Overview

The report investigates how construction can improve its recruitment approach at a time of intensifying competition for skilled workers. It aims to understand what attracts and deters potential entrants, and how the industry can widen its appeal to meet growing workforce demand.

Key findings

• Construction is undervalued by those outside the industry, with only a small proportion seeing it as a preferred career option. Many people lack awareness of the sector’s strengths, including variety, stability, progression and the chance to make a positive impact.

• Industry insiders hold more positive views, describing construction as rewarding, diverse and full of opportunity - highlighting a gap in external understanding.

• Workforce diversity remains low, with women making up 14% and people from ethnic minorities just 6%, despite much higher proportions in the wider UK labour market.

• Recruitment routes are often narrow, with many opportunities filled through informal networks and word‑of‑mouth, limiting access for those without existing contacts.

• Industry must modernise its employment offer, including flexibility, working practices and culture, to remain competitive with other sectors.

• There is a major opportunity to attract new entrants, including career‑changers and young people whose values align strongly with construction’s strengths but who often do not realise this.

Next steps

The findings highlight the need for construction to update and amplify its recruitment offer by improving visibility of career opportunities, widening access pathways, and ensuring working conditions and culture meet the expectations of today’s workforce. Employers and industry bodies are encouraged to collaborate to present a clearer, more compelling picture of modern construction careers, champion diversity, and remove barriers that limit who can enter the sector.

CITB continues to support this work by providing evidence, tools and partnerships that help the industry attract, engage and retain the talent it needs.

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