The construction industry is facing a serious challenge: how to attract, retain, and develop skilled workers in a competitive and dynamic market. According to a report by the Construction Industry Training Board (CITB), the UK needs to recruit 217,000 new workers by 2025 to meet the demand for new projects.
However, the industry also suffers from an aging workforce, high turnover rates, and a lack of diversity and inclusion. How can construction managers address these issues and ensure a sustainable and productive future for their sector? In this article, we will explore some of the strategies and resources that can help you deal with the skills gap and labor shortage in the construction industry.
Assess your workforce needs
The first step to tackling the skills challenge is to understand your current and future workforce needs. You need to identify the skills, competencies, and qualifications that are essential for your projects and goals, as well as the gaps and shortages that may hinder your performance. You can use tools such as the CITB's Skills and Training Framework, which provides a comprehensive overview of the skills landscape and the training opportunities available for the construction industry. You can also conduct a skills audit, a survey, or a focus group to gather feedback from your employees and stakeholders on their skills and development needs.
This can be much simpler…
Besides needing to learn the skills specific to a particular trade, the skills gap in construction includes the need for better math skills, the ability to read construction drawings (blueprints), the ability to communicate and collaborate well, and moving forward, the ability to use technology to do things like make site observations and complete reports.
Invest in training and development
The second step is to invest in training and development for your existing and potential workforce. You need to provide opportunities for your employees to enhance their skills, knowledge, and career prospects, as well as to attract new talent and retain them. You can use various methods and platforms to deliver training and development, such as apprenticeships, mentoring, coaching, online courses, workshops, and seminars. You can also access funding and support from various sources, such as the CITB's Levy and Grant Scheme, which offers financial assistance for employers who invest in training and development for their staff.
Employers investing in training is critical for the future of the industry. Not only do we need to address trade skills, but we are facing the emergence of more widespread use of technology in construction that will require up-skilling even our most seasoned trade professionals. Construction companies need to consider the following:
· internal training programs, which can be as simple as having your supervisors and leaders conduct a short workshop each week
· on-line learning, using a robust library of courses such as LinkedIn Learning, that can be completed on demand and at their own pace
· Internal mentorship programs where seasoned professionals are paired with people new to the industry
Promote diversity and inclusion
The third step is to promote diversity and inclusion in your workforce and culture. You need to ensure that your recruitment, retention, and promotion practices are fair, transparent, and inclusive, and that you respect and value the differences and contributions of your employees. You can also take steps to widen your talent pool and reach out to underrepresented groups, such as women, ethnic minorities, young people, and people with disabilities. You can use initiatives and networks such as the CITB's Be Fair Framework, which helps employers to implement diversity and inclusion policies and practices in their organisations.
In many cases, the historic culture of the construction industry has excluded groups such as women in construction. In order to fill the gaps in the workforce, we will need to take proactive steps to eliminate the things that have made working in construction objectionable to these groups.
Collaborate with stakeholders
The fourth step is to collaborate with stakeholders who can help you address the skills challenge and share best practices. You need to build and maintain relationships with key partners, such as education providers, industry bodies, trade associations, local authorities, and other employers. You can also join or create forums and platforms where you can exchange information, ideas, and resources, such as the CITB's Construction Skills Network, which provides data and insights on the skills demand and supply in the construction industry.
Trade associations, labour unions, and large employers can all be sources of formal apprenticeship programs which are generally better at turning out qualified trades people. Many universities and colleges have existing construction management programs, but are in need of industry collaboration to keep these programs relevant.
Innovate and adapt
The fifth step is to innovate and adapt to the changing needs and expectations of your customers, employees, and the market. You need to embrace new technologies, methods, and solutions that can improve your productivity, efficiency, and quality, as well as reduce your costs, risks, and environmental impact. You can also foster a culture of innovation and learning in your organisation, where you encourage your employees to experiment, challenge, and improve their ways of working. You can use tools and frameworks such as the CITB's Innovation Fund, which supports employers who want to develop and implement innovative solutions for the construction industry.
Engage with research and publications
The sixth step is to engage with research and publications that can inform your decision-making and strategy. You need to keep up to date with the latest trends, developments, and challenges in the construction industry, as well as the best practices and recommendations from experts and practitioners. You can use sources such as the CITB's Research and Publications Library, which offers a range of reports, guides, case studies, and newsletters on various topics related to the construction industry. You can also subscribe to journals, magazines, blogs, podcasts, and webinars that can provide you with valuable insights and perspectives.
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