Building News is an information portal for all professional building specifiers. Here you can find all of the latest construction news from around the UK and the rest of the world.

Pyroguard has launched an on-demand version of its RIBA-approved CPD seminar: ‘Fire safety glazing: a system, not a product’ in a bid to guide the industry regarding the critical role of fire safety glass.

 This new, flexible online format reinforces Pyroguard’s commitment to delivering accessible, expert guidance for professionals in the built environment, whilst emphasising the importance of a system-based approach to fire safety.

As the world’s leading independent provider of fire safety glass, Pyroguard released its comprehensive CPD, which covers a wide range of topics, providing in-depth technical insights into fire safety glass, its applications and industry standards. Key areas include classifications, compartmentation, testing standards, framing systems and the multi-functional benefits of fire-resistant glazing. Real-world case studies also feature, alongside Pyroguard’s latest product innovations, demonstrating how these solutions seamlessly integrate into cutting-edge architectural designs.

To enable more architects to benefit from the RIBA-approved content, Pyroguard released the CPD as a more convenient, on-demand webinar.

Speaking about the new webinar, Steve Goodburn, Business Development Director at Pyroguard, said:

“Fire safety glass is a vital part of modern architecture, combining passive fire protection with innovative design. However, specifying the right solution requires careful consideration of technical standards and classifications, that go far beyond just the visual appeal. Our CPD helps to clear up common misconceptions and empowers architects with the knowledge they need to get the most out of their specifications.

“By offering our CPD seminar online, we’re ensuring busy professionals can access this essential knowledge at their convenience, making it easier than ever to stay ahead in this fast-evolving industry.”

 

Hosted via a user-friendly online platform, participants can register for the on-demand webinar via the Pyroguard website or directly through the NBS Source Partner platform.

Pyroguard is the world’s leading independent provider of fire safety glass for timber, steel and aluminium applications with over 30 years’ industry experience.  The company has production facilities in the UK and France, with sales locations worldwide.

 

The company manufactures fire-resistant glazing, offering a wide range of tested and certified products and offers Environmental Product Declarations (EPD) for its products, supporting LEED and BREEAM accreditations.


For more information CLICK HERE to visit the Pyroguard Website

DAB launches the ‘plug and play’ EVOPLUS LITE

 

DAB Pumps has launched the EVOPLUS LITE, an advanced wet rotor electronic circulator designed to enhance efficiency, reliability and comfort in residential and commercial heating, cooling, and domestic hot water systems. Engineered for plug-and-play installation, the quick-connect power supply with superseal technology makes wiring fast and hassle-free, reducing installation time on-site.

Ideal for large residential buildings, apartment blocks, offices, schools, hospitals and commercial properties, the EVOPLUS LITE delivers adaptive, high-efficiency performance while minimising energy consumption and operating costs. Its sensorless motor control and dedicated 32-bit processor optimise performance in real time, ensuring that energy is only used when needed.

 

 

The EVOPLUS LITE operates seamlessly in both heating and cooling systems. It dynamically adjusts to fluctuating demand, preventing energy waste in heating applications while maintaining stable operation in air-conditioning systems, even when condensation forms on the pump exterior. The EVOPLUS LITE SAN variant, featuring a bronze pump casing, is designed for Domestic Hot Water recirculation, using a constant-temperature mode to deliver hot water efficiently without the need for thermostatic valves.

Three different control modes allow users to select the most efficient performance curve for their system. In Proportional Differential Pressure mode, the pump automatically adjusts the head to match system demand, ensuring optimal performance at all times. The Constant Differential Pressure mode maintains a stable pressure within the system, improving overall balance and efficiency. The Constant Curve mode provides a fixed speed option, making it ideal for constant-flow heating and air-conditioning systems where a steady output is required.

The circulator has been designed with ease of installation and longevity in mind. Its plug-and-play design simplifies setup, while the motor head can be rotated into three positions for greater flexibility, particularly in confined spaces. An automatic Sleep Mode activates every 25 hours to prevent limescale buildup, helping to extend the lifespan of the unit and maintain long-term reliability.

Built with cast iron hydraulics, an aluminium motor housing, and honed internal surfaces, the EVOPLUS LITE maximises efficiency while maintaining a robust and durable design. Optional insulation shells help reduce heat loss and condensation, further improving thermal performance in both heating and cooling applications.

With a maximum flow rate of 12.5 m³/h, a head of 12 metres, and an ultra-quiet operation at just 33 dB(A), the EVOPLUS LITE is particularly suited to noise-sensitive environments such as hospitals, care homes, and residential buildings. Its wide fluid temperature range from -20°C to +110°C makes it a versatile choice for a range of HVAC applications, ensuring consistent and reliable performance in varying conditions.

Available in multiple configurations, including single and flanged versions, the EVOPLUS LITE provides a smart and sustainable solution for modern water circulation systems, offering a combination of energy efficiency, intelligent control and ease of use that benefits both installers and end users.


CLICK HERE for more information


 

 

EJOT UK’s Mark Newell explains why the latest additions to its ETICS range are helping the EWI industry streamline its supply chain, and maintain consistently high quality during installation for the long-term benefit of specifiers and residents.

Like any assembled product, the performance of an EWI (external wall insulation) system or ETICS (external thermal insulation composite system) is only ever going to be as good as its component parts. A weak link in the system build-up will not only undermine its promise to improve the thermal performance of a property, but it could add complexity and hassle to the installation process resulting in additional time costs for contractors.

Advanced fixing solutions, therefore, have a crucial role to play, which is why EJOT has offered a range of innovative anchors – tube-washer and screw combinations – for many years. These are widely used throughout the UK’s EWI sector and specified by many of the leading systems providers. But the quality of the mechanical fixing for attaching insulation to the building substrate is just one of the factors contributing to efficient installation and performance of the completed system.

This has long been recognised by EJOT, which is why we have always offered similarly innovative and technically-superior ancillary products, such as fixing components that enable external elements including handrail and downpipe brackets to be mounted on the wall safely and securely.

The latest developments to this range, however, offer a holistic solution that could be a game-changer in terms of how EWI components are sourced. By extending the EJOT Pro-Line range of profiles, EWI system providers can now source their complete suite of fixing and attachment components from a single supplier. That brings a host of benefits as a number of systems companies are already realising, particularly in respect of improving quality consistency and making their systems easier for installers to work with.

