The construction industry’s depleted workforce has become an increasingly pressing issue in recent years, with the 2023 UK Trade Skills Index estimating that 937,000 new recruits will be needed in the coming decade to ensure the construction and trades industries are fully resourced. The skills shortage increased from 29% to 55% in 2021 alone; so, with more than 35% of the workforce aged over 50, how can construction increase its appeal amongst younger generations?

Training schemes

Apprenticeship or training programmes offer a clear entry into the profession that also ensures that any new talent is up to scratch with the necessary skills. Many of Generation Z (currently aged between 12 and 27) were still in education when the Coronavirus pandemic hit, meaning much of their childhoods were spent online. As they enter the world of work, they may benefit from schemes that teach them vital soft skills, such as problem-solving and effective communication, in addition to the practical skills required for the job at hand. Similarly, a mentorship programme could help new starters to feel supported, as they know where to turn to for help.

Digital literacy

Some construction workers have found it difficult to adapt to the digitalisation of processes, which has only intensified since the pandemic. Tech-savvy Gen Z, the first generation of ‘digital natives’, could therefore be exactly what is needed to bring the industry up to date. Employers could therefore attract younger talent by promoting opportunities to work with new and exciting digital tools. Not only would this help to attract new generations to construction and tackle the burgeoning skills shortage, but it would also work to challenge the idea that construction is slow to adopt new technologies. 

Greater representation

Only 11% of construction workers are women, and 5.4% are from a Black, Asian or minority ethnic (BAME) background. People from such backgrounds may therefore feel put off from entering the industry because they don’t see people like themselves working in these types of jobs. In fact, a 2020 study found that nearly three in four students believed that BAME individuals would face prejudice in the workplace.

Changes therefore need to be made in order to build a diverse workforce that better reflects the UK population. Those already in the industry may benefit from undertaking Diversity & Inclusion training to boost their awareness of how to foster an inclusive working environment. The appropriate steps can then be taken to bring in applications from those who may not have previously considered a career in construction.

Retention

Recruiting staff members is one key step to rebuilding the workforce, but retaining existing workers is equally as important. Employers may wish to consider how they can support career development by providing opportunities to upskill – for example, some companies schedule Staff Development Days. These look different depending on the workplace, but could present a chance for employees to take stock, self-evaluate and undertake additional training – either as a team or individually.