For many people, the word “apprentice” still brings to mind a school leaver entering the workplace for the first time, with their school tie and blazer only just going into retirement. However, apprenticeships are increasingly being explored by people in their 30s, 40s and beyond as a way to change
The government’s ambitions to build 1.5 million homes, upgrade home energy standards, and deliver a £725 billion long-term infrastructure pipeline will depend on a significant expansion to the construction workforce – and stronger employer involvement in training the next generation of workers, according to a new report from the National Audit Office (NAO) published today.
Britain’s builders, tradespeople and construction businesses have united behind a national campaign calling for urgent government action to prevent the further decline of the country’s most important industries. The newly launched Let’s Get Britain Building – NOW! campaign lead by Stark Building Materials UK and Jewson is warning that the
Roofing apprentices are opening up about the role that mentor support plays in building their confidence, enhancing their skills, and helping them progress within the trade. The insight comes from applications submitted to the 2026 BMI UK & Ireland Apprentice of the Year competition, which this year received a record
The buzz surrounding the planned creation of a multibillion-pound theme park in Bedfordshire is to be used to encourage children to consider careers in the construction industry when they leave school. That’s the aim of insulation specialist Actis, a long-term champion of encouraging young people into the sector, often via
Solent Freeport, in partnership with the Solent Growth Partnership through the Solent Business Growth Service, has today launched a new £50,000 Apprenticeship Incentive Programme designed to help small and medium-sized businesses across the Solent region recruit an apprentice for the first time, while supporting young people who have previously been
Students at New College Durham Learn About Major Renters’ Rights Reforms and what Landlords need to Know. From 1 May 2026, sweeping changes to the private rental sector have been in effect under the Renters’ Rights Act 2025, fundamentally reshaping how tenancies are managed across England. The new legislation introduces
Talan is supporting the delivery of a new industry trial designed to understand how students and trainees can be supported as they begin their careers in the gas sector, working on behalf of Gas Safe Register and the Health and Safety Executive. Talan has contributed to the development of the
Leading contractor Bouygues UK has achieved the Silver Level Social Value Quality Mark in under three months. This makes them the first organisation to fast-track from Bronze to Silver, while accelerating efforts to address the UK construction sector’s critical skills shortage. Awarded following a comprehensive audit and a 90% compliance
wienerberger UK & Ireland has delivered the first pilot of its Trades of Tomorrow programme, a three‑day initiative designed to help care‑experienced young people explore careers in construction while responding to the industry’s long‑term skills challenge. Developed as part of the company’s Social Impact Strategy, the programme was delivered in
For many people, the word “apprentice” still brings to mind a school leaver entering the workplace for the first time, with their school tie and blazer only just going into retirement. However, apprenticeships are increasingly being explored by people in their 30s, 40s and beyond as a way to change industries, develop new skills and gain qualifications while continuing to earn. In England, more than half of apprenticeship starts are now made by people aged 25 and over. Mature apprentices are no longer a minority; they are a significant part of the workforce. In a working life that may span four or five decades, taking time to retrain should not be viewed as a step backwards. For many people, it can be one of the most valuable investments they make in themselves. Mature apprentices may be new to a role or industry, but they are rarely new to work. They bring transferable skills, reliability, resilience and experience of managing responsibilities. They also often have a clear understanding of why they are making a change and what they want to achieve. At United Infrastructure, Craig Lloyd’s career journey demonstrates just how effective a mature apprenticeship can be. Craig was in his late 30s, living locally in Wolverhampton, working full-time and regularly taking on overtime to support his family. Despite the additional hours, he was still living from payday to payday, with little opportunity to progress in his role as a salvage yard operative. More importantly, the extra hours were taking him away from his wife and children at a time when he felt they were growing up far too quickly. He was missing important moments in their lives, from his sons first steps, and trips to the local park, family days out, and homework with his older children, to the everyday bedtime routines that mattered just as much. Craig commented: “This situation motivated me to look for a new career path that would offer better prospects and a more rewarding future.” His route into construction began unexpectedly during improvement works to his kitchen. A conversation with the site manager overseeing the works led Craig to explore an apprenticeship opportunity at United Infrastructure. Craig said: “I wanted to create a better life for my wife and children. At the time, I felt stuck financially and mentally. I couldn’t see any opportunities for progression or personal development, and the overtime meant I was missing important moments with my family.” Making the change required Craig to accept an initial