HOW WE CAN TACKLE THE ‘SCARY’ SKILLS SHORTAGE

Bootle window and door maker Warwick North West says it is being proactive in addressing the skills shortages in the manufacturing and construction sectors.

Warwick managing director Greg Johnson says that in terms of shortages “numbers are scary” but adds that he believes industry can address the crisis with the support of Government.

According to Make UK, the representative body of the manufacturing sector, 36% of manufacturing vacancies are proving hard to fill, compared to an average of 24% across all industries. It estimates this is costing the UK £39bn each year.

The Construction Products Association says its sector is set to lose more than 500,000 workers (a quarter of the workforce) in the next decade. And the Construction Industry Training Board recommends 251,500 extra workers by 2028 to meet demand.

Greg said: “Less than 5% of people in our industry believe the labour shortage is getting better, and since the pandemic, we’ve lost 120,000 construction workers. This represents a real threat to our industry’s future.

“The skills shortage in the construction and fenestration industry isn’t news to anyone. We’ve all read the headlines, seen the statistics, and probably contributed to countless discussions about the crisis.

“The challenge is big, but I believe there are practical steps we can take. At Warwick North West, we’re focused on finding the solutions.”

In a bid to address the skills shortfall, the Government is creating 32 new skills hubs and plans for 5,000 construction apprenticeships per year. Its new ‘Skills Bootcamps’ and fast-track apprenticeships, backed by £140m of investment, aim to get more people into the industry.

Traditional apprenticeships take 24 to 30 months to complete, but these new programmes aim to cut that time in half.

“It’s promising, but we can’t just wait for government initiatives to solve this problem. We need to act ourselves,” added Greg. “At Warwick North West, we tackle the issue directly through partnerships that challenge traditional recruitment methods.

“We’ve partnered with Nobody Left Behind, a Merseyside organisation dedicated to helping young people, care leavers, and exoffenders find employment.

“Similarly, our partnership with Inside Connections helps ex-offenders build new careers. These partnerships bring great employees into our business while making a difference in our community.”

Over the past year Warwick has taken on five apprentices. Four of them are now working full-time in the business. Starting from April the firm is expanding its apprenticeship programme through a new partnership with Hugh Baird College.

Greg explained: “The college is just down the road from us in Bootle, and it’s one of only three further education colleges in the North West to be rated outstanding by Ofsted. It’s a no-brainer to utilise this hub of capable young people that is right on our doorstep.

“These types of local connections excite me. It helps us build stronger links with our community, create more opportunities for young people and fill our ranks with talented employees.”

As Liverpool Chamber celebrates its 175th anniversary year, it is very much focused on looking to the future and supporting its members as they adapt to a fast-changing economy.

In 2024 Warwick invested £1m into its Bootle factory, acquiring new machinery that improves productivity and increases capacity. This has led to the creation of eight new roles at the firm, including four apprenticeships, all people from the local area.

“When businesses grow and are successful, they can create real opportunities for local people,” said Greg. “While the Government’s initiatives are welcome, it’s up to businesses like ours to make them work on the ground.

“If we want to solve the skills shortage, we need to look beyond traditional recruitment methods. The old approach of waiting for qualified candidates to come to us simply isn’t working anymore, they just aren’t there. Instead, we need to create them ourselves.

“We need to proactively reach out to different communities, create new pathways into our industry, and show people the opportunities that exist here. I’m proud that Warwick is leading the way on this.

“We are seeing success with our unique approach to sourcing and developing new talent, and we’re happy to share what we’ve learned. The future of our industry can be bright, but it will take creative and innovative ways to attract and develop the next generation of skilled workers.” old approach of waiting for qualified candidates to come to us simply isn’t working anymore, they just aren’t there. Instead, we need to create them ourselves.”

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