today, businesses and individuals have to be incredibly intentional about how they invest in and develop their workforces. Equans have recognised this, and by rolling out data training in partnership with Multiverse they're not only empowering their people with enhanced, in-demand skills: they're also advancing their ability as a business to adapt and deliver for customers."

As the hype starts to settle, they’re actively seeking practical ways to turn AI advancements into business value.

But there’s a problem: a significant skills gap sits between the promise and the reality of AI. According to a recent survey by Multiverse, 65% of business leaders expect AI skills gaps to persist into 2030.

Amid a growing list of opportunities and risks, success with AI requires thoughtful and consistent training across multiple teams and departments. With the right approach, closing the AI skills gap is possible.

In our new AI strategy guide, we investigate the key barriers to large-scale AI adoption and share practical strategies to help employees deliver real business value from emerging technologies.
Download the guide now to learn the four steps to start building AI-enabled teams, or read on for the key highlights.

Create an AI policy for safe and ethical use

To ensure success in an AI-driven world, businesses are actively embracing new employee training opportunities — 83% of leaders say they’re moving quickly to implement workforce skills development on AI.

When they’re given the right AI upskilling opportunities, employees can understand how to apply AI in their day-to-day work and discover how to generate real value from new tools.

But it’s important they’re able to learn without exposing your business to risks. Issues related to bias, intellectual property (IP), and data security are just some of the potential pitfalls to be prepared for.

One wrong step by an untrained employee could lead to legal or financial consequences.

That’s where implementing an AI policy can make the difference.

By setting clear standards for the safe and effective use of AI in your workplace, you can create a shared understanding of AI’s limits and prevent employees from intentionally or unintentionally misusing it.

Nurture a culture of active experimentation

While leaders are keen to drive AI adoption from the top down, the fact is that much of the innovation comes from the bottom up. But without the opportunity to use and apply their AI skills, employees can’t unlock its full potential.

With clear guardrails in place, it immediately becomes easier to encourage experimentation with AI. Leaders and line managers can face uncertainties head-on by making it clear that failure is ok, as long as it’s within certain boundaries.

Start by providing dedicated AI training and identifying internal champions to seek out potential use cases — then as employees begin to identify more value from AI, enable them to share their learnings with other teams and departments, through a centralised knowledge sharing process.

Make AI business as usual

The truth is that there’s still no single recipe for success with AI adoption. The best and only way to prepare is to embrace a test-and-learn approach.

To overcome the barriers to adoption and successfully move from talk to action with AI, continuous learning must become part of the fabric of your business.

AI upskilling can help you create a culture where employees across multiple functions know how to prioritise the right opportunities, select the best AI tools for their use case, and communicate the value of AI to the rest of the organisation.

Start generating real value from AI

The time to “wait-and-see” with AI over. To keep your business ahead of the curve, employees must be empowered to identify new opportunities, while staying aware of AI’s potential pitfalls.

Get started today with our free guide to building AI-enabled teams.

The partnership will initially train 50 Princes employees across multiple business functions, with the ambition to empower colleagues, advance data skills, encourage revenue growth and boost efficiency.

Colleagues from areas including Commercial, Finance, IT, HR, Supply Chain, Operations and Strategy & Innovation will embark on one of three Multiverse programmes, each offering a chance to develop data understanding and technical skills.

Participants will take part in either a 13-month Data Literacy course, an 18-month Data Fellowship, or a degree-level Advanced-Data Fellowship. Each pathway is designed to develop data and analysis skills.

The ambition is that colleagues trained by Multiverse will be able to better harness the power of data to establish opportunities for revenue growth, and to help make the transition from manual to automated data processing practices within the business.

The first cohort of 25 Princes colleagues began their studies in December 2023, with over 40 more planned to start in 2024.

This investment comes as Princes outlined its refreshed people-focused company values, which aim to enhance business culture and future preparedness. These include encouraging ‘Trusted & Empowered’ coworkers and allowing employees to ‘Bravely Explore’.

Connie Emerson, Group Strategy & Transformation Director and Programme Sponsor at Princes said: “Multiverse is a proven leader in specialist apprenticeship training, which we are proud to be partnering with to establish this Academy at Princes. Through this collaboration, we’re confident that our Princes apprentices will build expert knowledge and improve the business’s approach to data analysis and planning. Our Multiverse-trained cohorts of apprentices will support Princes in making informed and data driven decisions to turbo-charge our growth and success."

William Hofmann, Head of Analytics & Programme Lead at Princes said: “The launch of our Analytics & Data Academy is a great opportunity for Princes colleagues from across the business to grow their skillset and diversify their value and capabilities as professionals. Across the Group, this increased data literacy will allow our teams to recognise business and revenue opportunities, and modernise our practices across a number of business functions.”

Peppa Wise, Vice President of Go to Market at Multiverse, said: “Enhanced data skills will unlock new opportunities for Princes: both as a business and for the individuals within it. The business will enhance its data-driven decision-making and delivery. Apprentices will enhance their career trajectories, gaining some of the most in-demand skills through our applied learning programmes."

With a commitment to helping people from all backgrounds to develop and build their future, Princes currently employs over 60 colleagues across the UK apprenticeship schemes.

In 2021, Princes was named ‘Employer of the Year’ at the prestigious Grocer Gold industry awards.

Businesses are struggling to meet increasing demand for digital and data skills, and with emerging technologies like Artificial Intelligence (AI) opening up limitless growth opportunities, the pressure to keep up has reached its peak.

