The built environment sector has proven solutions to its workforce problem — but policymakers keep overlooking them in favour of quick fixes that look good on paper, writes Ryder Architecture’s Peter Barker
Ask anyone not working in the built environment sector which skills they think are essential for the professional roles, they will probably say technical competence, team working, problem solving, social responsibility, creativity and financial awareness.
It comes as a surprise to those outside the industry that many entering the professions following qualification often feel poorly equipped to meet these demands, and that employers frequently need to top up these skills deficits to reach minimum levels of competency.
The findings of the Grenfell enquiry also drew attention to these shortcomings and their catastrophic implications.
Much of the focus of recent policy from government and industry groups has been on tackling statistics and quotas to address skills shortages for pressing socioeconomic needs, such as the demand for 239,000 workers by 2030 to meet housebuilding targets.
There is also a growing recognition that escalating numbers of those not in employment or education (NEETs) must urgently be addressed.
Regrettably the response to these pressures has been to grasp at quick fix solutions and short term schemes designed to rapidly reduce numbers and improve statistics rather than providing substantive and long term solutions.
Former health secretary Alan Milburn recently reported that his review found that the state was spending 25 times more on welfare for young people than providing measures to get them into jobs.
With over one million young people not in education or employment, a complete system reset is needed. However, the frustration from many employers is that there are proven solutions out there already which are working well and which are being ignored and the wheel is needlessly being reinvented by government.
Ten years ago, a cross disciplinary consortium, including Arup, Cundall, Turner and Townsend and Sir Robert McAlpine and led by Ryder Architecture, established a Plan for Built Environment Education. This led to the creation of the award winning cross disciplinary PlanBEE apprenticeship in partnership with Gateshead College.
The Level 4-5 apprenticeship has operated successfully in Manchester (with support from Manchester City Council), London, Newcastle and Vancouver.
It provides salaried industry experience and education for young people, including those from underrepresented backgrounds, into professional built environment careers, acquiring the latest skills and cross disciplinary experience through rotational work placements with a range of industry employers.
With more than 150 graduates to date, 98% of whom have progressed into professional careers, this programme has fundamental principles which provide an inclusive and affordable route to build the professional workforce of the future.
The programme has been recognised in several awards, most recently the Queen Elizabeth Prize for Higher and Further Education in November 2025.
“PlanBEE apprentices are now an integral part of our early careers recruitment as they bring as much value to us as our graduates… We have been impressed by the apprentices we’ve hosted at Cundall, so much so that we’ve wanted to keep each one after their rotation with us!” Paul Sperring, Associate Director at Cundall
“The calibre of apprentices has been exceptional. They bring the mindset, skills, and adaptability the sector needs.” Ian Knight, Programme Director at Manchester Life
“Our PlanBEE trainees have been a breath of fresh air bringing a real thirst for knowledge. The initiative, intellect and work ethic displayed by these trainees is testament to the unique qualities and ethos of the PlanBEE programme.” Dave Scott, Ameon
Manchester City Council also described PlanBEE as helping “meet the need for skilled employees in the North West construction sector” while equipping young people “to thrive in the industry.”
Building on this success, Ryder and the team behind Reinvention are also leading the development of the new cross disciplinary Level 6 design construction and management degree apprenticeship, building on the proven record of PlanBEE.
This qualification has been designed in partnership with Skills England and is ready for delivery, pending final approval. However, the current restructuring of government skills initiatives has led to uncertainty on the future roll out of the programme and is seriously hindering the opportunity to bring this progressive educational programme to young people and support the industry and wider economy.
The desire for government to be seen to be addressing numerical deficiencies and being able to cite statistics to demonstrate success is understandable but we seem now to have a situation where the effort and financial support has been directed to short term fixes, rather than meaningful and lasting change.
There is a danger of overlooking the quality and appropriateness of some of the innovative education programmes being delivered and lack of connection between policymakers and those at the sharp end, the employers and the workforce of the future.
Too many of our existing built environment educational programmes are derived from the practices of the 20th century and fail to meet the needs of a changing industry, architecture being a prime example.
The recognition of the value of higher and degree apprenticeships from 2016 onwards has been an encouraging sign and the Architects Registration Board (ARB) reforms “Tomorrow’s Architects” have refocused on the need to broaden competencies, widen opportunity and access, and emphasise the value of practical learning derived from the workplace.
Most employers are willing to invest their time in nurturing talent if they know that the learning providers and government are also playing their part. Employers such as Ryder and like minded businesses have invested their time and funding in developing their own cross disciplinary apprenticeship and internally developed learning programmes to cover everything from damp proof detailing to negotiation skills.
Employers are willing to make this investment as they can see the value of the return and the positive impact it has on their recruitment pipeline.
All they ask is that government provides the regulatory framework which allows such work based learning programmes to flourish and does not fritter away public money on short term unsustainable training schemes to make them look good to voters.
Most employers are not looking for government handouts, only for more focussed investment in programmes that will deliver lasting and impactful change.
Peter Barker is a consultant at Ryder Architecture
