CITB Aims to Close Skills Gap by Recruiting More Women

The Construction Industry Training Board (CITB) reports a sustained increase in women entering the construction workforce and investing in accredited training, signalling a broader and more resilient talent pipeline.

In a sector historically dominated by men, women have largely been concentrated in administrative and support roles, with limited visibility and progression in site-based and technical positions.

Now, the data points to a meaningful shift: more women than ever are pursuing construction training with a view to frontline and operational roles.

For senior HR leaders, this presents a strategic opportunity to address skills shortages, widen access to high-demand capabilities and embed inclusive practices that strengthen attraction, retention and workforce performance.

Creating long-term career paths in construction 

The Construction Industry Training Board (CITB), the industry training board for construction across England, Scotland and Wales, exists to attract new talent and build critical skills across the sector. Its mandate is clear: equip Britain with a skilled, competent and inclusive construction workforce capable of meeting ongoing demand and sustaining a future-ready industry.

The sector remains significantly male-dominated, a reality that continues to shape on-site experiences and resourcing for women.

According to the Chartered Institute of Building (CIOB), women account for around 15% of the UK construction workforce, with only 2% in site-based roles. As a result, women’s perspectives are often underrepresented in operational decision-making and core safety provisions – such as PPE – have historically been designed around male body types, limiting access to appropriately fitted, female-sized equipment.

There are, however, signs of structural progress. Drawing on Department for Education data, CITB reports a steady rise in women entering the talent pipeline via apprenticeships – from 1,450 starts in 2018 to 2,410 in 2025.

Over the same period, the number of women completing construction apprenticeships increased from 340 to 910.

For senior HR leaders, this signals a growing opportunity to convert early interest into long-term careers by aligning recruitment, on-site support and progression pathways with inclusive practice and robust safety standards.

“It’s really encouraging to see the continued increase of women starting and completing construction apprenticeships,” says Deb Madden, Executive Director, Customer Engagement and Operations at CITB.

“It’s essential that we not only attract women into apprenticeships but also convert that early engagement into sustained, secure careers. Retention must be a strategic priority, with support that bridges the transition from training into site-based and technical roles.

“Across the industry, we need a culture that actively understands and meets the needs of people from all backgrounds. Employers should create clear, accessible pathways into skilled roles with transparent progression, making it more attractive to stay and build a career in construction. This should be underpinned by equitable policies, inclusive on-site practices and a consistent commitment to good work-life balance.”

How can we close the skills gap in construction?

While rising apprenticeship starts and completions mark real progress, success will be defined by what happens next. The sector must move beyond participation to progression – backing policy with practice that advances gender equality and ensures training translates into sustainable employment.

That means embedding inclusive recruitment, equitable reward and progression frameworks, safe and appropriately fitted PPE and on-site facilities that work for everyone. Equally critical is investment in accessible, high-quality training at every stage – from entry routes and stackable qualifications to upskilling and reskilling – supported by capable line management and clear pathways into technical and leadership roles.

With consistent implementation and accountability, the industry can narrow both the gender and skills gaps, strengthen workforce resilience and lift productivity and safety outcomes.

A more diverse talent base will bring broader perspectives to problem-solving and delivery, positioning construction to meet future demand with greater innovation, responsiveness and impact.

On-site Experience: building local pipelines

CITB funds training and supports work placements through its Onsite Experience hubs, creating a structured talent pipeline aligned to the needs of local construction employers.

The model connects candidates with real projects, accelerates job readiness and broadens access to site-based opportunities. It also expands career prospects for people in local communities, strengthening regional economies and reinforcing community ties.

This approach is reinforced through partnerships such as CITB’s work with The Skills Centre, which is encouraging more women to enter the industry through targeted activities and tailored support. Following CITB investment, 182 women have been trained to secure employment in the industry – evidence that focused interventions can translate inclusion ambitions into measurable outcomes.

Unlocking workforce value

The urgency is clear. CITB’s Construction Workforce Outlook highlights the scale of demand facing the sector, with an estimated 47,860 additional workers needed each year between 2025 and 2029 – equating to 239,300 extra recruits over five years.

This requirement spans supervisors, skilled trades and site-based roles, as well as office-based and technical positions.

For senior HR leaders, the mandate is to turn this forecast into coordinated action: align workforce planning with local pipelines, scale high-quality training and work experience and ensure inclusive recruitment and progression.

By doing so, employers can tap into underrepresented talent, improve productivity and safety and build a resilient workforce capable of meeting the UK’s construction demands.