With A-Level and GCSE results days dominating the news over the last couple of weeks, many young people across the UK will now be trying to figure out what comes next.
This year’s results come at a time when the construction industry faces significant skills shortages, an issue exacerbated by its struggles to attract a new generation of young workers.
They also coincide with a promise from the new Prime Minister that “Britain will value the hard hat as much as the graduation cap”. Accompanying this, a major overhaul of the current education system, namely, plans to introduce new technical educational routes.
With a big focus on increasing the number of young people entering the construction sector, these new pathways are intended to provide students with access to technical skills, work experience and connections with local employers from the age of 14.
By offering this clearly-defined route from education through to employment, and hopefully shifting perception to put technical training on ‘equal footing’ with traditional academic avenues, the plans could unlock a much-needed, long-term pipeline of young workers — an essential step towards counteracting a largely ageing workforce.
Another measure being taken to remove barriers for young people potentially considering the trades is the introduction of a £4,500 bursary a year per household for families who could otherwise be financially worse off if a young person takes up an apprenticeship
Accelerated apprenticeships to speed up training
In an additional effort to increase apprenticeship starts, June saw the CITB unveil new accelerated apprenticeship schemes, aiming to deliver 1,680 accelerated apprenticeship starts over four years.
For young people considering construction, a shorter route could make an apprenticeship a more attractive proposition with a view to gaining employment in the most in-demand trade specialisms.
Could the employer apprenticeship incentive improve training for young people?
Employers offering eligible foundation apprenticeships (equivalent to Level 2 qualifications) can receive up to £2,000 to support the costs of taking on and supporting a young person. The incentive applies to apprentices aged 16 to 21, with eligibility extending to some 22- to 24-year-olds in specific circumstances.
This funding can be used towards costs associated with their employment, including work equipment, travel and uniform. By removing some of the financial burden for employers, this could help increase the number of entry-level opportunities available to young people.
It’s an ongoing challenge in the construction industry to attract and retain new entrants to meet future demand. However, these latest developments suggest that the way young people access technical education and construction careers is beginning to change.