AEIAG0119

Written evidence submitted by the Construction Industry Training Board

About CITB

As the construction industry’s Training Board, CITB’s job is to help industry attract talent and support the development of construction skills to build a better Britain.

CITB provides vital training, apprenticeship, and careers support for construction employers and works with industry and government to tackle key skills challenges to drive sector modernisation and growth. Our commitment is to be a collaborative partner, providing practical solutions to meet the current and future skills needs of construction employers, as they help rebuild the economy and create jobs in recovery from the pandemic.

Introduction

Careers is a key strategic priority for CITB, supporting the industry to attract and bring in the skills that it needs to meet its workforce requirements. Industry has responsibility for recruiting and retaining its workforce. The Construction Leadership Council’s (CLC) Industry Skills Plan details the measures industry is taking to meet its recruitment and retention needs.

Construction is a huge, fast-growing sector with a diverse range of opportunities, and yet many do not consider it as a viable career option. There are challenges around how school leavers’ view working in construction, along with the level of knowledge and understanding of the industry amongst careers guidance professionals.

There is also a mismatch of expectations amongst FE learners and construction employers, which means far too few students are ending up in the industry. While there are some small positive signs on the number of women entering construction, there remains a huge challenge in respect of attracting new talent from minority groups.

Industry, with the support of CITB, is making it easier for learners, parents, and guidance professionals to find out about construction careers, how to get into the industry, and how to gain experience and access apprenticeships and jobs.

Our written evidence discusses these subjects in more detail and suggests what more could be done to improve the careers information, advice, and guidance (CIAG) currently provided.

Key Points

• The outlook for the construction sector has improved since 2017, with over half of young people saying that they would now consider a career in construction.
   
• Construction has a diverse range of opportunities with something for everyone and yet 39% of guidance professionals only provide construction CIAG when they are asked to. To help increase CIAG professionals’ knowledge and enthusiasm for the industry, government should make construction, along with other critical sectors, a priority in terms of CIAG for young people.
   
• Career guidance provision for young people at both schools and colleges is inconsistent. School provision is largely selective and frequently based on academic ability, while careers guidance for FE learners on construction-related courses is usually delivered by tutors, informally, during teaching sessions or tutorial time.
   
• There is a lack of specificity in learner destination data collected by FE colleges which could be improved to help careers guidance professionals, young people, parents, employers, providers, and funding bodies understand the value of construction-related courses.
   
• Most young people (62%) still favour going to university. The development and stature of T Levels offers an opportunity for careers advisers, parents, and young people to think differently about this, and help address poor perceptions of vocational routes that may still exist.
   
• Only 40% of FE learners on construction courses transition into the industry. But this isn’t just about good careers information and advice. The pathways from FE into the industry also need to work well. T Levels, Traineeships, and government’s review of Level 2 and below qualifications will all help to increase the number of FE learners who move into construction careers.

• Construction qualifications need to promote greater involvement of employers to help shape the content of courses and how they are taught. This would also give employers an additional incentive to offer work experience. Funding would also help to provide an ‘employment relationship management’ service to enable the provision of new brokerage activities creating links between employers and Further Education colleges.  
   
• Diversity within the construction industry continues to be low. Increased visibility within schools and colleges of industry ambassadors representing the diverse background of their communities is vital to attract young people into construction careers. Recruitment techniques by employers that highlight the values that are important to them, along with personal and societal outcomes can also be effective at attracting new pools of talent to the industry.
   

Careers guidance to encourage school leavers to enter construction

Since the introduction of the government’s statutory Careers Guidance, Gatsby Benchmarks and Baker Clause, there have been some positive changes in how young people view a potential career in construction and the level of knowledge and understanding of construction careers amongst guidance professionals.

However, recent CITB research indicated that only around half of recruits to the industry said that it was easy to access information, work experience and job opportunities, which shows the scale of the challenge the sector must address to attract the workforce it needs for the future.

