Skills for Life website. Skills for Life is a campaign led by the Department for Education that seeks to help SMEs understand the full range of training and employment schemes available to them. Whether you’ re exploring T Levels, curious about HTQs, or want to learn more about apprenticeships, the website has all the information you need in one place.
APPRENTICESHIPS
HOW IMPORTANT ARE APPRENTICESHIP PROGRAMMES FOR SUPPORTING DIVERSITY, INNOVATION, AND THE SKILLS PIPELINE?
Apprenticeships programmes have a serious and important impact on the sector. Today, females make up just 0.9 % of housebuilders and 4 % of skilled tradespeople, while ethnic minorities represent only 6 % of the construction workforce 5. Without early careers pathways, we risk reinforcing these imbalances instead of breaking them down.
Apprenticeship schemes are designed to challenge outdated perceptions of construction as traditional, maledominated, and low-skilled. In reality, our industry is highly technical and increasingly focused on sustainability and innovation – we’ ve even been recognised by TIME and Statista as one of the 100 World’ s Most Sustainable Companies. Through initiatives like # BuildWithoutBarriers, we’ re showing a new generation that construction offers long-term opportunity, career progression, and meaningful, modern work.
For our business, these programmes have been transformative. Around 5.3 % of our workforce are apprentices, graduates, or trainees, bringing fresh ideas, energy, and new perspectives that help us stay agile in a rapidly evolving sector. Many progress into permanent roles, strengthening our talent pipeline, reducing recruitment costs, and improving retention.
We’ ve also seen real results on diversity, in our 2024 Trade Apprenticeship intake, female applications rose by 40 % and applications from ethnic minority candidates increased by over 32 %. This is a critical step toward closing the sector’ s diversity gap and ensuring the workforce reflects the communities we serve.
In short, without apprenticeships, we’ d lose not only a vital skills pipeline but also the momentum we’ ve built in driving diversity, innovation, and a modern image for construction.
ARE STRUCTURED TRAINING PATHWAYS ESSENTIAL, OR IS ON-THE-JOB MENTORING ENOUGH?
Structured training provides a clear framework for developing the right skills, knowledge and recognised qualifications. It ensures consistency, accountability and measurable progress across the workforce. On-the-job mentoring is an excellent complement, offering real world context and peer-to-peer support, but it should not stand alone. Mentoring can accelerate learning, build confidence and encourage collaboration, yet structured training remains the most robust and scalable route to long-term professional growth.
WHAT ADVICE WOULD YOU GIVE TO BUSINESS LEADERS WHO ARE HESITANT ABOUT INVESTING IN APPRENTICESHIPS?
At Barratt Redrow, we’ ve seen first-hand how structured training and employment schemes can transform both individuals and the wider business. For any employer considering this for the first time, our advice is to visit the
We encourage SMEs to see apprenticeships as a long-term investment. They create a pipeline of skilled, loyal employees who grow with the business and often progress into leadership roles. Even during economic challenges, we’ ve prioritised early careers programmes because they close skills gaps and bring fresh energy into our organisation.
It’ s also important to make schemes accessible and inclusive. By offering a welcoming application process and clear, debt-free pathways from Level 2 to Level 6, we open opportunities to candidates from a wide range of backgrounds, helping to address industry-wide diversity challenges.
One of the biggest draws for young people is the chance to earn while they learn. Providing a competitive salary alongside a recognised qualification attracts high-calibre candidates and fosters loyalty. This commitment is strengthened when apprentices are paired with senior mentors, accelerating learning, building confidence, and showing clear progression paths.
Finally, embedding learning into company culture makes a real difference. Beyond formal qualifications, access to development platforms and training in wellbeing, leadership, and diversity helps shape well-rounded professionals. Celebrating success stories – sharing the journeys of apprentices and graduates – builds internal support, inspires future talent, and challenges outdated perceptions of the industry.
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Holmes, H. & Burgess, G., 2024. Construction and Building Trades: The Skills Horizon. Places for People. Available at: https:// www. placesforpeople. co. uk / media / ae5piox1 / pfp-skills-final-report. pdf
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