UK construction continues to face many challenges, from high insolvency rates to volatile market conditions, yet as the skills gap continues to widen, the industry must explore new ways to attract a younger pool of talent.
According to CITB, an average of 41,200 extra workers will be needed each year between 2026-2030 to sustain overall workforce levels, as people leave the industry.
Despite its position as one of the UK’s largest sectors, only 19 per cent of the construction workforce is under 25. With recruitment failing to keep pace, and experienced professionals leaving the industry, questions remain over what the future of construction will look like.
Alongside this, the number of young people not in education, employment or training has exceeded one million for the first time since 2013.
During National Apprenticeship week in February, the government announced plans to create 13,000 apprenticeship schemes and T-level placements to support bricklaying, plumbing and engineering training.
The initiative is part of the prime minister’s target to have two-thirds of young people in training, employment or education by 2028.
Additionally, colleges can now bid for a share of £300 million to provide additional spaces for 16-19 year olds and “expand” construction training provision.
In a report done by Barratt Redrow, attributes within the construction industry aligned closely with Gen Z values. The cohort, born between 1997-2012, said they wanted careers that offered progression, stability and good pay, yet only 9 per cent saw construction as their top choice.
In a statement, David Thomas, chief executive at Barratt Redrow said: “Young people joining our workforce want practical skills, financial security and careers where they can see the impact of their work.
“Construction is well placed to offer all of that, with a wide range of roles, great pay and job security, whether through apprenticeships, graduate programmes or professional careers.
“As the industry faces a growing skills gap alongside increasing demand to build, investing in the next generation through skilled apprenticeships that lead to long-term careers, is not just good for construction, but essential for the future of UK housebuilding.”
‘Construction is well placed to offer … a wide range of roles, great pay and job security’
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That being said, smaller construction firms often lack the resources to take on new apprentices in the same way larger companies can, limiting early pathways into the sector. As a result, greater government support will be essential in widening access and building a more inclusive pipeline of future talent.
Young people are also increasingly seeking career opportunities that will remain resilient as we move towards greater AI-driven automation, and attracting more young people to the industry should begin in school.
The success of sectors such as banking and finance in securing new talent is often attributed to their proactive approach to early engagement and recruitment. However, a survey conducted last year by the Chartered Institute of Building of 2,000 16–24-year-olds found that 47 per cent reported construction was not covered when receiving career advice at school, indicating an overall lack in knowledge around what the industry has to offer.
Moreover, 28 per cent of the respondents felt that construction was inaccessible to them, while 53 per cent also believed the industry is not welcoming towards women.
Although efforts are being made to shift these perceptions, women currently make up just 15 per cent of the workforce, with only two per cent working on site.
Crucially, better marketing of the breadth and diversity of career opportunities within construction will also be key to ensuring the sector remains attractive and continues to grow.
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