Increased attractiveness and knowledge of construction amongst young people

Our annual CIAG survey found that in 2021 the overall attractiveness score of the construction industry among young people aged 14-18 was 5.9 (out of 10), compared to 5.3 in 2017 when the government’s careers strategy was put in place. There has also been a very slight increase in the attractiveness of construction in respect of parents who scored 5.7 2021(5.6 in 2017).

Young people’s knowledge of the construction industry increased from 5.5 in 2017 to 5.8 in 2021. This suggests, along with the attractiveness rating, that the outlook for the sector has improved, with over half (51%) of young people saying that they would consider a career in construction.

Positive perceptions, but low referrals to construction careers amongst school careers professionals

Our survey found that there has been a small decrease in the sector’s attraction scoring amongst guidance professionals. In 2017 careers guidance professionals scored construction 7.4 out of 10 for attractiveness, which fell slightly to 7.1 in 2021.

It is encouraging that 52% of guidance professionals in 2021 felt confident on providing construction CIAG and shows an improvement since 2017 when the proportion was 45%. The increase in confidence may reflect the growing use of resources from industry-designed sites such as Go Construct, referred to later in this evidence.

However, despite increased confidence, the 2021 survey found that 39% of guidance professionals only provide construction CIAG when they are asked to. In addition, from the findings from a CITB survey of construction FE learners’ (aged 16-18) in 2020, school careers guidance provision is largely selective and frequently based on academic ability and influenced by funding practices.

Increased visibility and awareness of what construction has to offer through key initiatives like the STEM Ambassador programme will help to raise CIAG professionals’ knowledge of and enthusiasm for construction.

Government could also help support construction, along with other priority sectors, by making them a priority in terms of CIAG for young people and incorporating this within the Careers Guidance. Government should bring together priority sectors, including construction, and CIAG professionals to ensure they have access to up-to-date information on the range of careers and pathways into them within these sectors.

Continued favouritism towards higher vs vocational education in schools

The introduction of legislation, via the Baker Clause to require secondary schools to provide access to information about technical education qualifications and apprenticeships came into force in 2018.

A CITB survey found that the number of young people reporting schools’ favouritism towards university degrees had increased by 15% between 2017 and 2019. In 2019, over half (56%) of young people were told by guidance professionals that studying for a university degree would be better for their career in the long term than taking an apprenticeship. It must be noted here that we do not have more recent data on this specific line of questioning, but it is unlikely that the situation changed significantly in 2020 or 2021.

When asked about their future plans, our 2021 CIAG survey found the proportion of young people who said they were planning to undertake an apprenticeship was 41%. As the main source of industry recruitment at entry level, it is critical that we raise the stature of apprenticeships and improve the routes into them to increase their uptake amongst young people. We have been working with industry and government on initiatives to make apprenticeships more flexible and future proofed, as well as new sector specific occupational Traineeships which will act as a gateway for FE learners to progress more quickly into accelerated apprenticeships and jobs.

Careers guidance to encourage FE learners to enter construction

Our 2020 survey of FE learners found that careers guidance provision for young people on construction-related courses is usually delivered by a tutor, informally, during teaching sessions or tutorial time. Tutors are perceived to “teach how the industry works” based on their own knowledge and experience. Learners also gain an understanding of how and apprenticeship works and are most frequently made aware of apprenticeship opportunities by their tutors. This contrasts with careers guidance provided in schools which the survey found to be selective and based on academic ability mentioned earlier.

FE learners were largely positive about the content and pace of FE construction courses. Many learners at the start of their courses simply saw it as a natural progression from school, without having a long-term outlook of what it might lead to. While some learners had not considered an apprenticeship prior to joining FE, once they started their course many thought it was a good preparation for one, which they saw as the best route to a career in the trades.

However, there is a lack of specific learner destinations data collected by FE colleges. According to the survey, colleges simply record a ‘positive’ outcome if a learner on a construction-related course leaves to take up employment in an unrelated industry, or transfers onto a non-construction FE course. The lack of specificity in learner destination data collected by colleges could be improved to help careers guidance professionals, young people, parents, employers, providers, and funding bodies understand the value of such courses.

