.png)
Diversity and inclusion were high on the agenda in The Engineering Construction Industry Training Board's (ECITB) 2024 Workforce Census, which provides an extensive overview of challenges within the engineering construction industry.
Gender diversity strides and stalls
The 2024 census, which analysed information provided by Engineering Construction Industry (ECI) employers, highlights some progress in gender diversity, with women now representing 16.9% of the workforce, up from 13.8% in 2021. This indicates there has been some advancement in bridging the gender gap, albeit the pace of change underscores a need for continued efforts to create more inclusive environments. Engineering roles traditionally dominated by men continue to pose barriers to entry for women, indicating a critical area for improvement.
A mixed picture for ethnic diversity
In terms of ethnic diversity, the census reflects an industry in transition. While some regions have made significant strides towards aligning their workforce demographic with the local population, others fall behind. Notably, the representation of mixed/multiple ethnic groups and Asian/Asian British categories witnessed changes, indicating a gradual shift towards a more diverse workforce. However, disparities remain, especially in senior roles and specific sectors, highlighting the need for targeted diversity initiatives.
Industry wide figures indicate 16.3% of economically active people in the Great British population are from non-white ethnic backgrounds. The 2024 comparable ECTIB census figures for those working in the engineering construction industry is just 7.5% - demonstrating the industry still has significant progress to make.
The looming challenge of an ageing workforce
The ageing workforce remains a pressing concern for the industry. The proportion of workers over 60 has risen to 14.7% from 11.6% in 2021, signalling an imminent skills gap as these experienced professionals retire. Conversely, the uptick in workers under 30, from 14.7% to 16.8%, alleviates some pressure. This demographic shift emphasises the importance of succession planning and the need to attract younger talent to ensure the future vitality of the engineering construction industry.
Identifying areas for improvement
Despite progress in some areas, the engineering construction industry faces significant challenges in achieving true diversity and inclusion. Gender stereotypes, ethnic disparities, and an aging workforce necessitate comprehensive strategies to foster a working environment that is truly representative of wider society.
The role of specialist engineering recruitment partners
Specialist engineering recruitment partners like NRL play a crucial role in catalysing change within the industry. By prioritising diversity in their recruitment practices, our recruitment teams can work in partnership with clients to address their specific skills shortages and changing demands.
Targeted recruitment strategies: By developing recruitment strategies that actively seek out underrepresented groups, we can help to diversify candidate pools for our clients.
Bias-free selection tools: Implementing tools and processes that minimise unconscious bias during the recruitment process ensures a fairer selection method, giving all candidates an equal opportunity to succeed.
Partnerships with educational institutions: Collaborating with schools, colleges, and universities to encourage students from diverse backgrounds to consider engineering careers can help to address both gender and ethnic underrepresentation.
Career development opportunities: Working with employers to identify career development opportunities to reposition jobs to make them more accessible to a wider and more diverse candidate base.
Promoting an inclusive culture: Advising our clients on best practices for creating an inclusive workplace, helping to play a key role in fostering an environment where all employees feel valued and included.
Interested in finding out how NRL can support your diversity challenges?
Our recruitment team are always happy to discuss your workforce needs, and you can reach out to them below.