Despite being built on efficiency and competition, the logistics industry, like many others, often overlooks investing in young people. In a sector that routinely faces skills shortages, this represents a significant missed opportunity, not only for our industry but for young people and the wider economy.
Last week, former health secretary Alan Milburn released an interim report which found that the number of NEETs (those aged 16-24 not in any form of employment, education or training) has risen to more than 1 million, costing the UK government an estimated £125bn a year!
According to the report, data from the Office for National Statistics (ONS) shows that the number of entry-level jobs has sharply declined. Many young adults face structural barriers when entering the workforce, caught in a cycle where they need experience to secure a role but struggle to find employers willing to provide that first opportunity.
While much of the conversation focuses on the challenges facing young people, there also needs to be greater recognition of the role employers play in shaping access to these opportunities. Without targeted support, they risk being permanently excluded from an industry that should be offering them long-term, stable and lucrative careers.
At the same time, many businesses continue to operate in a challenging economic climate, with pressures on cost, productivity and growth. Investing in early-career talent requires time, training and resources, but without it, the long-term impact on skills shortages and workforce sustainability will deepen.
Investing in early careers offers a competitive advantage
At Baxter Freight, we believe that investing in young people is not just a social responsibility but a strategic business decision. By attracting people with fresh perspectives, curiosity and a willingness to learn, creates opportunities for innovation and collaboration across the business – helping futureproof our business.
This means looking beyond immediate experience and focusing on long-term potential, recognising that entry-level talent (when supported correctly) can become a business’s most valuable asset.
By providing structured entry points such as graduate roles, 1-to-1 coaching and hands-on training, businesses can shape engaged, loyal employees from the ground up. Creating accessible entry routes into professional careers is critical not only for individual development but for building a sustainable talent pipeline. This early investment builds competence and confidence, while creating a workforce that grows with the organisation and helps shape its company culture.
Baxter Freight opportunities for under 24s
Part of our mission as an ethical, people-orientated and planet-focused logistics provider is creating a workplace where employees feel valued, supported and able to develop.
Our ethos is to promote from within wherever possible, with five employees who started their careers as Graduate Account Managers already progressing into leadership roles this year alone. We’ve also created an additional 28 graduate account manager roles for 2026 to support our growth and show our commitment to developing the next generation of talent.
We’ve seen first-hand the value that young people bring to the business – from fresh perspectives and curiosity to a willingness to learn and grow in a fast-paced environment.
This is a fantastic opportunity for recent or upcoming graduates who want to grow, make an impact and be part of a values-led organisation.
Developing the next generation of logistics leaders
In the last 6 months, we’ve added 27 new people to Team Baxter and 37% of those have been aged under 24. The 28 new positions as part of our graduate scheme represent another 20% increase in our current workforce, taking our total headcount 167 employees.
Successful candidates will be responsible for developing customer relationships, identifying opportunities for commercial growth, and working closely with clients and the wider team to develop bespoke supply chain solutions; with Graduate Account Managers typically moving from ‘Stage 1’ to ‘Stage 5’ within four years.
With salaries starting from £30,000 and rising to £50,000, an uncapped bonus, plus a company car once you become a Senior Account Partner, this structured development journey is designed for ambitious, resilient individuals who enjoy building relationships, solving customer challenges, identifying opportunities and making a tangible impact in a people orientated, environmentally conscious business.
Regardless of their role, we also offer our employees a comprehensive benefits package, including a company funded dental plan, gym allowance, sustainable travel allowance, enhanced wellbeing support and regular social and community activities.
As logistics leaders, we have a choice: to see barriers, or to see potential, and, at Baxter Freight, we believe attracting and investing in talented young people is essential to building a sustainable future. The conversation around NEETs often focuses on the economic cost, but there is also a significant opportunity for businesses to access a skilled and motivated talent pool.
By creating supportive environments, high-quality early-career roles, and clear development pathways, we’re not only helping young people get the hands-on experience to build meaningful careers but also moving barriers to entry and widening access to professional opportunities, strengthening our industry in the process.
Interested in becoming a part of Team Baxter?
