News and Insights

Youngest ever to achieve FCIOB status

Thu, 29 Jan 2026 12:00:00 +0000

Aimee recently spoke to Construction magazine about what this accolade means for her career:

What made you choose to follow a career in construction?

I was drawn to it because of its constant evolution and the opportunity to make a real impact.

Whether it is a building where people live, work, learn or relax, construction touches everyone’s lives. I loved the idea of being part of something that shapes communities.

You have achieved Fellowship at 30 – the youngest ever! What drives you? What does FCIOB mean for your career?

I have always been motivated by the chance to challenge myself and raise standards. Fellowship demonstrates capability and provides a platform to influence change and support the next generation of professionals.

It is already opening doors to new opportunities and expanding my network across the industry.

What are your career ambitions?

I am passionate about quality and business improvement, with a focus on supporting site teams in delivering high standards efficiently.

I understand the pressures of day-to-day site management and aim to make quality processes more intuitive and less burdensome, ensuring we build to the highest standards while maintaining robust records.

My ambition is to influence how quality is understood and embedded across the industry, championing smarter practices that reduce defects and improve quality for clients and end users. Long term, I aspire to take on a leadership role.

What industry trends are you excited about?

The rise of digital tools, AI and emerging technologies is incredibly exciting. These innovations are transforming how we work and make data-driven decisions.

It is an exciting time to be part of the industry, especially as we start to see these tools integrated into everyday operations both in the office and on-site.

How do you spend your spare time?

Outside of work, I enjoy pilates and yoga, which give me space to reset and reflect. I love travelling and exploring new places.

I am the vice-chair of the West Yorkshire CIOB committee, which allows me to give back to the industry and stay connected to the wider construction community.

Explore our opportunities

Our gender equality work gains double recognition

Thu, 29 Jun 2023 11:00:00 +0000

We’ve been named one of The Times Top 50 Employers for Gender Equality in 2023 in recognition of our commitment to addressing gender inequalities in the workplace.

We’ve been named as one of The Times Top 50 Employers for Gender Equality 2023
Most competitive year yet for the listing, with a record number of applications received
List recognises employers across the UK for their commitment to address gender inequalities
We have also won Women into Construction’s Opening Up Opportunities for Female Talent Award 2023

Now in its thirteenth year, The Times Top 50 Employers for Gender Equality is the UK’s most high profile and well-established listing of employers taking action and leading the way to strive for workplace equality. This year was the most competitive yet, with a record number of applications received.

Our work helping to address the gender imbalance and change the face of the built environment industry has also been recognised by Women into Construction, who have awarded us their Opening Up Opportunities for Female Talent Award 2023.

While progress has been made, gender inequalities remain prevalent in UK workplaces, especially in times of economic disruption such as the aftermath of the pandemic and the cost-of-living crisis.

As a leading family-owned building, development and property services business, we’re a key player in one of the UK’s least diverse industries. Committed to creating a fair place to work, we offer industry-leading family leave, flexible working policies including mentoring circles and reverse mentoring schemes.

We also hold an annual Inclusion Month each September, during which all our people have opportunities to learn, and participate in, activities promoting greater inclusion. We have also established pioneering relationships with partners like Women into Construction, STEM Returners and STEM Women to create pathways into construction for women in different life stages.

"It’s our people who make us successful and we are committed to building a fair place to work where everyone can thrive.

We strive to ensure that we hire fairly, we pay fairly, and that all our colleagues are treated fairly. To be listed as one of the top 50 employers for gender equality is a testament to this ongoing effort. We know that we still have much more to do to make our company and the wider built environment industry fair and equitable and we will continue to lead the way.”

Eoghan O’Lionaird

Chief Executive, Wates

"Whilst companies such as Wates are doing a brilliant job at reducing gender inequalities in the workplace, it is evident that there is far more work to be done. There are still too many employees who face barriers in the workplace, from pay gaps to caring responsibilities.

The cost-of-living crisis, following the pandemic has made these inequalities even more noticeable. It is encouraging to see that this year, we have seen the highest number of applications to the Times Top 50 compared to any year so far. Wates being recognised as a Times Top 50 employer for gender equality shows that it is committed to addressing gender inequalities in the workplace so that once and for all, inequalities in the workplace can be a thing of the past.”

Charlotte Woodworth

Gender Equality Director at Business in the Community

Want to be a part of our team? Apply today

Hazel Goodall reflects on an inspiring first year as a trainee at Wates Residential

Tue, 17 Feb 2026 12:00:00 +0000

Hazel Goodall reflects on her first year as a trainee at Wates Residential.

In 2022, Hazel Goodall made the leap from the health and fitness industry, where she worked as a swimming and gym instructor in the Vale of Glamorgan, into the world of Residential construction.

Her first role in the sector was with Barratt David Wilson Homes in Sales and Customer Care, but it was the hands-on interactions with site teams and opportunities to get involved in snagging that really ignited her passion for building. Recognising her potential, her colleagues in the site team encouraged her to pursue a trainee role within the house-building sector.

Driven by curiosity and ambition, Hazel researched the Wates Management Trainee Scheme, a programme designed for those eager to earn while they learn. After navigating a competitive application process that included a digital form, recorded video interviews, and an assessment centre day, she secured her place in the Residential Operations Team in Cardiff.

Alongside her work, Hazel is completing an NVQ Level 4 in Construction Site Supervision (Building and Civil Engineering) and a HNC in Construction Management at Cardiff and Vale College, putting her studies into practice daily on-site.

One of her earliest projects, Maple Fields in Llanrumney, proved a pivotal learning experience. Guided by Project Manager John Coburn, Hazel gained invaluable insights into on-site processes, benefiting from mentorship that challenged and encouraged her to grow into her role with confidence.

Looking ahead, she is set to complete her current studies before progressing to a BSc (Hons). Construction Project Management degree. Her sights are firmly set on her next goal: becoming a section manager.

"I’m thankful for this opportunity, and I wish I’d known sooner about the career options available to me in construction. I’d like to see more education on careers and pathways for high school and college students.”

Hazel Goodall,
Production Management Trainee

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

Kelly Grant: From hairdressing to social value – an apprenticeship career journey

Mon, 16 Feb 2026 12:00:00 +0000

Discover how Kelly Grant reshaped her career, moving from life in a salon to a fulfilling role in social value at WPS.

Her story highlights how an apprenticeship can unlock new skills, confidence and opportunities.

If you’re exploring your next step or wondering where an apprenticeship could lead, Kelly’s journey offers a glimpse of what’s possible.

Tell us about your career journey so far. Where did it all begin?

I actually started my career straight after school in hairdressing and stayed in that industry for around 18 years. It was all I’d ever known, and I really enjoyed working in the salon, but over time I realised I wanted something different – a career with progression, stability and better work–life balance, especially after having my daughter.

I’d never worked in an office before, outside of working in a salon, so making the change felt daunting at first.

What made you consider an apprenticeship and a career in construction?

I didn’t originally see the built environment as an option for me, as my perception of roles in this industry was quite narrow. But after doing some research, I realised how many different career paths there are within the built environment. An apprenticeship felt like the perfect route because it allowed me to earn, learn and build new skills at the same time, without needing to go back into full‑time education.

How did you find the apprenticeship experience at WPS?

My apprenticeship was a Level 3 business administration role within the social value team. No two days were the same. I supported community projects, worked with supply chains, helped organise events, attended meetings and spent time in schools and local communities. I also had a dedicated study day each week, which really helped me balance work and learning. The support I received from my manager and the wider team made a huge difference.

What skills did you develop along the way?

I gained organisation and prioritisation skills, especially as I travelled to different locations and juggled multiple tasks. I also gained confidence – from speaking in meetings to engaging with people in the community. One unexpected part of my journey was being diagnosed with dyslexia later in life. Initially, that was scary, but the support I received helped me overcome it and build confidence in my abilities. It showed me how inclusive and supportive the culture really is.

What are you doing now, having completed your apprenticeship?

After finishing my apprenticeship, I was offered a permanent role as an assistant social value advisor at WPS. I now manage my own activities, attend client meetings independently and help deliver projects that make a real difference to communities. I feel trusted and supported, and I can genuinely see a long-term career path ahead of me.

What do you typically do in your role as an Assistant Social Value Advisor?

I plan and deliver social value activities, organise and attend community events, and meet with clients to report on progress and explore new opportunities. I work closely with supply chain partners, support local initiatives and help ensure each project leaves a lasting, meaningful legacy. I also play an active role in shaping the social value outcomes we deliver.

What do you enjoy most about working at WPS?

The people, without a doubt. Everyone is friendly, supportive and willing to help; no question ever feels like a silly one. I also find my role really fulfilling. Being able to support communities and help others who may feel unsure about their career path is incredibly rewarding.

What advice would you give to someone considering an apprenticeship?

Go for it. Be open‑minded, ask questions and don’t be afraid to start something new – no matter your age or background. Apprenticeships are such a valuable way to build skills, confidence and a career you can really be proud

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2,3 and 4 apprenticeships

International Women’s Day 2026: Behind every breakthrough is a team

Fri, 06 Mar 2026 12:00:00 +0000

Great careers aren’t always a straight line. They’re shaped by moments of challenge and opportunity, by confidence built over time, and by the people who encourage us to take the next step.

To mark International Women’s Day, we’ve brought together women from Wates and Premiership Women’s Rugby to share their stories. Across sport and the built environment, they reflect on what it takes to succeed in traditionally male-dominated spaces and the support networks that helped them push forward.

The result is candid, inspiring conversations about grit, ambition and backing yourself – and why the right support, at the right time, can make all the difference. Conversations that explore how diverse teams don’t just open doors but create environments where everyone can thrive and go further.

In conversation with
Marlie Packer and Kerry Appleyard

A warm and honest discussion about confidence, calling out barriers, and the moments (big and small) that shape a career, in elite sport and in construction.

Watch the conversation between Marlie and Kerry.

In conversation with
Hannah Botterman and Aimee Shann

From the intensity of elite sport to the built environment, hear how ambition, resilience and the right encouragement can change what feels possible – and redefine success along the way.

Watch the conversation between Hannah and Aimee.

Progress doesn’t happen in isolation. It happens when people are seen, supported and given the space to grow, and when teams commit to opening doors for those who follow. This is why we’re partnering with Premiership Women’s Rugby to champion inclusion and help create pathways for women to thrive, both on the pitch and across the built environment.

Ready to bring your talent to a team that values collaboration, commitment and opportunity? Explore careers at Wates and join our talent community to hear about roles as they go live.

Convert your career

Lauren, Design Management Trainee

Mon, 01 Sep 2025 11:00:00 +0000

Hear a few words from Lauren, a Design Management Trainee for Residential, about her experience on the Trainee programme so far.

"My name is Lauren McVeigh and I’m a trainee design manager. As a design manager, we’re responsible for being sort of a project manager, but specifically for design. So, we manage a team of consultants which includes architects, engineers, and mechanical and electrical. Everybody you speak to is an expert in what they’re doing, so you’re just constantly learning lots and lots of stuff.”

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our opportunities.

Explore our graduate trainee pathway

Head and shoulders above contemporaries’ – Wates wins CN Award 2022

Mon, 18 Jul 2022 11:00:00 +0000

Wates won the Diversity and Inclusion Excellence at the 2022 Construction News Awards.

The winners were crowned in front of the industry on 14 July at the Grosvenor House Hotel, London.

The Construction News Awards, celebrating their 26th year in 2022, brought together more than 1,200 of the UK’s leading clients and contractors for a glittering evening of celebration, recognition and networking.

After face-to-face review by a panel of 80 expert judges, the winners were selected, with judges concluding that Wates’ efforts pushed them ‘head and shoulders above their contemporaries’.

Wates has demonstrated a prolonged commitment from the senior leadership team of a 125 year old family owned and run corporate group to address industry wide change. The cornerstone of creating a psychologically safe place to work is demonstrably improving their EDI metrics and pushing them head and shoulders above their contemporaries.

"We recognise that this is a start and there is so much more to do but this award is an important milestone in our journey to be the most inclusive organisation. It reassures us that we are laying a strong foundation where all talent can thrive, build meaningful career of choice, be a part of a team where they can be their authentic self, unlocking high performance. Together we make Wates a place where everyone is welcomed, connected and included.”

Nikunj Upadhyay
Group Inclusion and Diversity Director at Wates

"We recognise that this is a start and there is so much more to do but this award is an important milestone in our journey to be the most inclusive organisation. It reassures us that we are laying a strong foundation where all talent can thrive, build meaningful career of choice, be a part of a team where they can be their authentic self, unlocking high performance.

"Together we make Wates a place where everyone is welcomed, connected and included. In a year of new, severe and constantly evolving challenges for the construction industry, the 2022 CN Awards winners are renewed proof of the determination, resilience and inventiveness of those working in the sector. The entries highlight continuing innovation as well as an ongoing appetite for change to meet new demands and worsening economic headwinds.

"This year we were able to return to in-person judging, and the rigorous multi-stage process has identified a wealth of inspired leadership and dedication to high quality delivery. This not only applies to the winners but also to those who were highly commended in their categories. All of the firms and individuals highlighted have good reason to be proud of what they have achieved.”

Colin Marrsu
Editor of Construction News

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Building her future with Wates: How our apprenticeship supported Holly’s growth into a rewarding career

Mon, 09 Feb 2026 12:00:00 +0000

Holly, now an assistant surveyor, began her career with us through our Level 4 trainee programme.

From the moment she joined, she found a welcoming team and an immediate sense that this was a place where she could build a meaningful future.

Her route into the industry wasn’t a lifelong plan but a discovery sparked by work experience. It opened the door to a higher apprenticeship where she could learn, earn and grow simultaneously.

What stands out most in Holly’s story is how much she has grown personally. She talks openly about the confidence she’s gained, her improved problem‑solving skills and the pride that comes from seeing a project take shape in front of her.

For anyone considering an apprenticeship, Holly is clear: just go for it.

To find out more about Holly’s journey and her advice for anyone considering an apprenticeship – watch the video below.

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2,3 and 4 apprenticeships

Kian, Production Management Trainee

Mon, 01 Sep 2025 11:00:00 +0000

Hear a few words from Kian, a Production Management Trainee for Construction Northern Home Counties, about his experience on the Trainee programme so far.

"My name’s Kian Ledger. I’m a production management trainee. A lot of my job involves checking health and safety on site. I typically get into the office about 7:30, be on site, office permits checks in the morning, stuff like that. And whatever issues arise during the day, I try and solve them – whether that be health and safety issues, buildability issues, money issues, commercial, whatever it may be.

“I do find it very rewarding, especially when you’re working on good projects as well – things that are going to help other people. Don’t be scared of asking. Ask questions and put yourself out there. The whole idea of being a trainee is that you learn.”

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our opportunities.

Explore our graduate trainee pathway

From classroom to construction: How social value managers champion the T Level journey

Thu, 12 Feb 2026 12:00:00 +0000

By Sally Kinchin, Social Value Manager, Wates

Today, we’re proud to spotlight Social Value Manager, Sally Kinchin, whose work is setting the benchmark for how T Levels are delivered across key Department for Education projects.

Read Sally’s full interview to learn how she’s shaping the next generation of construction professionals.

“As part of National Apprenticeship Week, I am proud to share how social value managers at Wates turn T Level placements into meaningful pathways – not only for students, but for our project teams and the communities we serve.”

Q: What were your first thoughts when you heard about T Levels?

A: From a social value perspective, I saw a bridge between education and employment, especially for young people who might not otherwise have thought about a route into the construction industry.

The 315 hours (45 days) work experience helps students to decide whether this career path is right for them. It also helps to develop key employability skills that are difficult to teach in the classroom, such as communication, teamwork and time-management.

Q: How do you set a T Level placement up for success?

A: The key to a successful placement is in the preparation. We work closely with the college, designing the structure of the placement and selecting the most suitable candidate.

We design a plan together to ensure activities align with their T Level qualification objectives. This will include a set of learning goals, their agreed working pattern and the key activities students will undertake on placement, as well as the required knowledge and skills

Students are paired with a committed mentor who arranges regular check-ins and feedback sessions to ensure the placement is meaningful and the students are happy.

Q: What has your experience been like supporting T Level students on placement?

A: It has been genuinely inspiring. Students arrive curious and a little unsure, but by the end of the placement, they are asking questions, offering ideas and taking ownership of tasks. You can see the growth in their confidence and real pride they have in contributing to the activities, which is extremely rewarding.

Q: What misconceptions did you have that changed once you got started?

A: People assume mentoring will be a drain, but with a clear plan and preparation, it is often quite the opposite. Colleagues who take the time to support students generally feel a sense of reward that they have given back and inspired young people into the industry.

Also, the students pick up the tasks quickly and have new and different ideas on how to complete them, so we can learn a lot from young people to support our continuous improvement too.

Q: What would you say to colleagues or other businesses who are hesitant about hosting a T Level student?

A: The benefits far outweigh the effort: it is a commitment, but your team builds leadership skills, the student gains a meaningful experience, and our industry becomes stronger and more inclusive.

T Level placements are a vital part of how we build a stronger, more skilled and more inclusive workforce. We want to encourage young people into the industry and show them that construction is much more than they might think, with lots of different roles and opportunities to get involved.

With social value managers leading the way, students get a worthwhile work experience, teams grow their leadership skills, and Wates strengthens its commitment to social mobility and future talent.

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

New parents share the positive impact of 12 weeks’ paternity leave at Wates

Fri, 24 Oct 2025 11:00:00 +0000

At Wates, our commitment to a thriving workplace is reflected in our family-friendly policies.

Our paternity/partner leave – recognising different family set-ups – was extended in June 2024 from eight weeks’ full pay to twelve weeks.

We talked to parents across the business about how their leave benefitted their families.

"My son was born a couple of days early and had to stay in the hospital for seven days. If I had only taken two weeks off, I would have had to return to work soon after he came home. But the extended paternity leave meant I still had several more weeks to help at home.

“Initially I took eight weeks of leave and I’ve booked my final four to help when my wife goes back to work after nine months’ maternity leave and my son starts at nursery.

“I had great support from my manager and my workmates organised things around my leave. I’d say to any expectant father, take the time off. You’re never going to get that time back.”

WPS Site Surveyor

"We were expecting our first child in the middle of March so I had booked my paternity leave in one block of 12 weeks to start from then, but in mid-February my wife was rushed into hospital, and had a C-section.

“It was obviously a bit of a traumatic time, but my manager said, ‘don’t worry, we’ll sort it’. We’re quite a close-knit team here and everyone was sound about it.

“For the first few weeks, we were just trying to get used to everything, being first time parents. But we got into a bit of a routine and the 12 weeks shot by. Having that amount of time off was hugely beneficial. Being a dad is amazing, it’s literally the best job in the world.”

SES Transport and Logistics Operative

"Wates’ original plan was two weeks, and that got extended to eight weeks on 1 May 2020 and my son was born on 3 May. They upgraded it again on 1 June 2024 to twelve weeks and my daughter was born on 26 June. So both times I just got in there with increased time off.

“When my daughter was born the time off was invaluable because my son was just about to finish nursery school. Being around during those transitions as well as having a new baby was really beneficial.

“There are other people that can pick up your work for you, but nobody can pick up being a dad.”

Digital Construction Manager

My daughter is now 14 months, so I was expecting eight weeks’ paternity leave, and planned to take it as a full stint. But just before she was due, the twelve-week policy came in, so I was fortunate enough to fall within the threshold.

“That was brilliant and allowed me to split the leave into an initial stretch of 10 weeks, and then have a second bout of two weeks later on. It’s critical to have sufficient time off at the start of your new family so you can bond with your child and support your wife.

“I’ve got a supportive team, so I didn’t have to worry if things would get done or if I couldn’t take the leave because everyone was on board with it.”

SES Pre-Construction Manager

"The extended leave was brought in literally at the beginning of the month my daughter was born – all through May, I kept saying to my wife, ‘don’t give birth yet!’

“The first six to eight weeks was a godsend because your baby does not sleep at night. My wife and I would just take it in shifts. For Wates to give you 12 weeks fully paid is really good. I also like that we can spread that 12 weeks over two years; it’s good to be able to spend that time with my daughter as she’s growing up.

“When I’m asked by people what it’s like working for Wates, I say, ‘it’s a nice company, I really love it, it’s got good values’. I think the paternity rule is something that really demonstrates that.”

WPS Financial Systems Manager

"My wife couldn’t move much after having a C-section, so just me being there made a big difference.

“I’d booked the paternity leave six months earlier. I just told my manager about it and she was really helpful. Everyone was supportive.

“Being a new dad is fun, but it’s a big responsibility. I used to be a bit lazy, but now I get up, make the milk, change the nappy. When I come home from work and see my son, I’m so happy. Playing with him gives me a different kind of energy.”

