According to a recent study, almost three quarters of industry professionals see the lack of government support as the main reason for the widening skills gap.

The research found that 71% say that a lack of government support is preventing businesses from investing in apprenticeships, whilst the same number said that the lack of pathways for young people leaving college is the main reason apprentices are dropping out of construction-related courses​ at a staggering rate of 47%.

Further to this, 62% of respondents stated that a lack of structure in the education system is deterring young talent from remaining in the construction sector.

The research, which was commissioned by Siniat the UK’s leading lightweight construction manufacturer, surveyed 200 respondents (contractors and sub-contractors) to determine causes of the skills crisis and gain an understanding of why so few young people are entering the sector or becoming qualified in a skilled trade.

While the lack of government support was identified as the core reason for the skills crisis, difficult economic conditions were also cited as a problem for firms looking to invest in the next generation.

Indeed, 67% cited extreme market volatility as one of the main reasons that firms could not invest in new talent and a further 66% of respondents stated that the challenging market conditions have meant that direct employment simply isn’t viable for main contractors or housebuilders.

However, there are possible solutions. Respondents claimed that firms do want to invest in more talent: they just need support to do so. In fact, 68% said that a concrete government strategy would encourage firms to invest in skills and talent, and almost 69% said that creating additional career entry points for new talent would reduce dropout rates among apprentices.

67% of respondents also said that a culture shift would help the construction industry to attract and retain talent. This argument was furthered by the fact that 68% of respondents said inadequate pay and poor working conditions was pushing people out of the sector while 66.5% stated that discrimination and sexism are causing skilled workers to leave for other jobs.

Etex’s Head of Marketing Andy Mudie stated: “It is clear that government support is essential to attracting young people into the construction industry.

“The industry is operating in a difficult economic climate, with small margins, and a market that has slumped in recent years. This makes it difficult for firms of any size to invest significant time and resource into supporting apprentices, but for SME’s and sole traders – who, as a sector, we heavily rely on to train and upskill new talent – it makes it near impossible.

“Businesses urgently need support to be able to onboard young talent. But, further to this, we need to look closely at the education system, the qualifications available, and the viability of End Point Assessments that make some courses feel inaccessible to young people.

“While the government has pledged £40 million to help deliver shorter apprenticeships in ‘key sectors’ we need action now. The industry needs a concrete government strategy that will both support businesses and reform the education system. Otherwise, it will be impossible for the government to meet its ambitious targets during the current parliament.”

Iain Mcilwee, CEO of the Finishes and Interiors Sector (FIS), added: “This research is timely and tells a concerning story. Politically, we have also failed to invest effectively in embedding adequate careers advice in schools and structure support for further education.

“Skills England has a huge challenge and, as we move through 2025, the full impact will start to be felt on housebuilding targets and the delivering the socio and economic potential of construction.  A long term strategy is essential, but in this we cannot fail to recognise the need to look at the immediacy of the problem and how we can better support employers in making the investment required in training.”

Siniat itself has committed to a continuous investment into the training of its people both through its apprenticeship schemes and by upskilling the current workforce.  Thirteen members of its team have completed comprehensive fire training and have now achieved the Institution of Fire Engineers (IFE) Level 3 qualification in passive fire protection.

Further to this, to support its partners with increasing competencies to meet the requirements of the Building Safety Act and the provision of a golden thread of information, Siniat continues to develop their specification platform, MySiniat. The platform grants Siniat partners with real time access to CAD files, fire classification reports, acoustic reports and datasheets to enable a smooth specification process.