Author

Paul McCormack , Innovation Manager at Belfast Metropolitan College.

LinkedIn & Twitter profiles.

(Note: opinions in the articles are of the authors only and do not necessarily reflect the opinion of the EU).

Introduction

In order to achieve a green, clean construction sector, stakeholders across the sector must be upskilled for emerging roles. 

To deliver a climate-neutral economy by 2050, it will be necessary to achieve at least a 55% reduction in Green House Gas emissions from 1990 levels by 2030. This will require the deployment of new technologies and the adoption of consistent information management standards for building performance, waste reduction, and continuous productivity improvement across all built environment stakeholders. This involves the widespread upskilling and reskilling of the construction workforce, increased systems-level thinking, and collaboration across the supply chain.

The primary challenge is to stimulate the entire workforce to engage in upskilling and reskilling effectively, to bridge the gap of talent that will grow ever larger as the sector scales up to meet the challenges of a growing economy.

In removing barriers to entry, ARISE helps to bridge gaps and deliver ’learning on the go’. ARISE works to create a better skills system, addressing the challenges of the here and now, stimulating demand and building capacity to adapt and deliver the skills needed for the future.

Understanding and achieving the sustainable benefits of digitalisation

Digitalisation deploys sustainability-supportive technologies that provide holistic, collaborative management of buildings, whereby analytical, simulation and visualisation capabilities enable validating design decisions at the early stages, simulation of life cycle behaviour of buildings and optimisation of operation patterns based on real-time data acquisition and supply systems control.

Skills development is an initial factor in successfully implementing digitisation technologies, as demonstrated by the examples of Building Information Modelling (BIM) in civil engineering and manufacturing. Indeed, in the case of BIM, an interdisciplinary set of skills in computer-aided design (CAD), data analysis, and project management is required. In manufacturing, in general, it is widely accepted that the workforce must be prepared with digital skills to optimise production processes, reduce waste, and improve sustainability. 

There are challenges facing both workers and organisations in this changing landscape. Workers may need help to acquire the new skills required for their current jobs or may find their jobs displaced by automation. Organisations may need help finding workers with the necessary skills or may need help to keep up with the pace of technological change. 

Workers and organisations must prioritise lifelong learning and continuous skills development to address these challenges. Organisations must invest in employee training and development to ensure their workforce has the skills to succeed in a rapidly changing environment. Workers must be willing to invest in their education and training to stay up to date with the latest technological advancements and acquire new skills as needed. 

Stimulating the demand for skills

Lifelong learning and continuous skills development are essential for staying competitive and adapting to the evolving needs of the workforce. Stimulating the demand for skills is essential to ensure that workers have the necessary skills to succeed in a rapidly changing job market. Both governments and private sector organisations have a role in promoting skills development. 

Governments have implemented policies and initiatives to promote skills development, such as investing in education and training programs, offering tax incentives to businesses that provide employee training, and supporting apprenticeships and other forms of vocational training. These policies are designed to address skills gaps and ensure that workers have access to the education and training needed to succeed in the workforce. 

Private sector organisations have also taken action to address skills gaps and promote workforce development. This includes offering employee training programs, partnering with educational institutions to provide job-specific training, and investing in apprenticeships and mentorship programs. These initiatives are designed to ensure that the workforce has the necessary skills to meet the organisation's needs and adapt to changing technologies and job requirements. 

Education and training programs are critical in developing new skills and addressing skills gaps. These programs provide workers with the knowledge and skills needed to succeed in the workforce and opportunities for practical experience and hands-on learning. Additionally, education and training programmes can be tailored to the needs of specific industries and job roles, ensuring that workers are equipped with the skills needed for their field. 

In conclusion, stimulating the demand for skills requires a collaborative effort between governments, private sector organisations, and educational institutions. By investing in education and training programs, offering employee training, and promoting apprenticeships and vocational training, organisations can ensure that the workforce has the necessary skills to succeed in a rapidly changing job market. 

The benefits of digitalisation

By achieving these sustainable benefits, digitalisation is helping the construction sector to become more environmentally responsible and to play a leading role in addressing the global challenges of climate change and resource depletion.