Smartspace Commercial Administrator

"When we had our first child, I took what was at the time ‘paternity’ leave. In 2018, that leave was literally two weeks, one paid, one unpaid. I did feel I was missing out, but it was just the norm at that time.

“In 2023, I gave birth to our second daughter and took the full 12 months’ maternity leave. My wife had gone back to work three days a week and only got the statutory two weeks off as a partner.

“I think there’s a massive benefit in the early weeks of both parents being around. It’s about sharing the care and establishing a balance of responsibility from early on.”

Construction Regional Commercial Director

"When we were expecting my daughter, I was on a high-pressure project and I felt it was quite a bad time to be having eight weeks off, but my line manager said he’d arrange cover. So I did four weeks when my baby was first born and the other four later.

“When my son was born, I took the whole 12 weeks, and I can honestly say that was the best time of my life. It was so good bonding with the children, especially in those first few weeks, and being around when your partner needs your support.

“Everyone’s different, but for me personally, I’d say, 100 per cent take the leave to support your partner.”

Construction Project Manager

"It can be hard to step away from the job for a long period when you’re in operations, but it’s important to be there for your family.

“I had eight weeks after my second son was born, then I went back to work while my wife was on maternity leave until he was six months old. At that point we switched over and I took shared parental leave and added some annual leave to get us through to nursery.

“It gave me six months with my new son and it’s a life changing experience to spend that amount of time with your kids at such a young age, where they’re learning so much, so quickly.”

Construction Senior Site Manager

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Reimagining careers – Shifting perceptions and strengthening pathways

Thu, 19 Feb 2026 12:00:00 +0000

On 18 February 2026, our Construction business hosted its first Reimagining Careers event, bringing together career leaders, youth advisors and teachers from local schools and colleges to rethink how we connect education with opportunity in construction.

The day was led by Martine Whale-Corbett, Social Value Manager for our Construction London business, who facilitated open and honest discussions about how we can better support young people into the industry.

With the UK construction sector needing over 250,000 new workers by 2028 (CITB), and nearly half of students reporting that construction was never discussed in their careers advice, the session focused on changing perceptions and strengthening pathways.

Conversations explored the breadth of roles alongside the practical challenges surrounding T Levels, apprenticeships and work experience placements. Hearing directly from educators was central to the day.

“It was incredibly valuable to hear directly from educators about the challenges they’re facing. The discussions gave us real insight into how we can work more creatively to support apprenticeships and T Levels, ensuring placements and pathways truly meet the needs of both students and
industry.”

Gary Campbell-Dykes
Education Director at Wates Construction

The collaborative approach resonated strongly with attendees. One educator from Capital City College shared:

"I wanted to thank you for hosting such an engaging and insightful Reimagining Careers event. It was fantastic to hear about the diverse career pathways available and to better understand how, as a training provider, we can further engage our students in exploring these opportunities and broadening their career aspirations.”

The event created space not only to challenge outdated stereotypes of construction, but to build practical solutions together.

“Together, we explored the breadth of opportunities within the construction industry, with a particular focus on preconstruction roles, T Levels, the challenges surrounding work experience, and how we can collectively bridge the gap between classroom learning and work readiness.”

Martine Whale-Corbett
Social Value Manager for Wates Construction
London

Reimagining Careers marked an important step in influencing those who influence young people – strengthening partnerships and reinforcing our commitment to building a more visible, inclusive and sustainable talent pipeline.

Wates Group renews official partnership with Premiership Women’s Rugby

Thu, 04 Dec 2025 12:00:00 +0000

Building on a successful first year, we are renewing our partnership with Premiership Women’s Rugby (PWR) – with the same shared goal of redefining what inclusion and equal opportunity look like in both elite sport and the built environment sectors.

We will continue to work with PWR to find ways to promote careers in the built environment to players and fans. This will come to life across PWR’s nine clubs, from Exeter in the southwest to Sale Sharks in the north-west, through match-day messaging on the pitch-side LED systems, player appearances, events and social media campaigns.

"I am delighted to be renewing our partnership with Wates Group, after what was such a successful first year. Watching the incredible PWR athletes walk out at our Final with the Wates logo emblazoned across the StoneX pitch was a real highlight of our season, and I look forward to working with them on more eye-catching activations in the future.

“Wates has shown a real commitment to not just women’s rugby, but to the development of women and girls across the country, helping them to build careers they may otherwise have not considered. Having our values so closely align with a partner is tremendously inspiring.”

Genevieve Shore

Executive Chair of Premiership Women’s Rugby

"Following an exciting first year of partnership with PWR we’re deepening our relationship to drive real change – encouraging more women and girls to build careers in sectors where they’ve traditionally been underrepresented.

“The response to our campaign was so encouraging, with many saying they’d now consider a future in the built environment. That’s exactly the kind of impact we want to have.

“PWR shares our commitment to creating diverse and inclusive environments where people can thrive. Together, we’re challenging outdated perceptions and showing women and girls that the built environment is an industry where they can build exciting, rewarding careers – and continue to make a meaningful contribution to society.”

Eoghan O’Lionaird

Chief Executive at Wates Group

Talking about the benefits of having Wates as a partner, Saracens’ Sophie DeGoede, who was named World Rugby Player of the Year at the 2025 Women’s Rugby World Cup, shared her thoughts.

"Not only do they take financial pressure off the league by offering up their sponsorship, but they also really want to get involved with the league and with our players.”

Sophie DeGoede

World Rugby Player of the Year at the 2025 Women’s Rugby World Cup

The partnership renewal was celebrated at a recent roundtable event, which we hosted with PWR, with high-profile women from the world of rugby attending, including Scottish International Emma Wassell. The dynamic discussion spotlighted how both sectors – women’s rugby and the built environment – are challenging long-standing gender misconceptions and driving progress. 

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Building confidence, culture and career: Charlene’s career journey with Wates

Thu, 26 Feb 2026 12:00:00 +0000

Charlene’s journey into construction began with a desire to grow, learn and try something different.

What she found was a welcoming environment, a role that challenged her in the best ways, and a team that encouraged her to bring her full self to work. It was the start of a career she hadn’t expected, but now can’t imagine being without.

Today, she’s thriving as a Section Manager, overseeing key elements of project delivery and continuing to build confidence through hands‑on challenges. She credits the support of her team – and the opportunity to apply and further develop her skills in a different setting – with helping her grow both professionally and personally.

Along the way, Charlene has embraced new responsibilities, strengthened her communication skills and built strong relationships that make her feel part of something meaningful. Her journey shows how stepping into an unfamiliar industry can open doors to progression, purpose and long‑term career development.

Watch the podcast below to find out what Charlene values most at Wates, what has boosted her confidence, and her advice to anyone considering an apprenticeship.

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level, 2, 3 and 4 apprenticeships

Wates Group achieves Investors in People Gold accreditation for the third time in a row

Wed, 13 Dec 2017 12:00:00 +0000

The IIP commented that reaccreditation was remarkable given the continually increasing requirements needed to reach this status, and the amount of growth and transformation that had taken place within Wates since the last assessment.

"The assessment revealed an organisation that has an unrelenting belief in delivering high performance through people and has continued to evolve and mature the organisational strategies and processes that are clearly focused on the ambitions for sustainable growth and excellence.

The assessors were particularly impressed with Wates clarity of vision for a sustainable future and a strong values-based approach to engaging people in achieving excellence. This was exemplified in the way that Zero Harm had been successfully promoted and embedded within the culture. Key to this success was cohesive and transparent leadership from the top supported by a Board that takes a long-term view of sustainable improvement."

Investors in People

“Achieving Investors in People Gold, for our third consecutive three-year period, is a wonderful achievement for Wates and is a fantastic endorsement of our commitment to our people.

"The continuous development of each member of our team sits at the heart of our effort to grow the business and to make it more sustainable. IiP Gold accreditation is part of what enables Wates to attract and retain the very best people in our sector.”

David Allen

Acting Chief Executive, Wates Group

Investors in People is a national quality standard which defines good practice for improving an organisation’s performance through the management and development of its people. Since it was developed in 1991, the standard has been reviewed every three years to ensure that it remains relevant and accessible.

Last year in the UK, there were over 11,000 accredited organisations, of which only 13% had achieved IIP Gold status.

Wates recognised at Working Family Awards

Wed, 01 Jun 2022 11:00:00 +0000

Wates has been recognised with two awards at the Working Families Best Practice Awards for its flexible working practices and support for parents and carers. The Group was named Best for Fathers and Best for All Families.

The recognition comes almost exactly a year after the introduction of Wates’ Flexible Working Principles, and two years after the launch of industry-leading Family Leave policies.

Now in their 13th year, The Working Families Awards recognise UK employers whose stand-out cultures and practices demonstrate that they understand that all employees perform better when they have some degree of flexibility over when, where and how they work and that employees will be more productive if the organisation supports their work-life balance.

The awards showcase and celebrate employers who are offering flexibility for all their people and going above and beyond in their support for parents and carers.

Best for Fathers

The ‘Best for Fathers’ award was made in recognition of the changes made to drive cultural change in a predominantly male workforce, with Wates’ Family Leave policies supporting the 44% of the workforce who are fathers and helping to shift perspectives on flexible working.

Wates wanted to bust the myth that flexible working was only for mothers returning from maternity leave, and so overhauled its suite of policies to strengthen its offering to fathers. Paternity Leave was increased to eight weeks fully paid, which can be taken in two blocks within the first year, and renamed paternity/partner leave (PPL) to recognise the diversity of 21st-century families. Shared Parental Leave (SPL) was enhanced to 26 weeks of fully paid leave to be taken at any time in the first year and is in addition to Maternity and Adoption leave.

Other family leave policies, such as having four weeks of unpaid carers leave available that can be taken one day at a time and two weeks paid Parental Bereavement leave that can be used in two blocks within a year, offer flexible support when a father needs it most.

The ‘One Simple Thing’ initiative, whereby employees on site are encouraged to identify as a team how they can improve their wellbeing and work-life balance, has been introduced to boost take-up of flexible working, especially amongst men.

As a result, 72% of men with parenting responsibilities now say that they feel genuinely supported if they choose to make use of flexible working arrangements, and 62% of fathers who have flexible working arrangements say they feel more productive.

Best For All Families

The ‘Best for All Families’ award recognises the Group’s family-first culture, and the measures put in place to help employees, along with their families, thrive.

All roles are advertised with at least one flexible working option. Family leave policies are clearly visible on the website for candidates to view, and virtual interviews are used to fit around caring responsibilities. Efforts to achieve inclusivity start at the top, with leaders attending Inclusive Leadership training, and managers invited to participate in inclusion webinars. Inclusive performance management training is offered to remove bias in assessing employee performance.

Our approach to flexible working allows managers and employees to find individualised flexible solutions that work for both business and employees’ wellbeing. Leave entitlements are generous, with Shared Parental Leave of 26 weeks, in addition to 26 weeks Maternity/Adoption Leave, to be taken at any time during the first year. Paternity/Parent Leave has increased to eight weeks fully paid, which can be split into two blocks. Unpaid carers' leave of four weeks has been made available, which is able to be taken a day at a time to respond to caring responsibilities.

A survey of employees showed that 85% mothers and 77% fathers would recommend Wates as a great place to work. The introduction of the flexible working principles and One Simple Thing has encouraged the use of flexible patterns, especially among men, with 72% of men with parenting and caring responsibilities saying that they feel ‘genuinely supported’ if they choose to make use of our flexible working arrangements.

Supporting ex-service personnel into new careers

Thu, 07 May 2020 11:00:00 +0000

Wates’ support not only includes the construction of specialist facilities for the armed forces, but also career support and opportunities for service leavers.

Gary Wilkinson was a Sergeant Major in the British Army before joining the construction industry and is currently a regional managing director for our housing maintenance division, where he oversees the maintenance of hundreds of thousands of homes in the social housing sector.

He is one of a number of former service personnel who are using their experience from serving in the Armed Forces, together with their industry experience, to help provide career guidance and opportunities for service leavers who are looking to transition from the services to work in construction, facilities management or housing maintenance.

He works with BuildForce and Project Recce organisations committed to supporting soldiers, sailors and airmen and women transition into civilian working careers.

Find out more about the work he does to advise and support these organisations below.

BuildForce

Through BuildForce, I give one to one mentoring to people who have left the forces, advising them on everything from how they approach work, to the behaviours expected and practical advice on being successful within the industry.

Recently I joined my colleague John Dunne – who’s ex-Royal Navy – as a speaker at BuildForce’s conference in Manchester. This was aimed at giving people an insight into our industry and opening their eyes to the possibilities which are available for them on Civvy Street.

Project Reece

I’m also involved with Project Recce, a charity funded by the construction industry, which runs courses for service leavers who may be looking to join the sector.

I recently supported a course for 15 students, where I advised them about our business, Wates; the construction industry; qualifications needed; behaviours and tips for transitioning out of a challenging work environment within the military to a civilian-based role.

Premiership Women’s Rugby (PWR) and Wates Group announce official partnership

Wed, 18 Dec 2024 12:00:00 +0000

Premiership Women’s Rugby (PWR) announces a new official partnership with Wates Group

Women are under-represented in the built environment industry, and for more than a century, that was also the case in rugby union. In recent years, with the explosion in the number of women playing rugby and the establishment of PWR, that balance is changing. Wates is keen to see a similar transformation of the gender imbalance in construction and related sectors.

Together, Wates and PWR are looking to drive a powerful change, with the shared goal of redefining what inclusion and equal opportunity look like in both rugby and the built environment industry.

Wates and PWR will work collaboratively to find ways to promote careers in the built environment to players and fans. This will come to life across PWR’s nine clubs, from Exeter in the south-west to Sale Sharks in the north-west, through match-day messaging on the pitch-side LED systems, player appearances, industry roundtable events and social media campaigns.

"Wates shares many of PWR’s values and aims to diversify its workforce by bringing more women into the built environment. Leveraging PWR’s audience, we’re excited to help achieve this together.

“Wates is committed to creating pathways for people to thrive and places that are more sustainable, inclusive and full of opportunity. PWR is eager to support that mission.

“Both construction and rugby have historically been male-dominated fields with barriers for women. PWR is challenging these norms in rugby, while Wates is doing the same in the built environment – we are both committed to breaking down these barriers and providing opportunities for women to succeed.”

Genevieve Shore

Chair of Premiership Women’s Rugby

"We applaud the PWR for its work to raise the profile of the women’s game. PWR has done a great job of highlighting women’s skills and prowess on the rugby field and we’re proud to support their efforts.

“We’re working hard to diversify our workforce, with all the benefits that brings. By building a culture where women can thrive just as much as men, we’re spreading the message that roles in the built environment are for everyone.

“We hope that our association with PWR will encourage more women to look seriously at the many rewarding careers in our industry, and in particular at Wates.”

Eoghan O’Lionaird

Chief Executive at Wates Group

Convert your career

Frequently asked questions

Mon, 01 Sep 2025 11:00:00 +0000

Find answers to common questions about our early careers programmes, application steps and interview process.

Qualifications

What qualifications will I earn?
Depending on the entry route into the scheme and existing qualifications, we will support you to gain the industry-recognised qualifications that you need to succeed. This could include a Level 2, Level 4 or Level 6 qualification in the relevant discipline, and potentially a chartership with the relevant professional body.

These qualifications are designed to meet industry standards and best practice.

Do I need prior qualifications?
Entry requirements vary by programme level:

Level 2 Apprenticeships: requires a grade 4 (C) or above in Maths and English.
Level 3 Apprenticeships: requires a grade 4 (C) or above in Maths and English.
Trainee Apprentice route: requires two A-levels grade D and above or equivalent qualifications, or a Level 3 qualification (e.g. T Level, BTEC).
Trainee Graduate route: a 2:2 Bachelor’s degree. Sometimes we ask for this to be in an industry-related subject.

What Early Careers opportunities do you have available?

Level 2 and 3 apprenticeships
We offer a paid Level 2 or Level 3 apprenticeship opportunity that combines practical work experience with structured training, leading to a nationally recognised qualification.

Higher apprentice trainee (trainee apprentice route)
We provide a structured three-year higher apprentice Trainee programme that gives you the foundations you need to build your career. You will receive a bespoke development plan, industry-recognised qualifications and mentoring and support throughout. You will study for a Level 4 apprenticeship first, before having the opportunity to progress onto a degree apprenticeship and then a chartership.

Once you’ve completed your three-year programme, you will progress into the next stage of your career at the assistant manager level.

Graduate trainee (Trainee graduate route)
A structured two-year graduate Trainee programme which will enable you to build the foundations you need to progress in your career.

This program aims to provide graduates with hands-on experience, training, and development opportunities to kickstart their professional careers. You will follow a bespoke qualification pathway, which may include a Level 4 apprenticeship, before progressing onto chartership.

After successfully completing the two-year programme, you’ll move into the next stage of your career in an assistant manager level role.

What are the differences between the different levels?
Apprenticeships range from Level 2 (equivalent to GCSEs) to Level 4 and Level 6 (degree level). The level you apply for depends on your current qualifications, experience level, career goals and interests.

Support

What support will I receive?
You will receive:

Regular reviews: Assessments to monitor progress and development.
On-the-job training: Learning from experienced colleagues.
Off-the-job training: Structured learning sessions, which may include college attendance or online modules.
Mentorship: Guidance from a workplace mentor or supervisor.

What is the application process?

How can I stand out in my application?
You are required to demonstrate the correct company behaviours and values throughout each stage of the recruitment process.

What should I include in my application?
As part of the application form, you will need to provide us with information about you, including your personal details, right to work status and educational qualifications.

Applying for our Level 2 and 3 apprenticeships

Stage 1: Complete and submit a competency test and motivational application questions
Stage 2: Should you be shortlisted, you will be invited to a face-to-face interview or a remote interview
Stage 3: Offer

Applying for our Trainee Management Programme

Stage 1: Complete and submit an application form, along with situational judgment questions
Stage 2: Should you be shortlisted, you will be invited to complete an online video interview
Stage 3: Successful candidates will be invited to attend an online assessment centre
Stage 4: Offer

Programme structure

Level 2 and 3 apprenticeships
Depending on the pathway chosen, you can be on the Level 2 or 3 apprenticeship for 18 – 24 months for Business Support roles and 32 – 54 months for trade roles.

You may be required to attend college either on a day release where you attend a local college or training provider once a week or a month. Alternatively, the training provider may visit you at your place of work.

On the other hand, you may be required to attend college on a block release basis, which is a residential element where you will be at college for two weeks straight and then return to work.

Trainee Management Programme
You will be on the Trainee programme for either two or three years, depending on your entry route with us.

During this time, there will be a strong focus on technical and behavioural development, because we want our Trainees to feel confident and competent in their roles. You will be provided with the knowledge, tools and guidance needed to excel.

Not only this, but for Wates, we believe behaviours and values are equally important as the technical knowledge.

You will take part in fun and engaging behavioural workshops throughout the programme as well, to align your behaviour to the professional standards here at Wates.

Interviews

How early should I arrive (or log on) for the interview or an assessment centre?
For in-person, arrive 10–15 minutes early. For virtual, log in 5–10 minutes early to test your tech and settle in.

What should I wear to an interview or an assessment centre?
Dress appropriately – smart casual, i.e. shirt/blouse, dress, skirt, smart trousers and smart shoes (no jeans or trainers). For virtual interviews, still dress comfortably and professionally from head to toe.

How long should my answers be for an interview?
Aim for 1–2 minutes per answer. Long enough to give context and show your skills, but short enough to stay focused. Try and stick to the point.

What if I don’t have any work experience?
Focus on transferable skills from school/university projects, social clubs, volunteering and hobbies. We understand you may be early in your career, and our programmes aim to develop you in these areas.

What if I get nervous or freeze up?
It’s okay. Take a breath, smile, and ask for a moment to think; the interviewer will not mind. Practising beforehand with friends or family could help you.

Should I ask questions at the end of the interview? What if I can’t think of any?
Always ask at least one thoughtful question. You can ask about team culture, training, or what success looks like in the role. This will show the interviewer you have a genuine interest in the role and the organisation.

How can I stand out in the interview?
Be enthusiastic, show that you’ve researched Wates, ask thoughtful questions, and tell stories that reflect your skills and growth.

What are employers really looking for in interviews?
Attitude, willingness to learn, communication skills, basic problem-solving ability and cultural fit.

Recruitment process

How do I apply?
Applications are submitted through the Early Careers page.

You can join our talent community and register your interest to be the first to know when we are live with vacancies. Applications for all our programmes only happen once a year (October for our Trainee Management Programme and February for our Level 2 and 3 apprenticeship programmes), so make sure you keep an eye out for our vacancies.

