Training
www.heatingandventilating.net
Alarming lack of training in the HVAC industry
The scarcity of HVAC course providers is hampering the flow of fresh talent into the industry but also impeding its growth and advancement according to Sophie Davenport, managing director and co-founder of SFE Services, who is calling more colleges to take action
T
he limited number of colleges offering air conditioning and refrigeration courses in the UK is a cause for concern. Currently, only 16 apprenticeship providers offer air conditioning-specific training, creating a significant
barrier to the development of new talent. This situation has resulted in an uneven distribution of opportunities across different regions, making it difficult for individuals to pursue their career aspirations in this field. It is crucial for more colleges to recognise the importance of offering these courses and take proactive steps to provide equal chances. Access to AC and refrigeration courses is limited to only a few locations
across the country, making them inaccessible to the majority of young people. For example, if someone is based in High Wycombe, Buckinghamshire the nearest college offering an ACR course is in Willesden, London, which presents a significant barrier for individuals from that area. This is a common issue on a national scale, considering that a large number of students do not have access to private transportation. Many areas in the UK are completely isolated from any openings into the industry, representing a missed opportunity for all of us. Apprenticeships play a crucial role in every industry, providing valuable
industry-specific skills, fostering personal growth, and preparing individuals for the workplace. The shortage of opportunities for young and aspiring engineers poses a severe threat to the ACR industry. As long as this issue persists, businesses will operate below their full potential. The current workforce is aging, and many engineers are retiring or leaving their tools behind, creating a talent void that needs immediate attention. Employers considering taking on apprentices can develop skilled workers who learn to work in the same ways as the company does. Training an apprentice can also lead to improved employee retention rates, as trainees who feel their employer has invested in their skills and career are more likely to stay in the role. Apprenticeships provide a pipeline of skilled workers trained to industry standards, enhance the reputation of host businesses, promote diversity in the workforce, and address inclusivity challenges. Failure to train the next generation of engineers is not only an issue for
under-resourced companies but also potentially hampers the delivery of crucial construction projects. The lack of trained AC professionals can result in delayed timelines, subpar workmanship, and ultimately damage the industry’s reputation. To address these challenges, ACR companies must individually contribute
to the greater good by implementing or enhancing their own apprenticeship programmes. Increasing the demand for training courses and building a case for education providers to offer relevant avenues for learning is necessary. By committing to nurturing the next generation of industry professionals, the government and education sector will be urged to invest in the creation of more courses in additional locations. However, an increase in apprentice opportunities alone is not sufficient to fix the issue. A systemic change in how we approach and value vocational training is essential. Apprenticeships traditionally blend practical on-the-job training with classroom-based theoretical education, but there seems to be a disconnect between these two aspects. The education sector must collaborate with the industry to ensure that training is practical, relevant, and tailored to the needs of businesses in the space. These courses ensure that the next wave of fresh talent is well-rounded and
competent. It is essential that individuals joining the industry are equipped not only with technical skills but also with interpersonal skills, teamwork abilities, and
10 August 2023
professional conduct. Therefore, the education sector needs to refocus on holistic training and development that extends beyond industry-specific knowledge. In terms of supporting apprentices and making the industry more attractive to
younger generations, AC companies have a vital role to play. The financial burden currently borne by apprentices is a significant deterrent. The standard rate of pay for first-year apprentices is £5.82 per hour so the cost of travel alone can be prohibitive. In conclusion, harnessing more talent in the industry is paramount to the sustained growth of our economy and the overall quality of life for many people. The importance of good air management and temperature control in home and work environments has never been greater. Sustaining a stronger, more skilled workforce positively transcends into a more resilient construction sector overall – and builds one that is capable of handling the rigorous demands of our increasingly urbanised and technologically advanced society. Ultimately, infusing the ACR industry with fresh talent means creating a future that is positive for the sector. But for this to become a reality, we must prioritise the development of apprenticeship opportunities and, in turn, the future of the ACR industry itself. We cannot afford to stand by and watch a skill shortage hamper our potential. The time to act is now.
Sophie Davenport, managing director and co-founder of SFE Services
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