DIVING IN

Saving a ‘lost generation’

Rebecca Cox

SwimNation sits down with industry experts to discuss why aquatics is bucking the trend to become the ultimate ‘first-time’ career and how the sector is successfully tapping into a young, motivated talent pool

The current landscape for young jobseekers is fraught with obstacles, from the cost of university and student debt to the shrinking availability of entry-level roles. For many young people, the barrier to enter the job market feels as psychological as it is financial. Youth unemployment has hit an 11-year high, with a 14% surge among 18 to 24-year-olds at the start of 2026. With one in six young people who wanted to work unable to find a job, experts fear a ‘lost generation’ as the traditional gateways of retail and hospitality contract. This decline is driven by a convergence of rising overheads, including the April 2026 National Minimum Wage hike and a shift toward AI-driven automation.

A LIFELINE FOR A NEW GENERATION

In response, there has been a significant surge in young people seeking ‘human’ AI-proof careers. For example, UK applications for school teacher training have risen by 13% this year alone. Aquatics offers a similar ‘people’ role. AI proof, but without the academic barriers or heavy debt of a degree. So, while the national outlook is challenging, the aquatics industry is diving in to help.

By stepping onto the poolside, young people aren’t just escaping unemployment statistics; they are entering a sector defined by mentorship, a sense of self value, career pathways and social connection. Whether teaching a child to swim or maintaining the safety of a pool, these roles build a foundation of confidence and professional resilience for their life.

OPINION

Rebecca Cox

Managing Director of the Institute of Swimming (IOS)

“This generation is looking for secure environments where they feel genuinely respected and heard. They want flexibility to balance their lives, competitive salaries that reflect their hard work, and a real sense of responsibility and purpose from day one. Young people are deeply invested in their own wellbeing, and I truly believe working in leisure offers the perfect intersection of all these needs.

Between 2024 and 2025 we saw a 16% increase in the number of 16 to 18-year-olds qualifying with the IOS – 48% of all our learners in 2025 were in this age bracket. It’s a trend driven by a number of factors that set the sector apart. The financial aspect is of course a major draw, with starting pay for swimming teachers significantly outpacing the National Minimum Wage. It’s also an AI- proof role paired with unmatched flexibility.

Perhaps most importantly, at a time when nearly a third of young people not in education or employment cite mental health as a barrier to work, teaching swimming is actively improving it, addressing the mental health crisis head-on. Teaching swimming has boosted overall wellbeing and self-esteem for 90% of our members aged 18 to 24; 90% make meaningful friendships on the job too.

For young people who might lack self-confidence, becoming a swimming teacher is a high-value stepping stone

For young people who might lack self- confidence, becoming a swimming teacher is a high-value stepping stone. More than three quarters of our 16 to 18-year-old teachers tell us they found work immediately upon qualifying and 87% say the role gave them significantly more confidence when applying for further education or other careers.

Our new one-step Swim England qualification also simplifies the learning journey and reduces the cost of qualifying, while maintaining high professional standards. Trainees don’t need to come from a swimming background, and there are no educational requirements to enter the training. Once qualified, they’re poolside- ready and highly employable. For those who aren’t quite ready for the full qualification, our new one-day Learn to Swim Helper CPD is a fantastic entry pathway for anyone aged 14+.

Across every discipline, the leisure sector has a shared responsibility to open doors and inspire the next generation. By coming together with CIMSPA, we can shine a brighter light on the diverse and rewarding routes into our industry. Collectively, we have the power to raise the profile of this incredible sector and create meaningful opportunities for the future.”

People

TALKING HEADS

Jo Talbot

Commercial Director, RLSS UK

“Lifeguarding has always been a profession powered by young people, and that hasn’t changed. Between April 2025 and March 2026, 71% of those achieving their National Pool Lifeguard Qualification (NPLQ) were aged 16 to 18. For many this is a flexible way to support themselves through school or university, and we embrace that. Whether they stay with us for a season or a decade, the NPLQ is a fantastic launchpad. It’s also worth eight UCAS tariff points; so an even more valuable asset for those heading toward higher education.