I may require a reasonable adjustment to the recruitment process. What should I do?
If you require any reasonable adjustments or accommodations during the recruitment process, please let us know as soon as possible.

You can contact us using the email address received as part of your application to discuss your needs confidentially. We are committed to making the process accessible and will work with you to ensure you have the necessary support.

I need more information.
Find out more about the recruitment process here.

Meet Clare: From Apprentice to Finance Manager at Wates

Mon, 03 Feb 2025 12:00:00 +0000

Clare Bonthrone joined Wates five years ago as a Level 7 Accountancy and Taxation Apprentice and has since grown her career at Wates, becoming a Finance Manager, and leading a team of three.

From completing her CIMA exams and qualifying as an accountant to taking on major projects like the Group Functional Optimisation initiative, Clare’s journey exemplifies the steady progression in Wates’ structured apprenticeship programme.

Wates’ three-year apprenticeship programme provided Clare with clear milestones. The first two years involved hands-on placements, technical training, and a progression gateway where knowledge, skills, and behaviours were assessed. The programme’s support for the CIMA qualification, combined with flexibility to explore different areas of finance, helped Clare identify her strengths and align her career path with her interests.

Clare’s career has accelerated thanks to Wates’ three-year apprenticeship programme

Clare credits her success to Wates’ supportive environment, including access to mentors, the buddy scheme, and regular check-ins with senior leaders, emphasising the positive and collaborative workplace culture. Additionally, onboarding activities like engagement sessions and networking opportunities with fellow apprentices created a welcoming start to her career.

Her most notable project, the Functional Optimisation initiative, involved transforming central functions to support the business’s growth. Clare played a key role in this large-scale project, which went live at the start of the year. The project required collaboration across functions, business units, and senior leadership, which showcased her growth since starting as an entry-level trainee.

For those considering a Wates apprenticeship, Clare’s advice is simple: “Definitely apply”. She highlights the importance of being yourself and focusing on learning and growth.

"Joining Wates as a Level 7 Accountancy and Taxation Apprentice gave me the opportunity to learn technical skills and earn my CIMA qualification while contributing to impactful projects like the Functional Optimisation initiative.

“Wates’ supportive culture, from mentors to hands-on placements, helped me build confidence, discover my strengths, and progress to Finance Manager.

“Apprenticeships bridge education and employment, creating opportunities for meaningful careers – I encourage anyone considering this path to apply.”

Clare Bonthrone
Finance Manager, Wates

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

Reimagining careers – what we value in talent at Wates

Mon, 09 Feb 2026 12:00:00 +0000

James Saunders, chief people officer at Wates Group, spoke to Construction Management about how the battle for the best talent in construction is stronger than ever.

When reviewing a CV or meeting candidates, what traits or behaviours make someone stand out immediately?

For me, it’s all about impact. A CV that goes beyond listing responsibilities and actually shows measurable achievements really grabs attention because it tells us the candidate can deliver results.

Flexibility is another big one. People who can solve problems and adapt quickly demonstrate curiosity and a willingness to learn – qualities that matter hugely in our industry.

Teamwork is non-negotiable; construction is all about collaboration, so evidence of working well with others is essential. And finally, passion. When someone genuinely cares about what they do and their values align with ours, that makes a lasting impression.

Does a candidate’s membership with a professional body make a difference? Why?

It can, yes – but it’s not the only factor. Membership often signals that someone values ethics, compliance and best practice within their field. It also shows they’re proactive about staying current and improving their skills.

That said, we weigh practical experience, cultural fit and adaptability just as heavily. Those things often make the real difference day to day.

What’s your view on candidates who have followed non-traditional routes into construction – career changers or ex-Armed Forces, for example?

I’m very positive about these candidates because they bring so much to the table.

People from different backgrounds often bring transferable skills, such as leadership, resilience and problem solving, which are invaluable on complex projects.

Making a big career change or transitioning from the Armed Forces shows adaptability and a willingness to learn, which are traits we value highly.

Many non-traditional candidates, especially those from the military, demonstrate exceptional discipline, reliability and a commitment to high standards – qualities that align perfectly with our industry’s demands.

And finally, diversity of thought matters. Different experiences spark innovation and help us challenge assumptions, which strengthens our business.

What are the most difficult roles to recruit for at the moment? Why do you think that is?

Right now, quantity surveyors and design managers are the toughest roles to fill, because demand is high and supply is low, and we’re competing with other big names in the sector.

Operational site roles can also be challenging, particularly in remote locations where labour shortages and salary competitiveness come into play.

Then there are specialist roles in areas such as renewables, sustainability, health and safety, and energy. These candidates are often happy where they are, and competition for the few who are open to moving is fierce.

What evidence of ‘work readiness’ do you like to see from graduates or apprentices?

For graduates and apprentices, it’s less about technical knowledge and more about mindset. Reliability and professionalism are key – simple things like punctuality, preparedness and clear communication go a long way.

Hands-on experience through internships, site visits, or project work shows they understand the realities of construction. Teamwork and communication skills are essential because construction is collaborative.

And finally, a willingness to learn is critical. Technical skills can be taught, but curiosity and adaptability are priceless.

Looking ahead three to five years, what new roles or capabilities do you expect to emerge in your business, or the wider sector, that candidates should be preparing for?

Digital integration and automation will continue to grow, and sustainability will remain a huge focus.

For leadership roles, we’ll need people who can manage complex logistics and drive performance through positive culture change. Problem solving, collaboration and adaptability will always be critical.

What’s great about Wates as an employer?

The impact we have in the UK is something I’m really proud of. Our purpose – reimagining places for people to thrive – isn’t just words; it’s something our teams live every day. Since joining the company in May 2025, I’ve seen first-hand that our people make Wates a great place to work.

We offer a wide range of career opportunities across five businesses, as well as our central functions, which means real variety for learning and growth. We invest heavily in learning and development because we want thriving people. And we’re committed to building a workforce that reflects UK society.

It’s not always easy in roles that require physical presence, but we’re pushing for better – from sector-leading family leave policies to being one of the first construction companies to support flexible working, even on site.

This piece was published in Construction Management.

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Met on site, built a life: Victoria & Vinnie’s 30-year Wates’ story

Mon, 08 Dec 2025 12:00:00 +0000

They started on the same project in two very different roles – one operational and one commercial.

Thirty years later, Victoria and Vinnie Whelan are still building things that last – projects, teams and a shared life at Wates.

It all began in the summer of 1995 at the Cambridge Arts Theatre.

Vinnie joined in June as an Assistant Site Engineer, while Victoria arrived in September as a Trainee Surveyor, splitting her week between university and site through the Wates trainee programme.

They didn’t sit in the same office, but the same project stitched their stories together. There’s a family thread too: Paul Andrews, Victoria’s uncle, gave her a first glimpse of Wates with two weeks’ work experience at 16. When Vinnie appeared, Paul tossed in a cheeky warning – “Don’t go near Victoria.” A few years later, at Nortel in Harlow, life had other plans.

Those early days taught them how different perspectives on the same project can sharpen outcomes, and how powerful it is when plans, people and priorities line up. Along the way, they worked on projects that shaped their careers and their story, including:

Cambridge Arts Theatre (1995) – where it all began
Nortel, Harlow – where they became a couple
Aerial Factory, Chesham – unforgettable for the wrong reason: someone stole the laptop with Victoria’s dissertation on it (funny now; not then).

Two careers, one ethos

Vinnie’s path: Clarity, craft and a nudge to lead

A steady climb from site engineer to site manager and then project manager gave Vinnie momentum. When he asked to do his CIOB in the evenings, the answer was immediate: “Yes, go for it.”

He still smiles when he says, “I’ve never been told no here, just been shown the next step.”

Victoria’s path: Finding her fit and helping others find theirs

From trainee to assistant to Project Surveyor, Victoria followed her curiosity into the legal/commercial space, with Phil Pemberton helping hone her craft. The constant: trust, stretch and support.

“I never imagined my path would bend this way, but I’ve always been allowed to develop.”

Ask about pride, and she talks as much about people as projects – watching younger colleagues try, grow and realise they can do hard things.

What has changed from 30 years ago and what hasn’t?
Victoria and Vinnie rarely share a project now, but their lanes have always run side by side – different strengths, same purpose. “When the plan, the numbers and the delivery all work in harmony, it’s magic”, says Vinnie.

The sector has changed as much as their roles:

Technology has transformed planning, coordination and delivery – more innovative tools, faster information, tighter collaboration.
Inclusion and diversity have moved forward. “When I started, women were very much the minority,” says Victoria. “There’s a much better balance now, and Wates is serious about developing people.”

What has stayed the same in Wates:

The fundamentals. Vinnie calls it the trunk of the tree – the roots you don’t mess with: relationships first, long‑term thinking, and pride in doing things correctly.
The people. It’s the constant that keeps them here: “Every manager we’ve had has been pivotal at the right moment. When you get the people right, people stay.”

Their journey is dotted with names that mattered at the right moment: Jim Small in those formative Eastern region days; Phil Pemberton shaping Victoria’s commercial craft; line managers who knew when to nudge, back and stretch. And then there’s family – Paul Andrews, the uncle who opened a door and delivered the most‑quoted line in their story.

Ask what 30 years means, and you’ll hear gratitude, pride, and a quiet determination to keep passing it on.

Their story began on a shared project, detoured through a stolen dissertation, and evolved into two complementary careers that make each other better.

Advice for anyone starting out

Say yes to learning. Take the course, shadow a different discipline, grab the stretch role.
People and relationships matter. Mentors, managers and people change everything – seek them out.
Ask for what you need. Development often begins with your curiosity.

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Breaking boundaries – tackling gender misconceptions in women’s sport and the built environment

Thu, 18 Dec 2025 12:00:00 +0000

We hosted a roundtable with our partner, Premiership Women’s Rugby, to discuss tackling gender misconceptions in women’s sport and the built environment.

On 21 October, our Construction business hosted a roundtable event with Premiership Women’s Rugby to celebrate our partnership. The event brought together leaders from both construction and rugby to challenge gender misconceptions and champion diversity and inclusion across the two sectors.

The discussion centred on representation, leadership, opportunity, and the role of collaboration in driving equity, visibility and innovation. The roundtable highlighted the need for continued partnership, investment and proactive growth to address the gender divide in traditionally male-dominated industries. There was a strong sense of optimism and commitment to making both construction and rugby more inclusive, visible, and equitable for women.

Roundtable attendees

Dr Carol Massay, Unity for Construction (roundtable Chair)
Genevieve Shore, Executive Chair at Premiership Women’s Rugby
Steff Battle, Executive Managing Director, Wates Construction
Emma Wassell, Rugby Union and Scottish international player
Paula Chandler, former rugby player and National Design Director at Wates Construction
Beth Smythe, HR Business Partner, Wates Construction
Lynsey Hyslop, Senior Player Development Manager at the Rugby Players Association and advisor to the England Women’s Red Roses team
Anna Kelly, Associate Director at MACE
Michaela Wain, Managing Director, Design and Build UK

Areas of discussion

Parallels between rugby and construction

Both sectors are traditionally male-dominated, and attendees discussed the shared challenges women face regarding representation and opportunity. They drew strong parallels between the demands of high-performance sport and high-performance at work, where going the extra mile, striving for excellence and having the courage to call out when things aren’t good enough are important. The need for proactive, not just passive, change was a recurring theme.

Allyship and advocacy

True allyship means consistently embodying organisational values. Attendees stressed that talent-based assessments and fair hiring processes are vital for supporting women and encouraging men to become better allies, both in the workplace and on the field.

Role models and visibility

Visibility was highlighted as a key driver for attracting more women into construction and rugby. Seeing women in leadership and technical roles inspires the next generation, and positive role models are essential for change. Social media and public campaigns were recognised as powerful tools for breaking down barriers, showcasing achievements and challenging stereotypes in male-dominated sectors.

Overcoming barriers and building confidence

Speakers emphasised the importance of overcoming discouragement and limited opportunities in both sport and construction. Confidence, strong support networks and allyship were repeatedly identified as critical factors for success.

The importance of data, systems and culture

The use of data to understand and address gender imbalances was seen as essential. Flexible working and job design were also discussed as effective ways to attract and retain more women, enabling individuals to thrive.

Investment and cohesive messaging

There was unanimous agreement on the need for investment to support women in rugby and construction. Initiatives like Wates’ sponsorship of PWR were cited as crucial for challenging assumptions and growing audiences. Attendees also called for a sector-wide, collaborative approach to make construction a more welcoming environment for women.

Quotes from our speakers at the roundtable

"It’s about being brave enough to say, ‘this isn’t good enough’. In rugby, so much has changed in just six years, but there are still pockets where people question why women play rugby.

“Our partnership with Wates is important because it’s built on integrity, belief and a platform for real impact. Every penny of this partnership is spent breaking open old assumptions and growing the audience for women’s rugby.”

Genevieve Shore
Executive Chair, Premiership Women’s Rugby

"We’re starting to make real changes by implementing processes and systems that help balance the gender split, and by making talent-based assessments when deciding who we promote. We’re also working to change our hiring policies to support men in becoming better allies for women in the built environment sector.

“I’ve seen that women are often less likely to apply for promotions, making fair hiring processes essential to create an environment where everyone feels able to put themselves forward. The connection between sport and business is clear: both are rapidly growing, and both need to mirror equality.”

Steff Battle
Executive Managing Director, Wates Construction

"For me, it all started with someone taking an interest and presenting the opportunity – that’s how I got involved in rugby. Having the chance to go into schools and speak to students is so important, because you never know who might be inspired.

“Rugby has truly shaped the person I am today, giving me strength, confidence, and the ability to push through challenges – all thanks to my teammates, the connections, and the people I’ve met along the way. Getting involved in the game has been invaluable, and I just wish that every girl who wants to play has the chance to do so.”

Emma Wassell
Rugby Union and Scottish International player

"Anyone who has played rugby or a team sport knows it’s a feeling rather than something you can easily describe. I only started playing rugby in my early twenties because it wasn’t available to me at school, just as careers in the built environment weren’t an option and, in fact, I was actively discouraged from pursuing them. That only made me more determined to break through those barriers.

“There are so many parallels between the world of work and a high-performance sporting environment: training to win, going the extra mile, and supporting each other as a team.

“At Wates, innovation and inclusion are at the heart of how we show up as allies. My own journey, now sitting on the board in a technical role previously not held by women, is a testament to this. We’re putting our money where our mouth is: scaffolding female talent, launching initiatives to attract and retain women, nurturing opportunities to thrive, and rewarding everyone equally for a job well done.”

Paula Chandler
National Design Director, Wates Construction

"Delivering competitive programmes is about more than just supporting players on the pitch – it’s about giving them the confidence and exposure to different careers, and supporting their aspirations outside of rugby. The needs of players are different, and a lot of our work is about helping them embrace the skills they’ve developed and think about what they want to do after their playing careers. It’s not just about what we do for a player, but about building a whole ecosystem of support.

“I’m a massive advocate for the opportunities in construction and rugby. For me, it’s about allowing someone to say, ‘that isn’t for me’, but also encouraging women to be more determined about what they do want to pursue and to decide what their strengths are. We haven’t yet given women the full freedom to make those choices, but that’s the goal.”

Lynsey Hyslop
Senior Player Development Manager, Rugby Players Association

"What inspired me? An abundance of things. When I was on The Apprentice in 2017, many people reached out to thank me for representing women in construction. I became a kind of agony aunt for women in the industry, hearing from people across the country.

“There are endless conversations and statistics about women in construction, but for too long, there weren’t enough role models or positive stories. I realised you can’t get change without leading by example and showing the amazing work women are doing. That’s why I started using my magazine to interview women about their careers and support them. We launched in-person awards and saw hundreds of women nominated – finally, women could see others doing great things and believe in the vision and benefits.

“You wouldn’t have a household with only men, so why should our industry be any different? We need to show what’s possible and keep pushing for change.”

Michaela Wain
Managing Director, Design and Build UK

"Working in construction, I’ve experienced first-hand the challenges of a male-dominated environment and the variety of roles it offers. Since Covid, we’ve seen more flexibility and better representation in areas like sustainability, but typical site roles are still limited in women’s representation. That’s why having different approaches and visible role models is so important. Advocacy and allyship, especially at a senior level, are crucial, but they must be backed by robust systems and processes. It’s about understanding the challenges and knowing how to support women at every level, so we can drive real, lasting change in the built environment.”

Anna Kelly
Associate Director at MACE

"It’s so important to have a culture where you can share what you want to do, because you can’t be what you can’t see. There’s a real shortage of skills in the industry, and progress isn’t confined to the field or the building site – it’s about shared values and creating an environment where people feel they can do their best.

“Opening up options and designing jobs flexibly is still a challenge, but it’s essential if we want the right people in business and to allow everyone to thrive. Diversity of thought is becoming more visible, and it excites me to see so many young women coming through and thriving.”

Dr Carol Massay
Unity for Construction

"My own journey at Wates began in a male-dominated industry, but having the right people around me – people who gave me a voice, offered feedback, and invested in my growth – has made all the difference.

“At Wates, we’re committed to creating an environment where women want to work, partnering with organisations and building a reputation that attracts female talent. We believe in intervening as early as possible – going into schools to open opportunities and challenge the idea that construction is just for men.

“Our social value team has done fantastic work educating both students and teachers about the diverse opportunities available, and we’re constantly working to design jobs flexibly so everyone can thrive.”

Beth Smythe
HR Business Partner, Wates Construction

Convert your career

What’s life like as a management trainee? Discover first-hand experiences!

Mon, 08 Sep 2025 11:00:00 +0000

Thinking about our trainee management programmes at Wates?

Wondering what the experience is really like? Well, discover first-hand insights from those who’ve been there and done it!

Amelia, Building Services Management Trainee for SES

"My name is Amelia Bleasdale and I'm a trainee for SES.

I'd say no day is really the same when working in construction. You learn so, so much, and you get to meet so many different people. Usually I'm working alongside the subcontractors and the operatives on site and also the design teams, making sure that all the drawings are in, all organised and everything like that, and there's no clashes so that there's no issues when we actually get on to site.

I love being able to see the tangible results from all the work you've put in from the very beginning of the project all the way through to the very end, and then you can actually see all the hard work that you and the rest of the team have put in.

I'd say when joining the training scheme, you just need to be yourself, and I'd also say you need to read a lot about the different aspects of the business, because there are so many different roles you can go into. You could go into design, or you could go into being an engineer. I think it's really important to read around all of those to gain a better understanding of what you potentially might like to do."

Chardae, Commercial Management Trainee for Construction London

"My name is Chardae Opoko-Afranie, and I am a commercial management trainee.

So day to day, I'll come into the office. We might have a team meeting just to find out what's on track—like what payments have been put through, what payments need to go through, the subcontractors, finding out who's on site, who's not on site, what's been done.

No one's expecting you to come into the job and know everything off the bat. I came straight from school, so I didn't know anything about construction, and everyone's just really friendly. Everyone encourages you to learn.

I like being able to see the end product and being able to say that I was involved in something that could be there for potentially forever."

"My name is Khushi Varsani, and I'm a Design Management trainee. I participate in meetings with architects, engineers, the client, and other stakeholders. I review drawings to check for compliance with project specifications and standards. I'm training – really learning and developing – to understand design management, the construction industry, and doing placements and workshops through the scheme.

"My advice would be to come in with a positive mindset and have confidence in your abilities."

Tanvir, previous Bid Management Trainee for Construction Northern Home Counties

"My name is Tanvir Ahmed, I work for Wates Construction (Northern Counties), and I'm an Assistant Bid Manager.

"We're the first step in construction. So, you have construction where you're actually building, whereas [in] pre-construction, you're actually winning the work. Sometimes you deliver schools, sometimes you deliver Life and Science buildings, sometimes it's a research facility, so actually going and visiting the projects that you've tendered for, worked on, it gives you that little bit of boost and confidence to say that oh I worked on that project and now it actually exists."

Kian, Production Management Trainee for Construction Northern Home Counties

"My name's Kian Ledger. I'm a production management trainee. A lot of my job involves checking health and safety on site. I typically get into the office about 7:30, be on site, office permits checks in the morning, stuff like that. And whatever issues arise during the day, I try and solve them – whether that be health and safety issues, buildability issues, money issues, commercial, whatever it may be.

"I do find it very rewarding, especially when you're working on good projects as well – things that are going to help other people. Don't be scared of asking. Ask questions and put yourself out there. The whole idea of being a trainee is that you learn."

