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SCOTTISH APPRENTICESHIP WEEK HIGHLIGHTS TRAINEE BENEFITS FOR EMPLOYEES, BUSINESS AND THE NATION

Showcasing the benefits of work-based learning schemes for employees, businesses and the economy is the goal of Scottish Apprenticeship Week.

Taking place from March 3^rd to 7^th, this year’s campaign highlights how Scottish Apprenticeships are ‘Made for Business’.

Nearly 40,000 apprentices are employed across circa 12,000 businesses in Scotland. Of these companies, 83% reported improved productivity through traineeships. Apprenticeships.Scot figures also reveal that fully trained apprentices earn up to 52% more than ‘non-completer’ counterparts. Furthermore, Scotland’s finances benefit from apprenticeship schemes. More than £100m public spending on training programmes generates £450m in tax, which represents a significant return on investment.

With BriggsAmasco a long-time provider of apprenticeship programmes that offer recognised industry qualifications, the company is a keen advocate of Scottish Apprenticeship Week.  

Tony Lawther, Managing Director at BriggsAmasco, who started as a BriggsAmasco apprentice in 1984 said: “We have two branches in Scotland and carry out many commercial projects across the country. Therefore, we are fully aware of the benefits that apprenticeships bring to the business and the national economy. Initiatives such as Scottish Apprenticeship Week are so important. The construction industry, and roofing in particular, is in urgent need of recruits as people leave or retire from the sector. Roofing offers a fantastic career opportunity, it’s a highly skilled trade that offers long-term career prospects, competitive wages, and the satisfaction of seeing tangible results from hard work.”

“BriggsAmasco has a decades-long track record of employing apprentices and facilitating their career progression. Many of our apprentices have become qualified roofers and reached the top of their profession. We shall always support their development.”

Tony Lawther

Tony’s comments were supported by colleague Allan Doris, a BriggsAmasco Branch Manager in Glasgow, who highlighted the importance of apprenticeship schemes such as this – especially with an additional 25,250 Scottish construction workers expected to be needed by 2026.

He said: “With the numbers of expected Scottish construction workers only likely to increase even after 2026, apprenticeships are the only way to ensure Scottish construction projects can continue to be delivered by Scottish-based tradespersons. Whilst an ever-growing skills shortage is evident in Scotland, there are funding gaps and a lack of incentives for employers to hire apprentices. I believe apprenticeship programmes can only play a part if the conversion of completed apprenticeship improves – however this would take an industry-wide approach.”

Allan Doris

“We must all ensure young people have a route to employment, to reduce the ever-growing numbers of people we see going from education to unemployment. It’s often not known there are services set up in most regions throughout Scotland to ensure support in advance of leaving full-time education and readying young people for employment. This includes construction taster events hosted at schools and colleges on a regular basis.”

BriggsAmasco’s record for delivering training programmes that exceed those typically offered by construction companies is evidenced by its encouragement and support of all employees to attain an SVQ Level 5 – the equivalent of a Master’s degree. Essential to an individual’s long-term career prospects while contributing to improving on-site standards and build quality, the SVQ is fully funded by Skills Development Scotland – with a completion grant available for those who complete the course.

BriggsAmasco employs 18 apprentices, including more experienced staff such as Paul Mulgrew, who joined the company in 2002. Paul, 43, decided to upgrade his skillset and enrolled as a mastic asphalter apprentice. The move has earned praise from BriggsAmasco’s Senior Management.

Cameron Bruff & Paul Mulgrew

Tony said: “Paul’s monthly update reports from Managers and Supervisors are extremely good and his enthusiasm never goes unnoticed. He has excelled at college, which is great to hear when he is surrounded by much younger apprentices. Paul is a great example of how we support employees who want to improve and progress regardless of age. He is thriving and dedicated to making the most of his career.”

Gareth Cuthbert

For more information on Scottish Apprenticeship Week activities and promotions, click here

In a bold move to fast-track progress towards gender equality in the traditionally male-dominated construction industry, commercial roofing and waterproofing specialist BriggsAmasco has announced its renewed commitment to fostering an inclusive workplace. In celebration of International Women’s Day 2025, the company is aligning its internal initiatives with this year’s global campaign theme, “Accelerate Action for Gender Equality,” which calls for decisive measures to empower women across all of its market sectors.

“We’re proud to be leading by example,” said Janice Johnson, Supply Chain Manager at BriggsAmasco. “For us, accelerating action means more than ticking boxes – it’s about embedding inclusivity into our culture, enabling every team member to thrive regardless of gender.”

