The UK construction industry is changing, but at a snail’s pace. Change is necessary, however, because like many trades, construction faces some big headaches. The shortage of skilled workers isn’t going away. The workforce is ageing, and it’s clear the future is going to demand fresh ideas and energy. There’s a big opportunity hiding in plain sight: diversity.
Right now, CIOB data shows workers from Black, Asian and minority ethnic (BAME) backgrounds make up only around 6% of the workforce, despite making up a much bigger share of the working population. Only about 15% of construction workers in the UK are women, and just 2% of those are working on-site. That’s a lot of potential skill and talent not making it into the industry. Meanwhile, the industry is predicted to lose a quarter of its workforce – over 500,000 UK-born workers – in the next 10-15 years, CIC says.
So, what can employers in the industry to prioritise recruiting for diversity? How can they keep diverse teams over the long term? We’ll explore what smart construction businesses are starting to do and how you can do it, too.
1. Make Your Hiring Process Welcoming for Everyone
Job descriptions are usually a sensible starting point. After all, some job ads in construction can sound off-putting to candidates from diverse backgrounds.
Start by writing job descriptions that sound like they actually want a range of people to apply, not just the usual suspects. To achieve that sort of encouraging tone, be clear about what the job involves, what training is on offer, and what kind of site culture you’re building. Focus on the positives without exaggerating or overselling, and you’ll have a solid JD you can work with.
Next, think about where you advertise. If you only post in the same old places, you’ll get the same type of applicants. Try promoting your roles in places that reach women, young people, career changers, and ethnic minority communities. Partnering with colleges, job centres and local organisations can open doors to people who’ve never thought about construction or quarrying as an option.
Some companies are even using ‘blind recruitment’, which involves leaving off names, ages and other personal info on CVs, to make sure the first impression is based on skills alone.
2. Build a Site Culture Where Everyone Can Belong
Recruiting for diversity, by getting a wider range of people through the door, is only half the battle. The real test is keeping them. The culture on a work site plays a big role in encouraging diverse employees to stay with a company (or even in the industry) for the long haul.
That means creating a site culture where respect comes as standard. People should feel safe calling out problems like casual racism, sexism or bullying, and they should be confident someone will actually do something about it. Other strategies that can help include:
- Make sure new starters have a proper induction.
- Offer diversity and inclusion training to site managers so they can handle issues properly if they crop up.
- Consider buddying new recruits up with someone who can show them the ropes, especially if they’re the only woman or person of colour on site. Feeling part of the team early on can make all the difference.
Plus, don’t forget to celebrate wins and good work! People stay longer in jobs where they feel valued.
3. Give Everyone a Clear Path to Progress
Many people leave the construction industry not because they don’t like the work, but because they can’t see a future in it.
Be clear with employees about the routes they have to move up within the company. That could involve getting certified on new machines, leading a crew, or moving into site management. If you invest in employee training, shout about it. Show that you back your workers to build lasting careers in construction.
Regular check-ins or reviews give people the chance to talk about where they want to go next. When they do well, remember to let them know. Recognition goes a long way!
4. Embrace the Local Community
The construction industry can have an image problem within some groups. Many women and minority ethnic workers are less likely to see the industry as a place where they naturally fit in, even if they find the work interesting.
To start changing those perceptions, it helps to make your company visible within the local community. Schools, colleges and job fairs are key places where companies can build connections with young and diverse talent.
Building these connections could involve initiatives like:
- Supporting pre-apprenticeship schemes aimed at under-represented groups.
- Hosting site visits or talks to show what a modern construction or quarrying career really looks like (i.e. decent pay, variety, responsibility, opportunity).
- Sponsoring a local event
- Taking part in careers days
Even small things can make a difference in changing how people see the industry.
Recruiting for Diversity Works.
Companies that make recruiting for diversity a priority are also able to build better businesses. Retaining diverse teams can help contribute to a happier and more productive workplace culture, where problems are solved faster.
Diverse teams bring new ideas to old ways of working. They reflect the communities they build for. And they stick around longer because they feel welcome.
In a time when the skills shortage is biting hard, can you afford to ignore half the potential workforce?
How a Construction Recruitment Agency Can Help
At Mando Solutions, we’re proud to support companies that know a diverse workforce is essential for the long-term future of construction. We help businesses find skilled, reliable people from all walks of life – and help jobseekers land roles where they’re set up to succeed. As an ISO 9001 accredited company, we work to the highest standards in helping businesses support diversity in construction.
If you want to chat about how to find and keep the right people, don’t hesitate to get in touch with us.
