For National Apprenticeship Week 2026, Histopathology Laboratory Manager at Queen Mary University of London (QMUL), Nadia Nicolas, shared their thoughts on the value of apprenticeships, employing apprentices and the benefits that professional registration can afford both employers and apprentices.
I am really convinced that professional registration validates the good work and learning pathway of an apprentice.
Nadia Nicolas RAHMAN
What inspired your organisation to invest in apprenticeships, and how do they help your workforce develop ‘skills for life’?
The UK higher education sector is faced with severe funding pressures and growing skills gaps. It is in this climate of uncertainty that Queen Mary University of London (QMUL) took a bold approach, instead of following the traditional volume-based model, by becoming invested in apprenticeship programmes. Bringing a new meaning to delivering excellence by bridging the skill gaps through the training of up-to-date skills and hands-on experience, deciding to put real-world skills, employer partnerships, and social mobility at the heart of its mission.
How do apprentices contribute to your organisation’s long-term capability, innovation, or culture?
I strongly believe that apprentices being individuals from a wide range of backgrounds, help to diversify the talent pool and foster inclusive work environment.
Indeed, some are school leavers with no experience or prior knowledge of the working world while others are trying to change career and are ready to take the challenge to acquire new skills. They are all bringing a new perspective to the workplace, but they are also ready to become part of a team and gain valuable skills. Things that were done a certain way because they were not challenged may be replaced by better or more efficient ways for example.
Can you share an example of how an apprentice has developed skills that have had a lasting impact on your team or organisation?
The apprentice in my laboratory did learn how to use a microtome within 3 months and to follow standard operating procedures to perform a certain special stain called ‘Masson Trichrome staining’, which is tricky to get right but beautiful when performed well. She used to do it to a level of perfection close to a work of art. Her skills and attention to details made a difference in the lab and we started to regularly clear out our backlog where before we could not meet our turnaround time due to staff shortage.
How does professional registration support apprentices in building skills and behaviours that endure throughout their careers?
I am really convinced that professional registration validates the good work and learning pathway of an apprentice. It is a way of bringing value and recognition to training the workforce other than the “academic” way, where people may have gained general knowledge and a certification with no value on the job market as they would have either no transferable skills and or no experience.
Professional registration means having skills and experience gained in real employment and therefore shows clearly the level of expertise of the registered person.
What benefits have you seen from embedding professional standards into your apprenticeship programmes?
The participants gained hands-on experience in cutting-edge research environments, learning essential lab techniques and scientific methods, The apprenticeship scheme also helps with career development by providing a structured pathway into a specific profession and the participants with recognised qualification and transferable skills.
How do you ensure apprentices gain not only technical expertise but also broader skills for life such as leadership, communication, or adaptability?
QMUL has a workforce development plan which offers a large range of CPD activities for staff in partnership with HEATed, as well as mentorship and networking.
What has your organisation learned from working with apprentices, and how has this shaped your approach to workforce development?
By working with an apprentice, I saw that opportunities were provided to individuals who helped to diversify the talent pool. For example, in my lab, an apprentice with a talent for beautiful drawings showed me histology in a new way, as an art providing beautiful data to research scientists. I also realised that there was no ‘one way’ of doing things, such as following standard operating procedure that had been written without taking into consideration neurodiversity.
I now take a new approach to workforce development by encouraging staff to attend wellness training as well as workshops to give them updated skills and knowledge which give them better opportunities in their career and make them feel encouraged to embrace it and continue to climb societal ladder.