Process optimisation and streamlined supply chain

For ETICS / EWI system providers, EJOT UK can effectively become a ‘one-stop shop’, which means they do not have to rely on different suppliers, often with their own payment terms and lead times, to complete their offer. All this means there is an immediate operational benefit in terms of the efficiency of ordering, delivery and invoicing processes, easing the pressure on staff resources for other purposes and reducing volumes of paperwork – all of which needs printing and generates waste.

The process optimisation possible through single-sourcing encompasses other environmental advantages too. EJOT can deliver the complete suite of EWI components and profiles on a single vehicle making one journey, which means there are fewer trucks delivering to a given site. This helps reduce the impact of site operations in local communities and enables the carbon footprint of the EWI supply chain to be minimised.

The EJOT ETICS range is also supported with an Environmental Product Declaration (EPD) to provide quantified data on its environmental impacts. This maximises transparency for specifiers and enables informed whole life cycle management decisions to be made when selecting systems for EWI or ETICS projects.

Helping installers achieve higher quality

EWI systems are already making a massive contribution to improving the energy efficiency of the UK’s ‘already built’ housing stock, but we have only just scratched the surface. Anything that can accelerate deployment of EWI, therefore, will enable more homes to be upgraded sooner rather than later.

One of the ways this can be achieved is to ensure installers are comprehensively supported to work more efficiently and achieve better quality consistency. This is a key consideration for every EJOT product, but it is particularly important where ETICS profiles and fixing components are concerned.

EJOT UK does this through a 360-degree service. This involves EJOT technical consultants providing on site services covering the three product segments – anchors, profiles and mounting elements – to ensure installers can achieve the optimum results.

For ETICS anchors, EJOT provides pull-out tests on-site and offers a digital product configurator to assist at the specification stage. The digital product configurator also supports the deployment of EJOT’s ETICS mounting elements, with additional support provided for pre-dimensioning, and, for profiles, its technical consultants carry out adhesive tests on-site – all with the aim of helping installers get the right result first time and deliver a quality installation for clients.

Improving performance of the system

By supporting installers, EJOT UK works to optimise the performance of the EWI system and ensure everyone in the supply chain maximises the benefits of its technically advanced products. All products in our ETICS range share the same high technical standards, but installation quality is key to ensuring they deliver on their promise.

Installed correctly, EJOT’s ETICS range reduces the risk of thermal bridging. This is a common issue for wall insulation systems which impacts on overall thermal performance and can result in dampness and mould growth on internal surfaces.

Thermal bridges can occur in many areas of the system’s construction, with anchors and edge profiles being particularly vulnerable points. Hence why EJOT’s R&D team has focused on creating products that address these risks, including through manufacturing all our profiles in PVC rather than aluminium and the development of a new patent pending PVC base ‘high load’ profile which features a hollow chamber design to reduce thermal transfer, while still maintaining high rigidity.

In addition, our profiles incorporate features to maximise quality throughout the EWI system’s lifetime. For example, Pro-Line profiles are designed to compensate for movement where applicable, such as around doors and windows, to prevent cracks developing over time.


CLICK HERE TO find out more about EJOT’s ETICS range 


 

Bureaucratic burden lifted to speed up building in growth agenda

The government has confirmed further reforms to overhaul the planning system and put growth at the heart of the statutory consultee system.

  • Review of statutory consultee system to promote growth and unblock building
  • Consultation on limiting the scope of statutory consultees and removing a limited number of them, including Sport England, Theatres Trust and The Gardens Trust in planning decisions, while ensuring necessary community facilities and needs continue to be met
  • Will also establish a new performance framework with greater ministerial oversight
  • Reforms will reduce delays and uncertainty on planning proposals, demonstrating the government’s Plan for Change in action

Further reforms to overhaul the planning system have been set out on March 10th putting growth at the heart of the statutory consultee system and helping deliver the government’s Plan for Change milestone of delivering 1.5 million new homes.

Under new plans organisations such as Sport England, Theatres Trust and The Gardens Trust will no longer be required to input on planning decisions. The scope of other statutory consultees will be narrowed to focus on heritage, safety and environmental protection, speeding up the building process and preventing delays to homes being built.

“Statutory consultees” are official stakeholders legally required to provide advice on planning decisions to ensure developments can consider essential environmental, transport, heritage and safety elements. They play an important role in the planning system, but councils and developers report that the system is not working effectively.

The changes are part of the government’s ongoing stream of work to break down barriers to growth and get Britain building. They come ahead of the government’s flagship Planning and Infrastructure Bill, which will be introduced this week and will support the government’s Plan for Change commitment to build 1.5 million homes.

Deputy Prime Minister and Housing Secretary Angela Rayner said:

“We’ve put growth at the heart of our plans as a government, with our Plan for Change milestone to secure 1.5 million homes and unleash Britain’s potential to build.

“We need to reform the system to ensure it is sensible and balanced, and does not create unintended delays – putting a hold on people’s lives and harming our efforts to build the homes people desperately need.

“New developments must still meet our high expectations to create the homes, facilities and infrastructure that communities need.”

The list of statutory consultees has also grown haphazardly over time and now includes over 25 organisations. Problems expressed include statutory consultees:

  • failing to engage proactively;
  • taking too long to provide their advice;
  • re-opening issues that have already been dealt with in local plans;
  • submitting automatic holding objections which are then withdrawn at a late stage; and
  • submitting advice that seeks gold-plated outcomes, going beyond what is necessary to make development acceptable in planning terms.

Problems with the operation of the system cause uncertainty, extensive delays, and increased costs. This is due to the time taken to provide advice and the complexities sometimes causing the provision of over extensive or unnecessary advice.

In the past three years over 300 applications were forced to be escalated for consideration by the Secretary of State because of disagreements from consultees.

In broader examples given to ministers, a government department reported a two-year delay to a simple planning application on the government estate because of inability to agree a position with a statutory consultee.

In Bradford, a development to create 140 new homes next to a cricket club was significantly delayed because the application was thought to have not adequately considered the speed of cricket balls.

While noting the broader role that statutory consultees play within the planning system in facilitating high quality development, the government is reforming the system to ensure it operates in a sensible, systematic way, and does not create unnecessary blockers.

The government recognises the importance of these organisations and their value to local communities. The National Planning Policy Framework (NPPF) will continue to apply and these organisations will continue to engage with the planning system through development of local and strategic plans, and through the publication of guidance and advice.

