{"id":162181,"date":"2026-05-20T11:22:41","date_gmt":"2026-05-20T10:22:41","guid":{"rendered":"https:\/\/www.pbctoday.co.uk\/news\/?p=162181"},"modified":"2026-05-20T11:22:41","modified_gmt":"2026-05-20T10:22:41","slug":"equality-diversity-inclusion-is-the-solution-to-construction-skills-gap","status":"publish","type":"post","link":"https:\/\/www.pbctoday.co.uk\/news\/hr-skills-news\/equality-diversity-inclusion-is-the-solution-to-construction-skills-gap\/162181\/","title":{"rendered":"Equality, diversity and inclusion is the solution to the construction skills gap"},"content":{"rendered":"

Diversity in construction is not a challenge to be managed but a solution to the construction skills gap, writes Nadine Pemberton Jn Baptiste, executive director of legal, governance & compliance at the Construction Industry Training Board<\/a><\/h2>\n

The construction industry is facing a significant demand for skilled workers. The Construction Industry Training Board\u2019s (CITB) Construction Workforce Outlook<\/a> shows that we need over 47,000 additional workers across the UK annually to meet demand. This isn\u2019t just about meeting targets; it\u2019s about how and who we are encouraging to join our industry and how we\u2019re supporting them once they arrive to create a more inclusive and sustainable workforce.<\/p>\n

When we talk about equality, diversity and inclusion<\/a> (EDI) in construction, the conversation is too often framed as a \u201cchallenge\u201d \u2013 something difficult, uncomfortable or additional to the real business of delivering projects and filling vacancies.<\/p>\n

Diversity is not a challenge to be managed; it\u2019s a solution to the skills gap. By creating inclusive pathways into construction and supporting people from all backgrounds, we build a stronger, more resilient workforce. That means tackling barriers head-on, whether it\u2019s improving PPE for women, providing facilities that meet everyone\u2019s needs or supporting people through life stages like pregnancy and menopause.<\/p>\n

Supporting a more inclusive workforce<\/h3>\n

We hear a lot about the lack of diversity in construction, and it\u2019s true there is plenty more to do, but I also think it\u2019s important to take stock of some of the progress that we\u2019ve
\nmade as an industry in recent years.<\/p>\n

For example, the number of construction employees from global majority backgrounds has increased by 2% over the last three years. The number of women starting construction apprenticeships has jumped from 1,450 in 2018 to 2,410 in 2025. During the same period, the number of women completing a construction apprenticeship increased from 340 to 910.<\/p>\n

While an increase is always great to see, it must be sustained to make a real impact and improve workforce diversity. Construction has historically relied on informal recruitment networks. These networks have sustained the industry for decades – but also limited who enters. Recruiting in the same ways, from the same places, will inevitably reproduce the same workforce.<\/p>\n

At a time when we are facing significant labour shortages, that approach is no longer just outdated but the \u201cit\u2019s the way we\u2019ve always done it\u201d mindset is holding us back.<\/p>\n

When diversity is treated as a compliance exercise, we miss the point. The real opportunity is about widening the talent pool and creating an industry that people actively want to join and stay in.<\/p>\n

Culture matters more than policies<\/h3>\n

Culture in construction isn\u2019t defined by values written on a wall or policies stored on a shared drive. It\u2019s about how people treat each other when no one is watching; but culture needs to be created by everyone, not just executives.<\/p>\n

Leadership\u2019s role is to listen, create safe spaces and enable people to speak up. Healthy culture means employees feel safe and able to show up as themselves, including in small things like bringing culturally specific food to work.<\/p>\n

One issue that often comes up in discussions about culture, in construction in particular, is \u201cbanter\u201d. While humour can be a positive part of working life, particularly in a physically demanding industry like construction, banter can also become harmful when it masks prejudice or exclusion.<\/p>\n

When jokes are made at someone else\u2019s expense, and dismissed as banter, it creates an environment where people feel they have to stay quiet to fit in. Over time, that shrinks people. It affects confidence, wellbeing and performance, and it pushes talented individuals out of the industry altogether.<\/p>\n

An industry that cannot retain people cannot solve its skills gap. One of the best things I\u2019ve witnessed since joining CITB is seeing our staff confidently challenge executives and collaborate with a shared purpose, clear signs of a healthy, empowering culture.<\/p>\n