But how can leaders create opportunities for workers at all stages to upskill and reskill? By combining real-world training with durable and industry-relevant technical skills, apprenticeships can help close the gap between the skills businesses need and those taught in the classroom - propelling careers forward in the process.

In our new report, we reveal the trends driving the business case for apprenticeships in 2024, based on our original research with hundreds of leaders across the globe. Download the report for full access, or read on for key insights.

Rethinking the way we train our workforce

In all our research, one message is clear: we need a new approach to deliver the skills most needed in future.

Multiverse data shows that the majority of business leaders are concerned about traditional education’s ability to deliver the digital, data, and tech skills in top demand. And with almost 50% of workers saying they’ve received no training in the last five years, the existing workforce isn’t being upskilled to fill the gaps.

That’s where apprenticeships can offer a solution – 70% of business leaders believe on-the-job learning is the best way to develop in-demand skills.

Building tomorrow’s skills, today

According to our research, over two-thirds of business leaders believe their business will need different workforce skills to remain competitive by 2030. They also believe AI will improve productivity and customer experience, and create more informed business strategies.

But a lack of AI skills in the workforce is already being felt. Leaders named AI as their most significant skills gap today, with employees lacking the training and knowledge needed to effectively harness new tools in the flow of work.

To leverage AI now and in the future, businesses can’t afford to leave knowledge in the hands of a few specialists. New methods for building emerging skills at scale are required. And the sooner, the better.

Over 70% of business leaders say they are investing in upskilling and reskilling as part of their future strategy, and 83% say they are moving quickly to implement AI skills training.

By tailoring learning directly to today’s business needs, apprenticeships offer a scalable way to upskill and reskill employees in emerging digital, tech and data skills.

Skills gaps create a clear impact on the bottom line

Our research shows 8.5% of annual revenue is lost as a result of digital and data skill gaps. But just as a lack of skills can hold a business back, new capabilities can propel it forward.

Upskilling and reskilling apprenticeships can help leaders close critical skills gaps while empowering employees in every function to improve speed and efficiency, leading to increased capacity and reduced time per task.

In our report, we reveal how Multiverse apprentices have used their skills to drive business impact worth millions, by identifying revenue generating and cost saving opportunities.

People of all ages need new skills and opportunities

When it comes to career progression opportunities, too many workers are being held back by a lack of skills.

Our research, conducted in partnership with the Burning Glass Institute, shows that in America, three quarters of the workforce (76.2%) are underemployed, facing blockers to upward career advancement, or otherwise in need of reskilling or upskilling opportunities.

By breaking the expensive barrier between education and employment, apprenticeships can help all individuals to gain new skills and access life-changing growth trajectories – whether they’re aiming to restart their career, change direction in their current company, or even enter the workforce for the first time. That’s why Multiverse apprenticeships are open to employees of all ages.

Transforming skills at scale through apprenticeships

In the future of work, businesses can’t rely on one shot of learning at the start of a career.

Apprenticeships can help leaders ensure that employees have the skills required to thrive as technology develops, build new talent pipelines from a broader range of backgrounds, and boost career longevity for their employees – all while contributing toward a more resilient economy.

Reach out to our team to learn more, or download our full report to explore our findings.

By prioritising the skills development of their employees, Nuffield Health aims to improve the use of data and digital skills across the organisation, delivering better outcomes for patients and beneficiaries across its services. Employees will benefit from new skills, enabling them to make faster data-informed decisions, whilst becoming more self-efficient when working with data.

The programmes will cover a range of skills including analytics, AI, and predictive modelling. Training will be delivered by Multiverse, a tech company that has trained more than 10,000 learners in digital skills. Staff will enrol on one of two Multiverse programmes; the 13-month Data Literacy apprenticeship introduces apprentices to the use of data and covers the core technical skills required to transform data into insights, as well as softer skills like building narratives and presenting findings.

The 15-month programme Data Fellowship covers more advanced data analytics and modelling, giving learners the skills to clean, analyse and model data; the ability to visualise and tell data stories to non-specialists; and the confidence to lead conversations around machine learning.

Professor Ben Kelly, Director of Data at Nuffield Health, said: “It’s vital that we are data-driven in everything that we do in order to deliver the best outcomes for all who use our services. Our use of data has helped to identify the need for our free-to-access initiatives, as well as establishing and evolving how these are delivered by analysing the outcomes. We have ambitious plans for the future, and offering our people the opportunity to enhance their skillset will, in turn, help us to develop our data analysis, bolstering the health outcomes for all the services we provide. High-quality training is the way to unlock the use of data across Nuffield Health, and our partnership with Multiverse ensures that training is grounded in real-world application.”

Ben Davies, Organisational Development Director at Nuffield Health, said: “We want to see more of our people with these in-demand skills. Whether they are working from our head office, on the gym floor in one of our fitness and wellbeing centres, or working on the ward in one of our 37 hospitals; everyone at Nuffield Health will see the benefit of enhanced data skills and this benefit will positively impact all who use our services. The use of data will help us deliver on our purpose to build a healthier nation, but it will also greatly enhance the long-term career prospects of individuals who do the course by providing them with the most in-demand skills and valuable qualifications that are essential in this modern world.”

Peppa Wise, VP GTM at Multiverse, said: “Nuffield Health has recognised that data skills cannot be concentrated in a single data team or silo, they need to be spread across an organisation. Through this programme, team members across Nuffield Health will be able to use data to do their jobs better, and deliver better outcomes for their patients and beneficiaries.“