At ENGIE we face the same skills gap challenges as the wider construction industry, we understand we need to recruit for the future to meet the targets of Construction 2025.
In 2018 we developed a thorough recruitment process which targets not only traditional entrants to the industry but also the hard to reach groups. These groups include BAME, NEET, Local Authorities, offenders, military, tenants in social housing, unemployed, care leavers etc. The success of this has been reflected in a recent recruitment drive to employ 11 apprentices on one of our contracts, working with the client, 36% of the positions were offered and accepted by individuals from these groups.
We have a focus on ensuring that our offering is wider than the general construction activities over our projects to benefit the wider communities and economy. As a team we have generated over £7 million in social value over the last 12 months. We have increased our apprenticeship population from 34 to 67 with again a longer-term view of supporting the business and the industry in the challenges it faces.
The number of school students we have engaged with has increased from 835 to 1565 over the last 12 months.
We have engaged with females to educate and promote STEM careers. This has seen numbers of female trainees and apprentices in a traditionally male dominated industry go from 12% in 2017 to 20% in 2018. We believe tapping into these various talent pools is the key to meeting the industry needs.