The UK construction industry stands at a crossroads. Despite ambitious investment- including a recent £600 million government commitment to skills and training- the sector still faces a significant and growing skills gap. With housing, infrastructure, retrofit and green-energy projects all set to expand, the demand for skilled workers is greater than ever. If left unaddressed, this shortage threatens project delivery, cost control, safety, and ultimately, growth.
In short: demand is rising, the workforce is shrinking or ageing, and recruitment/training isn’t keeping pace.
Several inter-linked factors contribute to the shortage:
Many skilled tradespeople are approaching retirement. Without large inflows of younger workers, the replacement rate is too low.
Despite investment, many employers and training providers struggle to expand capacity or tailor training to the sector’s needs. Some research points to lagging e-learning, outdated curricula, or insufficient uptake.
Construction has a long-standing challenge attracting women, ethnic minorities, and older entrants. Only around 15% of workers are women and under 6% come from ethnic minority backgrounds in some studies. Encouraging a more diverse workforce opens a wider talent pool and brings new perspectives, skills and innovation to the industry.
The sector often struggles to attract school-leavers or career-changers who may perceive construction as a low-technology, labour-intensive, male-dominated field. Changing that perception is critical.
Newer areas such as off-site manufacturing, retrofitting, green technologies (heat pumps, EV chargers), and Building Information Modelling (BIM) are creating demand for new skill sets that the existing workforce may not yet have.
Here are practical strategies to help organisations plug the gap and build longer-term resilience:
Attracting new talent requires proactive engagement. Employers and industry bodies should widen their recruitment lens to include:
Short, focused employability academies are proving particularly effective, offering candidates a structured introduction to the sector without the barriers of long-term commitment.
Industry partners can reshape perceptions by showcasing:
Outreach through schools, employment programmes, and community groups helps inspire new talent and demonstrates that construction is a future-focused, inclusive career.
Effective workplace development relies on strong partnerships. Employers should work closely with colleges, private providers, employability teams, and community organisations to create training that reflects real local labour demand.
Raeburn Training regularly collaborates with these partners to design academies aligned with employer needs- from pre-CSCS preparation to role-specific for particular trades.
Not everyone enters the industry with the same level of confidence, opportunity, or support. That’s why it’s important that training programmes are designed to be welcoming and accessible to those who may be under-represented or harder to reach.
Raeburn Training tailors academies to meet the needs of these groups, ensuring training is inclusive, supportive, and designed to help individuals build confidence, gain essential skills, and take their first steps into construction.
Creating programmes that feel accessible to everyone helps widen talent pipelines and supports a more diverse, resilient workforce.
Navigating employability and training funding can be complex.
From local authority budgets to employability pipelines, DWP funding, CSR contributions, Flexible Workforce Development, and community grants- opportunities vary across regions.
Raeburn Training works with employers to help identify the most suitable funding streams to support academy delivery and workforce development.
This ensures programmes are cost-effective, sustainable, and aligned with both business needs and local labour market demand.
Developing existing staff is essential. Employers should support:
A well-trained workforce is safer, more productive, and more likely to stay.
Community-focused training academies, mentoring, school outreach, and work placement opportunities can all be delivered through CSR commitments.
Industry partners can meet social value KPIs while simultaneously building local talent.
Raeburn Training supports Tier 1 contractors across Scotland by delivering CSR-aligned academies that create measurable social impact and employment pathways.
At Raeburn Training, we specialise in delivering high-quality, accessible employability programmes, construction academies and inclusive training pathways that support workforce development across Scotland. From targeted academies to specialist initiatives for under-represented groups, we are committed to helping employers bridge skills gaps and build strong, sustainable talent pipelines for the future.
