Innovation for extreme environments: the apprenticeships building next gen engineers at Westek
Westek Technology’s work is specialist by design. The organisation develops rugged IT for environments where failure is not an option, supporting “mission critical” requirements in the harshest conditions.
Pete Brundell, Head of Technical, explains the nature of the business in simple terms.
“We were formed in 1986/7. We are a manufacturer of rugged IT equipment… computer equipment to handle shock, vibration, and high and low temperature systems for very hostile environments.”
And he’s clear that this is a skills-driven business that relies on people who can think in unconventional ways.
“It’s a very niche company that has to think out of the box and requires a lot of people with a lot of skills—people that think differently.”
For Westek, apprenticeships are a way of strengthening capability in a fast-moving technical environment.
“Westek Technology employs apprentices to allow us to have a formalised approach to technology, innovation, and engineering. It gives us the critical skills we require for designing systems that are designed for unusual environments—extreme environments. Formalised training can nurture individuals to think differently. It’s also bringing new ideas. We’re constantly innovating all of the time.”
Wendy Dorkin, Head of Human Resources, emphasises that apprenticeships can be just as powerful for existing employees—especially where someone has learned on the job over many years.
“Somebody like Ike [Shackleton] has worked here for years, and he’s learned the job and very hands-on skills. Sometimes when you go through that without the formal training, there may be some gaps.”
For Westek, apprenticeships provide a structured way to close those gaps—benefiting both the individual and the organisation.
“This enables him to fill in any gaps and also to get the qualification—and for us to upskill our people.”
A key message from Wendy is that Westek’s apprenticeship activity sits inside a wider invest in people culture.
“We are passionate about investing in people and about everybody being able to have the opportunity to reach their full potential. This helps us to nurture people’s talents and to help them to progress with their career. It helps upskill all our workforce within the company as well, retain good staff, and we benefit from the additional skills that people learn.”
That message is reinforced by the longevity of the leaders. Pete joined Westek in 2007 and now leads the technical function. Wendy joined in 2019 and leads the HR department, with a focus on wellbeing and personal development. Together, that continuity supports the point they’re making: Westek invests in people for the long term and expects growth and development to be part of the deal.
Westek’s experience of apprenticeships is described as strongly positive and something they plan to expand as the business continues to grow.
“As we grow, we want to be looking at bringing more apprenticeships indirectly from school or from college. It’s been a very positive experience… something that we want to continue.”