Build Magazine August 2015

Build Magazine 6 Window to Skills Shortage Solution Window manufacturer backs apprenticeships to fill skills gap. After recent statistics suggest over-qualifica- tion is at ‘saturation point’ one of the North’s leading window manufacturers is calling on school leavers to seriously consider the benefits of apprenticeships. Ian Harrison, managing director at Goldthorpe based Building Product Solutions who has long been an advocate for the apprenticeship scheme, said: “Apprenticeships work well for both the young person and the company. Not only does the apprentice become skilled in their chosen industry – they learn the ins and outs of the business.” The latest study from the Chartered Institute of Personnel and Development shows that the UK currently has 58.8% of graduates working in jobs that don’t typically require a degree. This trend was particularly high in the construc- tion and manufacturing industry where appren- ticeships have always been a traditional route into the industry. It means that whilst graduates are looking jobs which typically wouldn’t require a degree, those without are facing stiff competition. Statistics from yesterday’s GCSE results show that although the percentage of pupils achieving a C grade or above has risen, those achieving the top grades has seen a slight fall. With universities now able to accept as many students as they’d like and with entry requirements dropping, the South Yorkshire based manufacturer is encourag- ing school leavers to research their other options. “Young people shouldn’t be spending as much as they do on university fees and then worrying about career prospects. With an apprenticeship you can ‘earn while you learn.’ And 90% of apprentices stay in employment once complet- ing their studies – you can’t argue with those figures.” Adds Ian “Apprenticeships should no longer be seen as second class. They pose a real alternative to gaining qualifications without going to university. Manufacturing and construction in particular offer plenty of career progression and continued professional development.” In 2013/14 academic year there was 13,700 apprenticeship starts in South Yorkshire and 440,000 in England as a whole. Final chance for businesses to respond to major consultation on how to tackle the difference between average pay rates of male and female employees Construction businesses across the country are being called on to respond to a major Government consultation on how to close the gender pay gap. Latest figures show that these industries have a 22.76% pay gap – the difference between the average salaries of men and women based on hourly rates – which is higher than the national average of 19.1%. It is already unlawful to pay men and women differ- ently for the same job - this is about understanding and overcoming other barriers that are preventing women achieving their full potential and making their maximum contribution to the economy. Last month, Prime Minister David Cameron, an- nounced that employers with more than 250 employ- ees will have to publish the difference in pay between men and women as part of the Government’s ambi- tion to end the gender pay gap in a generation. The gender pay gap is at its lowest rate on record, and there are more women at work than ever before. There are just three weeks left for employers to respond to the consultation that explores how the new regulations will be designed. Minister for Women, Equalities and Family Justice Caroline Dinenage commented on the issue. “We have more women in work than ever before but the stubborn pay gap between men and women still persists. By taking steps to tackle this and increase transparency, employers can retain real talent. This isn’t just common sense, it makes good business sense too. “That’s why we’re urging the construction sector to come forward and have their say so together we can consign the gender pay gap to the history books.” One construction and support services firm that is already working hard to support women achieve their potential is Carillion, who have recognised that they need to support women at all levels of their career to enable them to progress. They have enhanced maternity and adoption pay, and have set up a support network for working mums which now has over 200 members. Carillion Chief Executive, Richard Howson, added that diversity was vital to combating ongoing skills issues. “Our industry like many others is facing a challenge to find the skilled people that it needs to be competitive. This is one of the reasons why improving the diversity of our business is a key priority for Carillion, with a par- ticular focus on supporting women in the workplace. “We believe that gender diversity at all levels of our business strengthens teams, improves performance and ensures we have the skills we need to succeed.” The consultation, which was launched on 14 July and closes on 6 September explores how the new regulations on gender pay gap reporting will be de- signed, including what, where and when information will be published. It is also seeking views on what more can be done to encourage girls to consider the widest range of careers, support parents returning to work and help women of all ages reach their full potential and have the security of a well-paid job. Greater transparency will encourage employers to be more proactive in taking action to address the gender pay gap. By taking steps to close the gap, employers can better attract, develop and retain talented women, creating a balanced and diverse workforce because maximising female talent isn’t only the right thing to do, it’s good for business and it’s good for the economy. Many companies will not even know they have a gender pay gap. Greater transparency can therefore encourage employers to think about what may be causing this, and how they can help tackle it. The causes of the gender pay gap are complex and there are many factors involved, not just discrimina- tion. Other factors include: • the concentration of women working in low- er-paid professions than men; • women are three times as likely as men to work part time (often in order to combine childcare and work) and part time work is on average less well paid compared to full time work • corporate culture or unconscious bias • fewer women getting to the top • sometimes personal choice Other work the Government is doing to help address the gender pay gap includes: • Extending the right to request flexible working to all employees – 20.6 million employees now benefit from this; • Introducing shared parental leave; • Introducing tax breaks for childcare; • Funding 30 hours of free childcare a week for working families with 3 and 4 year old children; • Pay secrecy clauses are now unlawful; • Introducing mandatory pay audits for compa- nies losing equal pay claims; • Encouraging more girls to study STEM sub- jects, by supporting the Your Life campaign. Construction Sector Urged To Have Their Say On How To Close The Gender Pay Gap