Identifying different types of FE learners to overcome barriers to progression into the industry

The 2020 FE survey considered the degree to which different groups of learners can be expected to progress into the construction workforce, to enable better targeted interventions to support young people move from FE into industry. The research identified five types of learners on construction courses:

• Ambivalent learners (45%) – those who lack direction and don’t know what they want to do
• Focused learners (25%) – those with family background/connections to the construction industry
• Engaged learners (20%) – those who have an interest in the subject that they are studying
• SEND learners (6%) – those who have special needs and/or disability
• Disappointed learners (4%) – those who wanted to take an alternative pathway but are currently unable to (for a variety of reasons)

Targeted government/industry initiatives and programmes can help to overcome specific barriers for each group and encourage more young people into the industry. For example, for the largest group of ‘ambivalent learners’, employability training and eight-week placement that forms part of new Occupational Traineeships could make a difference in improving their understanding of what the sector is really like. While those in the ‘focused learners’ category who want a faster pace of learning might be more attracted and have the ability to move from FE onto a fast-track apprenticeship.

Increasing favourability of vocational routes

In 2021, 62% of young people said they are planning to go to university, an increase from 57% in 2017. It is disappointing that most young people are still not considering vocational routes which offer clear pathways into construction.

However, the development and stature of T Levels offers an opportunity to address poor perceptions of vocational education and for careers guidance professionals, parents, and young people to think differently about this. Government needs to consider progression routes to competence and involve employers at an early stage of their development to stand a better chance of encouraging employers to take on T Level learners and to offer placements.

Low conversion rates from FE into construction and employer engagement

While it is important that FE learners have access to appropriate CIAG so that they are aware of the options open to them when they are considering a career path, it is equally critical that the routes and pathways into construction from FE work well.

The construction industry is currently missing out on a critical pool of talent, with only 40% of FE learners studying construction courses progressing into the industry (26% employed, 14% starting an apprenticeship).

The main reason for this is a mismatch of expectations about FE courses. Employers want a college leaver to be site-ready on day one, but learners need more support to prepare for the world of work. Real onsite experience therefore needs to be incorporated within construction qualifications to help address low conversion rates and increase employer engagement with FE. Our work with FE to develop a new employer-backed pathway (Occupational Traineeships) from colleges into construction, will support learners’ progression and act as a bridge from FE into a job or apprenticeship in construction.

In addition, employer engagement with FE is also historically low. Only one in five (22%) construction employers engage with colleges to support their recruitment needs and one in four (26%) to support their training needs.

The construction industry is heavily dependent on SMEs (98% of the sector) and has a high proportion of self-employment (35% of the construction workforce) with limited capacity. Nevertheless, closer working relationships need to be developed between construction employers and FE to increase employer engagement.

Construction qualifications need to be structured in a way that promotes greater involvement of employers to help shape the content of courses and how they are taught, which would also give employers an additional incentive to offer work experience. We are working with trailblazer Chambers of Commerce to support the development of pilot Local Skills Improvement Plans to ensure training provision on offer locally better meets the needs of construction employers.

To increase employer and Further Education college engagement, funding should be provided for an ‘employment relationship management’ service. This intervention would enable the provision of new brokerage activities creating links between employers and Further Education colleges to ensure more learners move into apprenticeships or Occupational Traineeships.  

Attracting minority and hard to reach groups into construction careers

There are low levels of diversity within construction, and this is an issue which the industry must solve through the CLC, supported by CITB, through key initiatives referred to below.

There have been some positive signs. The number of women starting construction apprenticeships increased, albeit from a low base, by 261% between 2015/16 and 2019/20, and now represent 8% of all construction apprentice starts. Women now make up 16% of the construction workforce. However, the growth in the number of apprenticeships starts within minority ethnic groups over the last five years, has been slower. In 2015/16 more apprentices in construction were from minority ethnic groups than were women, however since 2018 this has reversed. 6.3% of the overall workforce identify as minority ethnic groups and there has been just a 3.1% increase in this proportion since 2005.

