Results from a major IFF Research study examining employment and skills challenges in the construction sector, the potential impact of proposed visa changes, and the future plans of employers, non-UK born construction workers and recruitment agencies, have recently been published by the Construction Industry Training Board (CITB). The study provides robust, up to date evidence to help inform decision making by the UK Government, the construction sector and CITB in the run-up to, and following, Brexit.
The research found that the majority of employers with non UK-born workers do not consider the ‘low skilled’ visa route proposed in the government’s White Paper suitable for their business. Specifically, many felt that the 12 month time limit would be too short because training new workers will take much of that time, and many projects last longer than a year. Moreover, many have concerns that this visa will make it harder to recruit staff, lead to skills shortages, lead to difficulty retaining staff, and increase administration and red tape. The study also found that non UK-born workers are keen to ‘train to remain’, enabling them to move from a low to a high-skilled visa, while continuing to work in the UK.
Mark Winterbotham, the Director at IFF Research who led the research, commented “This was a challenging project to deliver, particularly getting permission and then interviewing migrant workers on construction sites, and in different languages, but the experience of undertaking similar work twice previously for CITB certainly helped. We’re very pleased the CITB have used the findings so quickly and developed recommendations for government to help ensure that the new migration system works for the construction industry.”
Non UK-born workers have long played a key role in the British construction industry, and currently accounting for 54% of the construction workforce in London. According to CITB Policy Director, Steve Radley, the industry is preparing to respond to this challenge by training more home-grown workers.
We are delighted that this year’s Employer Skills Survey (ESS) is in full swing, with our interviewing services team busy speaking with respondents from around the country. Commissioned by the Department for Education (DfE) ESS is one of the largest business surveys in the world with over 80,000 interviews conducted during each iteration. It informs public policy and provides the comprehensive source of labour market intelligence on the skills challenges employers face.
As we experience a period of increasing uncertainty, with extensive market forces impacting on employer skills needs and skills gaps, it has never been more important to understand the labour market. Given the importance of this research to inform public policy and support business, we’re really proud to have been chosen as the delivering research partner for both 2019 and 2021, continuing our 20-year involvement.
And, while neither its existence or launch will be news to many, there have been some notable changes to this year’s survey. Following extensive review and in collaboration with DfE and their partners in the survey: The Department for the Economy of Northern Ireland, and the Welsh Government, two key developments have been made to increase the value of the research and address gaps in the evidence.
- Merging ESS and EPS
The first notable change to this year’s research was the merger of ESS with its sister survey, the Employer Perspectives Survey (EPS).
The EPS focuses on what drives employers’ decisions around recruitment and people development. This insight serves to improve initiatives to help individuals find work, as well as improve initiatives that support business growth and development of the workforce, so they better meet the needs of employers. The EPS has previously been conducted in alternate years to the ESS capturing the views of over 18,000 employers across the United Kingdom.
This merger offers an exciting opportunity to:
- Continue providing evidence on skills landscape and track changes over time
- Enable employers’ actions to be linked to the skills challenges faced, thereby;
- Answering new research questions, such as the relationship between skills shortages and recruitment practices, and the engagement in policy initiatives
2. Random Probability Sampling
Also new for this year’s iteration, following the continuous improvement and development cycle embedded in the survey’s history, is a change to the sampling strategy. Following extensive review in partnership with The Stats People, we’re trialling full random probability sampling in one region with over 7,000 employers. The trial alone, for a CATI survey, is a significant undertaking – and will be larger than many B2B CATI surveys deploying random probability sampling. This is an important step towards potentially rolling out full random probability sampling for the survey in the future, which would be on an unprecedented scale.
Together, these changes have balanced the need to continue this important time series, while using a modularised approach to bring in substantial new policy content on areas such as apprenticeships, traineeships, leavers from education and the employment of young people. This innovation aims to greatly increases the value of the survey to policy makers, allowing for the first-time examination of how employers’ actions are linked to the skills challenges they face.
“The Employer Skills Survey (ESS) is an extremely valuable survey, providing robust quantitative evidence on the skills that employers demand, both from the labour market and their existing staff, how employers respond to their skills challenges through training and recruitment, and their views of and engagement with the skills system. We decided to merge the Employer Skills Survey (ESS) and Employer Perspectives Survey (EPS) this year, to maximise the value of both surveys by enabling cross-analysis of each survey’s topics. The new merged survey will provide valuable insight on both employers’ internal skills challenges (formerly covered in the ESS) their engagement with the external skills and training system (formerly covered by the EPS), and how these inter-relate.”
Ramona Franklyn, Department for Education
Can’t wait for the 2019 results? Take a look at the 2017 results published last year.
Employer Perspective Survey 2016 results here.
More information about the 2019 survey is available here.
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