As a European leader in digital transformation, we work with the UK government as well as some of the world’s biggest brands, to transform the services they offer to citizens, customers and communities.
More than 80% of our work involves supporting vital services that touch the lives of many people in the UK, placing people at the heart of everything it does. We’re passionate about evolving and creating a broad range of opportunities to help people from
a diverse range of backgrounds launch or change their career. One way we’re doing this is through our Future Careers programme.
Future Careers
As the world of work is changing rapidly, organisations must rethink how they continue to attract and recruit talented people. It's clear that we need to help individuals develop the skills that are needed - not only now, but in the future. This means
diversifying entry routes and training programmes to keep up with real-time advancements across the tech industry.
Sopra Steria’s Future Careers programme includes a range of different approaches designed to attract, develop and retain talent with a focus on re-skillers, returners, and individuals from communities currently under-represented in the industry.
Due to the rapid rate of change, and the increased competition for talent in the technology sector, we recognise the need to look beyond traditional career routes. A flexible approach is needed to help recruit and develop people for entry level roles.
Career progression isn’t linear for everyone, and people don’t always take just one career path in their working life, so we have created something unique to reflect this.
Digital Academy
The Digital Academy (formerly known as ADCA - Accelerated Digital Careers Academy)- is a training programme offering people access to the latest digital technology skills, as well as several months of structured training.
The academy is designed to recruit for potential with minimal barriers to entry, as specific qualifications and work experience aren’t needed. Instead, an online aptitude test is used to identify career-path suitability based on the individual’s existing
strengths. The focus is to open routes to technical careers for those who may not have previously had the opportunity.
To keep up with evolving skills people need agility in developing skills and the Digital Academy is designed to create this while getting people that may have been out of education for a long time back into learning.
Reaching and attracting candidates
The recruitment process culminates in a relaxed ‘Insight Day’. This includes an interview which is a two-way conversation, guided by the findings of the aptitude test rather than what is or isn’t on the person’s CV.
There are no requirements when applying, beyond the applicants being over 18 years of age, many of our current trainees have had previous work experience or are looking for a career change. The main ask during the recruitment process is that candidates
are willing to be adaptable and open-minded to their career pathway as they could go into many different roles.
Our unique approach
Those who join the Digital Academy are offered an unconditional permanent job as we understand that it can take different people different lengths of time to get up to speed, especially when it comes to reskilling. To have the right support in place,
Career Managers are on hand to individuals throughout the programme.
The main change in this year's Digital Academy was that we moved away from pathway specific training (including Project Management and Software Development) in the early phase to allow our new starters to be trained cross functionally and keep their options
open. We designed a 9-week structured learning experience for the trainees which would provide them with a range of fundamental technical knowledge and professional skills which would equip them to go into a multitude of different roles. This first
phase of training included a blend of self-directed learning, classroom courses, and work on a team project, so, there’s a learning style to suit all needs. The second phase of training is focused on setting up for success and getting operational
through deployment and shadowing in one of Government and Transports various business units. Development at this stage is focused on peer learning, mentoring and setting out great practices such as objectives.
Post programme there is a third stage where the individuals continue to have access to support which is tailored to the individual’s needs.
The story so far
The first ADCA cohort of 69 new colleagues started in March 2023, joining Sopra Steria across the UK in offices in Edinburgh, London and Hemel Hempstead. The second year of the Digital Academy built on this success where we hired a further 25 recruits
from internal referrals and in partnership with The Princes’ Trust.
Junior Junaid one of last years ADCA Alumni, said “ADCA has given me a new opportunity in life to actually do what I have always wanted to do in the technology space. Without ADCA I don’t know how I would have achieved this.”
Adrian Fieldhouse, Managing Director in Government and Transport sector, Sopra Steria summarised his thoughts;
“A diverse workforce that’s representative of the communities we work in and serve is extremely important to us. I'm extremely proud of our ADCA programme, removing unnecessary barriers and opening up our organisation to truly talented individuals. They've
made a huge impact already and we’re proud they chose Sopra Steria.”
As we continue to expand our initiatives, Sopra Steria remains committed to empowering individuals and fostering a diverse workforce that reflects the communities we serve. By offering tailored career development opportunities and removing traditional
barriers to entry, we are not only shaping the future of digital transformation but also creating meaningful and lasting change in the lives of our employees. Through continuous investment in skills, education, and training, we are building a foundation
that supports long-term growth, innovation, and sustainability for both our workforce and society.