Training has never been needed more than it is currently. Changes to legislation, standards, product compliance and industry demands has made competence mandatory and knowledge essential. Add to this the fact that today’s workforce no longer views training as a perk but as a prerequisite means education is now essential to attracting, retaining and empowering talent as well as ensuring businesses stay competitive in a fast-changing world.
Consort Architectural Hardware recognises this. “Architectural ironmongery is on the cusp of rapid transformation, with evolving regulations, product compliance, sustainability standards and digital innovations signalling a need for ongoing professional development,” says director, Daniel May. “In what could be a fast-paced period for our sector, employers must not only look to support staff but actively champion continued learning and structured development pathways.
“The expectation for greater industry knowledge is clearly growing and with that more job seekers are placing value in education as part of their roles, demanding clear internal strategies that help to ensure employees feel empowered and supported in their learning,” he adds.
“At Consort, we value this approach and actively enrol staff into the GAI programme for example, as well as running internal education workshops for groups and individuals, management courses and professional training in association with DOIT/DHI. These qualifications, alongside the GAI membership, provide access to a wider community and learning resources, allowing our teams to stay ahead whilst the industry develops as one. The question is no longer whether to invest in professional development, it’s how to make it a core part of our company culture as we improve our service promise.”
“In a fast-paced period for our sector, employers must not only look to support staff but actively champion continued learning and structured development pathways.”
Daniel May, Consort Architectural Hardware
It’s part of the corporate values at SDS too. “At SDS London, we’ve seen first-hand how crucial training has become, not just for compliance, but for customer trust and business growth,” says Samantha Thatcher sales & marketing manager. “With increasing regulation and the need for verified competence, qualifications like those from the GAI are becoming essential. For us, training is embedded in our company culture, from onboarding and CPD to career development plans for every sales member.
“As an employee-owned business, we believe our people are our greatest asset, and investing in their knowledge benefits everyone: the team, the customer, and the wider industry. We’re seeing a new generation of employees who expect structured learning and clear progression, and we’re proud to be building a workplace where both are available and encouraged.”
Joanne Milne-Rowe, the managing director of Codelocks UK, says the GAI is crucial when it comes to meeting its training needs. “When recruiting, we expect candidates to be proactively asking about training and career progression. And we reciprocate, investing in on-the-job training supplied by external experts, ensuring everyone has the right skills. This is where the GAI has been invaluable. We have four GAI diploma holders in our UK business, and we encourage all new starters into the foundation courses because they provide a level of detail we could never cover ourselves.”
When Hoppe is looking for new recruits it actively seeks keen learners. “Education is key to our business and one we value strongly,” says managing director Ged Ryan. “It makes us credible and allows customers to trust us. We want everyone who interacts with our teams to feel confident that they’re dealing with competent individuals that have an in-depth understanding of architectural ironmongery.
“Our recruitment process is designed to identify individuals with a deep technical knowledge and strong communication skills, both essential when recommending ironmongery products. We look for experience and qualifications relevant to the job as well as expertise in building regulations and fire safety standards. We also want someone committed to learning so they can provide the best customer service. We make a huge investment in training to make sure staff are multiskilled, including helping staff achieve the widely respected qualifications from the GAI and continuously updating their knowledge via CPD.”
Training is not a perk
Today’s job seekers expect their employers to offer training opportunities. According to research from Deloitte, Gen Z and Millennials are aligned on what they value most in career progression. According to the consultant’s 2025 Gen Z and Millennial Survey, skills, team management and industry-specific knowledge are most important to this group of employees. And to develop these skills and capabilities they want mentorship and guidance (86% of Gen Zs and 84% of millennials), on-the-job learning and practical experience (89%). Gen Zs and Millennials believe their employers should support their learning needs by: creating in-house learning programs; allotting time to conduct learning without interfering with workloads; offering financial compensation for external learning; providing 1:1 mentorship; and offering access to learning platforms and subscriptions.
Investing in education and training is no longer optional for employers, but essential. Today’s Gen Z and Millennial workforce expects opportunities to grow to come as standard in their work, not a perk.
Employers who embed learning into workplace culture not only attract and retain talent but also future-proof their business against constant change.
