There is a high proportion of black minority and ethnic (BME) groups resident in this area; however, at present, there is a massive under-representation of ethnic minorities in BSE industries. To address these challenges, BEST (Building Engineering Services Training) has joined forces with the NBP (Network for Black Professionals) in a bid to promote careers in this sector to these groups.

NBP (formerly the Network for Black Managers) is a not-for-profit organisation that encourages the development of a highly skilled workforce inclusive of ethnic, cultural and social diversity. To date, the organisation has had a major impact in pushing race equality to the forefront of the learning and skills sector’s agenda. NBP has worked on a number of projects to promote ethnic diversity in education and business. Working with partners such as the National Learning Skills Council (LSC), the Centre for Excellence in Leadership (CEL), Learning and Skills Network (LSN) and now BEST, the NBP uses its contacts to promote the Government’s vision of a learning society in which everyone has the opportunity to go as far as their talents and efforts will take them.

The partnership with BEST, the national provider of apprenticeship schemes in BSE industries, sees the two organisations pool extensive contacts and resources in a bid to encourage diversity in the BSE sector. Robin Landman, Chief Executive for the NBP, said: “We chose to work with BEST as, like us, they want to do something to change the status quo – namely the obvious under-representation of BME groups in BSE industries. With our complementary strengths and proven track records, together we hope to make a difference.”

The project to promote the apprenticeship scheme in the Thames Gateway area is a pilot scheme, which, if successful, will be launched throughout the country. Activities are being put in place to encourage employers to recruit BME staff for both business and social justice reasons, as well as promoting BSE industries to these communities, imparting the message that this sector is a vibrant and growing one, offering lasting career opportunities.

Using the links NBP has with colleges in the London area, BEST and NBP will be able to gain access to students, exposing them to information regarding the BSE sector through a number of channels. One idea is to use ‘champions’ of building services and engineering, individuals who have done particularly well and moved up through their industry, to show students what can be achieved. For young learners (14-16 years olds) day release type internships or buddy systems will be set up, giving pupils a flavour of the jobs on offer, with employers taking a long term responsibility to build the confidence – and aspirations – of these young people.

At the moment, there is an incredibly low uptake of the apprenticeship scheme amongst BME groups. Many view construction industries as short-term career options and are ill informed about the range of lucrative career opportunities available in this sector. More traditional, university education is favoured, with alternative work-based learning not considered. There has also been a perceived reluctance on the part of the industry to properly engage with minority ethnic communities.

Robin Landman commented: “For many BME groups, these industries are regarded negatively, with parents wishing their children to go into white collar jobs, not considering the BSE sector to hold viable career options. The industry is often viewed in a very narrow way, offering either top-flight construction careers requiring university education, or at the opposite end of the scale, low paid labour work. We need to get the message across that there are a number of job opportunities between these two posts, which provide good wages and considerable room for advancement.”

Statistics collated by the Ethnic Minority Employment Task Force, the Government group set up in 2001 to undertake a project on employment and performance of ethnic minorities, echo Robin’s comments. Only 3.1% of ethnic minorities work in construction industries, compared with 9.1% of the overall population.

In addition to educating pupils about the range of options the BSE sector has to offer, employers need to be more open to diversity. Robin worries that there is a deep-rooted prejudice towards BME groups, with ethnic minorities traditionally being seen as short term labour options. Part of the work to be carried out by BEST and NBP will involve talking to employers, making them aware of the situation and encouraging employment policy that reflects the areas in which they operate.

This complements work being carried out by the Thames Gateway project. At the moment, a London Thames Gateway Skills and Employment Framework and Action Plan is being drawn up, in association with the London East Learning and Skills Council (LELSC). To date, a survey has been undertaken by the Basic Skills Agency that examines basic skills in Thames Gateway. 45% of employers stated that they had vacancies they could not fill because applicants did not have the required skills. Conversely, residents who took part in a survey about their career aspirations typically reported that despite having plenty to offer a potential employer, they could not secure employment. This evidence suggests that on some level there is a breakdown in communication - while employers complain of having positions they can’t fill, potential workers complain that no one will give them a job. As this survey is representative of the community, it is safe to presume that many of those who took part belonged to BME groups.

For employers, supporting diversity is good for business. Amongst other things, it is beneficial to staff morale to have a work force that reflects the community. Cultural variety provides a wider range of resources, skills and ideas, providing a better service for customers as well as building a competitive edge in terms of recruitment and staff retention. Getting companies to understand the business case for diversity will form part of the work carried out by the partnership.

For BEST, this project gives them the opportunity to target groups of potential students who in the past they may have been unable to reach. Mark Brenner, Chief Executive for BEST, said: “In order to engage more widely with diverse communities, we need to work closely with black and minority ethnic groups. Robin and his team at the NBP offer a common sense approach to this often complex area. We welcome the opportunity to work with the NBP on initiatives in London and beyond to increase participation in the significant opportunities that the BSE sector presents to learners, employers and business people. Both BEST and NBP share the same passion and enthusiasm for this aim.”

This is an exciting and worthwhile project that will potentially change the face of the BSE sector, encouraging a relatively untapped pool of workers to take up careers in our industries and ensuring employers understand the need for diversity.

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