A high proportion of construction workers are confident in their skills, yet internal barriers are preventing the widespread adoption of apprenticeships in the industry, according to new research.
The study by Arden University reveals a workforce that feels more prepared than most for the future, but one that’s also being held back by age-related myths and a perceived lack of employer support for upskilling.
The data shows that construction workers are feeling confident in their skills, with 88% backing their leadership abilities, compared with a national average of 78%. In addition, 63% of construction workers feel prepared to handle future industry changes, compared with a national average of 57%.
Despite this positive outlook and a strong belief that apprenticeships play a crucial role in future business success (49%), widespread adoption of such training programmes remains a challenge.
A key issue is the persistent myth that apprenticeships are only for young people. Among those unwilling to consider a construction apprenticeship or similar training programme, 62% said they feel “too old”. This is compounded by a perceived lack of employer support, with only 19% of employees believing their employer would support them in undertaking an apprenticeship.
The study also raises concerns around employee retention. Just over half (52%) of the workforce would consider leaving if better professional development opportunities were offered elsewhere.
“Retention is increasingly about future skills. Employers that stand up apprenticeship pathways now won’t solely fill vacancies; they’ll keep their best people,” said Steven Hurst, director of corporate learning at Arden University.
“The confidence and ambition in the construction sector are assets. The challenge is to convert that potential into capability by making mid-career and leadership apprenticeships visible, accessible and clearly supported.”
In light of National Apprenticeship Week, Arden University is urging construction firms to tackle these barriers head-on by scaling higher-level apprenticeships, pairing each apprentice with a mentor and guaranteeing protected learning time.