pay cut and return to the classroom for the first time in 25 years. Having left school with poor grades, he was nervous about returning to education and learning alongside people much younger than himself. However, the opportunity to gain a recognised qualification and prove what he was capable of became one of his greatest motivations. Craig’s experience highlights one of the most important qualities mature apprentices can bring to a business – determination. Adults changing careers may have mortgages, families and significant financial responsibilities. Choosing to begin again is rarely an easy decision. Those who make that leap often bring a strong sense of purpose and a genuine commitment to making the opportunity work. They also bring skills developed through previous roles and life experience. Communication, teamwork, problem-solving and accountability are all valuable qualities that can transfer between industries, even when technical knowledge still needs to be developed. This does not mean employers should choose mature apprentices instead of younger people. Industries such as construction and infrastructure need both. Young apprentices bring energy, fresh perspectives and the opportunity to develop skills from the beginning of their working lives. Mature apprentices bring broader experience, established workplace behaviours and a different outlook on learning and development. The strongest teams make space for people of different ages, experiences and backgrounds to learn from one another. However, attracting mature apprentices requires more than simply advertising an attractive vacancy. Employers must recognise the barriers adults can face when considering a career change. Returning to education can be daunting, particularly for someone who did not enjoy school or has spent decades believing academic qualifications are beyond their reach. Apprentice salaries may also be difficult for people with significant and already established financial commitments. It is also important to recognise the level of commitment an apprenticeship requires. Apprenticeships are full-time roles, with adult apprentices typically working around 30 hours a week, including time spent completing their training. Many will also need to study for assessments outside those hours. Depending on the role and qualification, an apprenticeship can take between one and four years to complete. They are not an easy alternative to traditional employment or education; they demand hard work, discipline and a sustained commitment to learning. Businesses like United Infrastructure are therefore providing clear progression routes, supportive managers and an environment in which people feel comfortable asking questions, learning from mistakes and building their confidence. For Craig, that support helped him overcome challenges both inside and outside the classroom. During his first three months with United Infrastructure, he climbed to the top of scaffolding and walked across the roof of a 21-storey block of flats in central Wolverhampton. Before beginning his apprenticeship, his fear of heights meant he would not climb beyond the third step of a stepladder. Craig has since completed his Level 4 qualification, begun studying for a Bachelor of Science with Honours, in Construction Management and been promoted to Assistant Site Manager within the Heath Town Estate redevelopment in Wolverhampton. The change has given him far more than a new job. He now has a clear career path, greater responsibility and opportunities to continue developing, while also having more time for one more bedtime story with his children. “I’m much happier now, and that’s something my wife and family have noticed,” Craig said. “I’m able to spend more time with them and make the most of family life. I’m proud of how far I’ve come and excited about the opportunities still ahead.” As the UK works
The government’s ambitions to build 1.5 million homes, upgrade home energy standards, and deliver a £725 billion long-term infrastructure pipeline will depend on a significant expansion to the construction workforce – and stronger employer involvement in training the next generation of workers, according to a new report from the National Audit Office (NAO) published today. The watchdog examined the government’s progress in delivering its £625 million construction skills package, announced in March 2025, which aims to support up to 60,000 more construction workers by 2029.1 The package combines tried and tested initiatives, alongside newer initiatives, including Skills Bootcamps, and new foundation apprenticeships, and construction technical excellence colleges. However, the package is not designed to meet all future workforce needs, with government estimates showing that between 201,000 and 755,000 extra workers could be required by 2030, before accounting for those who leave the sector for other jobs. This comes as statistics show the construction sector had the highest rate of hard-to-fill vacancies due to skills shortages — 45% compared with a 27% national average.2 Employer engagement is a critical delivery risk for the construction package. The government hopes that 42% of the additional construction workers will follow from further education students completing industry placements. Businesses make recruitment and training decisions depending on the expected pipeline of work, costs and market competition – but tough economic conditions are affecting employers’ confidence to invest and take new employees and apprentices on board. In 2024, employer investment in training per construction trainee was at its lowest level in 10 years. Foundation apprenticeships are intended to help young people move into entry-level construction jobs, but by April 2026 only 74 young people had started, against DWP’s