Building skills for the future with M&J Evans

Background

After the completion of a successful cohort of groundworkers at the NHBC Training Hub in Lichfield we caught up with Judith Marriott, Group People Director at M&J Evans Construction Limited. We talked about the skills gap, the challenges of offering apprenticeships for smaller businesses and why high standards are at the core of delivering for customers. 

About M&J Evans

M&J Evans is a West Midlands-based civil engineering contractor, founded in 2003, which operates as a subcontractor for major and regional housebuilders, delivering specialist groundworks, foundations and utilities. 

Laying the groundwork

Throughout the construction sector there are challenges around skills, including an aging workforce, high demand for skilled workers and the need to attract younger people to the industry.  

In 2024, it was estimated by the Home Builders Federation (HBF) that for every 10,000 new homes built the sector needs about 30,000 new recruits across 12 fundamental trades, including groundworks. This means that to achieve the 1.5m new homes target put forward by government in 2023 the industry needs 20,000 new groundworkers. 

One way to bring people into the home-building industry, ensure they have the right skills and provide the opportunity to gain essential experience, is through apprenticeships. 

As Judith explained, “There are real skills challenges across the industry, particularly in groundworks and civils, where competition for experienced people is high. Groundworks take time to learn because it requires both practical skill and a strong understanding of the technical detail involved. Although it is highly specialised work, it is often underrated. With an ageing workforce and the risk of losing valuable skills and experience, apprenticeships are essential for bringing more people into the industry and protecting those skills for the future.” 

Learning at an NHBC Training Hub

M&J first started working with NHBC on apprenticeships in 2024 and, following the successful completion of the first cohort, the next cohort of 21 apprentices are starting their apprenticeship later this year. 

We asked Judith how she felt the hub environment benefited apprentices. She said “In my opinion what the hubs do particularly well is strike the right balance between academic learning and practical experience. Apprentices spend time in the classroom, but because that classroom is a site cabin, it still feels connected to a real site environment. Once they have learned the theory, they are able to put it into practice straight away. The setting also helps to engage apprentices because it links directly to the work they are training to do. When you visit a hub, you are on a housing development that is being built, surrounded by live activity. From the moment an apprentice arrives, they can see how their learning fits into the bigger picture.” 

Gaining the skills to build a lasting career

Not only does the construction industry need to recruit new talent across all areas and trades, it also needs to retain skilled staff so people joining the industry can make the most of the stable and rewarding careers available in construction. With this in mind, we asked Judith if she felt more could be done to support apprenticeships in construction. 

She said “I feel strongly that more needs to be done to understand the practical challenges facing employers in the construction industry. Simply saying that employers need to do more does not address the skills gap, nor does it help retain people once they have completed an apprenticeship. It can also overlook the significant work already being done by larger employers who have the capacity and resources to invest in apprenticeship programmes.

There are many smaller employers who want to offer apprenticeships, but if funding is difficult to access, it becomes much harder to make that happen. There also needs to be greater recognition of the unseen support required to deliver an apprenticeship effectively. This includes the administration involved, the additional time apprentices need from wider teams, and the resource pressures this can create for SMEs that may not have the same infrastructure or support networks as larger organisations.

It is also important to recognise that learning and development does not stop at the end of an apprenticeship. Apprentices still need continued experience, support and progression opportunities if they are to build lasting careers in the industry. I am not sure the current system fully reflects any of this.” 

Apprenticeships and the ‘M&J Way’

NHBC’s purpose is to raise standards in house building by championing high-quality homes. A way of securing quality now and in the future is to ensure the next generation of home builders have the right skills and knowledge. This is why NHBC became an apprenticeship provider in 2020. 

Apprenticeships offer a proven, cost-effective way to combine study with hands-on experience, helping build a workforce ready to meet the growing demands of the construction industry. 

Judith said “Our core values are built on safety, high-quality delivery and industry expertise. We bring these values together through something we call the ‘M&J Way’, which is centred on being passionate about what we do and how we do it. We strive to be the best, to deliver on our promises and to maintain high standards at all times. 

A key part of delivering great work for our customers is having people who are qualified, skilled and properly trained. That is why NHBC’s apprenticeship delivery and partnership made so much sense to us. NHBC brings extensive expertise, a strong understanding of the sector and a consistent focus on safety and quality, which aligns closely with the standards we expect across our business.”

She added “We are very proud of our apprentices. They have all worked hard and everyone in the first cohort not only passed the programme but has also been offered the opportunity to continue working with us as subcontractors. Many have gone on to build further capability, with several completing additional plant training qualifications. We continue to support our apprentices after they complete their apprenticeship because we want them to build long, rewarding careers in groundworks, not simply move into a job.”