Finalists – Employer of the Year – SME (Under 250 Employees) — Why They Stood Out

The Employer of the Year (SME) finalists show what people-first culture looks like when it’s done with intent: clear pathways in, real support to progress, and smart ideas that widen the talent pool. From structured graduate routes and apprenticeships to second-chance hiring and inclusive tools, these organisations prove SMEs can punch well above their weight in shaping the construction workforce of the future.

blu-3

Overview

blu-3 is a UK and Europe-wide civil engineering and infrastructure specialist delivering complex utilities and civils projects. The business pairs world-class delivery with a clear people promise: invest in skills, back potential, and create progression for everyone—from site to support teams.

Why They Stood Out

A tightly designed 12-month graduate programme, reinforced by immersive training at the National Construction College, gives early talent real “hands on” mastery fast. blu-3 also leverages its apprenticeship levy to upskill career-changers and new entrants, while bringing modern methods—BIM, 4D planning, drones, HSE apps—into everyday practice so people learn on cutting-edge tools, not yesterday’s processes.

Highlights

• 12-month graduate route with 5-day residential bootcamp (scaffolding, drainage, concrete, plant simulators).
• Structured placements for sandwich-course students and work experience for schools.
• Levy-backed apprenticeships and reskilling pathways.
• Digital uplift: BIM & 4D planning (Synchro), drone surveying, mobile H&S tech embedded in delivery.
• External recognition for training excellence (Construction News Awards, 2023).

Chartway Partnerships Group (Chartway Group Limited)

Overview

A land-led partnerships housebuilder rooted in the South East, Chartway creates places and communities—working with Housing Associations, landowners, fund managers, and via its private brand Westerhill Homes. The mission is simple and demanding: homes for everyone, built with nature, community and net-zero in mind.

Why They Stood Out

Chartway couples delivery with an unapologetic culture of learning and inclusion. The “Stronger Together, Authentic Together” ED&I strategy sits alongside CITB-aligned digital and site training, management development and personal development plans. It’s a practical model for retaining young talent and opening doors for under-represented groups.

Highlights

• CITB site & digital training + structured management development.
• Formal PDPs for progression and career mobility.
• Company-wide ED&I strategy addressing socio-economic barriers, neurodiversity and caring responsibilities.
• Net Zero trajectory (capability to deliver Net Zero/Low Energy homes; 2031 ambition).
• Community engagement and volunteering embedded in delivery.

Easy Slabber Ltd

Overview

Easy Slabber designs practical innovation for real people: an assistive slab-laying tool that makes paving faster, safer and more accessible—particularly for apprentices and workers with SEND/disabilities.

Why They Stood Out

This is inclusion through engineering. By reducing manual strain and simplifying a higheffort task, Easy Slabber improves productivity and helps new entrants experience success earlier—boosting confidence, retention and progression. The founder’s proactive demos with CITB, NHBC and West Midlands colleges show genuine sector advocacy. Highlights

• Assistive slab-laying tool that cuts time/strain and raises quality consistency.
• Free college demos and “have-a-go” activities (primary to FE), including for women and girls.
• Clear links to reduced injuries, improved morale/productivity, and higher apprentice success.
• Track record of training and progressing groundworkers into foremen, managers and business owners.

J. Sondh Facilities Management

Overview

An ambitious, values-driven FM SME putting people development at the centre of growth. The company blends high-quality delivery with a strong social mission: opportunity, inclusion and real progression—no matter a person’s starting point.

Why They Stood Out

Partnerships with CITB, local colleges (e.g., South & City College) and job centres convert intent into access: placements, flexible roles for international students, and supportive first jobs. A powerful first-person success story (joining at 18 with no experience, developing skills, confidence and mobility) illustrates how the firm nurtures potential, not just CVs.

Highlights

• CITB-backed work placements and structured entry routes.
• Collaboration with job centres to support those facing employment barriers.
• Flexible roles for international students aligned to study timetables.
• Active presence at job fairs/apprenticeship shows; proactive women in construction advocacy.
• Culture of mentorship, systems training and confidence-building from day one.

Gallaway Construction

Overview

A purpose-led, family-run main contractor delivering projects across healthcare, infrastructure, heritage and education—with a bolder mission: be the answer to skills shortages and inequality by opening doors for those often overlooked.

Why They Stood Out

Gallaway’s model is full-pipeline and on-purpose: Early Talent, Construction for Women (CFW) and a Prison Leaver Scheme that blends CSCS training, mentoring and live placements. Leadership is intensely hands-on—from STEM outreach to WhatsApp coaching for first days on site—turning good intentions into life-changing outcomes.

Highlights

• 800+ girls reached via CFW taster days; 600+ students engaged via STEM since 2024.
• 1,500 training hours in the last 6 months via placements (T-Levels, university, NEETs, career-changers).
• Graduate hires (QS & Marketing) + staff supported through degree-level upskilling.
• Prison Leaver Scheme (with Groundwork UK, Key4Life): skills, CSCS, and direct placements into supply chain roles.
• 300+ internal training hours for site managers, estimators and QSs (technical, commercial, leadership).
• CFW partnerships with MIPIM and UKREiiF; 100+ mentees and an expected £1.2m+ social value in 2025.

Wrap-Up

Each of these SMEs proves there’s more than one way to be an outstanding employer:

engineer a smarter tool, design a braver pathway, or simply bet on people earlier. Different routes—same result: stronger teams, safer work, wider access and a healthier pipeline for the whole industry.