There are challenges around diversity in leadership as well as a lack of diverse role models for new entrants to aspire to. This is in part due to the recruitment practices of the industry, which usually recruits from within and from known sources, rather than attracting new talent. It is crucial that the industry makes the reality of working in construction inclusive and a sector of choice, to attract new entrants at every stage of their career.

A recent CITB report pointed towards employers exploring different recruitment techniques to appeal to a wider audience, including those from more diverse backgrounds. The research found that employers should highlight the values important to them to help candidates identify common ground. Highlighting positive personal and societal outcomes can be effective at attracting individuals with different preferences.

In addition to a lack of diversity, industry culture still perpetuates poor mental wellbeing (for example, working away from home, heavy workloads, long working hours, and job insecurity), and poor management practices and understanding can exacerbate the problem. The CLC’s People and Skills Network has established a dedicated working group to identify key actions to help address the industry’s culture of employment.

The long-standing issues around diversity and culture within the industry present practical challenges for CIAG professionals within schools and colleges to dispel myths and break down barriers about construction amongst minority groups. 

How industry, supported by CITB, is working to attract people into the construction industry

The following initiatives have been developed to help attract school leavers, FE learners and minority groups into careers within construction:

• Go Construct, the industry’s careers portal, provides clear pathways for those interested in how they can join, train and progress through careers within the construction industry. Go Construct appears on average in 2 million search results every month and in 2020 saw over 775,000 visits to the site.

• Talentview Construction is a one-stop portal for new entrants to secure training opportunities with employers. Both portals give teachers, parents, and CIAG professionals a one-stop resource for exploring work experience, traineeships, apprenticeships and first roles in construction.
   
• CITB is working with construction employers to increase the number of short-term work experience opportunities available so that potential new entrants can experience the unique variety of roles construction has to offer. By 2025, 28,000 ‘taster’ and onsite experiences will be delivered across Great Britain.
   
• Representing the diverse backgrounds of their communities, our Go Construct STEM Ambassadors are visible, vocal role models who promote construction face-to-face with young people. Since September 2021, our ambassadors have had 1,520 engagements with schools and colleges nationwide. The CLC has pledged to help CITB achieve a target of supporting 1,700 of the existing 7,000 STEM Ambassadors to become fully active advocates for construction by 2024.

• CITB is working in partnership with the Careers Enterprise Company (CEC) to inspire and prepare young people for the workforce of the future. We have agreed to promote and support both the growth of STEM ambassadors and CEC’s Enterprise Advisers and share intelligence and information via our respective communications channels. We are also working to ensure all CITB’s careers initiatives are framed according to the Gatsby benchmarks.

• CITB is working with Civil Engineering Contractors Association, Build UK, Women in Construction UK, and Black Professionals in Construction to create content for Go Construct, so we can reach more people with information on how to access, participate and progress in the industry.
   
• Construction Skills Fund (CSF) hubs in England, funded by government and administered by CITB, have provided onsite experience to almost 20,000 participants since 2018, of which 12,310 were from traditionally under-represented groups. CITB is funding similar onsite experience hubs across areas in England and Wales which have not benefited from CSF hubs and will enable a further 7,000 people become employment and site ready and 3,350 into sustained employment by 2024, including 500 under-represented groups.

• Our Fairness, Inclusion and Respect (FIR) initiative is providing 5,000 employees from 2,000 different employers FIR training designed to change the culture of the UK construction. CITB is looking to embed fairness, inclusion, and respect within construction standards.

• We have also invested in programmes to help industry develop skills, behaviours, and ways of working that will make it a safer, healthier place to work. Since June 2018, CITB has funded over 29,000 mental health courses; provided funding for a Build UK/Timewise project to identify how to best enhanced flexible working for 11,000 employees; and provided funding to help train over 260 Mental Health First Aid Instructors. 

CIAG professionals should be familiar with these initiatives so that the correct information can be transitioned into effective careers advice about the industry and help to change perceptions of working in construction among young people.

Further information

We would welcome the opportunity to discuss our submission in more detail. Please contact Michelle Vosper, policy and government relations adviser for more information via michelle.vosper@citb.co.uk.

March 2022

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