assumption of 1,000 in 2025-26. The NAO concludes that the government’s construction skills package is a positive step, and that it now has in place a clearer framework to track delivery. However, delivery is not guaranteed. To achieve its aspiration of up to 60,000 workers — and support its housing and infrastructure commitments — government will need better data, to prioritise resources, and to get employers’ buy in. Without this, skills shortages could drive up costs and put major delivery commitments at risk. The NAO now recommends: Gareth Davies, head of the NAO, said:“The government is taking action to address shortage of skilled construction workers as part of its ambitious commitments for housing, infrastructure and energy efficiency. Success will depend on employers having the confidence and capability to offer placements, apprenticeships and jobs.” Building, Design & Construction Magazine | The Choice of Industry Professionals
Britain’s builders, tradespeople and construction businesses have united behind a national campaign calling for urgent government action to prevent the further decline of the country’s most important industries. The newly launched Let’s Get Britain Building – NOW! campaign lead by Stark Building Materials UK and Jewson is warning that the construction sector has reached a critical tipping point due to a combination of thousands of companies ceasing trading and sole traders shutting up shop, housing delivery falling dramatically short of demand and chronic skills shortages. Campaign leaders are calling on the government for an emergency package of measures to restore confidence, stimulate demand and remove barriers preventing the industry from delivering the new and improved homes, jobs and economic growth Britain desperately needs. Alongside a public petition – the construction industry is set to escalate its grave concerns to Parliament to secure a national debate on the future of Britain’s construction industry. Today’s warning comes at a time when the gap between housing need and housing delivery continues to widen. Construction leaders estimate Britain is now facing a housing shortfall of approximately 6.5 million homes. To close that gap by 2040, around 565,000 homes would need to be built every year. Yet current projections suggest that annual housing delivery is likely to reach only around 305,000 homes by 2029. More than 630,000 properties in England sit empty and ripe for retrofitting into quality homes, but VAT and planning constraints are blocking progress. At the same time, the businesses responsible for building those homes are disappearing at an alarming rate. Nearly 4,000 construction firms became insolvent in the year to February 2026, making construction the worst-affected sector in the country’s economy in terms of business failures. Small and medium-sized housebuilders, once responsible for a significant share of housing delivery, have seen their numbers collapse from around 12,000 businesses in the late 1980s to fewer than 2,000 today. Kieran Griffin, Divisional Managing Director at Jewson, says: “The economics of building have become increasingly difficult, as the costs associated with more regulation, taxes and levies mount up for every new home built. Material costs have risen by around 40 per cent since 2020 and are expected to increase further in the years ahead. Combined with rising borrowing costs, planning delays and weaker consumer confidence, many projects that would once have been financially viable are now being postponed or abandoned altogether. “This is no longer a future challenge; it is a present-day emergency,” said Griffin. “Construction sits at the heart of the British economy and infrastructure. It delivers homes, jobs and investment in every town across Britain, yet the sector is under enormous pressure from every direction. Businesses are closing, projects are stalling, and skilled workers are leaving the industry. If the government wants growth, it needs to support the people and businesses that are physically building the country.” Ashley Woodcock, a painter and decorator from Bolton, says he has had to take on a second job as a milkman to supplement his income in construction. His day begins at 2.30 am, delivering milk before he heads to decorating jobs later in the morning. Ashley says he sees the impact of delays, uncertainty and workforce shortages every day. “Everyone agrees Britain needs more homes, but the reality on the ground is that it is becoming harder and harder for tradespeople,” he said. “Projects are delayed, costs continue to rise, and there aren’t enough skilled people entering the industry. Most of us want to get on with the work, but we need the right support and conditions to make that possible.” At the centre of the campaign are three urgent policy demands that organisers believe would have an immediate impact on the industry’s ability to grow. Campaign leaders argue that there has been no meaningful replacement for previous support schemes that helped buyers enter the market and are calling for targeted financial incentives for homebuyers and homeowners, including measures to reduce deposit requirements and expand mortgage access. They also want ministers to consider stamp duty relief and other fiscal measures to encourage transactions and boost market confidence. Another request is the removal of VAT on building materials and the refurbishment and retrofit of existing homes. Currently, new-build homes benefit from zero VAT, yet renovation projects often face additional costs that discourage investment. They believe removing VAT could unlock significant activity, especially in relation to the thousands of vacant properties across the country that could be renovated and used as housing. There are also calls for reform of the planning