Solving the UK’s Engineering Skills Crisis
By Finn Neylon
The European engineering sector faces a looming shortfall of one million engineers by 2030. This growing skills gap threatens our ability to meet the growing demands for UK infrastructure development, decarbonisation, and technological innovation. To overcome this, we need to attract, develop, and retain a diverse and skilled workforce. This requires a multifaceted approach, breaking down barriers to entry and retention, creating inclusive working environments and embracing technology to modernise our profession and inspire a new generation.
Understanding the challenge
Over half the respondents in the RICS’ 2024 Q2 construction monitor reported that a skills shortage is affecting building activity. An ageing workforce and a sparse pipeline of new talent compound the issue. It’s not just about numbers either; it’s about diversity and inclusivity. Despite progress, the number of women in engineering has declined in the last year, and many see the field as male dominated. In fact, women are leaving the profession at twice the rate of men, underscoring the urgent need for change.
Breaking down barriers
To address the skills shortage effectively, we must first tackle the barriers that stop people, especially women and underrepresented groups, from entering and staying in engineering.
One of the most effective ways to attract new talent is through diverse educational pathways that cater to different learning styles and career aspirations. Apprenticeships, for instance, provide a practical and accessible route into engineering for those who may not pursue a traditional university degree. At Perega, our apprenticeship programme combines hands-on experience with live projects, mentorship from seasoned professionals, and the opportunity to earn a civil engineering degree (BEng). This approach opens the door to a broader range of candidates and helps to build a more inclusive workforce.
However, awareness remains a significant hurdle. Many young people and their influencers are not aware of the variety of opportunities within engineering. The industry needs to do more to engage directly with educational establishments, providing clear and compelling information about the exciting and varied careers in our industry.
Creating a supportive environment
Getting talent through the door is only half the battle; retaining it is equally important. We must foster a culture where everyone feels valued and has equal opportunities to progress. This means looking critically at hiring practices, setting concrete diversity goals and establishing support networks such as mentorship schemes. Offering tailored training and development programmes can also provide ongoing support and growth opportunities.
The issue of gender disparity remains a particular concern. Even as more women enter the profession, the retention rate is still low, with many citing a lack of support and progression opportunities as key reasons for leaving. Addressing this requires a commitment to inclusivity from the top down, creating a workplace culture that values diversity, challenges stereotypes and actively supports career development for all.
Leveraging technology
Technology can also play a significant role in making engineering a more attractive career choice. The modern profession is far from the traditional, labour-intensive field young people imagine built environment roles to be. It’s a dynamic and tech-heavy industry integrating advanced tools from AI to AR, and everything in between, providing plenty of challenge for those passionate about problem-solving.
The sector can attract more tech-savvy school leavers and graduates by showcasing how digital tools are transforming engineering. Engaging with students early and directly through school talks, career fairs and digital platforms like social media can help reshape outdated perceptions and highlight the variety of roles available.
It’s not only the youngsters that benefit. Even seasoned practitioners can help extend their careers and make work more accessible. For example, remote video streaming and cloud management platforms can allow them to work flexibly and continue to mentor less experienced team members from afar. This presents an opportunity to retain experienced talent and bridge the gap between generations.
Building the future of engineering
Frustratingly, there’s no silver bullet to address the engineering skills shortage. We must adopt a broad national strategy focused on career enhancement, including key pillars of skills, technology and culture change. This requires a coordinated effort between industry, government, schools and higher education.
Tomorrow’s engineering sector depends on today’s actions. It is time to modernise our approach, commit to diversity and ensure that the profession we all love remains vibrant, innovative and accessible for all.
For a list of the sources used in this article, please contact the editor.