We need diversity more than ever. Here are 5 ways we can get there

We’ve come a long way…

With everything that has happened over the last two years, from lockdowns to labour and materials shortages, it is heartening to see how well the sector has picked up the skills baton. 

The Installation Electrician apprenticeship is by far the most popular in the construction sector, with over 3,800 registrations between August and Nov 2021 in England, compared to 3,200 in the same period the year before.  

This is a remarkable note of optimism and confidence in these challenging times. Employers in the sector should be proud of their longstanding commitment to apprenticeships. If employers continue to step up and increase their efforts, then we can rest assured that the future of the sector is in safe hands.

Quite simply, we are not attracting or supporting enough women, or people with diverse backgrounds, into the sector

More people than ever now recognise this apprenticeship standard is the foundation for many different occupations. More importantly, it is crucial to the drive to net zero carbon. To realise the benefits of this significant emerging market, employers must invest in net zero skills early on. This will create even more opportunities, and they should be made available to whoever wants to take them.

…but we've got some way to go

Quite simply, we are not attracting or supporting enough women, or people with diverse backgrounds, into the sector. There’s no good reason for this. Even from a business perspective, there are many, generally well-understood benefits to be gained from diversity in the workforce. And it is simply the right thing to do.

Things are slowly getting better. In my fifteen years in the construction sector, I’ve seen a marked improvement in attitudes to women in particular. But we are still not shifting the dial from a consistent 2 per cent of the 5,500 – 6,000 entrants every year who are female. That’s less than 100 per year across England.

It’s easy to just do what has always been done, but that doesn’t mean it’s right

So, how do we accelerate progress?

 Here are my five practical tips for employers:  

1. Advertise all vacancies: word of mouth recruitment practices limit opportunity.
2. Show off your role models: promote and celebrate young, relatable individuals to help inspire others.
3. Engage with local schools: the earlier the better, to break down gender stereotypes for children and their parents. TESP Industry into Education is there to support access and deliver engagement opportunities.
4. Be welcoming: explicitly state that your business welcomes applications from under-represented groups. It’s not tokenism, it’s a helpful gesture and sets a positive tone.
5. Keep an open mind: I appreciate time and resources can be tight. It’s easy to just do what has always been done, but that doesn’t mean it’s right. 

If in doubt, get support!

If you are concerned about working practices or culture, don’t hesitate to engage with the Fairness, Inclusion & Respect programme. They provide free, industry-endorsed training and resources, guidance and materials. They enable businesses to be more innovative by addressing workplace culture challenges and help attract and retain people from the full pool of talent.