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Only 0·7% of new entrants to the Advanced Modern Apprenticeship for the electrical sector are women, with 2·4% coming from ethnic minorities. The figures are equally appalling in the plumbing sector.

No surprise then to see a major conference on the issue of diversity hosted by JTL, the training provider for these two industry sectors, with support from the ECA and the Association of Plumbing and Heating Contractors.

The fact that the conference was entitled 'Meeting the skills shortage with diversity' tells you the direction that the organisers chose to attack the problem. Basically, if employers are going to have the numbers they require in the future to meet projected workloads, the industry is going to have to widen the net of potential applicants – the pool of young white males is simply drying up.

An equally valid line of attack may have been to point out to employers that government funding for apprentice training may well be taken away in future unless the industry collectively decides to make itself more attractive to women and those from ethnic minorities. Certainly, there were those in the audience unconvinced by the skills shortage argument and who, therefore, can remain sceptical about the need for diversity.

While workloads may indeed be tailing off and many contractors are struggling to find work for those employees they have got, there is no doubting that trends in apprentice training are down. Dave Rogers, chief executive of JTL, argued that the current uptake of apprentices is only around half of historical levels, and even at those sort of levels the industry always suffered cyclical skills shortages.

Whether or not there is going to be worsening labour problems over the next few years as the likes of Heathrow Terminal 5 swallow up workers, the industry must address the diversity issue. JTL is charged by government agency the Learning and Skills Council (LSC) to do all it can to improve diversity and social inclusion within electrical contracting and plumbing. The LSC has an £8 billion budget and doesn't want to waste it on sectors that are not all inclusive.

Rogers outlined some of the good work that JTL is doing to change the status quo. Its Plugging the gap, LiveWire, and Shock Waves initiatives are all making differences locally, but "JTL cannot deliver these projects without the support of its partners," points out Rogers. "It will be impossible for JTL to deliver an even wider remit without this support."

There’s something very wrong with any economy that fails to harness the potential of over 50% of its talent pool

Rogers ended his opening address to the conference with these vital statistics: "Over the next decade, more than 50% of the UK's working population growth will be within the ethnic minority community and over the next 25 years, 60% of the predicted 4·3 million population growth will be via immigration. That is why it is important that we agree an action plan on diversity not just for JTL but for all involved."

Julie Mellor, chair of the Equal Opportunities Commission, quoted trade and industry secretary Patricia Hewitt: "There's something very wrong with any economy that fails to harness the potential of more than 50% of its talent pool." Well, we are that economy, she said.

What can be done about it? Certainly Mellor felt that the industry must tackle a culture where harassment is tolerated and it is acceptable to put up nude calendars. The age limit on funding prevents adult trainees entering the industry and employers are still not expecting candidates that are different to the ones that they are used to.

Mellor also called for greater work experience to build confidence, effort from LSCs to train and support better recruitment practices among employers and training providers and tough targets to be set by the LSC for women and ethnic minorities into electrical and plumbing modern apprenticeships. Ultimately, contracts can be taken away if targets are not met.

Verity Bullough, an executive director with LSC, told the audience how it will help employers and training providers meet those targets by developing positive action strategies and promoting good practice via case studies and role models.

ECA president Charles McKinnon was "concerned just how poor the figures in the industry really are". He said that any arguments against diversity must be kicked into touch and stressed that equal opportunities is not an issue that can involve the major contractors working in isolation.

"We need to show that a fulfilling, interesting, financially rewarding industry is matched by good working conditions," said McKinnon.

We need to show that a fulfilling, financially rewarding industry is matched by good working conditions

"Engaging employers is the number one priority," thought Robert Burgon, director of the Scottish and Northern Ireland Plumbing Employers Federation. "Incentives may be required and the business benefits have to be stressed, particularly to the smaller firms." While stories of the £200 000 plumber may be far-fetched, the industry must build on the attention it has received in the press.

Lynn Williams, national officer for training and productivity with Amicus-AEEU, said the union's action plan would be to signpost and offer advice on apprentice recruitment, raise the profile of apprenticeships, explain how block release and evening study works and encourage a work-based training route.

With many speakers stressing the importance of positive role models for diversity, enter two shining examples, stage left. Sole trader plumber Ellen Cheesman thought her career gave her job satisfaction, flexibility of work and a good work-life balance. So far, so good. She was not so happy about the lack of funding available to over-24-year-olds and the lack of suitable employment opportunities. To those employers that think there aren't any suitable women candidates out there, Ellen said: "Perhaps they don't find you suitable."

Clair Williams started off as an apprentice electrician with G T Ranby of Nottingham, where she is now an electrical design engineer after surviving the industry's traditional initiation ceremony. She described barriers such as parental and careers advisor opposition, and when applying was asked the name of her son.

"Even after 13 years, I don't think there has been a vast improvement, especially on site," said Williams. The two other girls training at college with Clair have both since left the industry.

"Mistakes were put down to me being a female rather than an apprentice. I've been accused of wasting a good man's job and a wife of an electrician asked to have me moved," said Williams. "Until these barriers are broken down, we won't attract many women to the industry."

Many will agree that these issues are well known and already clearly defined. In fact, the lively q&a session highlighted that much could be learned from parallel initiatives in the wider construction sector (ÐÇ¿Õ´«Ã½ Work for Women, for example) and beyond.