____________________________________________________________________________________________________________
Labour
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early and directly through school talks , career fairs and digital platforms like social media can help reshape outdated perceptions and highlight the variety of roles available .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 .
Finn Neylon www . perega . co . uk
Finn Neylon is an Associate at Perega . Perega is an employee-owned UK structural and civil engineering practice . Headquartered in Guildford , Perega works dynamically with its clients across a wide range of sectors , notably healthcare , education , and retail . The company prioritises a forward-thinking approach to engineering , adding value through effective communication to deliver high-quality , innovative and cost-effective engineering solutions . The Perega team ’ s experience spans from private houses and retirement villages to large retail parks , major hospital redevelopments , and town centre regenerations .
ccemagazine . com 27