Why are progression rates for Advanced Apprentices so low? Previous research points to a range of supply-side and demand-side barriers. Fundamentally, many employers do not exhibit the sort of demand for higher-level skills that could be used to justify the level of investment required. And, in some cases, employers just don't realise their apprentices have the ability or potential to progress. Of course, there can be a similar lack of demand from Advanced Apprentices themselves. Barriers relating to awareness and aspiration have been identified through previous research alongside the practical difficulties involved in fitting higher education around family life and work patterns. While the role of the employer in supporting progression is key, much of the previous research into apprenticeship progression has focused on the experience of individuals or providers. So, earlier this year, CFE published "The Road Less Travelled," a report that highlights the experiences of 18 employers (from multinationals to small and medium-sized enterprises) that have supported the progression of their Advanced Apprentices to higher education. A key message that emerged from the consultations was that the decision to support progression is always driven, first and foremost, by business need. From a policy perspective, encouraging progression through either subsidy or regulation is unlikely to have a significant, long-term impact on progression rates. From an employer's perspective, progression is a means to an end (increased productivity, profitability, morale etc) rather than an end in itself. The message for government here is to focus primarily on creating the conditions and removing the barriers for business to invest in their staff and support progression.