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Commit to inclusive and fair recruitment
Creating a sustainable talent pipeline also means diversifying hiring practices. Underrepresented groups are vital to broadening the talent pool. We must lower the barriers preventing these groups from choosing fenestration and construction careers.
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Make work pay
Around one fifth of UK adults are economically inactive. There must be concerted effort between employers and the Government to make work pay, and to get as many people into roles where they can grow their skills.
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with little career growth. To overcome this, we need to showcase the diversity, rewards and technological advancements in construction and fenestration. From high-tech design roles using AI and VR to sustainability-driven engineering projects, there is no shortage of exciting career opportunities. By engaging with schools and colleges early, we can inspire the next generation to see this industry as a viable, exciting path. |
Build stronger pathways between education and industry
Apprenticeships and vocational training are powerful tools but remain underutilised. Clearer pathways from learning to employment are needed, developed collaboratively between educators and employers. For example, organisations like VEKA are prioritising training and upskilling, working closely with
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regional education providers. Initiatives like these directly tackle skills shortages in high-demand technical roles by aligning training with real-world industry needs.
Support upskilling and retention within workforces
Skills gaps don’ t just start with recruitment, they are exacerbated when current employees don’ t have access
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to opportunities for growth. Retention can improve considerably when employers invest in upskilling their teams. From courses in advanced glazing techniques to management certifications, continuous training not only addresses skills shortages but also reassures workers that their contribution is valued. Employers who invest in their employees’ growth, like VEKA, build loyalty and see lower turnover. |
Policy support and longterm commitment
Government and industry collaboration is vital to solving the talent crisis. The upcoming Modern Industrial Strategy must provide a strong commitment to employment initiatives that prioritise closing skills gaps. Additionally, investment incentives, simplified planning systems for new projects and tax relief for professional development programmes are policies that could directly benefit the sector.
VEKA has always prioritised training and upskilling its team, aligning with the Government’ s push to integrate more individuals into the workforce. This is an opportunity we are eager to support at both our Burnley site and Wellingborough recycling facility, and we recognise the potential for regional growth and development.
We need to see Government aggressively providing breakthrough solutions that close skills and technology gaps, supporting both manufacturing and construction to deliver growth, improve productivity and meet building targets. At the same time, as an industry, we should collectively work together to promote the benefits of working in the sector and support more people into roles to secure its future.
Neil Evans is Managing Director of VEKA plc. VEKA plc is the UK arm of global company, VEKA – the world’ s largest supplier of PVCu. Based in Burnley, Lancashire, it employs over 400 people, making it a major regional employer.
www. vekauk. com
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