Proposed changes will put support for growth at the heart of the statutory consultee process by;

  • Consulting on reducing the number of organisations, including the impact of removing Sport England, the Theatres Trust and The Gardens Trust.
  • Reviewing the scope of all statutory consultees, to reduce the type and number of applications on which they must be consulted – and making much better use of standing guidance in place of case-by-case responses.
  • Clarifying that local authorities should only be consulting statutory consultees where necessary to do so, and decisions should not be delayed beyond the 21 day statutory deadline unless a decision cannot otherwise be reached or advice may enable an approval rather than a refusal.
  • Instituting a new performance framework, in which the Chief Executives of key statutory consultees report on their performance directly to Treasury and MHCLG Ministers.

This follows the decision by the Deputy Prime Minister and the Chancellor earlier this year pausing the formation of new statutory consultees and a commitment to reviewing the existing arrangements.

The NPPF is clear that existing open spaces, sports, recreational buildings and land, including playing fields, should not be built on unless an assessment has shown the space to be surplus to requirements or it will be replaced by equivalent or better provision.  These strong policy protections will remain firmly in place, with the government expecting them to be taken into account in planning decisions.

The government will consult this Spring on the impacts of removing a limited number of statutory consultees and narrowing the scope of others so they can focus on the most important applications.

This comes ahead of the introduction of the government’s Planning and Infrastructure Bill this week, which will bring forward significant measures introduced to speed up planning decisions to boost housebuilding and remove unnecessary blockers and challenges to the delivery of vital developments like roads, railway lines and windfarms.

 

The Automatic Door Suppliers Association (ADSA) is kicking off its 40th anniversary with the launch of an animated timeline that showcases its incredible journey and industry-defining achievements.

 

The dynamic digital presentation brings ADSA’s history to life, highlighting four decades of leadership, innovation and progress in the powered pedestrian door industry.

 

It will be premiered at 11am this Friday (14 March) with a watch party on social media – ADSA’s Facebook, LinkedIn and YouTube channels and has been promoted with a Remember When teaser campaign featuring memories of 1985.

 

It offers an immersive look at ADSA’s most significant milestones, from pioneering safety standards to shaping professional development and promoting accessibility.

 

ADSA was established in 1985 with a mission to enhance safety and collaboration across the industry. Among its notable achievements are:

 

  • 1988: Influencing the creation of the BS7036 Safety Standard, a landmark guideline for automatic door safety.
  • 1997: Becoming a limited company, cementing its position as the authoritative voice of the industry.
  • 2012: Contributing to the introduction of EN16005, a unified European safety standard.
  • 2017: Launching the ADSA Academy to provide e-learning and professional development opportunities.
  • 2020: Develop an apprenticeship programme for powered pedestrian door technicians.

 

Ken Price, Managing Director of ADSA, said:

“Our association and the wider industry are always looking to the future—pushing boundaries and driving progress. This timeline provides a unique opportunity to pause, reflect and celebrate how far we’ve come and all that we’ve achieved together.

“It stands as a testament to the innovation, dedication, and collaboration that have shaped the powered pedestrian door sector over the past 40 years and the progress we’ve made. It will inspire us to continue in setting the standards for excellence and innovation in our industry.”

 

The timeline heralds a series anniversary events and activities for ADSA members, associate, and stakeholders, which will be announced and celebrated throughout the year.

 

CLICK HERE to watch the screening

 

FUTUREBUILD 2025 WRAPS UP ANOTHER LANDMARK EVENT DRIVING INNOVATION, LEADERSHIP, AND COLLABORATION IN THE BUILT ENVIRONMENT

Futurebuild 2025 has once again proven itself as the premier event uniting the built environment, bringing together thousands of industry professionals to drive lasting change. Across three action-packed days, the event was a powerhouse of innovation, collaboration, and policy-driven action, setting the course for a more sustainable and decarbonised future.

Show Highlights: Turning Ideas into Action

From the very start, Futurebuild 2025 was not just about discussing change—it was about making it happen. The National Retrofit Conference opened with a compelling keynote from Minister Miatta Fahnbulleh, Minister for Energy Consumers and Parliamentary Under-Secretary of State at DESNZ, who laid out the government’s strategy for tackling one of the biggest challenges of our time: retrofitting the UK’s ageing housing stock and accelerating the path to net zero. Policy discussions remained at the heart of the event, with thought leaders, policymakers, and industry pioneers driving conversations on overcoming barriers and shaping a greener built environment.

But Futurebuild is about more than dialogue—it’s about action. Nowhere was this clearer than in the Big Retrofit Challenge, which saw an incredible 75 groundbreaking entries from across the sector. Seven finalists pitched live in front of an expert panel, with each securing direct meetings with contractors ready to integrate their solutions into real-world projects. This wasn’t just innovation on display; it was innovation moving into implementation.

Pushing the boundaries of possibility even further, the Big Innovation Pitch chaired by Dr Oliver Jones, Cundall put the industry’s most exciting breakthroughs in the spotlight. In a high-stakes, ‘Dragon’s Den’-style showdown, four pioneering companies went head-to-head, presenting game-changing solutions that could redefine the future of construction. Agreka Build emerged victorious, impressing the judges with their revolutionary product WHEATEX, the world’s first circular bio-based insulation board made from 100% waste wheat straw, a testament to Futurebuild’s role as a launchpad for industry-defining advancements.

The Futurebuild Arena took centre stage in driving critical conversations, with each of its three daily themes tackling the industry’s most pressing challenges. From unlocking the circular economy to accelerating net zero strategies, the Arena provided a platform for trailblazing experts like Duncan Baker Brown and the Dr David Greenfield (Circular Economy Taskforce), who delivered powerful insights on how designers, manufacturers, and policymakers can transform theory into practice. With tangible, scalable solutions now within reach, the Arena proved that sustainability is no longer an aspiration—it’s an expectation.

A Call to Action: The Future Starts Now

Reflecting on the success of this year’s event, Martin Hurn, Event Director at Futurebuild, reinforced the show’s growing impact: “Futurebuild is not just a conversation—it’s action. For 20 years now, Futurebuild has been instrumental in making real progress, from groundbreaking innovations securing industry backing, to pioneering circularity solutions on the exhibition floor, and companies demonstrating tangible decarbonisation strategies. The challenge now is bringing more people on this journey. That’s why we call on the entire sector to connect, collaborate, and push forward together.”