In particular, digitalisation delivers a range of sustainable benefits in the construction sector. These include: 

• Increased efficiency: Digital tools and processes can help to reduce waste, streamline workflows, and improve overall efficiency, reducing the environmental impact of construction activities.
• Improved resource management: Digital tools can be used to monitor and manage resources more effectively, reducing waste and helping ensure that resources are used more sustainably. 
• Increased use of renewable energy: Digital tools can be used to monitor and manage energy consumption, encouraging the use of renewable energy sources and reducing the overall carbon footprint of construction activities. 
• Enhanced collaboration: Digital tools can be used to improve collaboration and communication between construction teams, reducing the need for travel and reducing the environmental impact of construction projects. 
• Improved safety: Digital tools can be used to improve safety on construction sites by providing workers with real-time information and alerts and enabling more effective risk management. 
• Better data management: Digital tools can be used to collect, manage, and analyse data more effectively, providing construction teams with valuable insights into their operations and helping them to make data-driven decisions that are more sustainable. 

Impact of skills development in other industries

Skills development is vital for the success of digitalisation technologies in promoting sustainability and efficiency across various industries.

The successful implementation of digital twin technology requires engineers to possess computer-aided design (CAD), 3D modelling, data analysis, and project management skills. Engineers must be able to create and manage the virtual replica of the physical structure or infrastructure project and use it to optimise the design, improve project outcomes, and reduce the environmental impact of construction projects.

Another construction area is augmented reality, where engineers must have skills in 3D modelling, data analysis, and real-time problem-solving. Augmented reality technology allows engineers to visualise designs and make real-time adjustments to construction projects. This can improve the accuracy and efficiency of construction processes, reduce the number of physical prototypes needed, and lower the carbon footprint of construction projects.

In other industries, such as manufacturing, the successful implementation of robotics and automation technologies in manufacturing has long been known for requiring skills such as programming and operating robots, troubleshooting issues, and optimising production processes.

Digital Twin Transitioning

A requirement for this is producing digital prototypes and, in the later stages, digital twins of the assets, including information affecting their sustainability performance. 

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Figure 1: 3D architectural model of a building (on the left) and building energy model (on the right) with scenarios comparison for design alternatives optimisation (source: ARISE learning materials)

Application of digital modelling tools (such as BIM) has been confirmed to improve the generation of sustainable energy systems and solutions, reduce gaps and enable continuous improvement of operational energy through the systemic engagement of all stakeholders. 
By employing the full benefits of digitalisation, it can deliver advantages throughout the entire construction value chain, including:

• Digitalisation used in all stages of a building life cycle influences the exchange of information and enables the simulation of energy behaviour and optimisation of consumption patterns.
• One of the basic features is enabling a digital collaborative environment for efficient data sharing, including designers, energy system operators, the construction sector and a wide community of buildings users. 

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Figure 2: Optimisation of energy performance in the building operation stage, by simulation of consumption patterns in work and weekend days (source: ARISE learning materials)

Digital energy twins enable the inclusion of buildings in the future energy system, not only as smart, rational consumers but also as new clean energy producers. In the transformation pathway, energy efficiency is considered the first clean energy source of the highest importance to meet the challenge of a clean transition of the energy sector towards its climate neutrality and resilience. 

Potential risks and challenges associated with digitalisation

Workers with the necessary skills and knowledge are better equipped to navigate new technologies, drive innovation within their organisations, and remain competitive in a rapidly changing job market. 

Workers with digital skills are better equipped to navigate new technologies and use them to drive innovation within their organisations. For example, workers with data analysis skills can use data to identify trends, uncover insights, and inform business decisions.

By investing in employee training and development, organisations can ensure that their workforce has the skills to stay ahead of the curve and adapt to changing technologies and job requirements. Moreover, organisations that embrace innovation can develop new products and services that meet the evolving needs of their customers and stakeholders.

Here are some relevant examples: 

- Building Information Modelling (BIM): skills development enables engineers to design and analyse the environmental impact of buildings and infrastructure projects in a virtual environment, allowing engineers also to manage project timelines, improve collaboration, and optimise resource allocation, resulting in faster project delivery and reduced costs. By investing in employee training and development, organisations can ensure that their workforce has the necessary skills to leverage the full potential of BIM and other digital technologies.

