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  • There’s still a lack of diversity in accountancy, and we want to change that

    by Katy Thomason-Stewart | Feb 10, 2022

    Many areas of society are still underrepresented in the professional services sectors, and we want to use our privileged position to challenge this.

    Now is the time to act. Now is the time to listen.

    It’s been a tough couple of years and we’re proud of what we’ve achieved. But if we’re completely honest with ourselves it’s clear that our sector still mostly serves a specific demographic.

    After some reflection, we realise it's not enough to simply offer the same to every student. Some of our students come to us from more disadvantaged backgrounds: due to their home life, their education, or the discrimination they’ve faced.

    Our Equality, Diversity, and Inclusivity (EDI) steering group

    So in 2020 we put together a team, made up of people from all over the business who have the passion and influence to make real change. Many of these people can see first hand the issues some students face, and this gives us insight into what needs to change.

    Much of this insight comes directly from our apprenticeship EDI learner data .This allows us to understand the demographics of approx. 60% of our student population. This year, however, we are to launch a new data capture tool to get an understanding of all students.

    So far, our steering group has helped facilitate many internal changes. We now deliver inclusivity training to all managers and tutors in the company, and we have incorporated EDI learner training within our learning platform MyKaplan. We have also reviewed our company policies to ensure that learners are protected as students with us.

    Collaborating with other companies

    We are also focussed on helping people from underrepresented and diverse backgrounds get the career opportunities they deserve. So we’ve started work building relationships with organisations that share our concerns.

    Companies such as Career Ready, RefuAid, and Rareqol have partnered with us to help create internship programmes for those from disadvantaged backgrounds.

    We have also initiated a period poverty pilot and awarded scholarships to those who are disadvantaged.

    But this is just the beginning

    We need to be sensitive to cultural differences internally too...

    From the way we design our apprenticeships and programmes, the way we teach, the way we support and provide services, EDI needs to remain at the forefront of all our thinking.

    And for lasting change to happen, our efforts must be shaped by those affected by discrimination. Feedback is vital.

    So through our annual survey we’re now discovering how inclusive our learners thought we were over the course of 2021, plus we hosted our first Kaplan-wide EDI summit in January this year. Through our EDI focus group meetings, conversations are ongoing so that this subject stays on the agenda.

    We’re listening

    We’re not trying to promote ourselves with this public call to action, we’re trying to hold our hands up and claim that we could do better. The first step towards change is accepting that change needs to happen.

    If you are working for an organisation that shares some of these concerns and you see an opportunity to collaborate then please reach out. Or if you’re a learner and have any thoughts around how we can work better and be more inclusive - get in touch.

  • There’s still a lack of diversity in accountancy, and we want to change that

    by Katy Thomason-Stewart | Feb 10, 2022

    Many areas of society are still underrepresented in the professional services sectors, and we want to use our privileged position to challenge this.

    Now is the time to act. Now is the time to listen.

    It’s been a tough couple of years and we’re proud of what we’ve achieved. But if we’re completely honest with ourselves it’s clear that our sector still mostly serves a specific demographic.

    After some reflection, we realise it's not enough to simply offer the same to every student. Some of our students come to us from more disadvantaged backgrounds: due to their home life, their education, or the discrimination they’ve faced.

    Our Equality, Diversity, and Inclusivity (EDI) steering group

    So in 2020 we put together a team, made up of people from all over the business who have the passion and influence to make real change. Many of these people can see first hand the issues some students face, and this gives us insight into what needs to change.

    Much of this insight comes directly from our apprenticeship EDI learner data .This allows us to understand the demographics of approx. 60% of our student population. This year, however, we are to launch a new data capture tool to get an understanding of all students.

    So far, our steering group has helped facilitate many internal changes. We now deliver inclusivity training to all managers and tutors in the company, and we have incorporated EDI learner training within our learning platform MyKaplan. We have also reviewed our company policies to ensure that learners are protected as students with us.

    Collaborating with other companies

    We are also focussed on helping people from underrepresented and diverse backgrounds get the career opportunities they deserve. So we’ve started work building relationships with organisations that share our concerns.

    Companies such as Career Ready, RefuAid, and Rareqol have partnered with us to help create internship programmes for those from disadvantaged backgrounds.

    We have also initiated a period poverty pilot and awarded scholarships to those who are disadvantaged.

    But this is just the beginning

    We need to be sensitive to cultural differences internally too...

    From the way we design our apprenticeships and programmes, the way we teach, the way we support and provide services, EDI needs to remain at the forefront of all our thinking.