BriggsAmasco’s journey toward greater inclusivity spans decades. Once a company where women were largely confined to supportive roles, today, female professionals occupy key leadership positions such as Technical Manager, Area Safety Adviser, HR Manager and Supply Chain Manager. Three women also hold senior roles in BriggsAmasco’s Finance department as Finance Manager, Credit Control Manager and Legal Counsel, which has board-level responsibility.  This transformation reflects a broader industry change and underscores the company’s belief that a diverse team drives innovation and excellence.

“Historically, construction has been seen as a male-dominated field,” said Janice. “But our experience proves that when men and women work together, drawing on their unique strengths, we can reach our full potential. We have witnessed first-hand the remarkable benefits that diversity brings to our projects.”

The International Women’s Day 2025 campaign theme, “Accelerate Action for Gender Equality,” serves as a rallying cry for immediate and meaningful change. BriggsAmasco is one of many organisations worldwide that are stepping up to ensure their practices not only promote equality, but also drive the industry forward.

Across the globe, governments, corporations and non-profit organisations are uniting to dismantle barriers that have historically hindered female participation in sectors such as construction. From innovative recruitment initiatives to comprehensive training programmes, the push for gender equality is gathering momentum. Industry leaders point to studies showing that workplaces that embrace diversity perform better, innovate faster and are more resilient to market fluctuations.

Internal initiatives at BriggsAmasco

BriggsAmasco, has always had a strong diversity programme, implemented over many years and developed via a series of strategic initiatives designed to create an environment where every employee feels valued and empowered. The company actively recruits talented women and provides them with mentorship opportunities to help build leadership skills.

Recognising that continuous learning is also key, the company offers specialised training sessions aimed at equipping women with the skills needed to excel in technical and managerial roles. This approach has not only improved project outcomes, but has also helped break down long-standing gender stereotypes.

BriggsAmasco’s proactive stance is reflective of a larger trend in the construction sector. Recent data indicates that women now make up a higher percentage of the UK construction workforce than ever before. While challenges remain, there is growing recognition that diverse teams contribute significantly to business success.

Industry experts have also observed that companies committed to gender equality tend to experience increased innovation and productivity. As more organisations follow BriggsAmasco’s lead, the construction industry as a whole is expected to benefit from a more balanced and dynamic workforce.

Looking ahead, BriggsAmasco envisions a future where gender equality is not just an aspiration but a reality. The company’s leadership believes that continued progress in this area will drive innovation and enhance the overall performance of the construction industry. As they build on this legacy of change, the focus remains on accelerating action – ensuring that every employee has the opportunity to contribute, lead and succeed.

The biggest event in the apprenticeships and skills calendar takes place this month, with National Apprenticeship Week’s celebration of the value trainees bring to the workplace.

‘Skills for Life’ is the theme of this year’s programme, which takes place nationwide from February 10^th to 16^th. The Department for Education initiative is an opportunity for youngsters to engage with potential employers and senior representatives from various industries via a host of live online events. These include a webinar focused on construction, engineering and the built environment which invites apprentices to ‘Shape the Future’.

With BriggsAmasco a long-time provider of apprenticeship programmes which offer recognised industry qualifications, the company is a keen advocate of the Department for Education’s annual campaign.

Tony Lawther, Managing Director at BriggsAmasco, who started out as a BriggsAmasco apprentice in 1984 said: “We fully support National Apprenticeship Week. The construction industry, and roofing in particular, is in urgent need of recruits as people leave or retire from the sector. Roofing offers a fantastic career opportunity, it’s a highly skilled trade that offers long-term career prospects, competitive wages, and the satisfaction of seeing tangible results from hard work.

Over the years we’ve employed many apprentices who have become qualified roofers and reached the top of their profession. Therefore, we are fully aware of the value trainees bring to the business and why we’ll always support their development.”

BriggsAmasco has a decades-long track record of employing apprentices and facilitating their career progression.

BriggsAmasco’s notability for delivering training programmes that exceed those typically offered by construction companies is evidenced by its encouragement and support of all employees’ to attain a NVQ Level 7 – the equivalent of a Master’s degree. This is essential to an individual’s long-term career prospects whilst contributing to improving on-site standards and build quality. 

BriggsAmasco currently employs 18 apprentices, including more experienced staff such as Paul Mulgrew, who joined the company in 2002. Paul, 43, decided to upgrade his skillset and enrolled as a mastic asphalter apprentice. The move has earned praise from BriggsAmasco’s Senior Management.

Tony said: “Paul’s monthly update reports from Managers and Supervisors are very good and his enthusiasm never goes unnoticed. He’s excelled during his time at college, which is great to hear when he is surrounded by much younger apprentices. Paul is an exemplar of how we support employees who want to improve and progress regardless of age. He is thriving and dedicated to making the most of his career.”