system, which campaigners describe as slow, costly and unpredictable. Only a small proportion of major planning applications are currently decided within statutory timeframes, while delays on smaller projects continue to frustrate homeowners and builders alike. Justin Gilbert, CEO Gilbert Homes said: “As a company owner for over thirty years I have never experienced such negative planning policies that we face today. The majority of potential new housing sites are unviable due to the various levies. The planning system is a complete farce.” The campaign is calling for a simpler, more transparent planning system that relies on clearer rules rather than subjective preferences, faster decision-making, and greater use of digital technology. Organisers believe artificial intelligence could play an important role in streamlining at the very least the early stages of planning applications and reducing administrative burdens on local authorities. They also want a moratorium on additional policy requirements that increase costs and complexity without accelerating housing delivery. Another key policy is tackling what campaigners describe as a construction skills emergency. More than 35,000 vacancies currently exist across the sector, and the industry is expected to require around 225,000 additional workers by 2027, but approximately one-quarter of the existing workforce is expected to retire over the next five years. Campaign leaders are therefore calling for expansion and an acceleration of apprenticeships, training programmes and industry-led education initiatives. They want greater support for small and medium-sized businesses that train and to retain apprentices and closer collaboration between employers,
Roofing apprentices are opening up about the role that mentor support plays in building their confidence, enhancing their skills, and helping them progress within the trade. The insight comes from applications submitted to the 2026 BMI UK & Ireland Apprentice of the Year competition, which this year received a record number of entries from apprentices. Among the 68 applicants across pitched and flat roofing categories, more than two-thirds (68%) said they would first turn to a mentor, manager or experienced colleague when faced with a challenge on site, highlighting the importance of day-to-day support in helping apprentices develop both technically and professionally. “I feel very confident and comfortable asking the people I work with,” one applicant shared, emphasising the vital role mentors play in apprenticeships. “I always ask my manager or others on site for help.” Another apprentice added: “I feel lucky, my boss is always happy to show me what to do and teach me new things. I know I can always ask for help in my company.” The findings suggest that apprentices prefer learning the trade through peer-to-peer interactions, alongside formal training routes, particularly when developing confidence on-site and learning to handle real-world challenges. When peer support is unavailable, 20% of applicants indicated they would turn to free online resources, including Instagram, YouTube, and manufacturer-led content to learn from other skilled professionals. This suggests that practical learning, whether in person or online, is still highly valued in the trade, especially given the ongoing concerns about skills shortages. “As a young person, I use YouTube to see if I can gain any knowledge there,” explained one apprentice. The findings come at a time when the roofing industry continues to face significant recruitment and retention challenges. According to the National Federation of Roofing Contractors (NFRC), the UK will need an additional 3,800 roofers by 2029. However, current training routes are projected to deliver only 1,550, resulting in a shortfall of over half. Completion rates further compound this issue. The latest ‘Apprenticeship Gap Report’ reveals that the completion rate for roofing apprenticeships is just 28%, the lowest among construction trades, meaning nearly three in four roofing apprentices do not finish their training. Several applicants also expressed ambitions to progress into leadership positions or eventually establish their own roofing business, reflecting the long-term career aspirations emerging across this year’s cohort. The findings suggest strong workplace support and positive site cultures could play an important role in supporting these ambitions and improving retention within the industry. Stuart Farnell, Lead Technical Trainer at BMI Academy, said: “What stands out from this year’s applications is how much apprentices value having experienced people around them who are willing to support, teach and share their knowledge on site. “Technical training is essential, but confidence, encouragement and practical guidance also play a huge role in helping apprentices develop successful long-term careers in roofing. Creating supportive environments where people feel able to ask questions and continue learning is incredibly important for the future of the industry.” The final of the Apprentice of the Year competition will be held on July 22nd and 23rd, 2026, at the BMI Academy in Gloucestershire. To find out more about the event or training courses provided by the academy, visit: https://www.bmigroup.com/uk/bmi-academy/?utm_source=PR&utm_medium=Release&utm_campaign=Insights&utm_id=insights Building, Design & Construction Magazine | The Choice of Industry Professionals
