Join GAN Global

At Accenture, we believe one of the most successful early career paths to skills-based hiring is apprenticeships – a combination of structured training, on-the-job learning, and mentorship with a path to an ongoing career. Our apprenticeships have delivered deep impact and countless ripples of change to our own company and to the communities where we live and work.

Apprenticeships are essential to shaping the future of work. The rise of AI-driven data center roles in automation, energy optimization, and predictive maintenance, for instance, presents a unique chance to expand U.S. apprenticeship programs. By aligning workforce policies with these emerging demands, we can open pathways into high-growth careers while bolstering America’s competitiveness in advanced technology infrastructure.

Apprenticeships are a strategic investment in our future workforce. At Bühler, apprenticeship has been the backbone of our industry’s success and innovation for over 110 years. It is pivotal worldwide, enabling us to build critical capabilities internally where labor markets fall short, sustain a future-ready talent pipeline, and advance diversity in engineering and technology roles. The more we in different industries pull together and foster apprenticeship schemes, the better it is for each individual, for business, and for the world.

Apprenticeship is an exceptional program, tailored to the company’s needs and values, and built on a structured framework. It enables apprentices to enter the workforce upon completing their training, demonstrating strong employability aligned with both company and economic demands. Moreover, apprenticeship is a springboard for a career rooted in continuous learning, opening opportunities across all job levels.

At L’Oréal France, apprenticeships represent a strategic, long-standing investment since 1990, forming a central pillar of our early career hiring strategy. Continuously evolving, our program, redesigned in 2025, emphasizes work-based learning, enabling young talent to gain invaluable practical experience and skills. With almost 1,000 apprentices in France today, they are vital to strengthening our talent pipeline, embodying innovation, ambition, resilience, and agility. By fostering diverse talents, we are actively building future leaders who will shape the beauty industry.

Apprenticeships are part of the broader talent and workforce development commitments aligned to Microsoft Elevate, designed to address critical skills gaps, strengthen workforce diversity, and build a sustainable talent pipeline with technical and human-centric skills essential for the AI era.

At Nestlé, we believe that high-quality apprenticeships nurture the curiosity and entrepreneurial mindset needed to drive innovation.

At SAP, vocational training is a strategic, long-term investment in both people and future skills. Our STAR program creates a direct pipeline of motivated early talent, allowing us to recruit, train, and quickly convert high-potential individuals into full-time contributors while embedding the practical skills and mindset needed for innovation. By aligning hands-on learning with business priorities, vocational training shortens time-to-productivity, strengthens workforce resilience, and ensures we have the right capabilities to meet today’s needs and tomorrow’s challenges. For trainees, the program provides real-world experience, mentorship, and a clear career pathway that accelerates professional growth and long-term employability.

At UBS, we view apprenticeships as a strategic investment for the future of our workforce. Our commercial apprenticeship program has been a cornerstone of UBS’ talent development strategy for decades, offering young people a structured, inclusive, and future-oriented pathway into the financial sector. Apprentices play a vital role in strengthening our internal talent pipeline, contributing to sustainable growth and innovation from the outset.

When I finished mandatory school at 15 and walked out of those doors for the last time, I thought my love of sports would define my career. At that time, studying wasn’t what I wanted to spend time on. And so, I started an apprentice job in a small Swiss bank… As Chairman of the Swiss American Chamber of Commerce, board member of GAN Global and head of Switzerland’s largest bank, I know the value of apprenticeships to Swiss business.

46% of our team at ACS identifies as having a disability. What’s remarkable is that we have a 20% higher retention rate amongst those who have a disability. And for those employees who have stayed with the company over 5 year, 60% of them have a disability, so we see the ROI of engaging, training and hiring people with disabilities and we encourage other companies to do so, in our line of work, in construction and other sectors as well.

The impact for the company is even greater than the social impact; it creates happier employees who feel part of a family that contributes to society.