Lauren, Design Management Trainee for Residential

"My name is Lauren McVeigh and I'm a trainee design manager. As a design manager, we're responsible for being sort of a project manager, but specifically for design. So, we manage a team of consultants which includes architects, engineers, and mechanical and electrical. Everybody you speak to is an expert in what they're doing, so you're just constantly learning lots and lots of stuff."

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our opportunities.

Explore our graduate trainee pathway

Wates boosts parental leave and introduces carer’s leave in overhaul of family friendly policies

Mon, 09 Mar 2020 12:00:00 +0000

Wates has today announced a complete overhaul of its family friendly policies.

The company will now offer a number of industry-leading benefits to staff after committing to making a number of significant changes, including:

Increasing paternity/partner leave to eight weeks full pay, more than a fourfold increase on the current policy
Increasing maternity leave to 26 weeks full pay, and a further 26 weeks Statutory Maternity Pay, doubling the amount of full pay staff members have access to
Introducing carers leave for the first time to ensure all members of staff can take up to four weeks' unpaid leave in a year
Improving bereavement leave to include two weeks of full pay at this difficult personal time of losing a member of the immediate family.

Wates will also continue to match enhanced entitlement for shared parental leave and adoption leave with maternity leave and pay.

The new policies will help attract and develop a diverse workforce with an inclusive mindset, as well as helping to close the gender pay gap by enabling more sharing of responsibilities at work and home. They reflect the changing expectations of talent and will enable both men and women to manage personal and professional commitments as part of a balanced and healthy lifestyle.

The introduction of carers' leave reflects a growing reality for many in the UK and cements Wates' position as a leader in the construction industry. Figures from the Carers Trust show that one in 10 people in the UK are caring for friends or family, equating to seven million people. The increase of the so-called sandwich generation, those caring for both children and elderly parents means that three in five of us will become carers at some point in our lives.

The changes are tangible actions to help the business achieve targets set out in last year's Wates Diversity and Inclusion plan: #WatesTogether. This outlined a long-term blueprint for creating a business where everyone is welcomed, included and connected. Targets include (by 2025):

Having a workforce which is more reflective of society, with 60% men, 40% women, 20% BAME, 3% with a disability and 5% LGBTQ+ across all levels of the business
50% of the Group's early careers intake is to be female
5% of new recruits will be career returners.

It comes after Wates Group announced a three-year partnership with Young Women's Trust earlier this month. The Group, which is the first construction partner for Young Women's Trust, will use the partnership to help drive forward change in the industry and to support women aged 18 to 30 who are on low or no pay and are at risk of poverty. The partnership is expected to support the Young Women's Trust's ambition to help 15,000 disadvantaged women over the next three years.

"To be truly fit for the future and to continue to succeed, we need to become a more progressive and inclusive organisation. So, we want to give all our people the flexibility and support they need to thrive in the workplace and at home. These new policies will help us do just that. They provide support for everyone at all stages of their working lives and are tangible evidence of our commitment to being a flexible and responsible employer and to investing in all the members of our tremendous team."

David Allen

Chief Executive at Wates Group

"Surveys of parents in the workplace indicate that men want to be more present for their children and elderly parents, but that current public policy, perceived expectations and organisational practices are barriers to this desire. We also know that one of the biggest reasons for gender pay gap is that women tend to spend more time out of work in their careers due to caring responsibilities.

"Family friendly policies enable more equal sharing of work. These changes reflect the needs of modern families and will help us develop a diverse environment where everyone is welcomed, included and connected.

The publication of #WatesTogether follows the launch last year of Wates Groups Guiding Framework. The Framework guides everything Wates does, defining the purpose that motivates its people, the goals they are working to achieve, and the behaviours expected of everyone working there."

Nikunj Upadhyay

Group Inclusion and Diversity Director at Wates

Want to be a part of our team?

Apply today

We’ve enhanced our family leave policies

Mon, 24 Jun 2024 11:00:00 +0000

We’re enhancing our paternity leave policy. Effective immediately, we are increasing fully paid paternity leave from 8 weeks to 12 weeks, reinforcing our commitment to supporting employees and their families.

Employees can take this leave anytime within the first two years of the child being born or adopted. The leave can be taken in blocks, giving our employees the choice of flexing it in a way that works for them, their families and their teams. This is now a ‘day one’ employment entitlement, meaning employees can benefit from it from the very first day of their employment.

This move places us ahead of the industry average, which currently stands at 8 weeks of fully paid paternity leave and of the statutory entitlement of up to two weeks. Paternity leave is important for promoting gender equality, with research by the Centre for Progressive Policy suggesting there is a 4% decrease in the gender wage gap in countries with more than six weeks of paid paternity leave.

By offering 12 weeks of paid leave, we’re not only recognising the importance of family time to our employees, but also promoting gender equality in caregiving responsibilities.

In addition to our paternity/partner leave policy, we’ve also made our maternity, shared parental leave, and adoption and surrogacy policies a day-one employment entitlement. Finally, we’ve enhanced our carers’ leave policy. Legally, from 6th April 2024, organisations are required to provide one week’s unpaid leave (pro rata) per year to enable employees to provide or arrange care for a dependant with a long-term care need. We are enhancing our current policy of offering. Already, we offer 4 weeks of unpaid Carer Leave, we’ve enhanced our policy to include 1 week paid leave and 3 weeks of unpaid leave from day one of employment.

"I am delighted that we are continuing to improve our family friendly offerings, especially our paternity/partner leave. These enhancements signal our commitment to creating an equitable, supportive, fair and inclusive work environment. Our people promise is that our employees feel invested in and cared for. These offerings help us fulfil that promise by enabling colleagues to be with their families during important times and be their best at work as well. That is how we support all colleagues to thrive."

Nikunj Upadhyay

Group Inclusion and Diversity Director at Wates

Want to be a part of our team?

Apply today

Unlimited Potential: careers free from stereotypes

Tue, 25 Jul 2023 11:00:00 +0000

In July 2023, Chief Executive Eoghan O’Lionaird joined an expert panel for the Fawcett Society’s ’Equal play’ webinar: ‘Unlimited Potential’, which delved into the impact of gender stereotypes on children’s career choices.

The panel discussed their experiences in facing and challenging gender stereotypes. They provided practical tips for parents, caregivers, career advisors, and teachers to support children in exploring diverse choices based on their individual strengths and aspirations, rather than conforming to societal expectations.

Watch the full webinar

"There are many negative influences online which influence how girls and boys see themselves. We have to let our kids know that everything is possible. Gender has nothing to do with it."

Eoghan O'Lionaird

Chief Executive, Wates Group

Prioritising inclusion at every level

Thu, 07 Mar 2024 12:00:00 +0000

Design Manager, Alice Fox, recently won the WICE award for Best Young Woman in Construction, recognising her achievements in the sector since she graduated from Loughborough University in 2020.

In honour of UN International Women’s Day 2024, we sat down with Alice to find out more about her passion for driving gender equity both at Wates and across the industry.

International Women’s Day is a great opportunity to reflect on the progress that has been made to-date and look ahead to how we can inspire the next generation and encourage sustainable change. This year’s theme is ‘Invest in Women: Accelerate Progress’ which I think resonates perfectly with the work we’re doing at Wates to create a diverse and inclusive workforce, breaking boundaries to empower and inspire all our team members.

I’ve had the privilege of working alongside Riya Rathod as Co-Chair of the Wates Women and Allies Network, designed to drive gender equity across the Wates Group. We currently have over 500 members, both men and women, across the Group and this has grown significantly since I first joined the network in 2021. We want to empower everyone at Wates to play their part in a business where they feel they belong, whatever their role, and the network helps us to work towards this for the benefit of everyone in the business..

Leading the change

The WICE awards really felt like a pivotal moment for me, prompting me to reflect on the last few years; being in such a fast-paced role, I tend to keep moving forwards, but the award win has encouraged me to take the time to celebrate my achievements from leaving university to developing my career at Wates. Since completing the graduate scheme, I have progressed to Design Manager, mentored by my female and male colleagues from across the network and the business; they have always encouraged me to reach my full potential.

Visibility within any industry is hugely important but it feels particularly important in traditionally male dominated industries, such as construction. Attending the WICE awards, surrounded by hundreds of women excelling in their field can only be described as inspirational. Following the awards, I’ve had a springboard to expand my network and spark conversations and relationships with other women and men in the industry. Not only this, I’ve had the opportunity to share my experiences with my colleagues at Wates, drawing on my early career journey to inspire new trainees and develop my mentorship.

Driving gender equity
We must continue our work to drive gender equity until we’re in a place where everyone has equal opportunities. We acknowledge that men and women have different needs that must be identified and addressed so that we can develop strategies internally for the benefit of everyone. We also acknowledge that our methods must constantly change and evolve to suit the needs of our colleagues – for instance, we have recently updated our menopause and parental leave policies to reflect improvements fed back from the wider business.

I hope that we can get to a place where men and women everywhere are seen as equals in every sense of the word – valued, supported and empowered equally. It’s important for men to continue to feel valued and not to feel threatened by growing support for women. We should all be focused on rising together and creating an inclusive environment in the workplace and beyond. A workplace where everyone feels they belong is built by multiple small acts of inclusion, which we’re always striving for and will continue to.”

Looking to the future

As we look beyond this year’s International Women’s Day, I’m looking forward to another year of working on the Wates Women and Allies Network. We’ve got an exciting calendar of events coming up with plenty of opportunities to network within the Group and beyond to promote systemic change and gender equity. It’s been great to see the changes we’ve implemented so far, from ensuring there are adequate female sanitary facilities at all sites to playing our part in influencing the menopause policy. All our small actions add up to creating an inclusive workplace where everyone can truly thrive and be themselves.

I feel incredibly fortunate to work for a company that actively works to make a difference. As a network lead, I continue to highlight where improvements can be made and work with our business leaders to create an inclusive environment for everyone to be outstanding in our industry.

Celebrating and recognising our promoted trainees at our special awards event

Wed, 16 Apr 2025 11:00:00 +0000

On Wednesday, 9 April 2025, our Early Careers team — Premila Bhudia, Saskia Wren, Dayo Raji, Samantha Gibbs, and Marilyn Munns, led by Alison Reid — hosted the trainee celebration event at the Leonardo Hotel in Milton Keynes.

The first of its kind, the inaugural awards show was the perfect opportunity for us to showcase our passion for nurturing and championing talent and our commitment to recognising potential, investing in trainees’ development and creating a career pathway for them.

The event was a great way for over 60 newly promoted trainees across multiple areas of our business (Construction, Property Services, Residential, Development and SES), who joined the programme in 2021 and 2022, to network, mingle and celebrate a major milestone in their careers.

Alongside trainees, line managers, HR Business Partners, the Inclusion & Diversity team, and senior leadership were present, and there was plenty of excitement in the room!

An inspirational line up

The day kicked off with a welcome speech from Alison Reid, Early Careers Manager. Katy Murray, external speaker, author and coach, launched icebreaker activities encouraging interaction with attendees and connection in deep conversations, reflecting on career journeys, lessons learned and the importance of setting intentions for the future.

Cressida Curtis, Head of Sustainability, presented her opening address by celebrating the programme and the collective achievements of everyone. Plus, she shared her reflections on her earlier career, overcoming obstacles and remaining resilient as she moved up the ladder. She focused on the importance of the three Cs in the workplace: communication, culture and courage, referencing our purpose: ‘Reimagining places for people to thrive.’ The session wrapped up with a lively Q&A, where trainees asked Cressida insightful questions and sought valuable career advice.

Following the awards presentation, everyone was captivated by motivational speaker and author Richard McCann, who shared his inspirational and compelling life story. He reinforced the importance of hope, self-belief, resilience, getting out of your comfort zone and continuous, never-ending improvement in the world of work and in life.

Trainee celebration event awards presentation

The main highlight of the day was the exciting awards presentation, where outstanding contributions were recognised across six key categories.

Best Technical Manual

The trainee programme is supported by a well-structured and designed Technical Manual. These manuals are the cornerstone of creating mechanical capability and subject matter knowledge.

This award celebrates individuals who have consistently demonstrated ownership of their technical progression, actively participated in progress reviews and submitted quality evidence in a timely manner.

Winner: Sam Bentham, Assistant Engineer, SES – Yorkshire

Nominees: Alex Gordon, Byron Nhira and Fran Beddall

Best Placement Report

This award recognises trainees who made a valuable contribution to their placement activity and demonstrated positive behaviours, future-focused thinking, and a commitment to producing innovative placement reports.

Winner: Alex Gordon, Section Manager, Construction – London

Nominees: Byron Nhira and Sofija Standing

Behavioural Excellence

Nominees demonstrated honesty, work integrity and respect for all those they work with, which reflects well on themselves, as well as our core values.

Winners: Michael Kiely (Assistant Surveyor, Construction – London) and Lauren McVeigh (Assistant Design Manager, Residential – London)

Nominees: Cameron Hopkins, Chloe Cadman and Georgina Soliman Basso

Best Trainee to Trainee Allyship

This award recognises those who have consistently and actively supported each other throughout the trainee programme and beyond.

Nominees demonstrated their ability to advocate, guide, and act as inclusive role models whilst also sharing their own knowledge to develop others. They exemplify the values that foster thriving communities — open-mindedness, compassion, and unwavering support.

Winner: Golden Iworie (Assistant Planner, Residential – South)

Nominees: Hannah Thackray and Lauren McVeigh

Best Social Value Project

This award celebrates those who have demonstrated creativity, out-of-the-box thinking, problem-solving and working collaboratively as a team.

These individuals and teams didn’t just respond to the project — they explored opportunities for positive outcomes for others. They conducted thorough research and brought fresh thinking, new ideas, creative content, podcasts, and partnership initiatives. Their end-of-project presentations demonstrated inclusive thinking, community benefit, and business impact with a social purpose.

Winners: Alex Gordon (Section Manager, Construction – London) and Michael Kiely (Assistant Surveyor, Construction – London)

Nominees: Riya Mistry, Sofija Standing, Kiran Farooq, Franklin Macarthur, Adam McGurrell, Eddie Patrick, Josh Jefferies and Maddie Ross

Trainee Ambassador

The Social Media Influencer & Ambassador Award recognises individuals who have used online and social media platforms to share positive experiences and insights, promote company brand awareness, be a positive role model and inspire others through their development journey.

Winners: Carys Edmonds (Section Manager Residential – Wales) and Chloe Fall (Assistant Site Manager, Wates Property Services – North West London)

Nominees: Hannah Thackray and Sofija Standing

To round up the day, all trainees were awarded a certificate of achievement to congratulate them for their hard work on the programme and to commemorate their efforts.

Summary: Shining a spotlight on excellence and progression
Every promoted trainee, nominee and winner exemplifies our values, purpose and passion, and we are incredibly proud of our programme. Best of all, this pioneering event successfully recognised our talented trainees and fostered meaningful conversations and insights that will help propel trainees forward, reach their potential and embody our purpose.

A huge congratulations to all our promoted trainees! We wish you continued success with us and an exciting trajectory ahead.

Testimonials from our promoted trainees

[The trainee programme is a] great learning experience. You can immerse yourself in it, and it’s eye-opening.

“I chose Wates because of the company culture, ethos and values. If you want to immerse yourself and learn, the scheme is amazing. When you put in the work, you receive acknowledgement, and the scheme is a great way to learn about the industry.

“I loved the event, and it gives a sense of purpose to the programme. It’s nice to be recognised for your achievements.”

Golden Iworie

Assistant Planner, Residential – South

"I chose Wates because of the organisation’s strong reputation in the industry and clear development pathway and support for trainees. The trainee programme was rewarding, supportive and enriching. The event was full of great networking opportunities, insightful and inspiring.”

Lydia Bowyer

Assistant Surveyor, SES – North West

"I chose Wates because of the ethos that Wates works by in everything we do, and the trainee programme was varied, educational and foundational.

“It was a good event to reflect on how far we have come within the past 2 years and think about what is to come.”

Riya Mistry

Assistant Design Manager, Construction Major Projects

"A reflective, informative event, and well organised.”

Carys Edmonds

Section Manager, Residential – Wales

"The event left me feeling inspired and confident in myself and my cohort as we complete the trainee scheme.”

Sofija Standing

Assistant Cost Planner, Residential – Central

"The celebration event was thoughtfully organised, and I truly enjoyed the chance to reconnect with colleagues from the same cohort.

“It was great to see everyone’s progress, especially as we represent the future of Wates. I was especially inspired by the motivational speaker’s presentation, which encouraged me to have a positive mindset and believe that anything is possible if you put your mind to it.”

Holly Rush

Assistant Land and Planning Specialist, Developments

Explore our trainee programme

Championing young talent

Fri, 24 Nov 2023 12:00:00 +0000

We caught up with our Customer Services Apprentice, Kaydn, to chat all about his experience of our early careers programme, from his passion for learning on the job to his day-to-day responsibilities.

Why did you decide to do an apprenticeship?

“At school, I always knew I wanted to get into work after my GCSEs rather than going to sixth form or college. In Year 11, I started working as a roofer and realised I preferred the working environment to revising and exams. I started looking for an apprenticeship and found the Customer Services Apprenticeship with Wates and decided to go for it as it seemed like a great way to get stuck into work.”

What does your role involve?

“I know everyone says this but every day is different. I have two customers that I look after day-to-day, organising pre-planned maintenance or other works that need to be completed, speaking to everyone involved. Every customer and what they need from us is different, so it keeps me busy.

“As part of my apprenticeship, I do coursework, which I do in my own time on study days. Finding a balance between that and my work can be challenging and I have struggled at times but it does get easier the more you do it and there is lots of support.”

What do you enjoy the most about your apprenticeship?

“I’ve been lucky to work for a lot of different customers and I’ve worked with lots of different teams. This has given me the chance to meet and learn from new people across the business, helping me to develop my skills. I’ve been trusted to carry out my tasks independently since day one, which has made me feel like an important part of the team from the beginning.

What advice would you give to anyone thinking of applying for our early careers programme?

“Definitely go for it. I’d advise everyone in school and college to consider an apprenticeship. I think it’s important to think about what you really want from your career; I knew I wanted something that didn’t revolve around studying and I wanted to start work as soon as I was, which not everyone is ready for at that age.

“I’ve had a really positive start to my career, and I’ve had the chance to learn and earn at the same time, which I hope will set me up for success in the future. I’m looking forward to completing my Level 2 apprenticeship in early 2024 and seeing what the future holds.”

"As Customer Care Team Leader, it is highly rewarding for me to have the ability to offer individuals the chance to enhance their knowledge and skills, advance in their careers, or enter a new profession in a different and more accessible way. If a company is considering it, there are numerous advantages to hiring an apprentice, such as improving and developing the skills of team members, providing hands-on training, supporting career growth, and increasing the talent pool. Additionally, there are societal benefits to apprenticeships as well, as they can serve as a means to broaden access to a profession, promote diversity in the workplace, and enhance social mobility. Participating in an apprenticeship scheme, where an individual is trained and works alongside the Customer Care Team, has greatly enhanced the team’s performance and resilience. As an employer, I strongly recommend engaging in such a programme."

Kieran Gilbert – Customer Care Team Leader

To achieve gender equality, we must accelerate our efforts together

Fri, 08 Mar 2024 12:00:00 +0000

This International Women’s Day, our Inclusion & Diversity Director, Nikunj Upadhyay, shares her thoughts on the importance of creating long-term sustainable change, the building blocks and investment needed to bring more women into our industry, and the great strides we are taking to make our business and our industry an inclusive environment where diverse talent can thrive.

International Women’s Day celebrates the achievements of women and is an opportune time to reflect on the progress we are making, especially considering the recent World Economic Forum's Global Gender Gap Report 2023, which says it will take another 131 years to reach gender parity. That’s way too long! I’d like to see tangible progress towards gender equality in my lifetime. This is why I’m really energised by the United Nation (UN)’s theme for this year: Invest in Women: Accelerate progress.

To make progress, we need consistent, diligent efforts. And that’s what we have been focussing on at Wates since we launched our inclusion and diversity strategy, Wates Together, in 2019. We’ve been consistently striving to be more representative of the communities we serve. We know that there is no one single solution to get us there. The journey is nuanced and made of many different pathways, but we are moving in the right direction.

Creating pathways for women

One of the biggest priorities of our inclusion and diversity strategy is to encourage and welcome more women into our workforce, in all phases of their career. In December last year we renewed our partnership with STEM Returners, return-to-work specialists that enable individuals who have taken a career break to step back into work. Through our 2022-2023 cohort, we supported six women returners back to the industry and we look forward to welcoming 10 more returners this year.

In celebration of our 125th year in 2022, we launched a partnership with Women in Construction aimed at bringing 125 women into the construction industry by 2025; so far 60 women have come through the programme. Through this partnership, we are raising awareness, creating opportunities and widening the industry talent pool by increasing the number of women applying for and working in construction.