However, the real value of lifeguarding goes far beyond the qualification itself; it’s about the life skills gained. We found that 93% of lifeguards feel the role enhanced their communication skills and 89% reported a significant boost in self-confidence. Some young people find public interaction scary, which is why our training is so hands-on. We use structured role-play and real-world scenarios to teach young people how to handle sensitive or challenging situations professionally. By the time they step onto the poolside, they aren’t just trained in safety; they are mentored in the art of communication.

While many use lifeguarding as a stop-gap, there is also a clear pathway for those who want to go further, naturally progressing into roles like Duty Manager, Swim School Manager or Lifeguard Trainer. Our Rookie Lifeguard and National Lifesaving Academy programmes support these pathways, taking children as young as seven and building their water safety competence step-by-step. By the time they’re old enough to work, they have a foundation of discipline and knowledge that makes them incredibly employable, in any industry.

Ultimately, our goal is to develop confident, capable individuals and help them prepare for the realities of the working world. Whether they use those skills to save a life or simply carry themselves with more confidence in a future interview, the pool is where that transformation begins.”

By the time they step onto the poolside, they aren’t just trained in safety; they are mentored in the art of communication

TALKING HEADS

Kaylë Brightwell

Director of Education, STA

Aquatics is playing an increasingly important role in supporting young people into employment Swimming teaching offers flexibility around education and part-time work, alongside a meaningful career with transferable skills and competitive pay

Over the last 12 months, 23% of swimming teachers qualifying through STA were aged 16-18, with a further 42% aged 18-24 We expect this to accelerate with the introduction of our new Level 2 Swimming Teacher Qualification, designed to create a clearer, more accessible route into the profession

Learner needs have changed and it is essential we continue to evolve in response Today’s learners expect flexibility, accessibility and support, and through collaboration with tutors, learners and employers, we have evolved our delivery models to include blended learning, digital resources and more flexible pathways that reflect this

We also offer stronger entry routes into the sector Our Aquatic Helper programme engages13 to 15-year-olds, while apprenticeship pathways, including the Leisure Team Apprenticeship supported by Excel Me, provide a structured route into sustained employment Across our Approved Training Centres, innovative outreach in sporting and community environments is also helping broaden access to more diverse audiences CPDs such as STA’s People Developer course also support teachers to better engage younger learners, while partnerships like Bold Waters are creating more inclusive pathways

Cost continues to remain a barrier, which is why we are launching a new charity campaign called The Ripple Effect, which builds on the success of STAnd Up for Swimming, where 900 teachers were trained and 86% secured employment This introduces a sustainable, long-term bursary model that widens access while strengthening the future workforce

Ultimately, it’s about listening, evolving and adapting to meet young learner needs, while aligning with professional standards and employer expectations

From lifeguarding the pool to managing the fairway At just 25 years old, Joe Dobb is taking the helm as the new Centre Manager at Mytime Active’s Orpington Golf Centre

Joe’s journey with Mytime Active began four years ago after he graduated from Buckinghamshire New University with a degree in Accounting and Finance

As a competitive swimmer for the Bromley Swimming Club, he originally began lifeguarding at Mytime Active as a practical way to earn money while he applied for graduate schemes and internships

However, Mytime Active quickly recognised Joe’s potential He gained his Level 2 swimming teacher and coaching qualifications with the Institute of Swimming and was soon promoted to Swimming Coordinator at West Wickham Leisure Centre He also gained his RLSS Trainer Assessor course and delivered multiple lifeguard NPLQ courses for Mytime Active

Since then, his rise through the ranks has been remarkably rapid He was promoted from Swimming Coordinator to Operations Manager, overseeing multiple sites, before becoming Centre Manager at Orpington Golf Club

Joe explains “I didn’t plan my career this way, but I am extremely pleased with how it’s fallen into place I originally wanted to go into finance, but my work with Mytime Active is much more varied and interesting I love the training I’ve received and feel valued in my work Every day is different, which keeps me both motivated and on my toes I really enjoy what I do, and there is a great team around me

“Although working in leisure started as a part-time stop gap, it has transformed into my full time career, with many possible pathways to explore Ultimately, I hope to move into regional area management and then beyond”