The industry is facing an acute skills shortage in 2024, something that will likely grow in years to come.
In this article, the first in a two part series on neurodiversity, our Managing Director Ed Hutchinson calls for action around empowering the untapped potential of young people – especially neurodiverse individuals who could join the sector if early access programmes become a reality.
Neurodiversity is a subject close to my heart. With personal family experiences, I have witnessed first hand the challenges faced by neurodiverse individuals.
Understanding the subject isn’t easy, and it’s still relatively new even to medical and support professionals who continue to explore a very broad spectrum featuring people with often complex needs.
But while the world catches up, neurodiverse individuals continue to face repeated barriers. Traditional classrooms, exams, and a one size fits all education system often fail to accommodate them.
In my experience I’ve found that neurodiverse children in classrooms don’t have learning difficulties; they have learning differences. They aren’t disruptive or naughty, they just can’t learn in the ‘traditional’ way with the current educational system hindering their progress.
The role of the property industry
That means employers across all sectors are losing out on potential talent before they’ve even started and I believe the property industry has a significant opportunity here.
Our industry bears a huge responsibility. We play a vital role in driving economic growth, but we’re facing an unprecedented acute skills shortage. A report earlier this year highlighted the need for 937,000 new recruits in the industry and associated trades over the next decade.
Alongside this demand there is a large, untapped skills pool of neurodiverse individuals who are often overlooked because they have been written off or simply their talent has been unrecognised during their education. My first hand experience has shown me how neurodiverse people live differently and how addressing their unique needs could help alleviate the persistent shortage of skilled tradespeople, which impacts costs for builders and developers.
A call for collaboration
The education system and private sector must collaborate more with colleges and universities and be open to new ways of supporting and encouraging neurodiverse individuals, such as helping them learn trades at an earlier age. By harnessing their abilities during their teenage years, we can ensure they develop essential skills early on. Even when you get to degree level, I find that there’s a lot of irrelevance, with so much of the modular content not used once students are in the real world.
The answer I think lies in increased collaboration, partnership, and government involvement to explore alternative education methods. I’d welcome the establishment of a well represented and diverse body of public and private sector professionals who could work together to help neurodiverse individuals learn skilled trades, build careers, and achieve financial independence.
The report I mentioned earlier found a decline in the number of apprentices entering the construction market with 713,000 people registered last year – the lowest annual total since 2010. We could slow that trend, offering tailored apprenticeships that capture attentions earlier – including the attentions of neurodiverse teens struggling to engage in a classroom.
Broader societal benefits
Such an alternative would not only help us tackle the skills shortage but has the potential to help society with other issues – notably mental health.
Depression often accompanies neurodiversity and is exacerbated by a lack of purpose. Engaging vocational programs designed for neurodiverse individuals can spark ambition and interest, combating depression. Financial independence is another critical issue. Currently, many neurodiverse individuals struggle to earn a sustainable income, often relying on insufficient government payments. Supplementing this with income from meaningful, engaging careers can significantly improve their quality of life.
Embracing diversity and innovation
At HBD, we value diversity and strive to include people from all backgrounds. We seek diversity of thought in our meeting rooms and avoid echo chambers. The education system and the construction and property sectors have been slow to embrace change. We should look to other industries, such as technology, to see how they are adapting and innovating.
I believe the solution lies in collaboration and partnerships. By working together, we can create a more inclusive, innovative, and prosperous future for all.
Look out for the second article in this series later this week, when our colleague Sam Jessop will talk about neurodiversity policies in the workplace.