Construction Workforce Development Partnership

At the most recent Construction Workforce Development Partnership meeting on the 8th May, attendees focused on several key strategies to address the sector’s evolving challenges and opportunities across the Thames Valley. Participants discussed the growing urgency to strengthen the regional construction skills pipeline and to respond more effectively to workforce pressures intensified by industry fragmentation, an ageing workforce, and economic uncertainty.

Abingdon & Witney College opened the session with a presentation on their Net Zero Hub and the current training provision, setting the stage for broader conversations on the changing nature of skills demand. An update from the Chamber followed, outlining recent developments in the Local Skills Improvement Plan (LSIP) and national initiatives. This led to a broader discussion on recruitment difficulties, the disconnect between training and employment outcomes, and the barriers employers face in engaging with young learners and schools.

The group identified a lack of career education in schools and a general misunderstanding of what construction careers involve as major blockers. This is compounded by the reduction in internal career progression routes due to the rise of subcontractor models. Attendees proposed that contractors, in collaboration with their supply chains and training providers, consider piloting regional training academies to provide clearer pathways and practical experience.

There was also strong interest in exploring the use of a DWP audit to identify former construction workers who might transition into training roles, especially those no longer suited to on-site work. Additionally, the possibility of forming a Thames Valley-based consortium to pursue a bid for a Technical Excellence College designation was raised, alongside the idea of pursuing a bid to the CITB Industry Impact Fund for trainer and assessor development—an area identified as underexplored but critical.

On employer engagement, attendees called for better support in offering T Level placements and other experiential learning opportunities, citing challenges like insurance constraints and safeguarding concerns. It was agreed that developing and sharing success stories, particularly from Skills Bootcamps, could boost confidence and demonstrate the tangible value of these pathways. Several participants also highlighted how high material costs and benefit restrictions are limiting training delivery and uptake, calling for greater funding flexibility and awareness of schemes like Foundation Apprenticeships and the DWP Flexible Support Fund.

The importance of more accessible training models was a recurring theme, with suggestions including evening or weekend sessions and one-day-per-week formats. While there are high enrolments on some construction courses, this has not translated into employment at the expected rate—raising concerns about a disconnect between training provision and employer needs, and confusion created by inconsistent media messaging around skills shortages.

Green skills were another focal point. Employers acknowledge their importance, but demand from clients and the market is still developing. Many learners gain green construction skills without finding related jobs. Short-term funding cycles and tight project timelines further constrain the sector’s ability to plan and invest in new talent or innovation. A longer-term approach to funding and skills planning was seen as essential.

Perceptions of construction careers continue to pose challenges, especially in attracting women and younger students. Greater engagement with schools, paired with locally led employment and training models, was recommended as a way to address both image issues and regional employment gaps. Concerns were also raised about out-of-area contractors bringing in their own labour, which limits the impact of large infrastructure projects on local employment.

Details were shared on the Construction Mission and related government funding streams, including new Technical Excellence Colleges and expanded Skills Bootcamps. The CITB Industry Impact Fund was highlighted as an important opportunity, offering up to £500,000 per project for employer-led solutions in areas like EDI, digital skills, or workforce retention.

The meeting closed with a collective recognition that better alignment between employers, educators, and support services is critical—and that success will depend on more flexible, place-based, and collaborative approaches to training, funding, and engagement.