As Futurebuild 2025 closes its doors, its legacy continues. For those who couldn’t attend every session, all event content will soon be available on-demand, ensuring that the insights, innovations, and solutions shared here continue to inspire and drive change long after the event has ended.

The momentum is building. The transformation is happening. Futurebuild 2025 has set the stage—now it’s up to us to build the future we need.


CLICK HERE TO VISIT THE WEBSITE

 

Costain, as part of joint venture with VINCI Construction Grands Projets and Bachy Soletanche, was awarded the contract for the East works package of the Thames Tideway Tunnel, the UK water industry’s biggest Combined Sewer Overflow (CSO) project.

The Eastern section spans six sites and 10km of tunnels. After ten years of construction, the last of 21 connections has been made between the original Victorian sewers and the new 25km Thames Tideway Tunnel, bringing the entire system online to support a growing population and economy, and protect the tidal Thames from sewage pollution.

The project is on track to be fully finished (with testing complete) later in 2025. Thames Water will then operate the system as part of its London wastewater network.  

The project

London relied on a 150-year-old sewer system built for a population less than half its current size. The system needed to be made fit for the 21st century and help prevent millions of tonnes of sewage pollution entering the river each year.
The Tideway project was tasked with designing and building tunnels to capture the capital’s wastewater and stormwater, and diverting it to treatment plants.

Costain and its JV partners have been delivering the eastern section of Tideway which consists of a tunnel from Chambers Wharf in Bermondsey to Abbey Mills Pumping Station in Stratford, along with a smaller connection tunnel from Greenwich Pumping Station to Chambers Wharf.

Our approach

Costain’s approach to production thinking – which combines modern methods of construction with new technologies – has built efficiencies into the project from the start. This included prototyping, building and testing assets before design freeze, whilst quality controls for civils and Mechanical, Electrical, Instrumentation, Control and Automation (MEICA) tests were completed off-site before installation. The MEICA approach was based on repeatable solutions that would be straightforward for operators and maintainers to use. As such, we procured instrumentation that would run on software control blocks across the alliance of eight main works contractors, with a standardised user interface for ease of training and to promote consistency.

Collaborating at a portfolio level

The success of the project has been the result of close collaboration with Tideway and works contractors across the portfolio. Costain led the standardisation of products and design standards, including all O&M and MEICA. Bulk procurement was cost effective, and the main benefit was ensuring Tideway would be familiar with the asset at handover.

We have implemented an alliance-wide procurement strategy, promoting local sourcing throughout the project. We also maximised local spend by using a local supply chain, facilitated open competition for nearby businesses and provided clear visibility of the procurement programme.

The solution

The pumping stations at Earl and Greenwich required flows to be maintained through existing sewers during the interception works. This was achieved using precast technology and phased construction to transfer the flows from the sewer outfall through the new structure once complete. The complete works have involved installing flap valves, penstocks and passive ventilation structures.

The production thinking approach and the embedding of lean principles and efficiencies into the commissioning programme have resulted in project delivery times falling from 18 to 11 months through improving definitions and creating a targeted sequence of testing.

Building in these efficiencies has paved the way for an optimised delivery and the project is set to achieve the required dates for system commissioning, whilst the implementation of a lean construction methodology has achieved £1m in cost reductions.
Other savings have come from automating specific processes. These include method statements, red line drawing systems and improvements to timesheets, which have saved more than 6,000 hours of labour and £85,000 per year.

Key benefits

Delivering sustainable outcomes

There have been significant carbon savings across the project. On the five shafts, the concrete for the base slab has been reduced by c.55%, whilst a ground-granulated blast furnace slag using 1500m3 of concrete rather than 3500m3 and saving 750 tonnes of CO2 emissions was proposed.

The use of a thinner secondary lining has resulted in reducing the use of concrete by a fifth across the project as a whole – over 11,000m3 – and saved 4,500 tonnes in CO2 emissions. In addition, 330 fewer tonnes of steel have been used, equating to a saving of 800 tonnes in CO2.

We have also pioneered a sustainable approach to boost biodiversity and carbon reduction efforts.

Highlights include:

  • Used rainwater harvesting to save a predicted 11,678,210 litres of water during the tunnelling phase.
  • The world’s first electric hydrofraise (a rotary trench cutting machine used to dig the shaft for the main tunnel) resulted in significant reductions in carbon emissions, noise and air pollution.
  • Tideway’s More by River strategy which aimed to limit road use. Where possible, material from tunnelling work, as well as incoming construction materials including tunnel boring machines, have been moved by barges on the river rather than HGVs. By August 2024, the scheme had resulted in 5.8 million tonnes of material transported by river, 688,000 fewer HGV journeys and a reduction of 24,400 tonnes in carbon emissions (compared to the HGV equivalent).
  • Barges have also taken waste to nearby salt lagoons to support habitat creation and enable a biodiversity net gain of 6.5%.

Driving prosperity for local communities

The project has created more than 4,000 direct jobs and thousands more indirectly. It has offered hundreds of apprenticeships and work placements and has been committed to employing local people, women returners, ex-offenders and ex-military personnel.

Initiatives pioneered include a scheme funded by the Construction Industry Training Board that aims to get homeless and vulnerable people get back into work. It has been specifically targeted at people living in boroughs where Tideway’s main sites are based, and provides interview preparation and practice, health and safety training, work experience and a guaranteed interview for full-time employment on the Thames Tideway Tunnel.

Another programme, ‘Breaking Barriers’, has aimed to increase employability and promote careers in STEM for teenagers, whilst also channelling the focus on the river with London Youth Rowing to support young people to achieve their potential.

During certain periods, 25% of staff working on Tideway have been from the 14 local boroughs, 36% of staff in the client and programme management team have been women, and 37 people with previous convictions have been employed on the project.

 

Source: Costain

According to International Women’s Day, for women to attain gender parity it will take over a century.   Given the well-publicised work force shortage that is one of the many trials that the construction sector is undergoing, it asks the question can construction wait that long for females to become an effective force within the sector.

We report on some of the success stories of those ladies that have already stepped into the construction limelight and the strategies that are striving to encourage others to join them.

 

HJK CONSTRUCTION

With women making up only 14% of the 2.1 million people working in UK construction and just 2% of SME housebuilding businesses owned and run by women, HJK Construction is helping to make the industry more accessible to women.

