The UK construction industry is experiencing an undeniable skills shortage. This is concerning as housebuilders aim to meet the Government’s target for new homes and the recovery looks set to be infrastructure led. This skills shortage may also impact the move towards sustainable developments and reaching net-zero carbon targets in our cities.
One of the biggest contributors is the average age of construction workers. The 2011 UK census found that 20% of construction workers are over the age of 55 – the sector is going to have to address the 750,000 workers that could retire or be on the verge of retiring now, and in the next 15 years.
At the other end of the spectrum, the sector is failing to attract enough young people into construction careers, particularly women. Perhaps due to false perceptions of culture, or due to the consensus amongst young people that the industry does not readily embrace the technological advancements that their generation are so familiar with. Construction is generally seen as one of the least digitalised UK industries.
In our previous blog, Women in Construction: Addressing the Gender Imbalance, we looked into the lack of gender diversity in the UK construction workforce. The lack of diversity does not end there, according to the Office for National Statistics, only 12% of UK construction workers are ethnic minorities. We cannot address the skills shortage, without actively addressing this shortfall.
The effects of the skills shortage are not felt equally across the industry. Larger companies with more funding, are generally able to invest more in learning and development, and therefore suffer less from the shortfall of skilled workers than small and medium sized construction firms.
Reassuringly, over 60% of employers in the sector have already implemented some form of skills development. However, this leaves 40% of companies without sufficient training and potential for career development. These initiatives can help companies retain their best talent and attract new talent to the industry.
This has been recognised by policy makers. In the West Midlands, the Combined Authority Construction Gateway programme works with developers, contractors, and colleges to help people into the industry. The programme removes some of the barriers to entering construction.
However, as an industry, we must continue to work with schools and colleges to eliminate false perceptions and show that construction can offer great career development in a huge variety of roles. In doing so, we will encourage new talent and increase the diversity of the workforce.
We must also ensure we are offering real progression from apprenticeships, as many companies have been criticised for using them to gain cheaper labour and offering no real development following the completion of large projects. Ways to tackle the crisis could include:
Increase education (at Early learning level)
To ensure that the future workforce in construction is vibrant and engaged, young people need to be re-educated about what construction is really like. Sometimes it is not the children who need educating but actually their parents who have a false perception of the industry, this is also sometime a cultural issue which needs addressing.
Look for skilled workers in the right places
Other skilled worker groups from outside of the industry can offer a new talent pool from which the industry can recruit. For example, over 14,000 leave the military every year with transferable skills at their disposal.
Embrace modern methods of construction
We know a problem impacting the industry’s image is the apparent lack of technological innovation.
The government has reportedly already been warned by the Housing, Communities and Local Government Committee that an over-reliance on traditional building methods will see the UK fall short of its home-building targets.
To keep the industry on target, construction companies need to look outside the norm and embrace more modern techniques. From off-site construction, manufacturing and assembly to modular constructions, there are several routes companies can take to improve efficiency while maintaining quality.
The full impact of Covid-19 on the industry remains to be seen, but with cities looking to meet net-zero carbon targets and housebuilding targets set to remain in place, the industry will need to step up to the challenge of closing the skills gap.
