Construction stands at a crossroads. Completion of projects are at risk from a range of threats: grappling with a growing skills shortage that threatens not just the completion of projects, but the very fabric of its future.
With projections from the Construction Industry Training Board warning of a not-inconsiderable labour shortage in the near future, stakes have never been higher. As the industry evolves—embracing sustainability, digital transformation, and new regulatory demands—outdated skills and a lack of training opportunities leave a gaping hole in the workforce. This is not merely a statistic; it’s a wake-up call.
Much of our recent research supports the industry’s feelings - 67.5% of construction professionals we surveyed believe the level of skill across the industry today falls short of its’ current requirements, and a further 61% of respondents think up and re-skilling will be vital for cultivating a competent workforce. The message is clear: if we want to navigate this crisis successfully, we need to rethink how we attract, train, and retain talent in our industry.
The challenges are not insignificant
As our industry evolves, so too must the core skills. Current workers must be familiar with modern techniques and compliance standards. Unfamiliarity leaves us at increased risk of inefficiencies and compromised quality. While companies are aware of the ever-pressing need to upskill, access to training programs can create a bottleneck. Small and medium businesses, as with many things, may bear the brunt of these limits – they may lack the resources to invest in training initiatives. The onus is on us, as a wider industry, to foster a culture of continuous learning.
A second, perhaps more complex, hurdle is presented by an aging workforce. Skilled tradespeople are reaching retirement age at rapid pace. But as they hang up their tools, ready to embrace their twilight years and daytime telly, younger colleagues with whom to pass their lifetimes’ trade secrets with are missing. Departing workers leave a vacuum in the workforce, but attracting younger talent is tough.
The cyclical nature of the construction industry often places training on the back burner. When times get tough, immediate project needs are often prioritised over long-term development. This approach, which may be considered short sighted, creates a self-fulfilling cycle of underinvestment in skills, further widening the gap. To move forward, we must change our mindset from reactive to proactive - the future of our industry may well rely on a well-prepared workforce.
Building the bridge
The construction sector must take bold, strategic steps forward. Action must be taken to prioritise upskilling and training initiatives, and promote careers in construction to a wider audience.
New approaches and solutions may be required. Better collaboration with the education sector, for example, can facilitate skill development that directly align with both industry requirements and workforce needs. By championing lifelong learning, we cultivate a workforce that is not only competent but also adaptable to change. Technology should also be welcomed with open arms to re-invigorate training. Educational resources have never been so immersive or accessible, providing greater flexibility and making learning suitable for a broader range of needs.
It’s also time to reframe the narrative around construction careers. Broadening public perception of what it means to work in construction, and highlighting the innovative aspects of the industry makes it more attractive to younger talent. Engaging with schools and communities will help demystify construction roles at a younger age.
A more committed approach to diversity may also bring long-awaited change. Diversity should not be viewed as a social responsibility; rather, a catalyst for growth. Inclusive practices and fostering supportive working environments and cultures allows diverse teams to grow organically. And to great benefit: incorporating a greater range of world views and lived experiences naturally makes teams more innovative and better equipped to tackle complex challenges.
The way forward
The skills shortage is not an insurmountable obstacle, but we must treat it as an opportunity for transformation. Investing in training and embracing advancements is key to creating a workforce prepared to meet the challenges of the future. Our research found what we already know to be true - the path to a skilled and competent workforce will lie in upskilling our existing talent and, above all, embracing change in all forms.
The time for action is now. Let's rise to the occasion, transform our industry and build its’ future.