The buzz surrounding the planned creation of a multibillion-pound theme park in Bedfordshire is to be used to encourage children to consider careers in the construction industry when they leave school. That’s the aim of insulation specialist Actis, a long-term champion of encouraging young people into the sector, often via outreach sessions in schools and colleges. And with developers Comcast NBCUniversal promising to provide training and apprenticeships via colleges and universities throughout the construction and resort phase, the development of the newly named Universal United Kingdom Resort should be good news for the wider construction industry, believes Actis. The US entertainment giant, which says it will invest an initial £5 billion into the resort and a further £1bn over its first decade, wants the theme park to become the most visited in Europe. It says the work will generate around 20,000 jobs during the construction period, with a further 8,000 created after its opening in 2031. The government will support the surrounding infrastructure development and transport links to the tune of £1.3 billion. Actis East and Scotland regional sales director, Steven Ellis, who lives near the planned theme park, is due to take part in a ‘careers and aspirations’ day at a village school literally a stone’s throw from the site in the coming weeks. He plans to reference the resort as an example of the kind of imaginative project open to those choosing a construction career path. “The popular appeal and glamour of a theme park is a tangible and exciting example of the kind of project likely to strike a chord with those still at school. I’m hoping it will give them a real passion to be involved in an industry which can bring so much joy to millions of people all over the world,” he said. “With the theme park’s creators predicting there will be 8.5 million visitors a year initially, rising to 12 million within 20 years of opening, the magnitude of the resort points to a great need for skilled tradespeople and apprentices. “These will be required to work not only on the 476-acre theme park but also on the road and rail links being created and upgraded to allow access to the site. This is a career opportunity on their doorstep and I’m hoping they will share my enthusiasm!” Building, Design & Construction Magazine | The Choice of Industry Professionals
Solent Freeport, in partnership with the Solent Growth Partnership through the Solent Business Growth Service, has today launched a new £50,000 Apprenticeship Incentive Programme designed to help small and medium-sized businesses across the Solent region recruit an apprentice for the first time, while supporting young people who have previously been not in education, employment or training (NEET). Solent Freeport, in partnership with the Solent Growth Partnership through the Solent Business Growth Service, has today launched a new £50,000 Apprenticeship Incentive Programme designed to help small and medium-sized businesses across the Solent region recruit an apprentice for the first time, while supporting young people who have previously been not in education, employment or training (NEET). The programme offers financial incentives of up to £2,000 per apprentice to eligible employers, alongside tailored business support, helping to reduce recruitment barriers, strengthen local skills pipelines and support inclusive economic growth across the Solent. The incentive fund will support: Funding is available on a first-come, first-served basis, subject to eligibility and availability. The initiative focuses on four priority growth sectors critical to the Solent economy: By targeting employers who are taking on an apprentice for the first time, and apprentices who were previously NEET, the programme aims to unlock opportunity for those furthest from the labour market while supporting businesses to invest in the future workforce they need. Brian Johnson, Chair of the Solent Freeport said:“This programme is about creating real opportunity – for employers who want to grow but face recruitment challenges, and for individuals who need a route into skilled employment. By working with the Solent Growth Partnership, we’re ensuring Freeport investment directly supports people, productivity and long-term prosperity across the region.” Rachael Randall, Chair of the Solent Growth Partnership Business Board added:“Apprenticeships are a proven way for SMEs to build skills and talent, but the first step can feel daunting. This incentive, combined with practical business support through the Solent Business Growth Service, helps employers take that step with confidence while opening doors for young people who might otherwise be left behind.” In addition to the financial incentive, participating employers will receive guidance through the Solent Business Growth Service, supporting them with recruitment, onboarding and longer-term business growth. Eligibility and applications To be eligible, employers must: Apprenticeship starts must fall within the programme application window, and applications cannot be made retrospectively. Further details, including full terms and conditions and application guidance, are available via the Solent Business Growth Service on www.solentgrowthpartnership.co.uk Building, Design & Construction Magazine | The Choice of Industry Professionals
