Tackling the UK’s shortage of engineering skills requires a holistic approach to address outdated attitudes and stereotypes, says Fraser Robb, managing director of Perega
As we come to the end of the school year and students begin to decide on their post-secondary options, engineering apprenticeships should not be overlooked as a potential career path.
Recently, I was shocked to hear that one in four jobs now advertised in the UK is for an engineer, with demand for the profession set to grow by 2030.
This sounds like a positive situation, yet there remains a growing engineering skills gap that seems to be getting larger by the year.
According to the OECD, less than 10% of UK graduates are engineers, meaning British companies are fighting over an increasingly small talent pool. But this doesn’t need to be the case.
Fundamentally, students need to be reminded that no matter their interest, there is a place for them in engineering. From music venues to sports arenas, canals to airports, tunnels to motorways, most of what we see around us was designed by an engineer somewhere. Yet this is not being communicated to the next generation of workers.
We need to move beyond the unhelpful, and untrue, stigma of “blue collar” roles as, at the end of the day, skilled professionals are essential to the successful transition towards a better and more sustainable future.
So, if the UK is to tackle the scarcity of engineering skills, a shift in cultural attitudes and outdated stereotypes circling the industry is necessary. For me, the solution is three-fold: early engagement in schools, attracting those with scientific backgrounds back into the industry and reaching out to untapped talent pools.
School engagement with engineering skills
From personal experience, I’ve found society at large does not fully understand the function and role of structural and civil engineering.
I’ve had countless conversations with kids and parents who simply have no appreciation of the extent of the input engineers have in creating the society we live in; they think engineers only fix washing machines.
Engineering is so often seen as an unrewarding profession. This couldn’t be further from the truth, so if we’re going to bridge the engineering skills gap a change in perceptions is urgently needed.
Setting the record straight begins at the primary school level upwards. Unfortunately, many teachers still possess little knowledge of engineering or how to guide students toward associated careers. This lack of exposure leaves students stuck with outdated views, often clueless about the possibilities this career path offers. Personally, I find it alarming how they’re cut off from a world of exciting routes to secure employment in an increasingly uncertain economy.
If we’re going to effect real change then, bluntly, engineering must be embedded into the mainstream curriculum. For example, when children learn maths and science, the natural connection to engineering is often overlooked. It’s high time we bridge this gap and ignite their interest in the field. As well as promoting the profession, it will also help contextualise traditionally dry topics, bringing them to life and increasing student engagement. As such, adopting a teaching approach that highlights the real-life applications of these subjects is now needed.
We, as a sector, can also directly flip the script. As engineers, we need to step up and build relationships with our local schools to provide a platform for communicating and inspiring the next wave of young engineers. It’s about taking a holistic approach to promote engineering, mapping a clear route to success and fostering relatability to inspire young people to pursue engineering careers and bridge the engineering skills gap.
Apprenticeship schemes
Apprenticeships offer a tried and tested route into engineering. By training young engineers from the age of 16, we can immerse them in hands-on industry experience, increasing the likelihood of their continued journey in engineering.
At Perega, our apprenticeship scheme has proven to be a resounding success, equipping apprentices with a diverse range of engineering skills, from engaging site visits to the production of cutting-edge technical design information. By the end of the programme, our apprentices proudly earn an engineering degree. Sure, it may not be your typical university experience but with the right training, apprentices can quickly become productive workers without the weight of university debt.
However, many are still missing out. It’s disheartening when bright young minds only discover these opportunities late into their university degrees, especially with an ageing workforce in the field.
Underrepresented talent pools
Unfortunately, women only make up a third of the UK’s STEM workforce. Early this year the government announced its scheme for more women to be supported to return to STEM jobs with government-backed training. This is a great scheme for those already in a career but in terms of inspiring the next generation of young women to pursue engineering, more must be done. A report commissioned by EngineeringUK found that 25% of all recruitment listings in the year to September 2022 were related to the profession yet a significant portion of the population is not fully tapping into their potential.
The key lies in early inspiration. One fantastic initiative, the WES Lottie Tour by the Women’s Engineering Society, takes the Lottie doll to various engineering locations, accompanied by engineers who showcase their work and careers. This campaign, along with online and social media efforts, is transforming the image of engineering for young girls. Indeed, social media campaigns hold the key to reaching and inspiring the next generation.
There you have it: three practical, scalable routes to get more of Britain’s youngsters into engineering. Aside from better communication and more accessible routes into the trade, for the drive for more engineers to be truly successful, businesses must find ways to become more diverse, making the profession more attractive to the new generation or risk missing out on an as-yet untapped talent pool.
Fraser Robb
Managing director
Perega
Tel: +44 (0)1483 565 886
