Why it’s time for a new approach to work experience and how employers can lead the way
Ask most UK industry professionals what ‘work experience’ looked like for them, and the answers will be surprisingly similar – a week in Year 10 (around age 14-15), a scramble to find a placement and tasks that rarely scratched the surface of what a real career could look like.
For those outside the UK, ‘work experience’ typically refers to a short job placement arranged through school to give students a taste of working life.
The model hasn’t changed in decades. But the world around it has.
Today’s workplace is more dynamic. Schools are under pressure. And students are navigating a post-education landscape that’s more complex than ever – often with limited exposure to what careers actually involve.
In fact, 37% of students across Years 7–13 report that they don’t feel optimistic about their future career – a sobering reminder of how disconnected many feel from real opportunities.
For financial services and trading firms, the implications are clear: if we want to build a sustainable and diverse pipeline of future talent, we need to start earlier and engage young people in more purposeful, accessible experiences. Helping them step confidently into the world of work requires opportunities that are structured, progressive and relevant.
That doesn’t necessarily mean doing more. It means doing things differently.
A modern work experience offer isn’t just a corporate responsibility box to tick. It’s a chance to engage meaningfully with the next generation, support the education system and help young people build confidence in a world that can often feel out of reach.
We recently sat down with Connor Natella, Operational Hub Lead, and Jamie Fox, Enterprise Coordinator, of Reed in Partnership to explore what needs to change, what’s already shifting, and how employers can get involved.
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Why is there growing momentum to change how we think about work experience?
Connor: Work experience, as most people know it, hasn’t changed in decades. A single week in Year 10, often sourced by the student, rarely deliversmeaningful outcomes without adequate preparation and reflection time.
But we’re seeing momentum to change that, not just from educators and charities, but at a policy level. This signals recognition that employer engagement isn’t a nice-to-have anymore. It’s essential.
What’s clear is that the model needs to be more structured, more progressive and more equitable. That doesn’t mean employers need to host students full-time for a week. It means rethinking what experiences of work look like and making sure they’re accessible to everyone.
Jamie: The traditional model doesn’t reflect how most of us learn and work today. It’s often disconnected from the curriculum and hard for schools to organise in a way that delivers consistent value.
Students tell us they struggle to talk about their skills or explain what they’re good at. Nearly half (46%) say they can’t identify opportunities in difficult situations, and 45% can’t describe what kind of leader they are.
That’s not just a confidence issue, it’s a lack of exposure. If they’ve never met someone working in finance (or any industry), or seen what those roles involve, it’s no surprise they don’t see them as a fit.
What we’re learning is that earlier, simpler experiences – when done well – can have a bigger impact than a week long placement that lands too late.
Tell us more about the wider government or industry initiatives are starting to drive this shift? What’s your reaction to the plans?
Connor: There’s definitely more attention on this now, both politically and systemically. The government’s Youth Guarantee (Get Britain Working White Paper – GOV.UK) is expected to play a big role in ensuring that all young people aged 18 to 21 have access to employment, further study or apprenticeships. London’s own growth plan builds on that, and we’re already looking at how to support its implementation on the ground.
There’s also been a signal in the Labour manifesto about two weeks of ‘worthwhile’ work experience for every young person. That’s ambitious, and it’s raised concerns from schools and careers leaders about how it could be delivered. But the key word is worthwhile.
It opens the door for new formats: short, structured encounters. It’s a chance to modernise how we define and deliver early engagement, and to bring in employers in a way that’s practical and scalable.
Jamie: The timing of these initiatives is important. Persistent absence from school has doubled in recent years – from just over 1 in 10 students (10.9%) in 2018/19 to 1 in 5 (20%) in 2023/24.
Schools are seeing a rise in behavioural issues. Students are facing a lot, and employers can play a valuable role in re-engaging them. But only if we stop seeing this as a tick-box placement and start thinking about it as a long-term engagement strategy.
And it matters – because as Connor notes, high absence rates are linked to worse outcomes in almost every area: attainment, behaviour, safeguarding and career readiness.
There’s a clear direction of travel. That’s the shift we need to make work experience useful again, for students and for employers.
What does a modern experience of work actually look like and how can firms contribute?
Connor: It doesn’t have to mean a full week on-site. In fact, that traditional model often excludes students who don’t have the connections, confidence or support to access it. What we’re building instead are structured, cumulative experiences that start earlier – often in-school – and evolve over time.
That could look like:
- A half-day session with volunteers sharing career journeys
- A project set by an employer, followed by student presentations
- A series of short interactions that build familiarity and context
- A reflective task or feedback loop that helps students process what they’ve learned
It’s about outcomes, not optics. If a student meets someone from your business, engages with your work and leaves more confident in their own potential – that counts. And it can be designed in a way that works for your business model and internal capacity.
Jamie: As well as a single instance of engagement like these, a series of scheduled encounters has proved hugely beneficial.
We’ve seen several organisations across multiple industries deliver an initial year-group-wide presentation, followed by a speed networking event. From there, interested students were invited to more intimate sessions with the employer. The final stage was a workplace visit that required students to apply – giving them a valuable opportunity to practise writing about their interests and motivations.
This kind of tiered model not only builds exposure over time but also deepens the experience for students and gives employers a chance to spot emerging potential. The impact is mutual. As one employer put it:
“We had an amazing time hosting you all and were genuinely impressed by the students’ level of interest and the thoughtful, engaging questions they asked throughout. It was fantastic to see such enthusiasm, and we’re excited at the prospect of welcoming those who’d like to take their interest further.”
If there were three things an employer could do today to shift the needle, what would they be?
Connor & Jamie:
1. Join a ‘Careers Reimagined’ webinar to understand the employer’s role in the modern education system: Careers Reimagined: The Role of Employers | Eventbrite
2. Use the Employer Standards framework to plan your outreach and engagement: Employer Standards: Shaping your workforce of tomorrow | The Careers and Enterprise Company
3. Assess how your education outreach aligns with your organisation’s mission, culture and values – and contact your local Careers Hub for support: Careers Hub | Reed in Partnership
Final thoughts
A modern work experience offer doesn’t need to be difficult. But it does need to be intentional.
For employers in the finance and trading sector, this is more than a pipeline issue. It’s an opportunity to support schools, engage future talent early and help young people build confidence in a world that can feel out of reach.
With new policy frameworks and support models emerging, there’s never been a better – or easier – time to get involved.
Want to know more?
Prepare for schools to begin exploring new ways of engaging with employers – and contact your local Careers Hub for support in shaping an experience that benefits both provider and student.