CPA Bulletin

www.cpa.uk.net CPA Bulletin > February 2025 17 and lads’. However, initiatives like the National Federation of Builders Top 100 Influential Women in Construction could blaze a trail on behalf of not just women, but also those of other genders and sexual identities. Deb added that in some cases, issues like equity and inclusion are handled with a didactic ‘big stick’ approach rather than seeking genuine cultural change. And while being careful not to generalise, she suggested that many in today’s generation had an approach towards employment of ‘living to work’ rather than ‘working to live’. She said that many young people were completely disillusioned by the dry traditional approach of careers advice officers, so perhaps they would respond more readily to engagement with platforms like TikTok, assuming a trusted influencer could be chosen. Beth Doel pointed out how widely trainee’s responses differed. Some soaked up learning like a sponge and sought out new challenges to shape a career, while others saw a job as just a temporary stop gap. Care was needed to ensure people could reach their potential. Katie Kelleher agreed, saying that some schoolchildren were enthralled when she told them how as a crane operator she would often started work at 5am and put in long shifts in a job she enjoyed; others, however, were totally indifferent. She further wondered if employment practices should adapt further to meet modern demographics and be more flexible. “People’s lives change,” she said, “and after ten years of being with someone you might find you have to start caring for them. What can employers do to accommodate this?” Like earlier speakers, Carl Hassell said the industry had to make itself more appealing. It also had to ensure that any training provided was genuinely fit for purpose and comprehensive: if some employers just took the cheapest possible route, a trainee might not be fully equipped for the real world of work. A more holistic approach was required, focused on future needs and personal development. This could help employee retention. The panel for this session did agree, however, on some positives. Carl Hassell pointed out that funding is available for training through CITB and other agencies. Deb Madden highlighted the breadth of good resources available completely free from the Supply Chain Sustainability School, and not just on construction topics but also themes like equity, diversity, inclusion and neurodiversity. And Katie Kelleher said CPA was ready to offer members advice on recruitment and employee retention. While most challenges facing business are firmly in the present, a corporate eye must be kept on the future, which was the focus of the fourth conference session entitled ‘What Next? The Challenge of Growth and Succession Planning’ . Participants included David Graham and Chris Harvey , two Co-Founders and Directors of The Hire Exchange, set up to connect buyers and sellers of hire companies, which can be difficult to value accurately; Dani Saveker , Global CEO and Founder of the GLAS Group consultancy which supports entrepreneurs; and Ian McMillan , Head of Business Development at the Thomas Group which has grown by acquisition beyond its original plant-hire activity to serve other related markets. David Graham pointed out that someone with great entrepreneurial flair who worked hard to create a successful hire company might not necessarily have the skills to value the business objectively or prepare it for a transfer of ownership. Any potential buyer would seek rock solid financial data for a proper evaluation to minimise their risk. CPA CONFERENCE REVIEW: 4