Ian Hughes, engagement director Scotland, CITB, tells Project Scotland why the construction skills system must be ‘fit for purpose’ to achieve ambitious plans
THE construction industry is facing a pressing need to expand its workforce to meet growing demands. Recent statistics reveal that Scotland alone will require over 26,000 additional construction workers by 2028 to keep pace with the expected surge in projects.
Despite the UK construction sector welcoming 200,000 new workers last year, it saw a net loss of 210,000. In Scotland, construction output is projected to rise by 2.1% annually through 2028, but the gap between labour supply and demand threatens the industry’s capacity to fulfil key projects, including crucial housebuilding targets.
It’s clear that a strong pipeline of apprentices and construction workers is required to meet demands and tackle the industry’s future challenges. There’s also a requirement to explore alternative pathways into construction employment to enhance recruitment strategies and training programmes. This approach will not only help replace those exiting the industry, but also better prepare the workforce for the future. By enhancing recruitment strategies and training programmes, the construction sector can bridge the gap between demand and supply, ensuring a sustainable and skilled workforce for the years ahead.
Streamlining the apprenticeship system
Apprenticeships have always been a core route into the construction industry, especially so for young people. Last year, the Construction Industry Training Board (CITB) helped over 29,000 apprentices during their courses, which was a 30% increase over the previous two years. This was in part made possible through expanded National Construction College (NCC) delivery, and the launch of the New Entrant Support Team (NEST), a team dedicated to supporting employers with apprentice recruitment and retainment.
In Scotland, apprenticeships are an important pathway into construction, and there’s a variety of roles available and opportunities for progression. The wide range of organisations involved in providing apprenticeship schemes provides the adaptability required to offer training in over 80 qualification frameworks, spanning industries such as construction, financial services, and childcare, among others. However, while the apprenticeship system is effective in terms of numbers, there are too many touchpoints, and it could do with being streamlined.
Earlier this year, the Scottish Government launched a consultation on proposals that aim to simplify the responsibilities for apprenticeships and student support, recognising that the system needs simplifying to become more effective and encourage apprentices to stay in their roles for longer.
The German apprenticeship model, also known as the dual system of vocational education and training, is an effective model in addressing labour needs. Germany’s vocational college model essentially created ‘centres of excellence’. Instead of having 200 colleges all doing the same thing, they created construction centres. The model offers a compelling alternative to less effective training systems. By integrating theoretical learning with practical application, aligning closely with industry needs, the German vocational model is globally leading in terms of employee skills and retention. Streamlining the Scottish apprenticeship offering could be highly beneficial, especially in the current context of increased construction demand.
Creating a more robust future for the construction industry
Aside from simply offering alternative pathways into development, the construction industry needs to be more attractive to new entrants, and able to retain existing employees. Currently some 60% of further education learners on construction courses do not end up in the industry.
Compared to industries like offshore energy, the salaries of the construction industry pale, despite requiring similar skills to some extent. As the pressure on the construction industry increases, there needs to be more incentives – both for those looking to join, and those already in the industry – such as increased benefits and offering suitable training for career progression.
For construction employers to have the capacity to offer alternative pathways into construction employment, they also must be supported. This can involve events designed for construction employers to dive headfirst into critical topics and discuss challenges, such as CITB’s first Scottish Construction Skills, Training and Community Wealth event that took place in September. Employer Networks are another initiative aimed at engaging employers and training providers, strengthening networks and creating a more robust future for the entire industry.
The future of the construction industry
Scotland has multiple large construction investments underway, including the proposed debris flow shelter for the A83 at Rest and Be Thankful, the £25 million hydrogen demonstration network in Fife, and £200 million towards the mains replacement for Scottish Gas Networks. They also need to help fulfil the ambitious construction plans set out by the Government and provide suitable skills training to meet new construction needs.
To achieve these ambitious plans and be able to rise to the predicted increased demand, Scotland needs to remain committed to ensuring the construction skills system is fit for purpose to deliver on the great opportunities across Scotland now, and in the future.
