National Apprenticeship Week (NAW) offers an opportunity to reconsider construction’s evolving recruitment and retention gaps
There remains a lingering misperception that apprenticeships are only for teenagers who are looking for their first job. That’s changing.
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Tackling a growing skills crisis
It is particularly important that we attract and upskill people.
Our approach to apprenticeships has evolved in recent years. Thanks to funding from the apprenticeship levy, we can access an array of apprenticeships that support upskilling and progression throughout a career
Janette Welton-Pai, Willmott Dixon
According to figures from the Construction Industry Training Board in 2024, 251,000 people are forecast to be needed in the construction sector by 2028.
That equates to an increase of more than 50,000 people per year over the five years from 2024 to 2028 to meet anticipated industry output.
Many of our management trainees are now registered for apprenticeships instead of a traditional degree course.
These include apprenticeships in construction site management, chartered surveying, quantity surveying and construction site supervision.
Completing a level 6 degree apprenticeship means the trainee still achieves the same degree as they would traditionally have done. However, an apprenticeship route means this is delivered in a more cost-effective way with a wider package of support.
In 2024, we also registered trainees for apprenticeships in sustainability business specialist and risk and safety management professional, among others, for the first time.
Mid-career apprenticeships
Apprenticeships are helping our people develop skills to drive their own careers. Nine will shortly complete their level 3 data-driven apprenticeship, which is being delivered by Corndel and Imperial College Business School.
We also have people registered for the level 4 data analyst apprenticeship. These two data-focused apprenticeships support our commitment to using data to its full potential.
Everyone is unique and apprenticeships help our people achieve their potential.
This year we’re offering apprenticeships that include corporate responsibility and sustainability practitioner at level 4 and coaching professional at level 5.
Industry recognition
Our investment in upskilling led to Willmott Dixon being awarded Platinum by the 5% Club in its 2024-2025 Employer Audit.
The accolade recognises that more than 10% of our team are in hands-on ‘earn and learn’ schemes.
So, NAW is a timely reminder of the important role apprenticeships play in our company with recruitment, developing potential, supporting career mobility and retaining talent.
They turbo-charge how we plug our future skills gaps and adapt to the changing needs of our company.
Janette Welton-Pai is funding and learning manager at Willmott Dixon.
