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Refreshing the industry’s approach to recruitment, retention and diversity
01 Construction
Navigating the talent crisis 02 Employment growth
The construction sector is bouncing back following difficult years and heavy impact on profits 03 Gen Z Understanding what motivates the workforce of tomorrow 04 Closing the gap Aligning the construction industry with Gen Z’s aspirations 05 Proactively altering Gen Z’s perceptions Addressing the construction industry’s image problem
Now is the time for decision-makers in the construction industry to radically rethink their approach to talent attraction and retention, to close the gap on other industry sectors that are perceived as much more appealing to Gen Z. Our research shows that current recruitment strategies are not delivering the desired results for construction organisations. Decision-makers should consider making improvements in three specific areas to address this: improving gender diversity, aligning messaging with Gen Z’s interests, and prioritising effort in the most effective communication channels. ADDRESSING THE GENDER DIVERSITY CHALLENGE Gender is a critical factor in our research. males much more likely to be interested than females. We found that gender was significantly associated with an interest in a career in construction, with
Many construction executives have already recognised this challenge,
ALIGNING RECRUITMENT MESSAGING ABOUT CONSTRUCTION As illustrated in earlier sections of this report, there are significant areas of misalignment between the perceptions of Gen Z and construction industry executives about career in the sector. One way to close this gap is for industry decision-makers to ensure their recruitment strategies focus on the messages that resonate most strongly with Gen Z. In addition to emphasising aspects of a career in construction that are top of the Gen Z wish list – such as work-life balance, well-being, career progression and recognition – there are a number of specific messages that Gen Z tell us are of most interest to them.
with 58% saying they have programmes and processes in place to attract a diverse workforce.
58%
A further 12% in our research were unaware of what initiatives, if any, exist in their organisation to address diversity. However, this leaves more than a third (37%) of corporates without specific plans to address the gender diversity challenge.
Refreshing the industry’s approach to recruitment, retention and diversity
37%
07 Conclusion
BDO’s message to Gen Z Practical lessons for construction executives 08 Countries in focus
Australia Belgium Brazil Canada Latin America The Netherlands New Zealand Norway South Africa USA 09 About BDO’s research 10 How BDO can help
12%
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