Build a happier, productive, and more efficient workforce, ready to deliver at scale

Across the retrofit supply chain, we often hear how finding and keeping skilled people is one of the biggest risk factors when it comes to project delivery. Indeed, recent reports suggest that 230,000 additional workers are needed in the next five years to meet demand[1] - a challenging target for the sector as a whole to face.

Contributing to this challenge, we see a persistent barrier for recruiting and retaining a diverse workforce. The data[2] highlights the scale of the gap: women make up just 15% of the construction workforce (and only 2% working on site), with only 6% from ethnic minority backgrounds and 6% identifying as disabled. This compares to 51%, 17% and 22% respectively across the wider population[3]. Meanwhile, 60% of LGBTQ+ workers across the construction sector have experienced derogatory language and a significant proportion feel unable to be open at work[4].

Diversity is a delivery advantage

There are several advantages to implementing an EDI strategy as part of your approach to retrofit delivery. Many businesses are discovering that broadening and improving their recruitment techniques and practices is helping to:

• Fill vacancies, with a wider pool of talent available from under-represented groups
• Improve team performance, higher morale directly improves efficiency and productivity
• Increase capacity, improved staff retention leads to financial savings and the ability to take on more work
• Strengthen client relationships, by understanding their diverse needs
• Bring new skills into the workforce, drawing from a range of backgrounds and lived experiences
• Improved experience for resident, being able to relate to the people coming into their homes helps build trust

Workforces are just happier where staff members can be themselves[5], and have everything they need to do their best work. And in a sector that needs to grow rapidly, accessing a broader talent pool is a practical workforce strategy.

Compliance matters…

Embedding EDI across governance, procurement, workforce development and resident engagement is not an optional add-on. To promote EDI and ensure there is no discrimination, policies exist to govern all sectors in England, including construction and housing sectors, including the Equality Act 2010, Public Sector Equality Duty 2011, Equality Framework for Local Government and The Resident Involvement and Empowerment Standard.

However, whilst EDI in retrofit is sometimes treated as a compliance requirement, in reality, it is essential to growing and strengthening the workforce, and scaling up retrofit delivery. Inclusive programmes come with a host of wider benefits - from reducing access refusals and improving resident satisfaction to supporting correct use of installed measures. In reality, this means more effective roll out of schemes, reflecting the communities that they serve, and better overall delivery of services. 

Underrepresentation in the workforce ultimately leads to poorer outcomes for residents

The Government’s Warm Homes schemes are designed to prioritise low-income households and those at highest risk of fuel poverty. However, resident refusals remain a significant challenge. In many cases, this can be linked to:

• Lack of suitable explanation around technical measures
• Language barriers or accessibility (such as braille)
• Lack of appreciation for cultural differences
• Lack of trust in delivery organisations

A one-size-fits-all engagement approach, delivered by teams that are lacking diversity often overlooks identity, trust and language barriers, so it doesn’t work for many of the households that should be a priority for support. This leads to hesitation and mistrust, and in the worst cases, a refusal to engage - a poor outcome for the residents, and a challenge for organisations looking to meet delivery and impact targets. 

Future proof your team with recruitment routes

For many businesses, capacity becomes a barrier to progress. Short project pipelines and tight margins make it difficult to invest in new recruitment approaches, especially those that prioritise EDI. This is where structured pathways can help.

Working with local training providers, offering short placements and mentoring, and creating flexible entry points for career changers can open the door to people who would not otherwise consider retrofit or construction.

Work and Training Organisations (WATOs) can be a route towards building a more inclusive workforce. They can help your organisation to reach a wider training pool while offering practical advice on designing an inclusive training and employment pathway.

An inclusive retrofit supply chain builds teams that last

By opening real pathways into skilled roles and creating site environments where people can do their best work, you will create the conditions for a stronger and more resilient workforce that will be placed to deliver at the pace and scale required to meet demand.

It’s about stronger relationships with residents and clients, better communication on the ground, and a workforce that genuinely reflects the communities that retrofit is here to serve. An inclusive approach to your workforce strategy will set a strong foundation for the future of your organisation. 

[1] The UK construction skills shortage report, 2025
[2] Chartered Institute of Buildings (CIOB)
[3] National Housing Federation
[4] https://www.ciob.org/industry/policy-research/policy-positions/equality-diversity-inclusion
[5] https://www.forbes.com/sites/traversmark/2019/11/29/authenticity-promotes-well-being-in-life-and-at-work