Elli Kiely, Design & Innovation Director, at HJK Construction has been appointed a Might Nine Mentor with the ‘I Am a Housebuilder’ campaign. This national initiative, launched by the All-Party Parliamentary Group (APPG) for SME Housebuilders, aims to break down barriers for women in the construction sector and increase female representation in SME housebuilding businesses.

Speaking about the initiative, Elli Kiely said, “Across the North West during the last financial year, 17,910 properties were completed, down from 18,910 in 2022/2023. Labour has promised to deliver 370,000 homes annually across the UK, yet we’re falling significantly short. We need more skilled professionals to meet this goal, and women are key to making this happen. By increasing visibility, providing mentorship, and improving recruitment strategies, we can ensure that housebuilding becomes a more inclusive and thriving sector.”

Elli continues, “Unlocking the potential of the fantastic female talent is essential to driving innovation and boosting housing supply. HJK Construction fully supports this initiative and is committed to creating a workplace culture where women can thrive.”

The ‘I Am a Housebuilder’ Campaign aims to showcase successful women within the sector to inspire and attract more female talent, create a strong mentoring network to help women progress into leadership roles and work with trade bodies and recruitment organisations to promote careers in construction for women of all ages.

WEBSITE


CONSIDERATE CONSTRUCTORS

How the construction industry is becoming more welcoming for women

The construction industry, traditionally dominated by men, is now evolving towards greater inclusivity and diversity. Companies are actively creating inclusive workplaces that support women, recognising that diversity is key to the sector’s success—especially amid a skills shortage.

Ahead of International Women’s Day, which takes place on Saturday, 8th March 2025, Jackie Janssen, Head of Communications at the Considerate Constructors Scheme (CCS), the champions for change in the construction industry, highlights five best practice strategies being adopted by the construction industry that are helping to make the sector more accessible to women.

Establishing Womens Networks and mentorship programs

Creating dedicated support networks for women within construction firms provides a platform for discussion, professional development, and advocacy. A number of CCS partners have introduced Women’s Networks, allowing female employees to connect, share experiences, and discuss challenges they face in the industry. These networks can help to foster a sense of community, build confidence, and promote a culture of mutual support.

Mentorship programs also play a vital role in helping women advance their careers. By pairing less experienced employees with senior professionals, these programs offer valuable career advice, encouragement, and practical guidance on navigating an industry that has historically been male-dominated. Structured mentorship ensures that women not only enter the sector but also thrive in leadership positions.

Offering flexible working arrangements

One of the biggest barriers preventing women from joining or remaining in the construction industry is the lack of flexible working arrangements. However, this is beginning to change, particularly with the government’s proposed Employment Rights Bill, which aims to make flexible working the default from day one unless an employer can prove otherwise.

Many construction firms are already adapting by introducing part-time roles, job sharing, and hybrid working models. These initiatives enable women—especially those with caregiving responsibilities—to balance their careers with family commitments. By offering flexible working from the outset, construction companies can demonstrate their commitment to inclusivity while ensuring they do not miss out on talented professionals.

Providing inclusive facilities on site

Creating a more welcoming environment for women should go beyond policies and include practical changes on construction sites. Some positive examples include investment in gender-inclusive facilities, including self-contained, lockable toilets and private nursing rooms for new mothers.

Another essential consideration is Personal Protective Equipment (PPE). Traditionally, PPE has been designed for male body shapes,

often making it uncomfortable and unsafe for women. Companies that provide PPE in women’s sizes send a clear message that they value and respect their female workforce. Simple yet impactful steps like these help break down barriers and create a more comfortable and professional working environment for all employees.

Addressing unconscious bias and gender equality training

Cultural change starts with education. Unconscious bias training is being adopted by forward thinking companies to help employees recognise and challenge stereotypes.

Gender equality workshops are another powerful tool. These sessions typically cover workplace inclusion, leadership development, and breaking down barriers that prevent women from progressing in their careers. Investing in regular training not only creates more inclusive workplaces but can also improve team dynamics and overall productivity.

By tackling unconscious bias, construction firms can shift mindsets and ensure that hiring, promotion, and leadership opportunities are truly based on merit rather than outdated perceptions of gender roles.

 Promoting female role models and inspiring future generations

Visibility matters. Actively highlighting female leaders through case studies, social media, and leadership programs are popular ways to challenge industry stereotypes. Meanwhile outreach efforts, including school visits, career fairs, and mentorship programs can help to introduce young women to construction careers.

WEBSITE


HEATHER FLEMING

How apprenticeship set her on the path to a successful career 37 years ago.

Campaigning trade association SELECT has tracked down Scotland’s first-ever female electrical apprentice to discuss her career journey in an inspiring new video for Scottish Apprenticeship Week.

Former textile machinist Heather Fleming tells viewers how she got her big break 37 years ago, how she insisted on being treated as an equal to her male counterparts – and why she still believes an apprenticeship is an invaluable way to help climb the career ladder.

Produced in partnership with the Scottish Electrical Charitable Training Trust (SECTT), the video has also been released ahead of International Women’s Day on Saturday 8 March.

In the film, entitled Blazing a Trail, Heather reveals how she switched careers when she joined SELECT Member firm HF Electrical in Glasgow in 1988.

She says: “I was working as a sewing machinist in a factory and had the afternoon off, so went to the local careers office and found a leaflet called Would You Like to be an Electrician?

“Electricity had always been like black magic – it was just there – so it piqued my interest and I thought, ‘I’ll go for it and if I don’t get it, I don’t get it.’

“I was sent for an aptitude test and then told, ‘You’ve passed everything. Where would you like to work?’ I had no idea so they set me up with an interview at HF, I got the job and started work.”

Heather duly became Scotland’s first female electrical apprentice, attending Clydebank College – now West College Scotland – but insists she was never given any special treatment.

She tells the film: “HF looked after me but there was never any, ‘Wow, you’re the first’. I still had a job to do and there was an attitude of, ‘This person is part of our team and we will make sure we give her opportunities.’

“Although I’d gone from a very female-oriented job to a very male oriented one, for my own part it was just a job and I didn’t think it was any big deal.”

Heather also said she also insisted on equality as she continued her studies at Stow College, night school and university, revealing: “I was the only female in most classes and sometimes the lecturers would say, ‘We’d like to put you forward for something because you’re female.’