Students at New College Durham Learn About Major Renters’ Rights Reforms and what Landlords need to Know. From 1 May 2026, sweeping changes to the private rental sector have been in effect under the Renters’ Rights Act 2025, fundamentally reshaping how tenancies are managed across England. The new legislation introduces stronger protections for tenants while placing clearer legal responsibilities on private landlords. The reforms apply to individuals renting privately under assured or assured shorthold tenancies. They do not generally affect those living in social housing or lodgers sharing accommodation with a resident landlord. One of the most significant changes is the abolition of so-called “no-fault” evictions, previously issued under Section 21. From May, landlords will no longer be able to evict tenants without providing a valid legal reason. Instead, all evictions must be based on specific and lawful grounds for possession. Paul Bandeen of New College Durham emphasised the importance of awareness and education as the changes take effect:“The reforms are a significant shift in the private rental sector. It’s crucial that both tenants and landlords understand their rights and responsibilities under the new legislation. We are committed to providing clear, accessible information and guidance at New College Durham.” The Act also brings an end to fixed-term assured tenancies. All qualifying tenancies will automatically become rolling (periodic) agreements, continuing indefinitely unless ended by either party in line with the new legal framework. Existing Assured Shorthold Tenancies will transition seamlessly into Assured Periodic Tenancies, ensuring continuity for tenants. Further changes relate to how and when rent can be increased. Rent review clauses written into tenancy agreements will no longer be valid. Instead, landlords must follow a standardised legal process under Section 13 of the Housing Act 1988. This limits rent increases to once per year and requires at least two months’ formal notice using a prescribed form. Any increase must reflect the current market rate, with tenants given the right to challenge excessive rises through a tribunal. As the new rules come into force, tenants and landlords alike are encouraged to review their current agreements and seek advice where needed to ensure compliance. Building, Design & Construction Magazine | The Choice of Industry Professionals
Talan is supporting the delivery of a new industry trial designed to understand how students and trainees can be supported as they begin their careers in the gas sector, working on behalf of Gas Safe Register and the Health and Safety Executive. Talan has contributed to the development of the trial from its early stages, including designing a range of student-facing resources such as career pathway guidance and the new Gas Safe Register Student Hub. The hub has been created to provide a clear and accessible landing point for trial participants, giving them easy access to information and support throughout the trial. The initiative invites individuals training to become gas engineers to take part in a structured programme that offers practical support. The trial offers guidance covering registration, safety, career progression and the future skills needed in a changing industry in a ‘Student Hub’ found on the Gas Safe Register website. There are also plans to hold live webinars with gas engineers during which students can ask questions. As part of its role in the trial, Talan has worked closely with the Gas Safe Register to shape the structure and presentation of the Student Hub, ensuring that information is easy to navigate and relevant to the needs of trainees at different stages of their learning journey. Talan are using surveys to collect feedback from students on the quality of the support so it can be improved and developed further in future. Talan have engaged with awarding bodies and training providers across the sector to support participation in the trial and help ensure it reaches students in a range of training environments. Will Taylor, Principal Consultant at Talan, said:“Our role has been focused on supporting the development and delivery of the trial in a way that works for trainees in practice. That has included shaping resources such as career pathways and guidance, as well as working with Gas Safe Register on how the Student Hub is structured so it’s clear, accessible and easy to use. We have also worked closely with awarding bodies and training providers to help ensure the trial reaches students across the sector. Bringing together that engagement with practical support gives a stronger understanding of what trainees need as they start out and how that support can continue to improve.” The trial will run until 31st July 2026 and is available through the Gas Safe Register Student Hub. For more information, visit: www.gassaferegister.co.uk/student-hub/ Building, Design & Construction Magazine | The Choice of Industry Professionals
Leading contractor Bouygues UK has achieved the Silver Level Social Value Quality Mark in under three months. This makes them the first organisation to fast-track from Bronze to Silver, while accelerating efforts to address the UK construction sector’s critical skills shortage. Awarded following a comprehensive audit and a 90% compliance score, the accreditation recognises the company’s outstanding progress in delivering measurable social value across its communities, customers and employees. The Social Value Quality Mark is an independent accreditation that assesses compliance across multiple dimensions, with Silver representing substantial achievement in embedding and evidencing social value in core business operations. At a time when the construction industry faces a skills gap, Bouygues UK has positioned social value as a key lever to drive long-term workforce development. Significant investment in education, apprenticeships and training programmes is helping create sustainable pathways into construction careers – particularly for young people and underrepresented groups. Through STEM initiatives, school and college partnerships, and targeted employability programmes, the company is actively contributing to building a more diverse and future-ready workforce. This approach not only supports local communities but also strengthens the industry’s long-term resilience. The audit highlighted Bouygues UK’s exemplary approach to strategic partnerships, alongside strong leadership and governance, sector-leading sustainability practices, ethical supply chain management, high staff engagement and