Let’s take a look at some of the trends behind this problem, and see what firms might do to get around it.
Understanding the Skills Shortage in the UK Construction Industry
According to the UK Trade Skills Index 2023, around 937,000 new recruits will need to be drafted into the construction and trades industry over the coming decade. This shortfall has been driven by a range of factors. The COVID-19 pandemic made it difficult for new recruits to train and gather experience. The economic downturn that followed it has slowed down construction efforts, too. According to data from the Financial Times, 2021 saw the lowest annual number of registered apprentices since 2010.
Britain’s workforce, more generally, is ageing. Around a third of construction workers are older than fifty, which is a problem in an industry as physically demanding as this one. Older workers benefit from experience, but they’re also slower and more vulnerable to injury, especially if they’re performing tasks that might otherwise be entrusted to a younger person on site. More concerning is the fact that many of these older workers will soon exit the industry, which will worsen the problem for their junior colleagues.
Training and Apprenticeships: Investing in the Future
So, what’s the solution? The most obvious one is to recruit more workers, and to make the industry more attractive for young people. Companies might invest in training and apprenticeships to protect their own futures. There are also government schemes and initiatives aimed at helping. The Construction Industry Training Board is a public body dedicated to working with the industry to provide exactly this. Fundamental skills, like laying bricks, remain in high demand – and they’ll be critical to the industry for years to come.
Attracting a Diverse Workforce
Ethnically speaking, the UK is more diverse than it ever has been. It’s therefore critical that recruiters find a way to bring in workers from a variety of places. If young people of a certain economic or religious background can’t see themselves working on a site, or perceive that they will not be welcomed, then this will be a major problem for the industry.
In the UK, employers are legally bound to provide opportunities for everyone, regardless of their sex or race. Making members of minority groups visible in advertising and promotional material can help to entice other members of those groups into the industry.
Embracing Technology and Innovation
New technologies can make construction projects more productive. Thus, even if there are fewer people on a site, the same amount of work might be done. You might think of administrative work that can be cut out by photographing sites and documenting completed work. Other technological aids, like laser spirit levels, can help to get the job done quicker, and to a higher degree of accuracy.
Enhancing Recruitment and Retention Strategies
Enticing people into the industry might mean offering them more money, and a more obvious path upward. If prospective new recruits feel that the industry isn’t for them, or that they won’t have a chance to progress, then they’ll look elsewhere.
Collaboration and Industry Partnerships
The pathway from education to the workplace isn’t always straight. Employers and training providers might therefore work alongside one another to identify skills gaps, and to provide educational opportunities accordingly.