For more information on National Apprenticeship Week and the live online events, visit https://nationalapprenticeshipweek.co.uk/

The government and training associations nationwide seem to agree that the UK’s flat roofing industry needs to invest more in apprenticeships to address the current labour shortage. Recent statistics justify their unity on the matter. Published in 2023 by UK construction market analyst, Glenigan, the ‘State of the Industry’ highlighted how the skills shortage impacted the building sector. In terms of flat roofing, 22% of firms surveyed reported a shortfall in built-up felters, with 16% and 12% of companies revealing a shortage of single-ply installers, and liquid-applied roofers respectively.

The seriousness of roofing’s personnel shortage was further highlighted in a study by IronmongeryDirect. It revealed roofers had the longest waiting times – due to a shortage of skilled operatives – following a survey of UK workers of the most in-demand trades. On average, it was found customers faced a nine-week wait to employ a roofer, compared to five weeks for the services of a carpenter, builder or electrician.

Training is something I’m very passionate about having spent four years as an apprentice flat roofer as part of my industry induction. Since then, as a tradesperson, I’d estimate I’ve trained about 30 apprentices during my time ‘on the tools’. The outcome for each trainee was largely tied to their employer’s aspirations. Successful candidates mostly worked for businesses that saw them as the industry’s future. For the not-so successful trainees, their training experience was limited by their employees’ need for part-trained cheap labour.

As branch manager for a leading commercial roofing contractor and in a position of some influence, I can now see the challenges at play in instigating training programmes that are crucial to creating a profitable and sustainable flat roofing industry. I’m of the belief that greater togetherness between sector stakeholders is essential to this outcome.

Long-Term Training Benefits Stifled by Short-Term Profit Gains

In my seven years at BriggsAmasco, I’ve experienced first-hand how apprentices nationwide are provided with excellent development opportunities. The company’s training programme is expertly devised and long-established but we continue to strive to improve and focus our offering for trainees in the appropriate areas. At BriggsAmaco, there’s a belief system in place to ensure flat roofing apprentices have the resources and ‘live environment’ experiences to reach the very top of their profession.

Unfortunately, the training we provide is an exception to the industry norm. There just aren’t enough apprentices coming through the contractor ranks. Too many companies are driven by a culture of short-termism, meaning they would rather employ cheap, unskilled labour than invest time and money nurturing untapped talent.

The short-termism culture has wider-reaching consequences. The tendering of government and private building contracts, for example, is often decided solely on cost. In such cases, companies that invest their time, money and effort in industry-recognised training schemes are significantly disadvantaged. Their need to achieve higher profit margins due to their trainee commitments invariably prices them out of government tenders, despite them doing the right thing by investing in development programmes that will ultimately benefit the industry’s push for more skilled labour.

Tender Rewards for Trainee Investment?

Companies are not legislated to invest in training and apprenticeships. So, perhaps government incentives are the answer to the roofing skills shortage. In respect of the tendering process, could contract awards favour companies that have committed a higher percentage of profits to in-house apprentice training schemes? This would not only encourage more contractors to start traineeships of their own, it would ease the poaching issue. 

For too long, too many companies – not minded to invest in their own apprentice schemes – have simply snapped up the services of trainees recently qualified elsewhere. In such instances, the lure of more money, rather than improved career opportunities, is the pull. Thus is the way of the world, but it does seem a little imbalanced that one contractor profits from another’s years of trainee investment and development.

BriggsAmasco invests heavily to develop our employees’ and sub-contractors’ roofing knowledge and skills via a range of accredited learning programmes that lead to a recognised industry qualification. Eight of our apprentices achieved an NVQ or SVQ qualification in 2023, which is essential to meeting our core performance values: safety, competency and quality.

Aside from extremely valuable benefits in terms of personal development and day-to-day workplace performance, investing in traineeships can boost employers in ways they might not expect. Young recruits bring a new dynamic to the workplace. They can also bring new ideas that act as a re-energising force for older, more experienced colleagues. That’s why more companies should be minded to invest in traineeships. Motivated personnel are a pathway to business success, and a well-constructed learning programme is ideal for ensuring new arrivals feel inspired, supported and valued.  

Now is the time to separate business rivalries and focus on facing the ever-increasing skills shortage – an issue that negatively impacts the roofing industry in so many ways. There is a golden opportunity to train for a profession that is valued the world over, offers excellent financial reward, personal fulfilment, a lifetime of amazing experiences and lifelong friendships.

It needs shouting from the rooftops – this is a career worth training for. Therefore, the means must be provided to make it happen.

By Allan Doris, BriggsAmasco Glasgow Branch Manager