“But I always said, ‘I’m not the best person for that, not if there’s a guy that’s better than me – put them forward’.  Just because you’re a female you don’t need to be promoted more.”

After rising through the ranks and working at a consultancy, Heather gained a degree in Building Services and is now an engineer with the Estates Department at the University of Edinburgh, who are also members of SELECT.

She said: “Life is about earning money and having a good lifestyle and an apprenticeship will get you to the stage of having a good job and being able to go up the tree.”

The video also comes more than three decades after Heather discussed her apprenticeship in SELECT’s cabletalk magazine, in which she said: “Sometimes there’s some taunting on-site, but I try to ignore it and if that doesn’t work I just give it back to them.”

And she said: “I think the attitude to women in the workplace in general has changed since then. I just think it’s a natural progression and I’ve been accepted in every job that I’ve been to.”

SELECT Director of Employment Affairs Catherine Gillon said: “As we celebrate achievements of electricians everywhere as part of our 125th anniversary, we are grateful to Heather and the University of Edinburgh for giving up their time and allowing us to discuss her journey in the industry.

“Some 37 years after we first interviewed her, it is heartening to see that Heather is still working in our sector. It shows that with a solid apprenticeship and the ongoing support of industry bodies like SELECT and SECTT, anything is achievable.”

SECTT CEO Fiona Harper added: “Heather’s story is an inspiring one and is the perfect example for Scottish Apprenticeship Week as it shows the rewards and opportunities that are available to young learners starting out on their own career path.

“As we look ahead to International Women’s Day, it also shows that there are no barriers in the electrotechnical industry and we should rightfully celebrate the achievements of the many women who currently enjoy successful careers at all levels of the sector.”

Watch the new video here.

WEBSITE


CONSTRUCTIN INDUSTRY TRAINING BOARD

The Construction Industry Training Board is urging more women to consider a career in construction and continue the upward trend

The number of women starting construction apprenticeships has risen dramatically in recent years according to a new report from the Construction Industry Training Board (CITB). The ‘Construction Apprenticeships 2025: Challenges. Opportunities. Support’ report found that 1,450 women started a construction apprenticeship in 2018-19, but this has jumped to 2,420 to in 2023-24.

The findings, compiled using statistics from the Department for Education, reveal a two-thirds (67%) increase in women starting construction apprenticeships. The positive news is enhanced with CITB’s report also showing that the number of women completing their apprenticeships significantly increased over the same period.

340 women completed their construction apprenticeship in 2018-19, but this had increased by more than 170% to 930 women completing their apprenticeship in 2023-24.

This rise in female starters and completions suggests a future with greater gender diversity in the construction industry. Changing attitudes towards gender roles and the introduction of policies aimed at promoting gender equality will help further decrease the gender and skills gaps.

The findings are a positive sign for the construction industry, and CITB intends to build upon this. Earlier this week, the company launched the 2025 iteration of the Top 100 Most Influential Women in Construction Awards. Additionally, in its recent Strategic Plan 2025 – 29, CITB listed one of its key objectives is to inspire and enable diverse and skilled people into construction.

CITB intends to promote construction careers to over 5 million potential new entrants, highlighting that there are over 180 different occupations in the industry. Similarly, there are over 100 different construction apprenticeship roles that lead to careers in the industry for people at every stage of their career.

Lucie Wright, Head of Careers Strategy at CITB, said:

“We need more women in construction. It’s incredibly heartening to see the number of women starting construction apprenticeships increasing – long may this continue. As an industry, we need to actively promote to as diverse a range of applicants as possible and make sure we get the conditions for working in the industry right for as many different people as possible.

 “We recently launched the Top 100 Most Influential Women in Construction Awards 2025, back for the fourth year running. The programme is one of the ways we strive to recognise the wonderful women and allies who are driving real change in the construction industry.

 “For any women thinking about their career options, I and CITB urge you to consider a career in construction. There’s so much to admire about the industry, and it’s a great place for women to work and thrive.”

 Read the full report ‘Construction Apprenticeships 2025: Challenges. Opportunities. Support’ CLICK HERE


BEDFORD COLLEGE

The Bedford College hosted a Building the Workforce of Tomorrow: Education Meets Industry event yesterday to celebrate Women in Construction week. The event was aimed at employers looking to diversify their workforce, address skills gaps and connect with the future generation of talent in construction.

The event, which took place at The Connolly Centre for Modern Construction, brought together local construction and building services companies with students and staff to champion female participation in the sector and create valuable industry connections.

The event saw the participation of 10 employers, including BPHA, ECL Civils, JPP UK, Kier, Modplan Mechanical & Electrical Installation Ltd, Neville Trust, Tilia Homes, Wadys, Willmott Dixon, and Winvic. Each organisation had the opportunity to share best practice and showcase their commitment to providing opportunities for the future generation of the construction workforce.

One of the employers and guest speaker at the event Kayleigh Merritt, Talent development manager at Winvic Construction said: “The event has been great, it was lovely to get a tour of the amazing facilities and bring the students and employers together here. It is very important we continue to ensure strong role models from a young age throughout education for the industry, which is why this event today at Bedford College is so pivotal.”

Attendees had the opportunity to tour the college’s state-of-the-art construction facilities, gaining first-hand insight into the advanced training and resources available to students. There was also an opportunity for industry discussion and networking enabling students to engage directly with professionals, learn about career pathways, and explore potential employment opportunities.

With women making up just 15% of the construction workforce, events like this are key to raising awareness and encouraging more women to consider careers in the industry. By highlighting successful women in construction and offering opportunities to connect with industry leaders, the event helped challenge stereotypes and inspire the next generation to pursue fulfilling careers in the field.

Student at Bedford College who attended the event, Kayla Cox, studying a T-Level in Design, Surveying and Planning for Construction and the Build Environment said: “I was really happy when I received the email about this event today, it has been so exciting to speak to companies and pick their brains. Most of my family have a background in construction, so I have always had a strong interest in buildings and architecture, which is great for me to be able to apply into all aspects of my life. There is definitely still some reluctancy for women in construction, events like this are so beneficial for us to speak to others and prove our work ethic.”

Kathryn Lusk, Group Head of Business Development at The Bedford College Group said: “Events like today are invaluable in bridging the gap between education and industry. By working closely with employers, we can provide our students with real-life opportunities that not only enhance their skills but also shape their future careers. The connections and conversations held during the event truly have the potential to transform lives and strengthen the construction industry with fresh, diverse talent.”