As well as bringing in new talent to Wates, we’re also committed to those who want to build a career with us. In 2022, we introduced a Mentoring Circle programme for our site-based women colleagues who told us that they felt as though they didn’t have the same access to networking and relationship-building opportunities as their male peers and office-based colleagues. Our programme enables women to grow their networks and have career-building interactions at work. So far, 15% of the programme’s first group have been promoted, and the programme now extends to 80 women within our business.

Eliminating the gender pay gap a step at a time

Our industry is predominantly male with Construction ranked last among all industries when it comes to representation of women. This is changing now but the reality is that the more experienced and consequently more senior among our workforce are men that began their construction careers at least two decades ago. This invariably means there is a significant gender pay gap. To see a shift in this, we need more women in senior roles, and this will take time. In 2023, 32% of our most senior leadership was female and 35% of our non-operative new joiners were women. We are making progress and putting systems in place now that will create real change for the future. So, the reduction in our gender pay gap is incremental, but it is happening.

Aiming for systemic, sustainable change

To create meaningful change and make a real difference, alongside recruitment and retention, we need to look deeper into every aspect of inequality and create policies that treat people fairly. For example, consider the inequity in statutory parental leave policies. Fathers and partners today have access to one or two-weeks statutory leave. Research by the OECD found that around 75% of the gender pay gap is caused by the ‘motherhood penalty’, and that men should therefore be supported to take more parental leave.

For this reason, we have been investing extensively in our family leave policies over the past four years to make Wates an organisation where everyone loves to work. In 2020, we enhanced our family leave policies to offer fully paid maternity leave and enhanced shared parental and adoption leave with matched maternity pay. In the same year we launched our 8-week full pay paternity/partner leave policy – our first step towards equalising parental leave. As well as demonstrating our commitment to equality at work and home, I’m delighted that this has inspired our industry peers to follow suit and many now offer similar enhanced leave.

I’m confident that these changes will create long-term impact for the future. It supports our ambition to be fair, creating equitable opportunities for all talent and improving experiences right now. It also ensures that the changes are sustainable as they are the building blocks that will bring us closer to a future of equality and equity.

It’s days like today that I look back and see how far we have come since we launched our inclusion and diversity strategy. Today, 31% of our non-operative workforce is female. This is a significant milestone, as the women's representation has moved from minimal to meaningful – and there is no better place than Wates to build a career. In 2023 we were awarded the Women into Construction’s Opening Up Opportunities for Female Talent Award and were once again named as one of The Times Top 50 Employers for Gender Equality.

Meet a trainee: Jess Jonas

Mon, 05 Feb 2024 12:00:00 +0000

Jess kickstarted her journey with Wates after finishing her GCSE’s at 16, starting as a Level 3 Apprentice.

After only being in the business for a year and a half, she was swiftly fast-tracked onto the Level 4 Trainee Programme through the help of the Early Careers Team and the support of her managers.

Jess is now 18 and living in Newbury, Berkshire. Her current role is a Bid Management Trainee for Construction and she finds bid writing and work winning the most rewarding as it drives profit for the whole business. The supportive environment and dedicated Early Careers Team have facilitated her seamless integration into the workforce, while increasing her construction knowledge studying part-time at college for a Level 4 qualification in Site Supervision.

Jess enjoys the diversity of the Trainee Programme by rotating through the various business disciplines such as Site, Design and Commercial Management. These placements help Jess further understand the wider business, to expand her knowledge and broaden her career opportunities.

For those considering an apprenticeship in the construction industry, Jess emphasises the vast career options available, highlighting that roles in construction extend far beyond traditional roles such as bricklaying and carpentry. With the constant mentoring from professional industry experts within her teams, Jess plans to continue to work in Bid Management and develop with Wates and aspires to be promoted to Assistant Bid Manager in the future.

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

Meet Lewis Drury: From Apprentice to Quantity Surveyor at Wates

Thu, 13 Feb 2025 12:00:00 +0000

Lewis Drury joined Wates as a Commercial Management Trainee and has since progressed significantly, recently graduating from University and working towards RICS chartership.

His journey exemplifies how Wates’ apprenticeship programme blends a hands-on experience with structured learning to create a well-rounded experience.

Initially unsure about his career path, Lewis discovered quantity surveying whilst researching roles in the construction industry at college. Over the course of his apprenticeship, Lewis has gained exposure to every stage of the construction process, from pre-contract planning to on-site management and project handovers. He found that this rounded approach stood out from traditional university-only routes, providing him with a deeper understanding of the industry.

Among the projects he has worked on, a highlight was an office block in Leeds city centre. As a Leeds native, Lewis found it inspiring to contribute to transforming his hometown’s skyline and enjoyed sharing the experience with friends. He also found it rewarding to see the real impact of his work with families moving into completed housing schemes and watching schools take shape in real time.

Benefits of the Wates’ apprenticeship programme

Wates’ supportive environment has been pivotal to Lewis’s growth. He credits the company’s mentorship, tailored training courses, and the balance between learning and being given responsibility for his success. Weekly time for academic work, alongside opportunities like technical and behavioural training, ensured he developed both the hard and soft skills needed for his role.

Offering advice to aspiring apprentices, Lewis understands that the application and interview process may be daunting but the worst that could happen is you don’t get the job however you’re better off being a part of the experience for next time. Lewis encourages others to embrace the opportunity, saying, “You gain so much more than a qualification. The experience and connections you build are invaluable.”

Looking ahead, Lewis is focused on achieving RICS chartership and aims to lead projects as a Quantity Surveyor.

"Apprenticeships are invaluable – they offer so much more than a qualification. My journey as a Quantity Surveying Apprentice at Wates has blended hands-on experience with structured learning in a way that traditional university routes don’t provide.

“I’ve learnt more about the construction process in practice, from planning to project delivery, and the chance to make a real impact, like transforming Leeds’ skyline, my hometown.

“I was initially unsure about my career path, but the Wates apprenticeship has opened so many doors, allowed me to build vital skills and gain new connections.”

Lewis Drury

Quantity Surveyor

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

Amelia, Building Services Management Trainee

Mon, 01 Sep 2025 11:00:00 +0000

Hear a few words from Amelia, a Building Services Management Trainee for SES, about her experience on the Trainee programme so far.

"My name is Amelia Bleasdale and I’m a trainee for SES.

I’d say no day is really the same when working in construction. You learn so, so much, and you get to meet so many different people. Usually I’m working alongside the subcontractors and the operatives on site and also the design teams, making sure that all the drawings are in, all organised and everything like that, and there’s no clashes so that there’s no issues when we actually get on to site.

I love being able to see the tangible results from all the work you’ve put in from the very beginning of the project all the way through to the very end, and then you can actually see all the hard work that you and the rest of the team have put in.

I’d say when joining the training scheme, you just need to be yourself, and I’d also say you need to read a lot about the different aspects of the business, because there are so many different roles you can go into. You could go into design, or you could go into being an engineer. I think it’s really important to read around all of those to gain a better understanding of what you potentially might like to do.”

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our opportunities.

Explore our graduate trainee pathway

T Level Student: Jacob Oxley

Thu, 08 Feb 2024 12:00:00 +0000

Jacob is 18 and lives in Sheffield, South Yorkshire. He undertook a T-Level in Design, Surveying and Planning from August 2022 to June 2023.

In that time, he carried out his 315 hours of Industry Placement on site with Wates. As his placement was coming to an end a job role was advertised for another site, the project manager on site recognised his potential and encouraged Jacob to apply for the role. He was successful in his application and became Commercial Administrator in August 2023.

His college experience involved a mix of three days in college and two days on site, which allowed him to apply his practical knowledge from the classroom. What he learnt on site provided valuable knowledge that helped when it came to exams at college.

Following his ambition to become a fully qualified Quantity Surveyor, Jacob will be applying for a Quantity Surveyor apprenticeship at Wates this autumn. In the meantime, he aims to absorb as much knowledge as possible to be well-prepared for this next step.

Offering advice to aspiring apprentices, Jacob emphasises the importance of discipline and commitment. Reflecting on his T-Levels experience, he recommends the program to anybody, highlighting how the combination of theoretical knowledge and hands-on work provided a varied learning experience.

Jacob’s journey exemplifies the multitude of pathways within the construction industry and the commitment to continuous learning.

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

Khushi, Design Management Trainee

Mon, 01 Sep 2025 11:00:00 +0000

Hear a few words from Khushi, a Design Management Trainee for Residential, about her experience on the Trainee programme so far.

"My name is Khushi Varsani, and I’m a Design Management trainee. I participate in meetings with architects, engineers, the client, and other stakeholders. I review drawings to check for compliance with project specifications and standards. I’m training – really learning and developing – to understand design management, the construction industry, and doing placements and workshops through the scheme.

“My advice would be to come in with a positive mindset and have confidence in your abilities.”

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our opportunities.

Explore our graduate trainee pathway

Meet a Trainee: Sufyaan Akhtar

Mon, 05 Feb 2024 12:00:00 +0000

Meet Sufyaan, a Production Management Trainee at Wates who has seamlessly blended responsibilities in site management and engineering since starting in September 2023.

From setting out coordinates for foundation piles to conducting site inductions, dealing with geo-environmental engineers, and performing safety audits (IMS), Sufyaan – who is 20 years old and lives in Bradford – has embraced the multifaceted nature of the role.

His motivation to enter the construction industry came from his favourite teacher, who told him about Leeds College of Building, where he later attended. Sufyaan enjoys going out on trail walks and hiking, and his desire to avoid a sedentary office life and love for outdoor work and interaction with people made construction a perfect fit.

After a practical experience during a college placement, Sufyaan completed a week’s placement at Wates, which paved the way for a successful apprenticeship application.

Experiences in projects like York’s Lowfields Green have been most rewarding for Sufyaan, as he is able to showcase the practical application of skills from the classroom and confidently collaborate with stakeholders such as Yorkshire Water to see through a successful site from start to finish.

Wates’ support has been instrumental in Sufyaan’s journey. Exposure to different projects, spending time with site managers and gaining expertise in specific areas have contributed to his well-rounded experience.

Looking ahead, Sufyaan hopes to climb the ranks at Wates swiftly, aiming for a site manager or project manager role in the next 5-6 years with an engineering background. Outside work, Sufyaan is also keen to travel and visit other countries.

His advice to aspiring apprentices is to persist in applying, embrace the hands-on learning and recognise that on-site work brings classroom learning to life.

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

Chardae, Commercial Management Trainee

Mon, 01 Sep 2025 11:00:00 +0000

Hear a few words from Chardae, a Commercial Management Trainee for Construction London, about her experience on the Trainee programme so far.

"My name is Chardae Opoko-Afranie, and I am a commercial management trainee.

So day to day, I'll come into the office. We might have a team meeting just to find out what's on track—like what payments have been put through, what payments need to go through, the subcontractors, finding out who's on site, who's not on site, what's been done.

No one's expecting you to come into the job and know everything off the bat. I came straight from school, so I didn't know anything about construction, and everyone's just really friendly. Everyone encourages you to learn.

I like being able to see the end product and being able to say that I was involved in something that could be there for potentially forever."

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our opportunities.

Explore our graduate trainee pathway

Meet a trainee: Oltjon Aliaj

Mon, 05 Feb 2024 12:00:00 +0000

Oltjon Aliaj is a Higher-Level Apprentice who joined Wates as a Building Services Engineer Trainee in September 2023.

He’s a 19-year-old from Romford and is a very active person, enjoying a range of spots including climbing and swimming. He loves travel and enjoys going to visit his family who live in other countries.

“I really value my apprenticeship programme because it provides me with a clear trajectory for the next five years. In two years, I can become a qualified engineer and pursue further education by getting a Masters. This structured pathway ensures that I can continue to grow and develop in my career”.

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

Chardae’s journey: breaking barriers in the built environment

Thu, 08 Feb 2024 12:00:00 +0000

Chardae’s journey into the construction industry exemplifies resilience, ambition, and the power of representation.

Early inspiration and career path

Inspired by her dad’s role as a civil engineer, Chardae embarked on her career in construction right after completing sixth form. She currently serves as a commercial management trainee at Wates, actively pursuing a Level 4 qualification in quantity surveying. Her future plans include advancing to a degree in surveying and achieving chartership.

Championing diversity and representation

As a Black woman in the industry, Chardae sees herself as a pivotal figure in breaking barriers and encouraging individuals from diverse backgrounds to join the construction sector.

Role and responsibilities

In her current role, Chardae thrives on managing cost comparisons, handling subcontractor quotes, and navigating payment processes. Starting with smaller tasks, she steadily progresses to more complex responsibilities, supported by mentoring from both her line manager and a designated buddy who completed the trainee scheme.

Ambitions and future goals

Looking forward, Chardae aims to ascend to the position of commercial manager. She hopes to serve as a role model, demonstrating that determination and support can propel anyone to success in the construction industry.

Advice and insights

Chardae emphasises that while the application process can appear daunting, persistence is key. Wates values individuals who are open-minded and eager to learn, making specific construction knowledge optional.

Impact and legacy

Chardae’s journey isn’t just about personal achievement — it’s about inspiring a new generation of diverse talent to seize opportunities in the built environment. Her story underscores the transformative power of representation in overcoming barriers.

By highlighting Chardae’s experiences and aspirations, we celebrate her journey as a beacon of progress and inclusivity in the built environment.

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

My apprenticeship empowers me to do something different

Thu, 01 Feb 2024 12:00:00 +0000

Sarah Stockley accepted a temporary warehouse role whilst seeking her apprenticeship at Wates and was soon offered an exciting opportunity to join the Residential team as a Demolition Operative Apprentice.

Bexley-born, Sarah worked in a range of temporary contract roles in sectors including retail and fast food catering before joining the Arthur Street team. Following a bereavement in the family, she started to lose sight of her future career path and began to travel in the wrong direction.

Fortunately, this sparked a realisation that she needed to break away from her current situation and she found herself a role as an Au Pair in Italy. Returning to the UK six months later, Sarah had a much clearer sense of direction and knew that she wanted to pursue a career working outside, on her feet and working with her hands.

What does your role involve?

“My day starts at 8am and finishes at 4.30pm. I am still learning on the job and am currently getting experience in soft-stripping. This means removing all of the internal fixtures and fittings from the building, including kitchens, pipes, carpets and soft furnishings.

“Once items have been removed they need to be organised and placed into the correct recycling containers, ensuring that health and safety is adhered to at all times. I still have a lot to learn and cant wait to start my training on the plant equipment during full demolition.

“I didn't think I would progress as quickly as I have and feel truly grateful for the opportunity. Erith has invested a lot of time and patience in supporting my career journey, including sharing their immense knowledge and providing me with additional training to achieve my Certificate of Competence for Demolition Operatives (CCDO) in addition to asbestos awareness, manual handling and abrasive wheel certificates. I feel privileged to be benefiting from the teams professionalism and experience and can only hope to achieve the same standards as they do.

What do you like about your job?

“I love my job, its great to be able to do something different every day. I enjoy working as part of a big team and the physical side, even though its hard work at times. Everyone on site has been great with me and it has really changed my perception about women being able to work on construction site. Before I started I was preparing for the worst, but I have been treated with nothing but respect.

“I now look forward to getting up and going to work every day and am so happy to have been given this opportunity. This has the best thing I have ever done, and I would definitely recommend an apprenticeship to others.

Where do you see yourself in ten years’ time?

“Still in construction, working my way up through the ranks. I can see my myself getting into demolition management. What I do know is that in 10 years time I will be extremely physically fit!”

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

Why the construction industry must avoid gender stereotypes

Fri, 23 Jun 2023 11:00:00 +0000

Research by the Fawcett Society has shown that by age six, girls will avoid subjects that require them to be “really, really smart”, which leads to a lower take-up of STEM subjects later in life.

That’s why we are proud to partner with them on ‘Equal Play’, a campaign to support parents, caregivers and influential adults to challenge gender stereotypes with kids and close the gender play gap.

In this blog, featured on the Fawcett Society’s website, Amy Smith, Partnership Director and Co-Chair of our Parents and Carers Group, discusses why our industry must avoid gender stereotypes and encourage girls and young women to take up STEM subjects.

Read the full article

Chairman Awards

Mon, 02 Oct 2023 11:00:00 +0000

Celebrating excellence, inspiring success.

The Chairman’s Awards for Outstanding Excellence recognise colleagues within the Wates Group who have delivered something truly extraordinary.

This year marks the 10th anniversary of the Chairman’s Awards, and our prestigious annual event celebrates colleagues who have gone above and beyond to deliver outstanding achievements or demonstrated exemplary conduct in line with our ethos and legacy.

Watch the short film to see last year’s award ceremony.

Purpose-Driven Recognition

These awards embody our purpose of 'reimagining places for people to thrive' and celebrate individuals and teams who wholeheartedly bring to life the promises that underpin it: Thriving Places, Thriving Planet and Thriving People.
The Chairman’s Awards recognise the best-in-class projects that deliver an outstanding customer experience, great quality, excellent safety and environmental performance, helping our customers, partners and communities to create places that are more sustainable, inclusive, and full of opportunity.
They also celebrate innovation and collaboration alongside new talent, inspiring leadership and those who create inclusive and caring environments where everyone can thrive.

Introducing our purpose

A shared commitment to diversity and inclusion

Thu, 28 Sep 2023 11:00:00 +0000

Wates and Ada, The National College for Digital Skills:

Working together with shared values on diversity

Creating a working environment where everyone can thrive is something we strive for in everything we do. At our recently completed project for Ada College, in London Victoria, we have been working with a customer who shares our passion and enthusiasm for diversity and inclusion. We caught up with our Senior Design Manager, Sandra Weerasinghe, and Ada’s Director of Operations, Sophie Clifton, to reflect on the importance of shared values when working together.

Inclusion and diversity and Wates

"I’ve found unmatched passion and enthusiasm for our college in every member of the Wates team, and this has shone through in the work the team has done. We’re ready to grow into our new building and Wates has always understood our vision. I’ve always felt welcome and respected as a female client lead; Wates does a lot to make their industry accessible, and that’s something we can really relate to.

"It’s been a long road to get to this point in our journey; we have been in what was supposed to be a temporary campus for seven years. We’ve waited longer than we hoped, but we’ve been able to build an established campus that is breaking boundaries and opening doors for more women in tech and that’s a cause that Wates has been fully behind from the start.

Sophie

"To manage the design and be integral to the delivery of a ground-breaking college that was set up specifically to open doors for people from all backgrounds has been really fulfilling and it’s been a pleasure to work alongside Sophie. Inclusion in the workplace is so important, not just for career progression, but to guide and make young people aware of the opportunities for them in construction.

"As a woman of colour, in a traditionally homogenous, male-dominated industry, I’ve found Wates to be a very welcoming place, full of career potential, support and allies, and that’s what I want to share with young people. I see and feel that in our project teams, senior management and leadership teams and it’s so refreshing to see a serious commitment to inclusion and tolerance from the Board all the way through the organisation. Ada’s commitment to the same cause was apparent from the start. Of course, you always want a customer that you agree with, but when that runs deeper and you share core values, that’s where great things can happen.”

Sandra

"Our new campus will allow us to welcome even more students and take the college to new heights, which we’re so excited for. I’m grateful to have been on this journey with Wates; they have always understood what we wanted to achieve, because they are striving for the same thing."

Sophie

As Ada defines new standards for further education, we are working to define new standards for diversity and inclusion across the industry. Working with our partners on our shared values is incredibly rewarding and something we are committed to continuing across our project portfolio.

Discipline and uniform transcend the military

Thu, 06 Jun 2019 11:00:00 +0000

Gary Wilkinson joined Wates as Regional Director in January 2019 and is responsible for the business repairs and maintenance portfolio in the south, overseeing a team of over 500 staff delivering services for over 25 clients.

Gary joined the British Army as a Private Soldier and climbed the ranks to Colour Sergeant in 2001 and Sergeant Major in 2003. During his career, Gary served five operational tours in Northern Ireland and Bosnia and also completed an Open University degree in business.

After leaving the Army in 2004, Gary became a lecturer at a college in Northampton, working with the probation service. Qualifying in Facilities Management, Gary later became Assistant Director of Development for Circle Housing (now Clarion), overseeing 63,000 properties. Gary has held a number of director positions at housing associations where he has developed strategies to enhance procurement, operations and compliance.

"The matter of transferable skills is the first question that anyone will ask themselves when they change careers and I was no exception when I took the decision to leave the Army in 2004."

It had been my life for 17 years, and it had undoubtedly shaped me as a person. What I soon came to realise was that the skills I had developed over the years were going to be invaluable in my new career path.