    And for lasting change to happen, our efforts must be shaped by those affected by discrimination. Feedback is vital.

    So through our annual survey we’re now discovering how inclusive our learners thought we were over the course of 2021, plus we hosted our first Kaplan-wide EDI summit in January this year. Through our EDI focus group meetings, conversations are ongoing so that this subject stays on the agenda.

    We’re listening

    We’re not trying to promote ourselves with this public call to action, we’re trying to hold our hands up and claim that we could do better. The first step towards change is accepting that change needs to happen.

    If you are working for an organisation that shares some of these concerns and you see an opportunity to collaborate then please reach out. Or if you’re a learner and have any thoughts around how we can work better and be more inclusive - get in touch.

  • There’s still a lack of diversity in accountancy, and we want to change that

    by Katy Thomason-Stewart | Feb 10, 2022

    Many areas of society are still underrepresented in the professional services sectors, and we want to use our privileged position to challenge this.

    Now is the time to act. Now is the time to listen.

    It’s been a tough couple of years and we’re proud of what we’ve achieved. But if we’re completely honest with ourselves it’s clear that our sector still mostly serves a specific demographic.

    After some reflection, we realise it's not enough to simply offer the same to every student. Some of our students come to us from more disadvantaged backgrounds: due to their home life, their education, or the discrimination they’ve faced.

    Our Equality, Diversity, and Inclusivity (EDI) steering group

    So in 2020 we put together a team, made up of people from all over the business who have the passion and influence to make real change. Many of these people can see first hand the issues some students face, and this gives us insight into what needs to change.

    Much of this insight comes directly from our apprenticeship EDI learner data .This allows us to understand the demographics of approx. 60% of our student population. This year, however, we are to launch a new data capture tool to get an understanding of all students.

    So far, our steering group has helped facilitate many internal changes. We now deliver inclusivity training to all managers and tutors in the company, and we have incorporated EDI learner training within our learning platform MyKaplan. We have also reviewed our company policies to ensure that learners are protected as students with us.

    Collaborating with other companies

    We are also focussed on helping people from underrepresented and diverse backgrounds get the career opportunities they deserve. So we’ve started work building relationships with organisations that share our concerns.

    Companies such as Career Ready, RefuAid, and Rareqol have partnered with us to help create internship programmes for those from disadvantaged backgrounds.

    We have also initiated a period poverty pilot and awarded scholarships to those who are disadvantaged.

    But this is just the beginning

    We need to be sensitive to cultural differences internally too...

    From the way we design our apprenticeships and programmes, the way we teach, the way we support and provide services, EDI needs to remain at the forefront of all our thinking.

    And for lasting change to happen, our efforts must be shaped by those affected by discrimination. Feedback is vital.

    So through our annual survey we’re now discovering how inclusive our learners thought we were over the course of 2021, plus we hosted our first Kaplan-wide EDI summit in January this year. Through our EDI focus group meetings, conversations are ongoing so that this subject stays on the agenda.

    We’re listening

    We’re not trying to promote ourselves with this public call to action, we’re trying to hold our hands up and claim that we could do better. The first step towards change is accepting that change needs to happen.

    If you are working for an organisation that shares some of these concerns and you see an opportunity to collaborate then please reach out. Or if you’re a learner and have any thoughts around how we can work better and be more inclusive - get in touch.

  • There’s still a lack of diversity in accountancy, and we want to change that

    by Katy Thomason-Stewart | Feb 10, 2022

    Many areas of society are still underrepresented in the professional services sectors, and we want to use our privileged position to challenge this.

    Now is the time to act. Now is the time to listen.

    It’s been a tough couple of years and we’re proud of what we’ve achieved. But if we’re completely honest with ourselves it’s clear that our sector still mostly serves a specific demographic.

    After some reflection, we realise it's not enough to simply offer the same to every student. Some of our students come to us from more disadvantaged backgrounds: due to their home life, their education, or the discrimination they’ve faced.

    Our Equality, Diversity, and Inclusivity (EDI) steering group

    So in 2020 we put together a team, made up of people from all over the business who have the passion and influence to make real change. Many of these people can see first hand the issues some students face, and this gives us insight into what needs to change.

    Much of this insight comes directly from our apprenticeship EDI learner data .This allows us to understand the demographics of approx. 60% of our student population. This year, however, we are to launch a new data capture tool to get an understanding of all students.

    So far, our steering group has helped facilitate many internal changes. We now deliver inclusivity training to all managers and tutors in the company, and we have incorporated EDI learner training within our learning platform MyKaplan. We have also reviewed our company policies to ensure that learners are protected as students with us.

