The organisation has a strategy for mitigating the shortage of skilled construction workers, which includes:

• Identifying current and future skills requirements
• Working with schools and colleges to highlight to young people, particularly groups that are currently under-represented such as women and ethnic minorities, the benefits of working in construction, while also targeting older people who used to work in the industry
• Encouraging these institutions to run courses leading to relevant qualifications that are relevant to today's needs, including the Built Environment GCSE, should this be introduced, and to remove barriers to entry
• Encouraging younger residents of their properties to take up a career in the industry, with the aim of reducing unemployment in the tenant population and the average age of the construction workforce
• Taking advantage of government initiatives to address this issue, including funding for training opportunities and construction industry placements, both by recruiting people who have benefitted from the training schemes and by offering placements for people seeking to gain skills in this area, while lobbying for an increase in long-term funding in this area
• Providing training to enable existing staff to keep up with evolving practices and new technologies
• Developing links with the nearest planned skills hub, which could be used both to improve the skills of the current workforce and as a source of potential new recruits
• Forming links with regional programmes being implemented to tackle construction skills shortages, such as that established in the West Midlands in October 2025
• Offering flexible apprenticeship programmes, ensuring that these include an effective training / learning element that addresses the identified skills shortages
• Using its procurement processes to incentivise contractors to take on apprentices, for example by making the provision of apprenticeships a contractual requirement, while encouraging contractors to be more welcoming to women and people from diverse backgrounds 
• Seeking to increase the diversity of the workforce, including attracting more women and people from ethnic minority backgrounds
• Setting up or expanding training programmes to develop skills for the long term, including the possibility of setting up academies with other housing associations
• Making a long-term commitment to modern methods of construction, creating sustained demand for the product, supporting the viability of suppliers, enabling them to ramp up production, and boosting economies of scale.