INDUSTRY COMMENT Introducing inclusivity at grass-roots level A
Training courses that promote inclusivity are essential if the building services engineering sector is to meet demand for the low-carbon future. Mark Krull, managing director at LCL Awards, explains why the industry needs more varied viewpoints and how access to the skilled trades can be improved
ccording to the latest Office for National Statistics (ONS) data, women make up just 1% of the skilled trade professionals working in the UK construction sector – a
figure which has barely changed over the last decade. There is no reason for this disparity other than social constructs. We are brought up to believe that girls become hairdressers and boys become plumbers. Of course, this is a very simplistic generalisation of a complex issue which encompasses not just gender stereotypes, but other under-represented groups too. In a sector that has suffered from long-term skills shortages caused by a range of factors, including rapidly aging workforce, it is an issue that requires urgent attention.
Call to the tools
The building services engineering (BSE) sector requires more people across the board. We need a higher intake of trainee gas engineers and plumbers, allowing experienced engineers to upskill to fulfil roles in low-carbon technologies and fuels, from heat pumps to hydrogen.
But we also need to encourage variety. The heating industry is diversifying, and new approaches are being inspired by technological innovations. Trade roles are changing, with ‘engineering’ – innovating to solve problems and push the boundaries of common barriers, such as energy efficiency – becoming a more prominent part of the job.
Building a resilient workforce – what steps can the industry take?
Varied viewpoints and life experiences will accelerate innovation and progress our industry for the better. We believe that one of the best starting points is the training centre. More diversity in the classroom will result in more diversity in the workplace, which will also have an impact at grass roots level, encouraging more young women (and other under-represented groups) to choose trade and engineering roles.
Flexible course delivery – In a post Covid age, we are all far more used to communicating online. Many training courses and qualifications can be delivered online and/or in the evening and at weekends to suit the needs of parents and carers, as well as people fitting training in around the day job. Engage young people – the number of young people entering the gas sector is in decline. Part of the challenge of engaging with young people – all young people, not just women and under- represented groups – is ensuring training centres and workplaces represent modern attitudes. Promote respectful behaviour – during our field research, we heard many accounts from female trainees who had experienced seemingly harmless ‘banter’ in the classroom – questions regarding their strength to lift a boiler, for example. Casual remarks like this contribute to a negative culture of intimidation and effect the progress of everyone, men included. The best environment for learning is one where everyone is equally valued. Improve conflict management – most of these incidents go unreported. If real change is to be achieved, training centres must ensure there is an open line of communication so that everyone feels safe to report inappropriate behaviour. Active listening, patience and impartiality at management level will ensure long-term solutions are implemented.
Inclusivity from the bottom up
Aside from being the right thing to do, attracting more people is ultimately good for business; women in particular are a largely untapped marketplace. Welcoming training environments will encourage more people from different backgrounds and experiences to move into building services, from school leavers through to older career changers. There are also benefits for employees and trainers - workplaces where wellbeing is valued tend to have better staff retention and greater productivity.
Inclusivity initiatives at a grass-roots level have the potential to inspire significant cultural change across the wider industry and we look forward to seeing more of them in the future.
BELOW: Rebus Training, one of LCL Awards approved centres that has signed up to the Inclusivity Charter
Inclusivity Charter 1. LCL Awards centres are committed to creating a welcoming, inclusive environment where both learners and centre staff feel safe, heard and supported.
LCL Awards
2. We do not tolerate offensive language, such as sexist or racist comments – from trainers or trainees.
3. We consider the needs of all learners, in order to enhance learning experiences and increase opportunity
4. We are actively exploring a range of training options, using creativity and innovation to improve engagement.
5. Our ambition is to help as many people as possible access the building services engineering sector; to improve lives, improve the sector and combat skills shortages.
6. We believe that inclusion creates an environment where everyone is valued, feels valued and are therefore able to achieve their highest potential.
18 BUILDING SERVICES & ENVIRONMENTAL ENGINEER DECEMBER 2022
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