Employers interested in partnering with Bedford College to support the development of the next generation of construction professionals are encouraged to email training@bedford.ac.uk  or call 01234 291747.

WEBSITE


LUTZ-JESCO

Women, go for it! The technology sector needs more woman engineers

Women have a hard time in the male-dominated technology sector and are taken less seriously. This is a media and societal misrepresentation that urgently needs to be addressed. In a time in which industry faces a shortage of young talent, it is vital that women are not discouraged from pursuing a career in this area. This is the view of Lisa Kagerbauer, an engineer at the pump and dosing specialist Lutz-Jesco in Wertheim, speaking on the occasion of International Women’s Day.

“What counts is performance, not gender”, says Lisa Kagerbauer, an engineer at the pump and dosing specialist Lutz-Jesco

“I have to work twice as hard to be accepted”; “I can’t afford to make any mistakes, otherwise everyone will think that women aren’t cut out for this job”; “I need to adapt and make sure I don’t stand out too much”. The list of misconceptions that hinder women who would like to work in the male-dominated technology sector industry is long.

However, the reality is usually much more progressive, stresses Lisa Kagerbauer, who has worked since 2020 as an engineer at Lutz-Jesco, a specialist manufacturer of industrial pump technology and dosing systems based in Wertheim in Baden-Württemberg. “From an early age, women are presented with a rather distorted picture of life by the media and society that doesn’t match reality in most cases”, says Kagerbauer.

“The idea that women in the technology sector constantly have to assert themselves does not match my experience.”

According to Ms Kagerbauer, her positive experience began during her studies, when she shared a flat with two male fellow students. “We supported each other, and gender never even came into it”, recalls the 32-year-old. She also did not experience any prejudice or discrimination at university. “I studied under two woman professors who were highly competent and recognised as valued experts in their fields.”

What about her transition to employment? Here too, gender was not an issue. “As a woman fresh out of university, I was appreciated and supported from the very beginning.” Many older colleagues were impressed by her passion for technology and didn’t hesitate to share their knowledge and experience with her. “The idea that women in the technology sector constantly have to assert themselves does not match my reality. What counts is performance, not gender.”

“It is vital to Germany’s future that more women contribute their potential to the technology sector.”

According to Ms Kagerbauer, in times in which young talent is at a premium, it is important that women also enter the technology sector. However, women remain under-represented in this area. Figures from the Federal Statistical Office show that the proportion of women employed in technical research and development in 2023 amounted to just 18 per cent.

“In my opinion, it is vital for Germany’s future that more well-qualified young women bring their potential to the technology sector”, says Ms Kagerbauer. She has the following tip for women interested in the field: “be confident and follow your own path. The men are usually on your side. Be confident in salary negotiations. Make realistic demands and never sell yourself short.”

Lisa Kagerbauer helped her older brother with maths, even when she was still at nursery school

Lisa Kagerbauer’s enthusiasm for technology and the natural sciences developed at an early age, and she started helping her brother with his maths homework even when she was at nursery school. “I have always been fascinated by the fact that maths works as a kind of universal language with unerring logic,” recalls Kagerbauer.

After leaving school, she studied process engineering and chemical engineering at the Karlsruhe Institute of Technology (KIT). She specialised in food process engineering and completed her master’s degree with a focus on rheology, researching the flow characteristics of milk foam. “I made and smelled milk foam every day for half a year. Since then, I take my coffee black”, Kagerbauer laughs.

She started work as an engineer at Lutz-Jesco in 2020. In the system and process technology department, she and her team develop water treatment systems for industry and sewage treatment plants. “I love working in an informal atmosphere with great colleagues. It suits me much better than the anonymity of a large corporation.” She only missed the exciting night-life of the big city for a while. Now, she appreciates the peace and quiet of the countryside. “I have settled in and don’t want to leave.”

WEBSITE


SAINT-GOBAIN INTERIOR SOLUTIONS

Women in construction are breaking barriers, driving change, and shaping the future of the industry. Their voices and experiences prove that progress is happening – but there’s still more to be done.

This International Women’s Day, British Gypsum and Isover – businesses that are part of Saint-Gobain Interior Solutions – are proudly celebrating the women who are making an impact in the construction sector. By sharing their stories, we’re championing their achievements, amplifying their voices, and paving the way for an even more inclusive industry.

Katie Anderson is Performance Manager at British Gypsum East Leake Works which produces bagged plaster and plasterboard. She has seen the business take proactive steps to help more women into its workforce. “We have got a lot more women coming through which is great,” she said. “It will take a while to change but I definitely see positive movement in that regard.”

Katie joined British Gypsum in 2019 as a project leader and has progressed rapidly through the ranks. She is encouraging other women to consider construction manufacturing as a fulfilling career. “British Gypsum has really helped me with my training,” she added. “So even if you don’t have the skills initially, they can help you to develop those skills.”

However, Katie says she still occasionally encounters gender bias. “Sometimes it can take a bit more time to build up a rapport or respect with people, it’s important to get to know people as individuals and learn to communicate with them in the most appropriate way.”

Last year, Saint-Gobain Interior Solutions supported the launch of I am a Housebuilder. Founded by a cross-parliamentary group, it aims to grow the number of women working in the housebuilding industry. It is fronted by seven women who hold prominent roles in construction – dubbed the Magnificent 7. One of them is Xuan Meng, CEO of Cozy Haus. She started in property development after taking maternity leave from an investment fund.

“It took me a lot of effort and mental determination to plunge myself into building Cozy Haus because it is something I’ve never done,” she said. “I thought to myself, if I could make this a success, it could give me the flexibility to be my own boss and also the flexibility to look after my daughter and the financial stability I wanted for my family. This was my chance, I took it, and I think that it was the best decision I ever made.”

Cozy Haus now employs over 30 people and has more female staff than male. “I think that 60% of our staff members are female and a lot of them are single mums,” added Xuan.

“I believe that, because you are a mum, you have more reasons to work hard not only because you have to provide financially but also because you have to lead by example.”

As part of their mentoring programme, each of the Magnificent 7 will give one-to-one mentoring to women taking their first steps into the housebuilding sector. Georgina Hammond, Co-Founder of Beau Property, has taken 21-year-old graduate Abbi Bird under her wing as her mentee. Abbi saw the Magnificent 7 announced on LinkedIn and reached out to them about mentorship.

