Skills for energy: 'Let's start early'

The 2023 Offshore Wind Skills Intelligence Report states there will be 104,401 jobs in offshore wind in the UK by 2030 compared to the 32,257 current roles. That’s quite a gap to fill, but also an opportunity for growth for the businesses that can attract the best potential talent.

Looking ahead, it becomes clear that guiding the next generation toward careers in the industry is a crucial but shared responsibility. We need to ask ourselves, what are the challenges facing young people considering their future, and what can we as an industry do to ease the transition into employment?

Sophie Skipp, head of energy skills at EEEGR (Image: Chris Ball Photography)
Through my experience in careers education, I talked with, watched and listened to a lot of teenagers (and still do in my role at EEEGR). More importantly, I tracked the data to record the impact of my actions. 

Young people now navigate an educational landscape vastly different to my final school days in the late 1990s. Technological innovation, growth of choices and even social media have reshaped the narrative. As an industry, we must recognise this to ensure we remain accessible and appealing to those deciding ‘what next?’

Clearer pathways

It’s important to acknowledge pathways taken 10, 20 or 30 years ago might not align with the choices available today. Stories of you leaving school at 16 may alienate a teen given the legal obligation to stay in education or an apprenticeship until adulthood. Does your organisation employ apprentices under the age of 18?

We need to clarify the routes into energy. When we think about the number of companies working in the industry, the pathways in can become overwhelming. Let’s be clear on the experience, qualifications or skills required for an entry level role.

Apprenticeships stand out as an obvious pathway for school and college leavers. You are advertising for somebody with little to no experience. 

You’re making a commitment to their learning and growth. Asking for no prior experience eliminates the worry of rejection, a major factor in young people’s decision making.

Surprisingly, a quick search on the government apprenticeships website featuring the word ‘energy’ in the title or job description shows there are zero options today within 40 miles of the EEEGR office. So, when we’re talking about all these amazing apprenticeships, from the student perspective, they can’t find them! 

As an industry we know the apprenticeships are available, but we need to make sure they’re being advertised at the point of need and not hidden on your own website.

2023 is closing with a commitment to mentorship and collaboration between EEEGR members and local educators (Image: EEEGR)
Timing is everything

There is a rhythm to the education year when young people make key decisions.

Apprenticeships are advertised throughout the year, as with any other job vacancy where there is a business need. Think ahead and advertise apprenticeship vacancies when students are applying for their college or university places to remain competitive as an alternative.

Another crucial point in the academic year is when students are choosing their GCSEs. As early as age 12 (year 8), students select their subjects. So, if businesses only want to speak to people who are doing the ‘right’ A-Levels, how are we going to persuade them to do the GCSEs that are going to get them on the right track? Let’s start early!

Last year, EEEGR was supported by SSE, North Star Renewables and HTL to donate gifts of the book Rosie Revere Engineer to local primary schools. One small collective action made young children relate to Rosie and her creativity as an engineer from age seven.

Understanding motivations

Most young people don’t want to work in the energy industry – a controversial statement I know! They base their future career plans on what they can see. People they’ve encountered, teachers, doctors, crime scene investigators from the media.

If you ask students what they want to be, you’re not going to get the answer you’re looking for. However, if we talk to them about things they’re connected with and learn what they’re interested in, we can relate those characteristics to job roles within the industry.

Every individual has a differing motivation for choosing their career. They could be interested in tackling climate change. They may have met someone with a good job and spare cash. What about a desire to give back to society and feel good about their work? But it could also be to pay their gran’s electric meter this week.

We have a huge responsibility when we talk to young people about their choices, and to use language they understand. Think about job descriptions for apprenticeships; it should be clear what you require for the role and what they will be expected to do. 

Will they be ‘on the tools’? Will they need good hand-eye coordination? Will they work away from home? What’s the minimum requirement you’re looking for from an applicant? Lastly, what is the first step into your organisation?

The industry’s response to the skills gap should involve creating opportunities, but also proactively inspiring then guiding the next generation. If EEEGR’s network can come together and align our outreach efforts at key decision points, we will create our pipeline of future talent for the energy industry. 

If you were 17 now, what would your first step be? 

Read more about the East of England’s energy industry in the latest issue of Insight Energy.