- Green skills development: Green skills refer to the skills needed to work in an environmentally conscious manner, such as waste reduction, energy efficiency, and sustainability. Workers with green skills can help organisations reduce their environmental impact and promote sustainable development. For example, workers with green skills can develop and implement strategies to reduce waste and energy consumption, lowering costs and reducing the organisation's carbon footprint.

- Circular economy skills development: The circular economy refers to an economic model where materials and resources are used and reused, reducing waste and promoting sustainability. Workers with skills in the circular economy can help organisations transition to this model by identifying opportunities for reuse and recycling, developing innovative business models, and implementing sustainable supply chain practices. 

Main roadblocks to avoid

There are several roadblocks to avoid in promoting skills development and leveraging it for sustainable growth and innovation: 

- Lack of investment: One of the main roadblocks to skills development is more investment in employee training and development. Organisations may hesitate to invest in employee training due to concerns about cost, time, or the risk of employee turnover. 

- Resistance to change: Another roadblock is resistance to change. Workers may resist learning new skills or technologies, particularly if they feel their job security is at risk. This can make it difficult for organisations to implement new technologies and promote innovation. 

- Lack of access: A lack of access to training and education programs can also be a roadblock to skills development. Workers in some geographic regions or industries may need access to the necessary training programs, apprenticeships, or other forms of skills development. 

- Skills gaps: Skills gaps, or the mismatch between the skills needed by organisations and those possessed by workers, can also be a roadblock to skills development. This can lead to a need for more skilled workers in certain industries or job roles, which can hinder innovation and sustainable growth.

These barriers can be avoided by prioritising investment in employee training and development and ensuring access to training and education programs.

Challenges and upcoming trends

The rise of automation and AI, remote work, and the need for lifelong learning have created new challenges and opportunities for skills development. Addressing these trends requires investing in employee training and development and promoting a culture of lifelong learning and adaptation.

The rise of automation and AI brings increased pressure on workers. Organisations must adapt to these changes by developing new skills and investing in training programs that prepare workers for future jobs. Workers must be willing to invest in their education and training to stay up to date with the latest technological advancements and acquire new skills as needed. As technological change accelerates, lifelong learning is becoming increasingly important. 

Skills gaps continue to be a significant challenge for both workers and organisations. Addressing skills gaps requires targeted training and recruitment strategies and a willingness to invest in education and training programs that promote skills development.

Finally, the rise of remote work has created new challenges for skills development, with workers and organisations needing to adapt to further communication and collaboration tools. Remote work also requires workers to possess unique skills like digital communication and time management.

Conclusion

The construction sector has a crucial role in delivering a more sustainable future in a way that drives sustainable growth, improves efficiency, and reduces environmental impact. By adopting new technologies, such as BIM, and investing in skills development engineers are empowered to analyse the environmental impact of buildings and infrastructure projects in a virtual environment (thereby minimising the environmental impact of construction projects.)

In addition to digital skills, we have seen that skill development should also prioritise lifelong learning and continuous skills development. Organisations must also take steps to minimise potential risks and ensure that digitalisation is implemented in an inclusive, sustainable way and benefits all members of society. Digitalisation's potential risks include concerns about job displacement, environmental impact, and data security and privacy. Organisations must address these risks by implementing strategies that ensure workers are not left behind in the transition to digital technologies and that the environment is not adversely impacted.

Moreover, by embracing sustainable development and digitalisation, the construction sector can improve its competitiveness and deliver tangible benefits to its clients. By adopting sustainable practices and leveraging digital technologies, construction companies can differentiate themselves from their competitors and enhance their reputation in the marketplace.

In conclusion, the construction sector has a unique opportunity to promote sustainable development and drive innovation through skills development and digitalisation. By understanding and achieving sustainable benefits, the industry can deliver a more sustainable future while improving its competitiveness and delivering tangible benefits to its clients. However, this requires a concerted effort from both workers and organisations to prioritise lifelong learning, embrace sustainable practices, and ensure that digitalisation is implemented in an inclusive, sustainable way that benefits all of society.