I’m a huge believer that every aspect of civilian business has something to learn from the military: the importance of uniformity and discipline go far beyond the armed forces. The discipline of the Army is of course there for a reason. It ultimately comes down to life or death, but to maintain this level of discipline you need continuity and this continuity, I believe, can be a really effective secret weapon in any business but particularly for the housing maintenance industry.

When I left the Army I had been serving public duties as a Sergeant Major responsible for the Changing of the Guard at Buckingham Palace after two years as Colour Sergeant training Officers at Royal Military Academy Sandhurst. This was a career highlight for me and one that taught me a lot. I trained people from all walks of life, whose backgrounds were immaterial to their position in the Army. As Officers in training they were all equal and as such, they needed to work together with uncompromised discipline towards a common goal. I think that is such an important life lesson and its one that has never left me in my 14 years since leaving the military.

In the Army you have basic drills where everybody understands the core function of the unit and their role within that. These drills take things back to basics and remind everyone of their responsibilities and their part in the wider objectives. Its a fairly simple but very powerful approach that ensures no one loses sight of what the unit needs to achieve. My time in civilian business since 2004 has taught me that it is no different. By adopting this same work ethic and by performing basic drills, you become a cohesive and productive team. In our industry, we manage a large workforce of operatives who carry out an extremely important job. In order for those teams to work at its best, we need to ensure we dont lose sight of what we do on the ground. We must keep going back to basics and remind ourselves of our objectives. In doing so, we focus on our teams and equip them with the necessary skills to focus on our customers. So long as the team is working well, the end result will be the positive outcome we are striving for.

Of course singing the virtues of working as a team is nothing ground-breaking and cultivating a strong team is well known and well practiced across all industries. But I think there is a risk that this can often get overlooked, particularly when everyday busyness takes over. When were busy, its very easy for our priorities to shift, for our attention to be turned elsewhere and for our focus to become compromised. To combat this we must always take a step back, take stock of what we are trying to achieve and make sure everyone is fulfilling their duties within the core function.

I joined the army when I was 16, at an age when I had everything to learn about life and about myself. It taught me to challenge everything, to look at things and consider every detail and to ultimately question if there is a different or dare I say better way of doing things. And it is this that attracted me to Wates. Having worked for a number of housing associations, I have sat on the clients side of the table many times. I have seen first-hand the importance of meaningful team work and the need to keep things fresh through innovation. A business that provides a front-line service must always keep on its toes, remain disciplined and always embrace challenges.

International Women’s Day: Our exclusive interview with rugby star Georgie Perris-Redding

Mon, 10 Mar 2025 12:00:00 +0000

Levelling the playing field to help women thrive

In honour of International Women’s Day and in recognition of our official partnership with Premiership Women’s Rugby, Kerry Barkworth, a Senior Safety, Health and Environment Advisor with Wates Smartspace, was invited to the Sale Sharks training ground in Manchester to meet one of the club’s most successful players, flanker Georgie Perris-Redding.

Kerry Barkworth has recently discovered a love for women’s rugby, taking up the game at amateur level, aged 47, and now playing regularly for Ripon Ladies, her local club, in Yorkshire.

She admits that being on the pitch with an all-female team is ‘completely empowering’. As a Safety, Health and Environment Advisor for Wates Smartspace, she’s frustrated that women are still under-represented in built environment roles, but can see positive signs that things are changing.

"The Wates partnership with Premiership Women’s Rugby (PWR) is a brilliant move and should help improve the balance.

“The PWR encourages players to take up the sport and thrive, and we want to do more of that in our industry.”

Kerry Barkworth

Senior Safety Health and Environment Advisor, Wates Smartspace

Kerry was thrilled to be invited to one of PWR’s nine clubs, Sale Sharks in Manchester, to meet Georgie Perris-Redding, who started playing at the age of seven and now plays for the club and at international level for the USA, where she was born. They had plenty to talk about, comparing career experiences and talking about their shared passion not only for the game, but also for encouraging more women into their respective fields.

Empowering women on and off the pitch

Georgie admits her journey into professional women’s rugby was a smooth one, largely thanks to her parents. “My mum started a career in a historically male-dominated field – the motor industry – aged 18. She worked her way up to director level and was the only female on the board. Dad fully supported her and empowered my twin sister and I to follow our passion to play rugby.”

Kerry says: “Wates has done so much in the diversity and inclusion space already and is challenging the view that construction is a man’s world. When I started in the industry I felt like the odd one out, and I had to work hard to earn the respect of my male peers,” she says. “Great progress has been made, but we need to do more.”

Georgie describes the challenges women have faced in playing professional rugby. “There were no female role models to look up to when I was younger,” she says. “I really wanted to play the game at a high level, but I had no idea if it was even possible. I was training and playing with boys and used to wear my hair up in a scrum hat. There were lots of stereotypes to break down too; that you had to be a certain shape or size to be able to play.

“Thankfully, we’ve seen the profile of women’s rugby grow – the number of girls in the game has skyrocketed,” says Georgie. “The success of women’s football has really helped. Women’s rugby is in the mainstream media now, and PWR and the World Cup competition are increasing exposure, with matches televised. At Sale Sharks, the men and the women all train under the same roof, and together. Everyone is treated the same, and I feel we should never underestimate the importance of male allies. It has a powerful impact when high-profile players endorse the women’s game and is an important catapult that’s often missed.”

Shaping the present and the future

Having the right supporting policies and practices in place can make a huge difference, both on and off the pitch. “Wates’ maternity and flexible working policies are outstanding and help attract more women into the business,” says Kerry.

It’s happening in the rugby world too, fuelled by the number of women in influential roles in clubs and the work of PWR. “Our club co-owner, Michelle Orange, sits on the PWR board and it’s superb to see women who run clubs leading the way at a high level – it makes a massive difference,” says Georgie.

Encouraging the next generation is something both Georgie and Kerry feel strongly about. Georgie regularly tours local schools and youth clubs with her teammates as members of the Sale Sharks Foundation, encouraging young girls to take up the sport and advising the potential players of the future. “We’re fully aware that we are in a position to inspire upcoming talent.”

Kerry agrees. “Our trainee scheme is fantastic and is moving us in a really positive direction. We’re seeing more women at Wates, and what’s great is that they are choosing a much wider variety of roles now – design, project management, quantity surveying – the number of different disciplines and opportunities is phenomenal. Just like in rugby, you can find the position to match your talent.”

Georgie Perris-Redding, flanker for Sale Sharks and the USA

My career highlight: captaining Sale Sharks Women; our USA team beating Australia and qualifying for the World Cup.

I’m inspired by: my teammates. Together we’re trying to pave the way for more women to play rugby. The sport deserves it.

Advice you’d give to other women looking to play rugby: enjoy it, and be prepared to work hard.

A myth you’d like to bust: ‘You’re never gonna be as good as the guys!’

Kerry Barkworth, Senior Safety, Health and Environment Advisor, Wates Smartspace

My career highlight: my work as a mental health first aider is really rewarding.

I’m inspired by: my manager – he’s mentored, challenged and supported me and women in our business who see opportunities for themselves and grab them.

Advice you’d give to other women looking to pursue a career in the industry: just try it – you might love it, like I do.

A myth you’d like to bust: ‘Construction is a man’s job’; yes, some people actually still think that.

Convert your career

What would you have done differently in your career? Our female leaders share their career advice

Mon, 10 Mar 2025 12:00:00 +0000

Following on from International Women’s Day, we’re shining a light on the women driving change here at Wates.

Meet the women on our executive committee – leaders of our residential business along with experts in sustainability, communications, law, supply chain and quality. Their leadership helps to drive our business forward and inspire the next generation of women to thrive in the built environment.

With the benefit of hindsight, they’ve shared with us what they would have done differently in their early careers.

“The lesson I’ve learned is the importance of being absolutely, authentically myself. It took me a while to realise this – that being your whole self at work, and being prepared to show vulnerability (though without ‘oversharing!’), actually makes the role more fun, more fulfilling, and deepens the connections that you can make. It’s a lesson that I would definitely want to pass on to anyone at whatever stage in their career.”

Chelsea Walters

Group Legal Director

"I would have spent more time considering what sort of job would have enabled me to do what I am really passionate about, and then focused on that career path.

“Instead, I worked really hard and took opportunities as they came along. It worked out in the end, but it has been by chance rather than design!”

Anna Mann

Group Communications and Marketing Director

"I would prioritise networking. At the time, I thought doing a good job was enough, but I’ve since realised that having a strong network – both internal and external – plays a crucial role in career growth.

“Building connections, especially as a woman in the workplace, opens doors and creates opportunities. It’s a powerful tool for support, mentorship, and personal growth. Never underestimate the value of relationships, both professional and personal.”

Phillippa Prongué

Executive Managing Director, Residential

"I would have concentrated on building my network of female professionals. Over the last decade or so my personal women’s network has expanded to include many female colleagues who’ve had similar challenges and achievements.

“Frankly, I’ve found it comforting and energising to be able to share things good and bad with this network, it’s often given me the strength and determination at times to go again when things are tough, and I hope the same for them.

“I’m happy to say many of us are friends outside work now and have enjoyed spending some downtime together doing the things we love.”

Rosie Toogood

Chief Supply Chain and Quality Officer

"I would have got creative sooner, rather than waiting to be invited: making the headspace to join the dots yourself and define the change/project/strategy that you believe will add real value is hugely rewarding.

“For success, you need great co-creators who can test and improve alongside you, so being collaborative and sharing the credit pays dividends. And I’d have sought out feedback I could learn from. It’s an antidote to the sting of failure and builds you a playbook for future success.”

Cressida Curtis

Group Sustainability Director

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Building more than just structures in Hartlepool

Tue, 12 Aug 2025 11:00:00 +0000

At our Highlight project, we’re constructing an active wellbeing hub for Hartlepool Borough Council that will support the local community.

But at Wates, our commitment goes beyond bricks and mortar.

We believe business should be a force for good. That’s why we invest our time, energy and resources into inspiring and developing future talent.

Recently, we welcomed Haitham Halboun, a second-year Construction Management student from Northumbria University, for a work placement. His time on site has already made a lasting impact:

"This internship has changed my career aspirations. I planned to become a property developer, but my experience has led me to focus on project management roles.

Observing the range of responsibilities from planning and execution to ensuring timely delivery has inspired me to pursue this career. The challenge of managing a project that aligns with client standards and deadlines appeals to me.”

Haitham Halboun
Construction Management student at Northumbria University

We’re proud to support the next generation of construction professionals and help shape their journeys.

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Tanvir, former Bid Management Trainee

Mon, 01 Sep 2025 11:00:00 +0000

Hear a few words from Tanvir, a previous Bid Management Trainee for Construction Northern Home Counties, about his experience on the Trainee programme.

"My name is Tanvir Ahmed, I work for Wates Construction (Northern Counties), and I’m an Assistant Bid Manager.

“We’re the first step in construction. So, you have construction where you’re actually building, whereas [in] pre-construction, you’re actually winning the work. Sometimes you deliver schools, sometimes you deliver Life and Science buildings, sometimes it’s a research facility, so actually going and visiting the projects that you’ve tendered for, worked on, it gives you that little bit of boost and confidence to say that oh I worked on that project and now it actually exists.”

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our opportunities.

Explore our graduate trainee pathway

What soft skills are needed for apprenticeships?

Thu, 10 Apr 2025 11:00:00 +0000

What soft skills are needed for apprenticeships?

In recent years, a rapidly growing skills gap throughout the UK has created a high demand for built environment and construction apprenticeships. However, while it’s crucial to possess the core skills and technical knowledge required by apprenticeships, it is also important to have the soft skills that aren’t teachable on the job.

Built environment employers seek a range of non-technical skills that can help build a positive culture and contribute to high-quality results. While hard skills will allow construction apprentices to do their jobs to a sufficient standard, soft skills will enable and empower them to build connections, think critically, solve problems, and excel in their careers in the long term.

Understanding the role of soft skills in apprenticeships

Soft skills refer to the behaviours, traits, habits, and attitudes relating to how people interact and communicate with each other. While hard skills require capabilities or expertise related to a specific job, industry, or niche, soft skills are more broadly reaching and transferable between roles and sectors. Soft skills and apprenticeships are inextricably linked – some employers even consider soft skills to be the backbone of apprenticeships, as they aren’t easily taught.

Why soft skills matter in construction

Although construction apprenticeships do require a necessary set of ‘hard skills’ specific to the industry, that kind of technical knowledge can be acquired through formal education and on-the-job training. On the other hand, soft skills are typically practised through mentorship and real-world experience.

The built environment is, at its heart, a people-oriented sector; working as a team and communicating with clients is at the core of the industry. So too is the ability to adapt to unforeseen issues, make decisions, and solve problems quickly: all things that require well-honed soft skills.

Key soft skills for construction apprenticeships

Soft skills are beneficial to a range of different professions and are applicable both within the workplace and beyond it. To thrive and grow in a built environment career, apprentices should practice these particular skills:

Communication and interpersonal skills

Collaborating with others – colleagues, clients, contractors, and more – is a cornerstone of working in the built environment industry; good collaboration stems from good communication. It’s crucial to understand a client’s vision and objectives when working on a project with them, which involves knowing which questions to ask and how to express ideas and opinions in a productive manner.

Communication skills can be the difference between great project outcomes and average results. This also extends beyond verbal relations – good written communication is important when applying for apprenticeships.

Teamwork and collaboration

Learning to collaborate well with others and be a reliable team member is a critical aspect of an apprenticeship and a key contributor to a long and successful built environment career. This skill stems from understanding others’ roles and responsibilities and how your role intersects with theirs. Having a positive attitude and respecting other team members can help apprentices build a reputation for working well with others and completing tasks efficiently and without conflict.

Problem-solving and critical thinking

A career in any industry requires its people to think critically and problem-solve, but often in the built environment sector, decisions must be made faster than in other professions. Construction apprenticeships expose their apprentices to a fast-paced environment where the stakes are frequently high. Clients can also have unique requests or specifications, requiring critical thinking to provide innovative solutions.

Developing functional skills for the workplace

Working as part of a team can be an adjustment for apprentices who haven’t previously had that kind of experience. Some people’s first introduction to working environments is through apprenticeships, and the functional skills required to succeed in that space may be unfamiliar. Apprentices should know that they’re not alone in this, and developing soft skills may be simpler than they think.

Importance of practical learning

While hard skills can be taught in a classroom or with hands-on training, soft skills are best learned by being immersed in a team environment. Practical learning in this way exposes apprentices to the culture and etiquette of their workplace and allows them to become familiar with all the varying roles within the business. The social nature of immersive learning means apprentices can more quickly pick up these soft skills from their leaders and fellow team members, often without even being conscious of it.

Adaptability and aligning skills with industry needs

There are countless soft skills that can help employees of any industry excel, but instead of attempting to be a jack of all trades, apprentices should aim to be masters of one. Aligning soft skills with the current needs and climate of the industry is a great way for apprentices to ensure they’re growing and changing alongside industry trends, rather than feeling a step behind.

The built environment is an industry that’s inevitably prone to disruption – from changing weather conditions and late deliveries to major world events such as COVID-19 – and the ability to adapt to these changes is imperative.

How to cultivate soft skills during apprenticeships

Apprenticeships and functional skills both involve learning curves. Just as with technical skills, developing and honing soft skills takes both time and practice. While they’re not as easily taught as hard skills, they are still a muscle that requires flexing and can be perfected over time with enough dedication. There are a variety of ways in which apprentices can build their soft skills:

Training and mentorship opportunities

Finding a trusted mentor can allow apprentices to model their skills based on the advice and behaviour of a supportive learning coach. This way of learning allows mentors to provide their mentees with feedback and gives mentees the space to ask questions, which can be invaluable when learning a new soft skill.

On-the-job experience and learning

In the same way that technical training is gained through practical experience, many soft skills are learned and developed on the job. However, unlike hard skills, this type of learning doesn’t necessarily require formal training or education. Working on a team, solving problems in real-time, and communicating with others offers an immersive, real-time learning experience. It allows apprentices to follow examples set by their leaders and peers, learn more about the industry at large and adapt their soft skills to suit their company’s particular ways of working.

Building a strong foundation for success

Growing a successful career in the built environment sector is largely dependent on soft skills, and apprenticeships offer the perfect on-the-job experience to learn and hone those skills. These help to build a solid foundation that empowers apprentices to grow within the built environment sector and excel in a long, fulfilling career.

We provide apprentices and trainees with opportunities to build their dream construction careers through a range of early career pathways. Explore these and apply today, or get in touch with our team to find out more. Applications are open now, so apply today.

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Armed Forces Covenant signed by Eoghan O’Lionaird on 80th anniversary of D-Day landings

Thu, 06 Jun 2024 11:00:00 +0000

This week, Chief Executive Officer, Eoghan O’Lionaird, attended a brief ceremony in the Mulberry cafe at our Head Office in Leatherhead, to sign the Armed Forces Covenant (AFC), on behalf of Wates.

Eoghan was joined by Andrew Gibbs, Regional Employer Engagement Director for South East Reserve Forces’ and Cadets’ Association (SE RFCA), Andrew Riggs – Head of Government Sector, Tim Wates, Andrew Wates OBE, and our Head of Social Value, Su Pickerill.

The AFC, last signed by Wates in 2015, is a promise to acknowledge and understand that those who serve, or have served in the armed forces, along with their families, should be treated with fairness and respect in the communities, economy, and society they serve with their lives.

The cafe event coincided with the 80th anniversary of the D-Day landings on 6 June, and offered those present an opportunity to reflect on our contribution to the D-Day operations, our ongoing support for the armed forces, and the assistance we provide to veterans and their families.

We thank all veterans and current members of the armed forces for their service and remember those who sacrificed their lives in the line of duty.

We are proud of our association with the armed forces. From supporting the D-Day landings in Normandy during WWII to building a base for the next generation of fighter jets for the RAF.

Find out more

Wates unearthed a series of rare, archival images of its engineers constructing the mulberry harbours in the lead up to one of the most significant moments in the Allied war effort.

Rarely-seen images from 1943 of the Mulberry harbours under construction in Southampton, and deployed in Arromanches in 1944

We are delighted to share that we have been awarded Level 3 – Disability Confident Leader status

Mon, 03 Mar 2025 12:00:00 +0000

We are delighted to share that we have been awarded Level 3 – Disability Confident Leader status.

This recognition marks an important milestone in our journey to reimagine places for people to thrive. Our purpose drives us to create environments — for our colleagues, partners, and communities — where everyone can belong, contribute, and succeed.

Our dedication to supporting our people

Over 19,000 organisations have signed up for the Disability Confident Scheme across the UK. We are now among the 4% (690 businesses) accredited as Disability Confident Leaders, recognised for leading the way in inclusive practices and independently assessed to the highest standards.

Achieving Disability Confident Leader status shows that we are putting our people promise into action by creating opportunities and relationships so that everyone who works for and with us feels included, invested in, and treated with care.

Being accredited at the highest level demonstrates that we are serious about recruiting, retaining, and developing disabled people and those with long-term health conditions — and about removing barriers to opportunity wherever they exist.

View our Disability Confident Award

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FM is an industry that rewards creative thinking; it’s how we add value

Wed, 08 May 2024 11:00:00 +0000

This World FM Day, our Strategic Portfolio Director, Terri Dale, shares her thoughts on the industry, her career journey as she joins the board of our growing FM business and what it takes to deliver excellent facilities management.

FM is at its best when you’re able to simultaneously deliver the day-to-day basics and be proactive in finding new solutions. That isn’t easy, but when it’s done well it brings an incredible amount of value to customers. The theme for this year’s World FM Day is ‘Inspire – Integrate – Innovate’, and these three are very appropriate for the journey we ‘ve been on as a business. We’re always looking for new ideas to bring to the table, challenging our customers to think bigger in terms of how they manage their buildings and working collaboratively with them to find smarter and more sustainable ways of working.

Inspiring each other in FM

This year, I joined the board of our FM business in my new role as Strategic Portfolio Director. I currently oversee over £20m of our UK portfolio, and having a seat at the boardroom table means I can bring in the experience of my contracts, sharing our challenges, solutions and best practice, which then feeds into how we do things as a business and continuously grow. I’m very proud to have a voice within the FM board, and to use this to inspire and influence how we develop our operations and the services we provide.

Our business is growing, but we also need to grow organically in the background to ensure we have the right processes and systems in place. Inspiring in FM means keeping people at the heart of what we do, and ensuring their development supports our growth. Throughout my career journey, I’ve had the privilege of being a career mentor, a mental health first aider and a diversity and inclusion lead. Being hands-on in this way means I stay connected to the team and what we do while bringing these experiences into the boardroom.

