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The project will pilot employer engagement activities and individual support to potential new entrant apprentices with a priority focus on under-represented groups.  Apprentices will be connected to construction employers and offered workplace site visits, one-to-one interactions and work experience. 

The aim of the pilot is to develop new resources and guidance to support employers to recruit and inspire a diverse range of new entrants into the industry via the Higher Level Apprenticeship route.

The project will address gender diversity in construction, focusing on Crossrail and Tideway and key construction projects in London and Birmingham.

As the lead delivery partner, Women into Construction will use innovative techniques to deliver advice and guidance on work experience and training to support women in to sustainable employment.

This advice and guidance will be based on best practice delivered in over 60 construction companies over 8 years and trialling new approaches in the West Midlands.

The project will build networks of employers in the Home Building supply chain and promote collaboration between home builders, sub-contractors and the supply chain.

It will identify training needs of those that are less engaged in training, and influence the dis-engaged to increase their level of training and therefore increasing their engagement with CITB.

Having identified training needs, a series of short-duration off-job training interventions will be delivered to meet the supply chain needs.

The project will develop a programme to accredit organisations in the British Standards Institution ISO18404 for Lean Construction. 

One organisation will receive the accreditation and a best practice case study will be developed to support other employers through the process.

After the project, one employer will become accredited in the ISO Lean Construction standard. Another will have undertaken training so they have the ability to do so. The guidance and training materials used to achieve this will be made available to industry so that other employers can go on the same journey and achieve accreditation.

The project will further develop an employer toolkit which will result in the creation of an inclusive and diverse workforce. Leaders and Managers from main contractors and their supply chains will receive the training and development to embed FIR principles into their project delivery and workforce management strategies.

The project will support 60 disabled adults across Scotland and England into employment in the construction industry through a programme of mentoring, structured training and work experience programme.

This project will develop and deliver a pathway, transferable across the sector, for career changers to enter the construction industry. As part of the project - 20 women will achieve a L2/3 qualification in the specified trades; A comprehensive Best Practice Guide will be produced; 50 mentors will be trained, including 10 achieving a higher level qualification (train the trainer); A minimum of 10 different companies will received 'Unconscious Bias' training, with feedback as to how this has changed their perceptions; A minimum of 10 different companies will receive  'Agile' training, with feedback as to how this has changed their perceptions.

The project will encourage more women to consider construction as a positive career choice by increasing employment of social housing tenants and those from the local community.

This employment will be created in the social housing or building maintenance sector.

The project will undertake research by carrying out pilot studies and business mapping, to evaluate the people and business readiness for BIM, resulting in a business case for further investment in people, process innovation, collaborative working, cultural change, training, systems and new design software technology.

At the end of the project a report will contribute to industry's understanding of how to implement BIM by means of building a strong business case for adoption. The benefits of BIM, particularly in housing, will be recorded in a PowerPoint presentation available on request from Stewart Milne.

Small employers often lack the skills to deliver corporate social responsibility, and so can miss the benefits to themselves and the community, including winning new contracts.

The project will develop and deliver an online diagnostic tool that identifies an organisation’s maturity in terms of corporate social responsibility.

This will help to develop participating employers’ skills and capacity in this area.