    Collaborating with other companies

    We are also focussed on helping people from underrepresented and diverse backgrounds get the career opportunities they deserve. So we’ve started work building relationships with organisations that share our concerns.

    Companies such as Career Ready, RefuAid, and Rareqol have partnered with us to help create internship programmes for those from disadvantaged backgrounds.

    We have also initiated a period poverty pilot and awarded scholarships to those who are disadvantaged.

    But this is just the beginning

    We need to be sensitive to cultural differences internally too...

    From the way we design our apprenticeships and programmes, the way we teach, the way we support and provide services, EDI needs to remain at the forefront of all our thinking.

    And for lasting change to happen, our efforts must be shaped by those affected by discrimination. Feedback is vital.

    So through our annual survey we’re now discovering how inclusive our learners thought we were over the course of 2021, plus we hosted our first Kaplan-wide EDI summit in January this year. Through our EDI focus group meetings, conversations are ongoing so that this subject stays on the agenda.

    We’re listening

    We’re not trying to promote ourselves with this public call to action, we’re trying to hold our hands up and claim that we could do better. The first step towards change is accepting that change needs to happen.

    If you are working for an organisation that shares some of these concerns and you see an opportunity to collaborate then please reach out. Or if you’re a learner and have any thoughts around how we can work better and be more inclusive - get in touch.

  • When to take the postponed CFA December 2020 exam

    by Kieron McDonnell | Oct 22, 2020

    CFA® Institute announced the cancellation of the London test centre for the December 2020 exam due to local COVID-19 requirements and regulations.

    Here’s what you need to know about the December 2020 CFA exam cancellations:

    • If your exam has been cancelled, you can register for any 2021 exam date (you cannot register for another location in December).
    • If you have been impacted by both a June and December CFA exam cancellation, you qualify for a refund from CFA Institute. You must submit your refund request to them between 7th and 21st December 2020.
    • If you currently use Schweser’s 2020 CFA online study materials, we have already extended your access until 15th June 2021 as part of our candidate support program.

    We’ve created a video to help you to understand the changes, your study pathway choices and extra study support provided.

    Alternatively, if you're short on time, you can find out which sittings you can take when by looking at this handy infographic produced by the CFA Institute.

    If you’re currently studying with another prep provider, we’re delighted to give you access to a series of free masterclasses to keep you on track.

    If you have any questions, you can drop us an email at citybookings@kaplan.co.uk.

  • Changes to the CFA Level 2 and 3 exam sitting in 2021

    by Katy Thomason-Stewart | Aug 05, 2020

    On 4th August, CFA Institute announced changes which will impact Level 2 and 3 candidates in 2021. We wanted to share the latest information with you.

    What changes are being made?

    • The Level 2 and Level 3 CFA exams will move from paper-based testing to computer-based testing starting in 2021.
    • The Level 2 and Level 3 exam will be offered two times per year.
      • Level 2 sittings will now be twice a year in May and August
      • Level 3 sittings will be twice a year in May and November

    Level 1 continues as planned with exams in February, May, August and November.

    We’ve created a video to help you to understand the changes and what it means to you. If you have any questions, you can drop us an email at citybookings@kaplan.co.uk.

    The end of the exam hall as you know it

    - Jonathan Bone, Course Director, Kaplan CFA Program

  • How we’ve adapted to Covid-19

    by Katy Thomason-Stewart | Jul 23, 2020

    This year has been challenging for us all, for individuals and businesses.

    As a business ourselves we’ve had to adapt and make huge decisions to ensure not only our survival, but the ongoing success of our students and the businesses we work for.

    Here’s a short clip from our Apprenticeship Partnerships Director, who explains how we’ve changed, and used already existing methods, to support our clients.

    We’ve seen students more engaged with their learning than ever before.
  • Guide to the new apprenticeship funding system

    by Katy Thomason-Stewart | Jan 23, 2020

    Following government changes to the way smaller employers can organise and pay for Apprenticeships, we thought we’d share the most up to date information.

    So here are a series of Youtube “How to” videos, directly uploaded by the ESFA. This offers further insight into the changes that have been made, so you can adapt quickly.

    How to...create an account and accept the employer agreement on the apprenticeship service


    How to...reserve funding, add an apprentice, and use the recruitment tool


    Transition arrangements for smaller employers joining the apprenticeship service.


    For any further information or support on the changes to Apprenticeships, please visit our Employers page.