Integrating through partnerships

I’m very passionate about working collaboratively with our customers. If we work in this way, we can really get under the skin of their needs. For one of our key customers we’ve worked in partnership to develop a new Environmental, Social and Governance (ESG) strategy. This was an added value element of our contract; we listened to their challenges, understood their objectives in this area and took them away to come up with potential solutions and agree upon a joint strategic output. This was additional to our contract commitments – we were proactive and innovative while fulfilling our day-to-day duties.

Achieving this balance for customers is the difference between being a standard FM provider and a forward-thinking FM partner. An FM partner is a trusted, reliable and effective extension of a customer’s team, really soaking in that “one team approach”. This is what we aim to be at Wates. In my new role, I’m currently a part of developing our customer experience, and a lot of this is about integrating ourselves with our customers. What are they facing internally? What challenges do they have in their buildings? How can we support our customers better? Having that “one team approach” with our customers allows us to really tailor our offerings and solutions to align with their requirements and business objectives.

Moving the industry forward through innovation

Having robust, honest, and collaborative relationships with customers really opens up a lot of possibilities, and this is how we achieve innovation at Wates. We’ve introduced a few of our customers to the Wates Innovation Network (WIN) Portal, our network of specialists in green technology and services, through a series of Dragon’s Den-style panel events. Following these events, a few customers have taken forward projects to install energy efficiency equipment that they may not have even known about if not for the WIN Portal. By being proactive and solutions-driven, we’re enabling our customers to be innovative. We’re being creative, and FM is an industry where this is celebrated and rewarded.

Inside the role of a Site Manager at the AESC UK Gigafactory Project

Mon, 24 Mar 2025 12:00:00 +0000

Meet James Edgar, Site Manager for Wates, on the AESC UK gigafactory project.

The construction of the AESC UK gigafactory is one of the most significant projects in the North East, driving forward the UK’s commitment to sustainable energy and electric vehicle production.

At the heart of this complex and high-profile project is a dedicated team, ensuring that everything runs smoothly, safely, and efficiently. One key player in this effort is one of the Site Managers for Wates, overseeing day-to-day operations and keeping the project on track.

A Day in the Life of a Site Manager

As Site Manager at AESC UK, my primary responsibility is to oversee the construction sites daily activities, ensuring that progress aligns with safety regulations, quality standards, and project deadlines. Each day presents new challenges, requiring a hands-on approach and constant communication with various stakeholders.

A typical day includes:

Morning taskforce briefing, site walk and onsite collaborative programme meetings – Checking safety compliance, reviewing daily objectives, planned versus actual activities and ensuring teams are aligned
Co-ordination and problem-solving – Meeting with subcontractors and the AESC UK team to discuss progress and resolve issues proactively
Quality and safety inspections – Ensuring that all work meets design specifications and the highest standards of quality
Liaising with the AESC UK team – Engaging with engineers, suppliers, and project managers to align on key milestones
End-of-day reporting – Documenting progress, updating schedules, and planning ahead to keep momentum going.

Given the scale and importance of this project, my role requires strong leadership, risk management, and collaboration to ensure we stay on course.

From Apprentice to Site Manager: My journey into construction

Unlike many in the industry, I didn’t come from a traditional construction background. Instead, I started as a Construction Management Apprentice with Wates Construction, where I gained hands-on experience in project management, site operations, and health and safety.

What drew me to construction was the tangible impact of the work — being able to see projects come to life from the ground up. The fast-paced, dynamic nature of the industry appealed to me, and I was particularly motivated by the opportunity to work on large-scale projects like the AESC UK gigafactory, which contribute to sustainability and infrastructure development.

Coming from a different background has given me a fresh perspective on problem-solving and site management. The industry has been incredibly rewarding, offering endless opportunities for growth and innovation.

Overcoming challenges as a Site Manager

Every large-scale project comes with its share of challenges, and the AESC UK gigafactory is no exception. Some of the biggest hurdles include:

Managing tight schedules and deadlines

With strict timelines in place, delays can have significant knock-on effects. I focus on detailed planning, clear co-ordination, and regular progress meetings to keep everything moving efficiently.

Ensuring safety and compliance

With over 1,700 people on-site at peak times, maintaining safety is a top priority. My role involves promoting a strong safety culture and ensuring strict adherence to protocols.

Balancing multiple stakeholders

The project involves various parties, including AESC UK, subcontractors, and suppliers. Clear, consistent communication and regular site meetings help keep everyone aligned.

Maintaining high-quality standards

Fast-paced construction requires rigorous quality control and bespoke trade quality plans. I work closely with engineers and sub-contractors to ensure every stage meets design specifications before moving forward. This includes onsite inspections and designated checkpoints to inspect and approve installations, ensuring compliance with project specifications and manufacturer warranty requirements.

Each challenge presents an opportunity to refine processes and enhance leadership skills, making every project a continuous learning experience.

Driving innovation in construction

The construction industry is evolving rapidly with new technologies and sustainability goals. I’ve embraced digital tools to streamline processes and enhance efficiency. From planning tools and quality management software to BIM and cloud scanning for real-time mapping, technology plays a crucial role in improving construction workflows and reducing project timescales.

Sustainability is also a key focus. The AESC UK gigafactory aligns with the UK’s transition to net-zero carbon emissions, and as Site Manager, I ensure that we implement environmentally responsible construction methods wherever possible.

Advice for aspiring Site Managers

For those considering a career in construction, particularly in site management, my biggest piece of advice is to take the leap. You don’t need prior knowledge — everything can be learned along the way. The industry offers diverse opportunities, and site management is especially rewarding as you get to see projects come to life, solve challenges daily, and contribute to meaningful developments in the built environment.

Being able to say you were part of a project that provides homes, workplaces, or services for people is incredibly satisfying. If you’re eager to work in a fast-paced and impactful industry, the built environment is a great place to be.

Beyond the site: A passion for travel and sports

One of the most rewarding aspects of my role is working with people from all over the world. The AESC UK project brings together multinational teams, offering invaluable exposure to different cultures and ways of working.

Outside of work, I love travelling and experiencing different cities. As a huge sports fan, I also enjoy following Newcastle United around Europe whenever I get the chance.

Final thoughts

"The AESC UK gigafactory project is a landmark development, contributing to the UK’s green energy revolution.

“As a Site Manager, I take great pride in being part of such an impactful initiative. Construction is more than just building — it’s about problem-solving, teamwork, and creating a lasting legacy.

“I’m excited to see how the industry continues to evolve and look forward to tackling the challenges and opportunities that lie ahead!”

James Edgar
Site Manager

Reimagining careers in construction: Meet Hannah Foster, Business Administration Apprentice at Wates Construction

Mon, 07 Jul 2025 11:00:00 +0000

At just 18, Hannah Foster is already making waves in the construction industry.

As a Business Administration Apprentice with our Construction business at the AESC UK Gigafactory project, Hannah is not only thriving in a fast-paced environment, but she is also helping to reimagine what a young career in construction can look like.

A day in the life working on site at the UK’s largest EV battery plant

No two days are ever the same for Hannah — and that’s exactly what she loves about her job.

"My role at AESC UK consists of all things admin. It’s hard to give a ‘typical day’ because every day brings new challenges to solve. That’s what keeps it exciting.”

From supporting daily site inductions for over 30 people to managing access through fingerprint registration, booking car parking, handling client inductions and even reviewing CCTV footage during incidents, Hannah plays a crucial role in the smooth, safe and efficient running of a site that will ultimately power the UK’s electric vehicle future.

From dance floors to construction sites: a surprising career turn

Construction wasn’t Hannah’s initial plan.

"I never imagined myself in construction. I just knew A-Levels weren’t for me, and I wanted to start working. I saw this apprenticeship and gave it a go, with no background in the industry.”

It turned out to be one of the best decisions she ever made.

"I discovered how many different roles come together behind the scenes. I love the fast pace and the variety. I feel like I’m contributing to something real and important.”

Outside of work, Hannah brings her energy and passion to teaching dance, having competed for 14 years before transitioning into mentoring younger students.

Facing challenges head-on

With over 2,000 people on site and over 10,000 inducted to date, managing inductions, communications and schedules is no small task. Hannah’s biggest challenge? Staying ahead in an unpredictable environment.

"Organising events like our charity darts tournament or Summer Start Right briefings means co-ordinating lots of people with different shifts and priorities. It taught me how valuable it is to stay organised and communicate clearly.”

Despite the pressure, Hannah excels – turning chaos into clarity and always ready with a backup plan.

Reimagining leadership at a young age

Hannah might be early in her career, but she’s already showing the qualities of a future leader.

Her line manager, Kelly Hanley, puts it simply: “She knows more about CSCS than some of our team. She’s working far beyond her years.”

Whether it’s confidently turning someone away at an induction for not meeting safety standards or taking the lead at large-scale events, Hannah’s initiative, problem-solving mindset and communication skills make her a standout.

"I’m eager to explore new areas like Health & Safety and Site Management. My goal is to keep learning and growing.”

A passion for social value and wellbeing

Hannah isn’t just contributing to Wates through her day job – she’s also a force for positive change across the project.

From creating wellbeing walks to organising charity raffles and setting up community gardens on site, Hannah’s efforts go beyond admin. She volunteers with local charities, talks at schools, promotes recycling and supports workers during difficult times.

"I want to inspire the next generation to see that construction isn’t just hard hats – it’s about people, purpose and community.”

Advice for the next generation

Hannah’s message for young people considering construction?

"Don’t rule it out. There’s so much more to this industry than people think. If you’re open to trying something new, you might find yourself really enjoying it – just like I did.”

Thriving in a future-focused industry

Through her initiative, adaptability and commitment to social impact, Hannah is not just navigating her apprenticeship — she’s thriving in it. Her story is a testament to how the industry is evolving and how young professionals like her are helping to reimagine what construction can be: inclusive, dynamic and deeply human.

Wates – and the industry – has a bright future with people like Hannah leading the way!

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

Gary Hall: 40 years of construction, leading and legacy at Wates

Tue, 18 Nov 2025 12:00:00 +0000

From Groundworker to Ops Director

Gary Hall’s journey with Wates began when he made the decision early in his career:
“I didn’t want to be a subbie anymore.”

He started out in Groundworks and Engineering, and when the opportunity came to start at Wates six years into his construction career, he quickly moved into his first stopgap role as a site clerk whilst waiting for a new Project to commence. From there, he climbed through every operational position available at the time — General Foreman, Section Manager, Site Manager, Senior Site Manager, Contracts Manager, Operations Manager, and eventually Operations Director.

His first year was spent juggling multiple projects: a Project in Tower Bridge, North Middlesex Hospital, a Jewish school in Edgware, and Broxbourne Civic Offices in Cheshunt.

"Back then, a significant proportion of the Construction Team were directly employed by Wates — bricklayers, carpenters, concrete gangs, steel fixers, crane drivers to name a few. Site clerks administered the cost and bonus arrangements, which meant weekly dealings with the likes of Larry Dobkin and Bob Williams as a Bricklaying Foreman, always entertaining!”

Learning from the ground up

Gary credits those early days for shaping his leadership style:

"Dealing with the Teams at the workface hopefully gives me a better understanding of the challenges that face our supply chain, and I can still put myself in their shoes.”

His first major project as Lead came in 1989 (a mere 26-year-old!) — a £7.5 million job to develop the new British Waterways HQ. Since then, he’s worked across hospitals, schools, prisons, airbases, supermarkets, shopping centres, offices, research laboratories, pharmaceutical manufacturing plants, residential accommodation and even horse racing stables!

One standout project was Glaxo Pharmaceutical, which started in 1995 at £7.5 million and duly grew to £18.5 million over two and a half years.

"It was the first time I had a project that made a million pounds. We worked collaboratively with NG Bailey and Haden Young (MEP Contractors) — no fighting, no adversarial letters. It was the advent of collaborative working, and I hadn’t experienced anything quite like it before.”

But the one that tops it all?

"Royal London Hospital. I don’t think I’ll ever see anything like that again — six weeks of something extraordinary.”

Transforming thriving places and creating a legacy

Delivered during the height of the COVID-19 pandemic, the Royal London Hospital project saw Wates transform two fallow floors into fully operational COVID-19 wards in just five weeks. The team created 176 bed stations and 117 clinical support rooms, working 24/7 in a live hospital environment with restricted access and only two lifts.

“We started on a Saturday morning with a stage-3 design, and by 2am Sunday, the ventilation drawings were signed off and by Tuesday, 500 metres of duct were fitted.”

Despite the pressure, the team handed over the project 13 days ahead of schedule, with patients already being treated before the official completion date.

“It was more than a project. It was a legacy.”

Family, milestones and memories

There are so many proud achievements from the likes of Royal London Hospital to providing the Squadron Building for the RAF’s first F35 Fighter jets. But there’s something else that means even more:

“I met Mrs Hall at Wates — she was the site secretary at our Whipps Cross Hospital project”, a moment that marked the beginning of a lifelong partnership and support."

At the same time as building his own career, the family tradition of Wates was also carried on when his son Dan joined the Business 17 years ago and is now a Project Manager at HMP Highpoint. People have been known to describe him as ‘a chip off the old block‘ (not sure if that’s a good or bad thing!)

Gary said about his time over 40 years:

"It’s not just about the jobs or the titles. It’s about the people you meet along the way.”

Watching Wates evolve

Over four decades, Gary has seen Wates grow from a London-centric business to a national operation.

One of the most significant shifts he’s witnessed is the move from directly employed trades to full subcontracting.

"When I started, we had our own bricklayers, carpenters, concrete gangs — you knew everyone on site. Now, with subcontracting, it’s a different dynamic, but having worked with those trades directly, I’ve always carried that understanding and respect for what they do.”

Why he stayed

Despite being offered opportunities elsewhere, Gary stayed with Wates.

"I’ve always been treated reasonably and fairly. I could have gone elsewhere for more money, but progression always came to me here.”

He’s quick to credit the people around him — mentors, teammates, and site teams (and Mrs Hall) — for helping shape his journey.

“It’s the people who make the difference. I’ve been lucky to work with some brilliant ones.”

Advice for the next generation

Gary’s advice is simple and timeless:

“Soak it all up, listen and learn, and treat everybody as you’d want to be treated yourself.”

Reflecting on 40 years

"When asked how it feels to hit the 40-year mark, Gary shrugs: “It’s like any other year — I don’t do that with my birthdays either. It’s just another day.”

Did he ever imagine he’d still be here four decades later? Probably not. But he’s built a career — and a legacy — that speaks for itself.

Three words that sum up 40 years at Wates?

Variety. Every. Day.

Building your personal brand: A guide for early career professionals

Wed, 30 Jul 2025 11:00:00 +0000

Building a strong personal brand is essential for early career professionals looking to stand out and advance in their careers.

Your personal brand reflects your unique value, skills, and professional identity. This guide provides actionable strategies to help you develop and communicate a compelling personal brand.

Identify your unique value proposition

Your unique value proposition (UVP) sets you apart from others in your field. Understanding and articulating your UVP is crucial for building a strong personal brand.

Reflect on your strengths and skills – Take time to reflect on your strengths, skills, and experiences. Consider what you excel at and how these attributes contribute to your professional value. Your UVP should highlight what makes you distinct and valuable to employers or clients.
Assess your achievements and experiences – Review your past achievements and experiences to identify patterns and themes. Highlight accomplishments that demonstrate your expertise and capabilities. Your UVP should incorporate these achievements to provide evidence of your skills and value.
Define your target audience – Identify your target audience, such as potential employers, clients, or industry peers. Understanding your audience helps you tailor your UVP to address their needs and preferences. Your personal brand should resonate with the people you want to reach.

Craft your personal narrative

A compelling personal narrative helps communicate your UVP and professional identity. Your narrative should be engaging and reflect your career journey, achievements, and aspirations.

Structuring your story – Create a structured narrative that includes an introduction, key experiences, and future aspirations. Start with a brief overview of your background, followed by significant milestones and accomplishments. Conclude with your career goals and aspirations.
Highlighting key achievements – Incorporate specific achievements and experiences that showcase your skills and strengths. Use examples to illustrate how you’ve applied your expertise and contributed to past successes. Highlighting achievements adds credibility to your personal brand.
Conveying your passion and goals – Communicate your passion for your field and your long-term career goals. Sharing your enthusiasm and vision helps create a connection with your audience and demonstrates your commitment to your profession.

Create a professional online presence

Your online presence plays a crucial role in building and promoting your personal brand. A well-crafted online presence enhances your visibility and credibility.

Optimising your LinkedIn profile – Create a comprehensive LinkedIn profile that highlights your skills, experiences, and achievements. Use a professional photo, write a compelling headline, and include a detailed summary of your background. Regularly update your profile to reflect your latest accomplishments.
Building a personal website – Consider creating a personal website to showcase your portfolio, resume, and achievements. A personal website provides a platform to present your work, share your story, and demonstrate your expertise. Ensure that your website is well-designed and easy to navigate.
Engaging in industry discussions – Participate in industry discussions on social media and online forums. Share relevant content, comment on posts, and engage with thought leaders. Active participation helps you build a reputation as an informed and engaged professional.

Network strategically

Networking is a key component of building your personal brand. Strategic networking helps you connect with professionals in your field and expand your influence.

Attending industry events – Attend industry events, such as conferences, seminars, and workshops, to meet professionals and expand your network. Prepare an elevator pitch about yourself and engage in meaningful conversations with other attendees.
Joining professional groups and associations – Join professional groups and associations related to your field. These organisations offer opportunities for networking, professional development, and industry insights. Active participation in these groups enhances your visibility and credibility.
Connecting with mentors and peers – Build relationships with mentors and peers who can offer guidance and support. Seek out individuals with experience and expertise in your field and cultivate mutually beneficial relationships. Networking with mentors and peers provides valuable insights and opens doors to new opportunities.

Seek and showcase feedback

Feedback helps refine and strengthen your personal brand. Seeking and showcasing feedback demonstrates your commitment to growth and improvement.

Gathering feedback from colleagues and mentors – Request feedback from past or present colleagues and mentors about your professional strengths and areas for improvement. Use their insights to refine your personal brand and enhance your effectiveness. Positive feedback can be used as testimonials to support your brand.
Showcasing testimonials and endorsements – Incorporate testimonials and endorsements from colleagues, clients, or supervisors into your personal brand. Highlighting positive feedback adds credibility and reinforces your value. Display testimonials on your LinkedIn profile or personal website.
Implementing constructive criticism – Use constructive criticism to make necessary adjustments to your personal brand. Address any areas for improvement and refine your messaging to better align with your professional goals. Implementing feedback shows your willingness to grow and adapt.

Building a strong personal brand involves identifying your unique value proposition, crafting a compelling narrative, creating a professional online presence, networking strategically, and seeking feedback. By applying these strategies, you can develop a personal brand that sets you apart and supports your career growth. Your personal brand is a reflection of your professional identity and can play a significant role in advancing your career and achieving your goals.

Explore early careers

Starting strong: Essential tips for navigating your first job

Wed, 30 Jul 2025 11:00:00 +0000

Starting your first job is a significant milestone and can be both exciting and overwhelming.

This transition marks the beginning of your professional journey and sets the tone for your future career. To navigate this new phase effectively, it’s crucial to adopt strategies that help you integrate smoothly into your role and make a lasting impression. In this guide, we’ll cover essential tips to help you start strong and set yourself up for long-term success.

Understand company culture

Understanding the culture of your new workplace is essential for a smooth transition. Company culture encompasses the values, beliefs, and behaviours that shape how work gets done and how employees interact.

Observing workplace dynamics – Begin by observing how your colleagues interact with one another. Pay attention to communication styles, meeting protocols, and social norms. For example, is the office environment formal or casual? How do team members handle disagreements or give feedback?
Aligning with company values – Familiarise yourself with the company’s mission, vision, and values. These elements define the company’s identity and influence decision-making. Aligning your behaviour and work ethic with these values will help you integrate more smoothly and gain respect from your colleagues.
Participating in social activities – Engage in office social activities, such as team lunches or after-work events. These informal settings provide a valuable opportunity to build relationships and understand the cultural nuances of your workplace. Participating in these activities demonstrates your willingness to be part of the team and helps you connect with colleagues on a personal level.

Set clear expectations

Establishing clear expectations with your manager from the outset is crucial for success. Clear expectations provide direction and help you understand what is required to meet performance standards.

Discussing job responsibilities – Schedule a meeting with your manager to discuss your role and responsibilities. Clarify your key tasks, deliverables, and performance metrics. Understanding these details will help you prioritise your work and focus on what is most important.
Setting short-term and long-term goals – Work with your manager to set both short-term and long-term goals. Short-term goals might include completing specific projects or mastering certain tasks within the first few months. Long-term goals could involve developing new skills or taking on additional responsibilities over time. Having clear goals provides motivation and helps you track your progress.
Regular check-ins – Regularly check in with your manager to review your progress and adjust expectations as needed. These check-ins offer an opportunity to discuss any challenges you’re facing, seek feedback, and ensure you’re on track to meet your goals.