development, and robust measurement of social return on investment. Huw Evans, Director of Quality at SVQM CIC, said: “We congratulate Bouygues UK on the award of Silver. This recognises their outstanding progress to create social value for their communities, customers and employees, through their everyday operations. In particular, their determination to help tackle the UK skills gap through innovative approaches was found to be exemplary. We look forward to supporting their journey as they continue to drive positive social legacy.” Emmanuelle Rodarie, Director of Social Value at Bouygues UK added, “This Silver award is a testament to our team’s commitment to creating real, measurable impact in our communities. From education and skills development to supporting local economies, we’re proud of the breadth of positive change we’re driving. Achieving Silver at pace reflects the strength of our approach, and we look forward to building on this momentum – delivering even greater value for our clients and the communities we serve.” Building, Design & Construction Magazine | The Choice of Industry Professionals
wienerberger UK & Ireland has delivered the first pilot of its Trades of Tomorrow programme, a three‑day initiative designed to help care‑experienced young people explore careers in construction while responding to the industry’s long‑term skills challenge. Developed as part of the company’s Social Impact Strategy, the programme was delivered in partnership with charity The National House Project and the Greater Manchester Youth Network, bringing together young people from across the North West with lived experience of the care system. With demand for skilled trades continuing to outstrip supply, Trades of Tomorrow was created to provide practical, real‑world insight into the construction sector, build confidence, and demystify the different routes into employment, training and further education. The programme sits alongside wienerberger’s wider, long‑standing support for construction skills development, including its backing of and provision of materials for national skills competitions such as Super Trowel, SkillBuild and the Guild of Bricklayers. Sarah Nurton, Social Impact Manager at wienerberger UK & Ireland, said: “Construction is facing a long‑term skills challenge, and as an industry we have a responsibility to think differently about where future talent comes from. Trades of Tomorrow is about opening up access to the sector and providing practical, real‑world insight for young people who may not otherwise see construction as an option. “By working alongside trusted partners and employers, we can help care‑experienced young people build confidence, understand the breadth of opportunities available, and make informed decisions about their next steps.” Across the programme, participants were introduced to a broad range of construction trades, including heritage skills through sessions delivered by Donald Install Associates. Activities included hands‑on clay work and a practical roofing session, designed to give participants a tangible feel for working on site and with materials. The group also visited Stockport College, where they toured the construction department, took part in a brick‑building exercise and spoke directly with teaching staff about course options, entry requirements and what to expect from further education in the built environment. The programme concluded with a site visit to an Anwyl Homes development in Chorlton, offering a live view of housebuilding in progress. Participants took part in a site tour and Q&A session with an apprentice, providing insight into day‑to‑day site life and the different pathways into construction careers. Kat Luckock, Director of Partnerships at The National House Project, commented: “It has been fantastic to partner with wienerberger to co‑produce the Trades of Tomorrow programme with young people from two of our Local House Projects. For care leavers, access to industry insight and real career pathways can be transformative, and construction is a sector full of opportunity. “Working in partnership with an employer like wienerberger ensures the programme is grounded in real industry experience and opens doors that might otherwise feel out of reach. It also supports our existing partnership, where wienerberger provides a bursary to young people looking to start or develop their career in construction. “We’re excited to continue growing the programme to support care‑experienced young people to build sustainable, skilled careers in the construction sector.” Mathew Harrison, Group HSE Director at Anwyl Homes, said: “It was our pleasure to welcome such an enthusiastic group of young people to our Dalton Fields development in Chorlton and give them an insight into the everyday workings of a construction site. We hope we have inspired them to consider housebuilding as a future career path.” Andy George, Director of Skills and Attraction at Home Builders Federation, said: “It’s great to see targeted interventions like Trades of Tomorrow being launched by the industry and shows how initiatives like this can really open up construction careers and strengthen the talent pipeline. This programme builds on the success of the HBF Partner a College programme, which works by connecting employers with colleges to provide hands-on experience, giving clearer pathways into the sector and enabling more work-ready students.” Following the success of the pilot, wienerberger plans to build on the programme, with ambitions to deliver further Trades of Tomorrow sessions and continue working with partners to support care‑experienced young people into long‑term careers across the construction industry. www.wienerberger.co.uk Building, Design & Construction Magazine | The Choice of Industry Professionals