The report examines the pressures facing employers, from changing technology and regulation to labour shortages and productivity and explores how the industry can respond through closer collaboration, more flexible training and new approaches to workforce development.

NOCN Group is proud to be among the contributors. In his chapter, Chief Executive Graham Hasting-Evans explores how a more modular approach to developing skills, knowledge, experience and behaviours (SKEB) could help the industry build competence throughout a person's career, rather than relying solely on traditional qualification pathways.

Commenting on the report, Steve Thompson, Commercial Director at NOCN, said:

"The report reflects many of the conversations we're having with employers. They need people who are competent and work-ready, but they also need a workforce that can adapt as the industry changes.

Whether it's new technology, low-carbon construction, manufacturer-specific systems or changes to legislation, the skills people need today won't necessarily be the skills they'll need in five years' time. That's why flexibility in learning has become so important.

But flexibility must not come at the expense of quality. The industry doesn't need more disconnected training products or badges. It needs quality-assured learning that recognises existing competence, identifies genuine skills gaps, and gives people the opportunity to build new skills as they progress through their careers."

Many of the themes explored in the report are already shaping NOCN's approach to workforce development.

The report highlights the need for learning that supports people throughout their careers, alongside better ways of recognising competence and helping employers respond to changing skills requirements.

Steve believes the real test is whether those ideas work for employers in practice.

"The commercial test is straightforward. Can an employer identify a specific skills gap, put the right learning in front of the right person, assess the outcome, and be confident in that person's competence? That process needs to work whether you're a major contractor, an SME, a subcontractor, or a self-employed tradesperson.

That's the thinking behind our construction offer. Qualifications, apprenticeship assessment, MicroLens, Skills Passport and CPCS all have different roles, but they're designed to work together. Together they help employers identify skills needs, develop competence and provide trusted evidence of what people know and can do."

The report also highlights the importance of collaboration between employers, training providers, awarding organisations, manufacturers, and government if the industry is to create a more responsive skills system.

Steve concluded:

"What I like about the report is that it looks beyond today's skills shortages and asks what kind of skills infrastructure construction will need over the next decade.

The next step is delivery. Employers, awarding organisations, training providers, manufacturers, professional bodies and government need to turn the principle of flexibility into practical, quality-assured pathways that people can access throughout their careers.

NOCN is ready to play its part by working with employers and our centre network to develop targeted learning, robust assessment and trusted evidence of continuing competence. Ultimately, employers need confidence that the people they recruit and develop are genuinely competent, current, and capable of carrying out their work safely and effectively."

The Constructure Skills Vision Report 2026 is well worth a read for anyone involved in construction, skills or workforce development. Read the full Constructure Skills Vision Report 2026 here: https://online.fliphtml5.com/dsrna/Constructure-SVR-2026/