{"id":17485,"date":"2023-05-25T17:21:12","date_gmt":"2023-05-26T00:21:12","guid":{"rendered":"https:\/\/essential.construction\/news\/constructions-age-problem-a-foreboding-exodus-of-experience\/"},"modified":"2023-05-25T17:21:13","modified_gmt":"2023-05-26T00:21:13","slug":"constructions-age-problem-a-foreboding-exodus-of-experience","status":"publish","type":"post","link":"https:\/\/www.constructiondive.com\/news\/construction-labor-retirement-recruiting-dei\/651184\/","title":{"rendered":"Construction\u2019s age problem: A foreboding exodus of experience"},"content":{"rendered":"

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Construction\u2019s workforce isn\u2019t getting any younger.<\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

In 2022, the median age of construction and extraction occupations workers was 41.2, and about 45% of construction workers were 45 and older, according to the most recent <\/span><\/span><\/span><\/span><\/span><\/span><\/span>Bureau of Labor Statistics data<\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/a> available.<\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

That\u2019s due in part to the aging of the overall population \u2014 the nationwide median worker age in 2022 was 42.3 \u2014 but construction has felt that increase more than other industries, <\/span><\/span><\/span><\/span><\/span><\/span><\/span>according to BLS<\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/a>.\u00a0<\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

The causes for the workforce\u2019s age increase are many and so are the trend\u2019s potential detrimental impacts.<\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

\u201cAs many members of the senior workforce retire from construction, there aren\u2019t enough qualified, experienced folks to take their place,\u201d said Marianne Monte, chief people and administration officer for Boston-based Shawmut Design and Construction. \u201cThere are many factors that contribute to this talent shortage, starting with the Great Recession when the demanding, uncertain nature of construction led people to switch industries.\u201d<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

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Kris Manning<\/p>\n

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A smaller talent pool has forced some contractors to turn down work on new projects, said Kris Manning, chief operating officer of Bethesda, Maryland-based Clark Construction. While there is a high demand for construction projects, many contractors simply don\u2019t have the staff.<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

That can even become a self-fulfilling prophecy. Keyan Zandy, CEO of Skiles Group, a Richardson, Texas-based contractor primarily specializing in healthcare projects, noted that seasonal work, long hours and a perceived lack of stability have made it challenging to retain and attract younger workers.<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

\u201cDuring economic downturns, construction projects often decline, leading to layoffs and a decrease in new job opportunities,\u201d Zandy said. \u201cThis can discourage younger individuals from entering the industry or pursuing construction-related education and training.\u201d<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

Experts told Construction Dive that more focus on recruiting and retention efforts, technology improvement and continued investments in education will help ensure that the industry can bounce back when more experienced workers retire.<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

The big picture<\/span><\/span><\/strong><\/span><\/span><\/span><\/h3>\n

One way to bring more fresh faces into construction is to invest in getting in front of students at younger ages.<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

Manning said big-scale solutions include introducing skilled trades to students in elementary and middle school, while also developing and investing in trade schools and community colleges to attract more high school students not interested in college, or adults looking for a career change.\u00a0<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

\u201cThese schools understand the needs of local employers and can provide tremendous value for <\/span><\/span><\/span><\/span><\/span><\/span>dollar spent per credit,\u201d Manning said.<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

A push for inclusion<\/span><\/span><\/strong><\/span><\/span><\/span><\/h3>\n

In the process of upping recruiting, Monte said the industry needs to do more to enhance diversity and inclusion initiatives.<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

\u201cThe stereotype that construction is a predominantly older white, male industry exists for a reason, and has created a very narrow view of the opportunities that are available \u2014 and who they\u2019re available to,\u201d Monte said.<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

In recent years, Monte said, the industry has made progress recruiting women and minorities, in part due to an increased focus on STEM students and investments in apprenticeship programs for developing careers of skilled tradesworkers.<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

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Keyan Zandy<\/p>\n

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Once recruited, that young, diverse workforce needs to have both a sense of belonging and get benefits they feel reward their hard work, Zandy said.<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n

\u201cWe must acknowledge and address concerns about long working hours and limited work-life balance by implementing flexible schedules, promoting work-life integration and providing benefits supporting employees’ well-being,\u201d Zandy said, adding that his company\u2019s unlimited vacation policy has helped with burnout.<\/span><\/span><\/span><\/span><\/span><\/span><\/p>\n