Bridging the Gap: Labor Shortages and Disconnected Youth
The UK is facing a deepening youth employment crisis. Recent reports indicate that nearly one million young people aged 16-24 are classified as NEET (Not in Education, Employment, or Training), a worrying trend that threatens economic growth and social stability. At the same time, industries like construction are struggling with severe skills shortages, scrambling to find the talent needed to meet current demands.
This mismatch – where jobs exist but young people remain unemployed – underscores the urgent need for innovative, sector-driven solutions. According to Alex Hughes, founder of Inspire 2 Ignite, a social enterprise dedicated to connecting young talent with meaningful career pathways, the answer lies in proactive engagement and education.
“The mission of Inspire 2 Ignite is simple: to ensure every young person can access the experiences, skills, and support networks they need to thrive,” says Hughes. “For industries like housebuilding, this means more than just corporate social responsibility; it’s about creating a pipeline of talented, motivated workers ready to shape the future.”
A Dual Challenge
The construction industry is at a crossroads. A shortage of skilled workers in key trades like bricklaying, plumbing, and green building poses a risk to ongoing and future projects. At the same time, swathes of young people remain out of work, lacking access to training and job opportunities that could change their futures.
“Inspire 2 Ignite is tackling this dual challenge head-on,” Hughes explains. “By blending social enterprise innovation with sector-specific solutions, we’re helping industries like construction tap into a diverse, work-ready talent pool while giving young people a pathway into fulfilling careers.”
Engaging and Educating the Generation Z
One of the most effective ways to bridge this gap is through structured engagement programs introducing young people to industries they may never have considered. Inspire 2 Ignite’s Curious About Construction program is one such initiative. It offers tailored workshops, hands-on experiences, and mentoring from industry professionals to help participants gain confidence and skills that make them attractive to employers.
“For employers, this means access to a diverse, motivated talent pool while reducing recruitment costs and improving retention,” Hughes says. “We’ve also integrated an innovative digital badging system, which tracks participants’ achievements in real-time. These badges provide employers with a verifiable record of transferable skills like communication, resilience, and teamwork—qualities vital in construction and beyond.”
Building Careers, Not Just Houses
Beyond work experience placements, Inspire 2 Ignite is leading collaborative efforts to reshape recruitment and training in the housebuilding industry. One flagship initiative is its partnership with Constructed Pathways, which provides trade-specific training to individuals from underserved backgrounds, such as prison leavers, equipping them with essential qualifications and mentorship to transition into employment.
Another impactful collaboration is with SMD, which is now in its second year. The initiative engages young people in Cambridgeshire and Bedfordshire, particularly those who may not thrive in traditional education settings, and connects them with hands-on industry experiences.
“If the UK is to meet its housing and sustainability goals, the housebuilding industry must think beyond bricks and mortar,” says Alex. “Tackling skills shortages while addressing youth unemployment isn’t just a moral imperative—it’s an economic necessity.”
A Call to Action for HR and Business Leaders
The HR function has a critical role to play in fostering these connections. By rethinking traditional recruitment strategies and investing in early career engagement, businesses can future-proof their workforce while driving social impact.
HR leaders should consider:
- Partnering with social enterprises like Inspire 2 Ignite to access motivated young talent.
- Investing in mentorship and apprenticeship programs that offer real-world experience.
- Emphasizing transferable skills and potential over rigid qualification requirements.
- Leveraging digital credentialing tools to assess non-traditional talent pathways.
“Inspire 2 Ignite invites housebuilders, developers, and policymakers to join us in shaping a future where every young person can thrive,” Hughes urges. “Together, we can build more than homes. We can build futures.”
As the UK grapples with labor shortages and rising youth unemployment, solutions like these demonstrate the power of industry collaboration. For HR professionals, this is an opportunity to drive meaningful change—not just for their organizations, but for the next generation of workers.