Build relationships

Building positive relationships with your colleagues is essential for a successful start in your new job. Strong professional relationships can provide support, facilitate collaboration, and enhance your overall work experience.

Introducing yourself – Make an effort to introduce yourself to your new colleagues. Approach them with a friendly attitude and express your enthusiasm for working with them. A simple introduction can set a positive tone and open the door to future interactions.
Being approachable and helpful – Demonstrate approachability by being open to questions and offering assistance when needed. Being helpful and supportive to your colleagues fosters a collaborative environment and builds trust within the team.
Building rapport – Take the time to get to know your colleagues on a personal level. Engage in casual conversations, show genuine interest in their interests, and celebrate team achievements. Building rapport helps create a positive work atmosphere and strengthens professional relationships.

Seek regular feedback from your manager

Regular feedback is crucial for personal and professional growth. Actively seeking feedback allows you to identify areas for improvement and demonstrates your commitment to continuous learning.

Requesting feedback from your manager – Request feedback from your manager on a regular basis. Ask specific questions about your performance, such as how well you’re meeting expectations and areas where you could improve. Constructive feedback helps you understand your strengths and areas for development.
Seeking input from colleagues – In addition to feedback from your manager, seek input from colleagues who work closely with you. Their perspectives can provide valuable insights into how you’re perceived and offer suggestions for improvement.
Implementing feedback – Act on the feedback you receive by making necessary adjustments to your work habits and behaviours. Demonstrating that you’re receptive to feedback and willing to make improvements shows your commitment to your role and helps you grow professionally.

Stay organised

Effective organisation is key to managing your workload and meeting deadlines. Staying organised helps you maintain control over your tasks and reduces stress.

Using organisational tools – Utilise organisational tools such as to-do lists, calendars, and project management software to keep track of your tasks and deadlines. These tools help you prioritise your work and ensure that you stay on top of your responsibilities.
Prioritising tasks – Learn to prioritise your tasks based on urgency and importance. Focus on high-priority tasks first and allocate time for less critical tasks accordingly. Effective prioritisation ensures that you meet deadlines and manage your workload efficiently.
Maintaining a clean workspace – A clean and organised workspace contributes to productivity and reduces distractions. Keep your desk tidy, organise your files, and ensure that you have a system for managing documents and resources. A well-organised workspace helps you stay focused and efficient.

Starting your first job can be a significant challenge, but with the right approach, you can navigate this transition successfully. By understanding company culture, setting clear expectations, building relationships, seeking regular feedback, and staying organised, you’ll be well-prepared to make a positive impression and set the stage for a successful career. Embrace the opportunities and challenges that come your way, and remember that your first job is just the beginning of a rewarding professional journey.

Explore early careers

Ben Williams, leader of WPS’ retrofit services, reflects on why a purpose-led career is something to thrive for

Mon, 15 Dec 2025 12:00:00 +0000

In the first of our series spotlighting those who are putting our purpose of reimagining places for people to thrive into action, we spoke to Ben Williams, Head of Net Zero Carbon.

In a career spanning over two decades with WPS, Ben progressed from graduate to becoming instrumental in the establishment of the service to retrofit homes with energy efficiency measures – including fabric measures and renewables – and has been involved in more than 40 programmes to deliver thousands of EPC C + social homes nationally.

Ben shared some insights into why this role has been personally and professionally rewarding to him, as well as residents that have benefitted from the work.

Helping to create thriving places

“It’s certainly rewarding to be part of a team that’s helping to tackle some of society’s biggest challenges: making homes warmer, healthier and cheaper to heat, while reducing carbon emissions.

“Since bringing the service to market a little over five years ago, it’s grown exponentially from retrofitting 200 properties in 2021 to being on track to have completed more than 7,500 homes during early 2026, with a further 12,000 in the pipeline. This will have a huge impact on people living in social homes, ensuring places are not just warmer, but also healthier – as energy efficiency measures also reduce the risk of damp and mould that can lead to serious health issues.

“It also reduces energy bills with savings of up to 20% off costs annually and up to 96% emissions reduction per home – great news for the climate and supporting lower bills, and in some cases, helping people out of fuel poverty.”

Building greener homes and skills

“The benefits of the work our teams have carried out also extend far beyond just the homes we have made more energy efficient. Our programmes have generated millions in social value, created local jobs and strengthened supply chains. For example, our work in Wolverhampton to transform 321 hard-to-treat homes generated £2.4 million in social value and created 83 local jobs.

“And a growing retrofit labour market means it’s crucial for the industry to have the right expertise to meet the UK’s targets to net zero. That’s why we’ve invested in green skills development to ensure we can deliver decarbonisation at scale.

“This has included upskilling our workforce through a learning partnership with Greenworkx to ensure our team are able to deliver excellent quality retrofits, as well as helping our Resident Liaison Officers better understand the work by arranging visits to our renewable manufacturers, so they can confidently explain the benefits to residents.

“In recent years, we’ve developed and supported Domestic Energy Assessor and Retrofit Assessor courses for Clarion residents, helping them access new career opportunities and overcome the cost barriers of the training.

“We’re offering green skills training and apprenticeships and are currently in the process of setting up skills development centres local to our teams in Liberty – watch this space for more on that!”

Shaping the future

“I’m privileged to work collaboratively with industry bodies such as the National Homes Decarbonisation Group (NHDG) and the Department of Energy Security and Net Zero (DESNZ), which has given me the chance to be involved in defining best practice, innovation and policy that will underpin the UK’s transition to net zero.

“For example, I recently took part in a parliamentary roundtable on ensuring quality in retrofit, while I’m also proud to be driving industry change on sustainability, being involved in projects such as the UK Green Building Council’s Regenerative Places programme, which focuses on place-based retrofit strategies to enhance local network capacity. I’m also involved in driving innovation, working with Energy Systems Catapult on a project to use live performance data to support decision making, unlock private finance and measure impact.

“And purpose isn’t confined to the workplace – I enjoy getting involved in volunteering, and I’m lucky to have had the opportunity to be involved in plenty over my years with WPS. Having done a charity skydive in aid of the Chartered Institute of Housing’s charities, it was a relief to take part in something a little more grounded this year, when we joined the Cook for Good project to prepare food for London soup kitchens.

“For me, knowing that my contribution is positively impacting the lives of others is rewarding. Whether that’s through improvements to social homes, shaping the industry or supporting communities to thrive – it’s more than a job, it’s a career, and I can’t wait to see what the next chapters will bring.”

Want to be a part of our team?

Apply today

Abigayl Clift: 40 years of building memories at Wates

Fri, 14 Nov 2025 12:00:00 +0000

Getting started and finding her place

Abigayl Clift, more fondly known as Abs, joined Wates back in September 1985 when she was just 18. She laughs now, thinking about how people reacted at the time:

"People said, ‘You’re female, what are you doing on a building site?’ But Wates supported me, especially when I had my kids — they let me reduce my hours and that made all the difference.”

Her first project? The Wilberforce Estate near Clapham Junction.
“I was a trainee and they used to play practical jokes on me – moving the plant equipment while I was counting it. It was all good fun!”

Abs hadn’t planned on a career in construction. A school careers fair pointed her towards quantity surveying, and she picked Wates because they offered £100 more than the others. The rest, as they say, is history.

People, projects and pride

Ask Abs what’s kept her at Wates all these years, and she doesn’t hesitate:

“I’ve worked with some really great people — friends I’ll have for life. I love being on site, working in a team. Every project brings a new set of people and new relationships.”

She’s been part of some incredible teams and projects, and it’s the people who have made it all worthwhile.

Things have changed a lot since the 80s

“When I started, everything was done on A3 paper. Now there’s so much more policy and procedure. The role has broadened massively.”

Abs has grown with the job, taking on more responsibility and adapting to the evolving world of construction.

Abs is proud of her work on projects like the National Gallery, Somerset House, Guildhall, and the Royal Hospital Chelsea.
“I was on the scaffold at the National Gallery when the Rugby World Cup parade passed by — I was just ten feet from the players!”

She’s proud of the legacy she’s helped build, especially on projects that are part of the country’s history. Wates has changed a lot, too.
“When I started in Special Works, there were only 30 or 40 people. Now it’s grown massively, especially in London.”

She’s seen the company evolve and expand, and she’s excited about what’s still to come.

The industry itself has come a long way

"I was the first female commercial person – not secretarial – on a construction site. I think I paved the way. It’s a far better place for women now.”

From safety standards to inclusivity, Abs has witnessed – and helped shape – a better, more supportive environment.

Looking ahead and looking back

For anyone just starting out, Abs has some heartfelt advice:

“Open your eyes, take everything in, and enjoy the moment. Ask a ton of questions, get your boots and hat on, and get out on site.”

She knows how fast time flies and encourages others to savour every experience.

Abs never imagined she’d still be with Wates four decades later.

“Every time I pass a building in London with my daughter, I say, ‘I built that.’ I’m really proud of the legacy.”

Three words that sum it all up?
People. Team. Proud.

Career opportunities for all

Mon, 05 Feb 2024 12:00:00 +0000

Giving everyone a chance to thrive

Wates is a great place to work. We offer brilliant benefits, excellent pay, flexible working, and the best culture in the business.

View our current vacancies

Our doors are open to you

It’s about your potential, not your qualifications

We want to recruit the right people and train them to do the job. It’s not just about having the right qualifications; it’s about having the right interests, attitude, and ability to succeed with us.

We’ll pay you a decent wage and promise to help you grow and develop your career so that you can fulfil your potential.

So you can fulfil your potential

We hire people from all backgrounds...

We know that talent can be found in everyone, regardless of their background or circumstances. At Wates, we believe everyone should have opportunities to build a career.

That’s why we’re committed to supporting those who face barriers to employment. Whether you’re a returning worker, a carer, an ex-service member, or someone with a criminal record, our doors are open to you.

We are a fair place to work

To help all our employees to thrive, we:

Treat fairly

We treat everyone with fairness and respect. When someone isn’t treated fairly, they can speak up, be listened to, and any appropriate action is taken.

Pay & progress fairly

Everyone has the opportunity to develop and progress their career. There is equity in pay.

Hire fairly

We hire the best person for the job from a wide range of candidates. We also challenge perceptions that might put people off joining this sector.

Rewards and benefits

We offer:

Excellent pay
Private medical insurance
Flexible benefits
Pension contribution
Car allowance or company car
Health & wellness programme
26 days holiday + bank holidays
Family friendly policies
Volunteering days

Want to be a part of our team?

Apply today

Building careers through social Value – from Wates to the BBC

Wed, 05 Nov 2025 12:00:00 +0000

At Wates, we’re committed to transforming lives in the communities where we work, especially by supporting the next generation to thrive.

We do this by harnessing the power of social value. For those looking to take their first steps into the built environment, we offer a wide range of work experience and early careers programmes that help individuals unlock their potential and reimagine their futures.

This National Career Development Month, we’re proud to highlight the real-world impact of that commitment – opening doors, building confidence, and empowering individuals through initiatives like our 12 Estates joint venture with Havering Council.

As part of this commitment, we’ve partnered with social enterprise Mediorite to produce video content for our regeneration projects in Havering, including the New Green and Waterloo and Queen Street schemes. Crucially, our agreement with Mediorite includes a requirement to provide paid work placements for young people from the borough – ensuring that our investment directly benefits the local community.

For Havering resident Niamh Gibbs, one of those placements became the first step on a journey she never imagined possible.

Niamh began her placement with Mediorite, working on video updates for the regeneration schemes. Her talent and enthusiasm quickly stood out, and she soon supported the production of Platinum Jubilee celebration videos, helping other young people with experience of the care system access paid work experience too.

These opportunities helped Niamh develop vital skills in communication and attention to detail – skills that proved invaluable when she joined the BBC’s award-winning show Race Across the World as an Accounts Assistant.

Today, she thrives in a fast-paced production environment, managing everything from reimbursements to international payments, and ensuring the show runs smoothly behind the scenes.

"My work experience gave me the confidence to network and put myself out there.

“It’s quite cool to think I started out submitting my first invoice for the New Green development with no idea what to put on it – and now I’m processing high-value international payments and spotting errors before they happen!

“Working alongside other creative people who want to make ambitious things happen is a special sort of magic, especially when everyone pulls together to overcome hurdles or solve a problem.”

Niamh Gibbs

"As we celebrate the seventh anniversary of our partnership with Wates Residential, Niamh’s story is a powerful example of how investing in people through meaningful opportunities can lead to personal growth, professional success, and a stronger, more connected and representative creative industry.”

Councillor Ray Morgon
Leader of Havering Council

Reimagine your career journey

We offer opportunities to develop your skills, gain industry experience and progress your career.

Explore our early careers programmes

From determination to fulfilment: Mohamed’s early career journey at Wates Residential

Tue, 10 Mar 2026 12:00:00 +0000

In early September 2024, Mohamed began an exciting new chapter as a Management Trainee within our Residential business.

Within weeks, he also celebrated the arrival of his first child – a memorable introduction to a year filled with growth, learning and personal milestones.

What began in October 2023 as a simple online search for apprenticeship opportunities quickly became something more. While exploring career routes that would support both his development and future ambitions, Mohamed came across Wates – a discovery that immediately stood out.

Learning about our trainee programme felt like a turning point. It offered structured learning, real project exposure and a clear path to grow within the industry – exactly what he’d been looking for.

After applying alongside hundreds of candidates nationwide, Mohamed navigated a rigorous selection process and was offered the role in May 2024.

His journey to Wates wasn’t without its challenges. Mohamed had previously begun a Civil Engineering course at Swansea University but had to step away when his father fell ill, taking on additional responsibilities to support his family. Although the timing wasn’t right then, his ambition to return to the industry remained strong.

As part of his traineeship, Mohamed is developing his skills in estimating. His work focuses on understanding what a project will cost before anything is built, including pricing materials and labour. On a typical day, he reviews drawings and specifications, liaises with supply chain partners to gather accurate quotations, assesses risks and pulls everything together into full cost plans that help shape project decisions.

Mohamed is motivated by the blend of accuracy, problem-solving and collaboration the role entails. He enjoys working closely with different teams across the business, learning how each discipline contributes to the bigger picture. For him, the most rewarding part is seeing how those early calculations and choices influence the entire project lifecycle. Estimating gives him a unique, big picture perspective on how buildings come together long before construction begins - something he finds both challenging and energising as he builds his future career.

Now, one year into his traineeship, Mohamed couldn’t be happier. He shares that his team has been incredibly supportive – taking the time to explain tasks, offer structured guidance, and provide flexibility during those early weeks when he was balancing a new role with fatherhood.

That support has helped him grow quickly into his position and deepen his understanding of the industry.

“I am truly excited about the opportunity to grow both personally and professionally with Wates. This role offers a chance to deepen my knowledge, develop new skills and collaborate with a team that is committed to excellence. I look forward to contributing meaningfully to the company's success and supporting its vision for innovation and positive impact.”

Mohamed Yusef
Estimating Management Trainee, Wates Residential

If you’re exploring early career options and want a path where you can make a visible impact, build confidence and join a supportive team, explore our apprenticeship opportunities.

Level 2, 3 and 4 apprenticeships

News and Insights

Youngest ever to achieve FCIOB status

Aimee recently spoke to Construction magazine about what this accolade means for her career:

Our gender equality work gains double recognition

We’ve been named one of The Times Top 50 Employers for Gender Equality in 2023 in recognition of our commitment to addressing gender inequalities in the workplace.

Want to be a part of our team? Apply today

Hazel Goodall reflects on an inspiring first year as a trainee at Wates Residential

Hazel Goodall reflects on her first year as a trainee at Wates Residential.

Kelly Grant: From hairdressing to social value – an apprenticeship career journey

Discover how Kelly Grant reshaped her career, moving from life in a salon to a fulfilling role in social value at WPS.

International Women’s Day 2026: Behind every breakthrough is a team

Great careers aren’t always a straight line. They’re shaped by moments of challenge and opportunity, by confidence built over time, and by the people who encourage us to take the next step.

In conversation withMarlie Packer and Kerry Appleyard

In conversation withHannah Botterman and Aimee Shann

Lauren, Design Management Trainee

Hear a few words from Lauren, a Design Management Trainee for Residential, about her experience on the Trainee programme so far.

Head and shoulders above contemporaries’ – Wates wins CN Award 2022

Wates won the Diversity and Inclusion Excellence at the 2022 Construction News Awards.

Building her future with Wates: How our apprenticeship supported Holly’s growth into a rewarding career

Holly, now an assistant surveyor, began her career with us through our Level 4 trainee programme.

Kian, Production Management Trainee

Hear a few words from Kian, a Production Management Trainee for Construction Northern Home Counties, about his experience on the Trainee programme so far.

From classroom to construction: How social value managers champion the T Level journey

By Sally Kinchin, Social Value Manager, Wates

New parents share the positive impact of 12 weeks’ paternity leave at Wates

At Wates, our commitment to a thriving workplace is reflected in our family-friendly policies.

Reimagining careers – Shifting perceptions and strengthening pathways

On 18 February 2026, our Construction business hosted its first Reimagining Careers event, bringing together career leaders, youth advisors and teachers from local schools and colleges to rethink how we connect education with opportunity in construction.

Wates Group renews official partnership with Premiership Women’s Rugby

Building on a successful first year, we are renewing our partnership with Premiership Women’s Rugby (PWR) – with the same shared goal of redefining what inclusion and equal opportunity look like in both elite sport and the built environment sectors.

Want to be a part of our team?

Building confidence, culture and career: Charlene’s career journey with Wates

Charlene’s journey into construction began with a desire to grow, learn and try something different.

Wates Group achieves Investors in People Gold accreditation for the third time in a row

The IIP commented that reaccreditation was remarkable given the continually increasing requirements needed to reach this status, and the amount of growth and transformation that had taken place within Wates since the last assessment.

Wates recognised at Working Family Awards

Wates has been recognised with two awards at the Working Families Best Practice Awards for its flexible working practices and support for parents and carers. The Group was named Best for Fathers and Best for All Families.

Best for Fathers

Best For All Families

Supporting ex-service personnel into new careers

BuildForce

Project Reece

Premiership Women’s Rugby (PWR) and Wates Group announce official partnership

Premiership Women’s Rugby (PWR) announces a new official partnership with Wates Group

Frequently asked questions

Find answers to common questions about our early careers programmes, application steps and interview process.

Qualifications

What Early Careers opportunities do you have available?

Support

What is the application process?

Programme structure

Interviews

Recruitment process

Meet Clare: From Apprentice to Finance Manager at Wates

Clare Bonthrone joined Wates five years ago as a Level 7 Accountancy and Taxation Apprentice and has since grown her career at Wates, becoming a Finance Manager, and leading a team of three.

Clare’s career has accelerated thanks to Wates’ three-year apprenticeship programme

Reimagining careers – what we value in talent at Wates

James Saunders, chief people officer at Wates Group, spoke to Construction Management about how the battle for the best talent in construction is stronger than ever.

When reviewing a CV or meeting candidates, what traits or behaviours make someone stand out immediately?

Does a candidate’s membership with a professional body make a difference? Why?

What’s your view on candidates who have followed non-traditional routes into construction – career changers or ex-Armed Forces, for example?

What are the most difficult roles to recruit for at the moment? Why do you think that is?

What evidence of ‘work readiness’ do you like to see from graduates or apprentices?

Looking ahead three to five years, what new roles or capabilities do you expect to emerge in your business, or the wider sector, that candidates should be preparing for?

What’s great about Wates as an employer?

Met on site, built a life: Victoria & Vinnie’s 30-year Wates’ story

They started on the same project in two very different roles – one operational and one commercial.

Two careers, one ethos

Victoria’s path: Finding her fit and helping others find theirs

Breaking boundaries – tackling gender misconceptions in women’s sport and the built environment

We hosted a roundtable with our partner, Premiership Women’s Rugby, to discuss tackling gender misconceptions in women’s sport and the built environment.

Roundtable attendees

Areas of discussion

Quotes from our speakers at the roundtable

What’s life like as a management trainee? Discover first-hand experiences!

Thinking about our trainee management programmes at Wates?

Amelia, Building Services Management Trainee for SES

Chardae, Commercial Management Trainee for Construction London

Tanvir, previous Bid Management Trainee for Construction Northern Home Counties

Kian, Production Management Trainee for Construction Northern Home Counties

In conversation with
Marlie Packer and Kerry Appleyard

In conversation with
Hannah Botterman and Aimee Shann