BUSINESS HELPDESK HELP DESK


APPRENTICESHIPS’ UPWARD CURVE


The BMF’s annual Remuneration Survey covering the 12 months ending April 2018 provides some interesting insights into the merchant industry. One of the most positive is a huge leap in the number of apprentices employed.


THE BMF HAS undertaken its annual Remuneration Report, showing salaries, wages and benefits paid to builders’ merchants’ employees for a number of years. Most of the financial information is shared exclusively with BMF members. However, two years ago three new questions were added to provide greater insight into gender diversity, youth recruitment and employee churn rates. With a second year of data to hand we are now able to track progress in these areas.


The greatest change is seen in the number of apprentices employed by builders merchants. Nationally, apprentices made up 7.45% of the total merchant workforce at 30 April 2018, a significant increase from 1.12% reported in 2017. This is particularly interesting as it contrasts markedly from the apprenticeship trend across all UK industry, where the number of new starts fell dramatically following the introduction of the new apprenticeship funding system in May 2017.


Whilst some found the new funding system challenging, the BMF embraced the opportunities it has afforded. Firstly, by forming an accredited Apprenticeship Training Agency and launching BMF Apprenticeship Plus, which removes potential administrative hurdles making it easy for BMF members to take on apprentices in any job role. In addition, along with the Electrical Distributors Association, the BMF championed the development of a new, industry specific Trade Supplier Apprenticeship Standard - the first developed by our industry


September 2018


for our industry. Launched earlier this year, it is already on course to become the merchant sector’s primary Level 2 qualification. We have not analysed why


merchant apprenticeship numbers have risen so dramatically, but the increase in the number of relevant apprenticeship standards coupled with BMF’s administrative support services may well be a factor in encouraging more merchants to recruit apprentices and upskill staff.


Diversity in Merchanting


chanting


The 2017 survey uncovered a wide disparity between the number of men and women working in the merchant sector, an 85:15


The greatest change seen is the number of apprentices employed by builders merchants. Nationally, apprentices made up 7.45% of the total merchant workforce in April.


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male:female employment ratio. The 2018 data results showed a small improvement to a ratio of 81:19 male:female.


This was largely driven by the results in London and the South East, where women now account for around 25% of merchant employees.


Before we start celebrating, we should bear in mind that women currently make up 47% of the total UK workforce. However,


www.buildersmerchantsjournal.net


Employee Churn The survey also considered employee churn rates for the second consecutive year. The BMF’s 2018 national figure of 20% leaving their job during the


women are still significantly under-represented in the


construction industry as a whole, yet it is still surprising that the gender gap is so great in


merchanting, which is essentially a service industry.


One possible reason is that many women don’t imagine themselves in any aspect of construction in the first place, so don’t apply for jobs in merchanting.


It is down to the industry to make itself more attractive to a wider cross section of the population, possibly by offering more flexible contracts. This is an area that we will be looking at closely again next year.


year is higher than the 18.7% reported in 2017, but remains lower than the UK’s all-industry average labour turnover rate of 23%. [*Source: Labour turnover rates 2017 published by XpertHR] Employee churn can be seen as a positive indicator. Voluntary labour turnover rates can be a reflection of growing confidence in both the UK’s economic performance and employers’ optimism in recruitment. However, if the churn level


becomes too great it can lead to skills shortages, which is why we need to encourage more young people, both male and female, into the industry.


In particular, we must do more to change women’s perceptions about the industry. The BMF is doing this in our Youth


Employment campaign, which features a number of female role models, but more action throughout the industry is clearly necessary. BMJ


The BMF’s Remuneration Report is one of many business reports and services provided to members, who include both merchants and their suppliers.


To find out more about the full benefits of membership and how to join the BMF visit www.bmf.org.uk


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