She first became interested in construction aged 13 when her dad asked her to help with a building project. As a teenager she relentlessly pursued her passion, even switching schools to study construction and engineering before going on to complete a university degree. She is now shadowing Georgina while looking to start her career in construction management.

“I really want to help her to navigate her career, to grow within her next role and be able to set goals for what her career is going to look like,” said Georgina. “I hope that she achieves becoming an MD of a PLC housebuilder because I know that she’s got it in her. She’s incredibly determined, she’s so enthusiastic, and she loves building houses. She’s incredibly technically minded.

“It is so amazing and encouraging that people from that next generation have the enthusiasm and want to get into this industry because they feel so passionately about it and love it. So, I think from Abbi’s perspective, the sky is the limit and she can achieve anything.

“Women need this support in an industry that is male dominated. I think that if we had this conversation again in ten years’ time, that would look very different. But while we go through that transition period, there needs to be role models and support for women that are making the move to enter this industry, to help them thrive.”

The theme for this year’s International Women’s Day is Accelerate Action, focusing on driving progress for gender equality.

Rachel Kelly, Head of Brand for British Gypsum and Isover said: “We are proud to support International Women’s Day and are accelerating our efforts to bring talented women into our workforce.

“Women remain underrepresented in construction, facing barriers such as gender bias, lack of career visibility, and limited opportunities for progression. We are committed to addressing these challenges by amplifying female voices, promoting inclusivity and providing pathways for women to thrive in the sector.”

The Building Better Hub provides resources and talking points on workforce gender diversity and other major industry issues. To hear more from some of the industry leaders featured in this article or to discover more about what women in construction have to say, visit the Building Better hub: CLICK HERE


TRAVIS PERKINS

Construction Colleges: A Study on The Future Of The Industry

The percentage spread of women enrolling onto trade courses at some of the UK’s largest colleges is increasing, new research has found.

Builder’s merchant and breeze block walls material supplier Travis Perkins has compiled the statistics after receiving responses to a Freedom of Information (FOI) request about construction-related courses from Bedford College, City of Glasgow College, Chichester College and Hull College.

The age split of people on these types of courses is also swinging towards the younger generations, as we will delve into further when analysing the data received.

The number of women studying a trade qualification

At three of the four colleges which responded to the FOI request, it was found that the enrolment percentage split has seen an increase in female students for the 2023/24 student year compared to the previous year.

Even at Chichester College where the percentage split didn’t rise, the number has kept consistent.

The percentage splits across the four colleges in full are as follows:

  • Bedford College – 6% of all enrolments onto trade courses for the 2023/24 study year were by women, up from 4% in the 2022/23 study year.
  • City of Glasgow College – 21.1% of all enrolments onto trade courses for the 2023/24 study year were by women, up from 17.1% in the 2022/23 study year.
  • Chichester College – 5.6% of all enrolments onto trade courses for the 2023/24 study year were by women, the same as was recorded in the 2022/23 study year.
  • Hull College – 6.7% of all enrolments onto trade courses for the 2023/24 study year were by women, up from 6.6% in the 2022/23 study year.

WEBSITE


 

 

Ceramics UK Celebrates Successful Hydrogen Kiln Open Day
Ceramics UK has achieved a major milestone in its “Demonstrating Hydrogen in the Ceramics Sector” project, hosting a highly successful open-day event that showcased the pilot kiln and its potential for 100% hydrogen firing. Members from across the UK ceramics industry joined the event to witness this landmark achievement and explore the project’s journey towards sustainable manufacturing.

This initiative has been made possible through £6 million in funding awarded to Ceramics UK by the Department for Energy Security and Net Zero, via Phase 2 of the Industrial Fuel Switching Phase 2 Competition. This funding forms part of the £1 billion Net Zero Innovation Portfolio (NZIP), which provides funding for low-carbon technologies and systems and aims to decrease the costs of decarbonisation helping enable the UK to end its contribution to climate change. With this funding, Ceramics UK aims to demonstrate the feasibility of using hydrogen as a clean fuel source in ceramic kilns, contributing to the industry’s efforts to achieve net-zero emissions.

Held at the Glass Futures site, the exclusive event provided attendees with an in-depth overview of the project’s objectives, progress, and key achievements. Participants were able to tour the pilot kiln and Glass Futures site, gaining a detailed understanding of its design and the technology that will enable future 100% hydrogen firing.

“We are thrilled to have shared this significant milestone with our members and industry stakeholders,” said Dr  Andrew McDermott, Deputy Chief Executive of Ceramics UK and project lead. “The opportunity to tour the pilot kiln and understand its capabilities, made possible through vital government funding, is a crucial step towards demonstrating the viability of hydrogen as a clean energy source for the ceramics industry. This project is a crucial step towards reducing carbon emissions and ensuring a sustainable future for the UK ceramics sector.”

Building on the success of this event, Ceramics UK will soon announce details of a second event, providing further opportunities for industry engagement and project updates.

 

Kingspan Insulated Panels is excited to introduce PowerPanel, an integrated roofing and photovoltaic (PV) solution designed for pitched roofs.

PowerPanel is one of the first systems globally to earn the FM Approved mark to FM 4478, meeting rigorous performance tests for fire, hail, wind uplift, and snow loading.

This innovative system combines the thermal efficiency of Kingspan’s industry-leading QuadCore insulated panels with advanced solar technology, delivering U-values as low as 0.11 W/m²K and energy output up to 475Wp using lightweight dual-glass monocrystalline PV modules from LONGi, a world leader in solar manufacturing.

Manufactured in the UK using state-of-the-art robotics, PowerPanel ensures precision and reduces the risks of on-site installation, blending high performance with a sleek, slimline design to enhance building aesthetics.

Sandra Del Bove – Group Head of Innovation at Kingspan commented:

The launch of PowerPanel marks a significant step toward making renewable energy more accessible to our customers worldwide. Our vision has always been to provide a fully tested and reliable system, ensuring confidence in every installation. This launch is only the first step in what promises to be an inspiring journey ahead.’’

For added assurance, PowerPanel includes a comprehensive Kingspan PowerPanel Assured Warranty, covering thermal and structural performance, external coatings, and photovoltaic modules.

Elevate your building’s performance and appearance with PowerPanel – an efficient, elegant and durable solution.

 


CLICK HERE TO VISIT THE WEBSITE FOR MORE INFORMATION