Opinion

Construction must embrace digital to attract young talent

CIC 2050 Group young talent — Image: Dreamstime.com

Henry Fenby-Taylor explains the work that the CIC 2050 Group is doing to bridge the industry’s skills gap.

With 210,000 individuals exiting the industry yearly and the demand for workers projected to rise by 50,300 annually, the sector faces a significant skills gap and ambitious government targets for housing and infrastructure look set to increase concerns here.

The CIC 2050 Group is addressing this by aiming to create a thriving, diverse and future-ready workforce.

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Established in 2011 to feed into the innovation and growth team strategic review by Paul Morrell, chief construction adviser to the government at the time, the group is a dynamic collective of young professionals from various disciplines and organisations, including CIOB.

The group’s vision is to foster collaboration across the industry to achieve a carbon-neutral sector by 2050. It serves as a platform for sharing knowledge and promoting sustainability initiatives. Its efforts are crucial in shaping a construction industry that is not only sustainable but also attractive to new talent.

Retaining talent

Young professionals are the lifeblood of the industry’s future. The sector offers young people more than just a career: it provides an opportunity to leave a lasting legacy through projects that shape our built environment. But attracting young talent is not without its challenges.

Although new CIOB research indicates that two-thirds of young people surveyed now hold a positive view of construction careers, perceptions of poor workplace culture and male dominance remain rife. Misconceptions about construction being all muddy boots and hard hats can deter potential entrants.

To bridge this gap, initiatives like hands-on learning opportunities, mentorship programmes and industry insights are essential. These efforts, such as CIOB’s inspiring Tomorrow’s Leaders, help young people see construction as a viable and fulfilling career choice.

But retaining talent is as critical as attracting it. Young professionals expect workplaces to embrace the latest tools. Innovations like BIM, drones, AI analytics and augmented reality can attract tech-savvy talent.

Offering career growth and skill development opportunities through apprenticeships and mentorship programmes can bridge the skills gap. Young workers are drawn to careers that align with their values, and emphasising eco-friendly projects and sustainable practices can be a significant draw.

An innovative future

Improving workplace culture and diversity is another crucial area and is key to keeping young professionals engaged. Encouraging diversity in leadership roles, offering flexible work arrangements and fostering a strong safety culture can create a positive work environment.

The CIC 2050 Group’s efforts to shape the future of construction are vital in addressing the industry’s looming skills gap. The collaboration between industry leaders, educators, policymakers and young talent is essential to make construction a career of choice for the next generation.

If you are interested in joining the conversation, the CIC 2050 Group invites you to get involved. Together, we can build a thriving, diverse and future-ready workforce.

Henry Fenby-Taylor is chair of the CIC 2050 Group. To find out more, visit www.cic.org.uk/committees-and-networks/2050-group.