Addressing the UK energy sector skills shortage: Challenges, solutions, and opportunities for sustainable growth

The energy sector is one of the most vital and dynamic industries in the UK, providing essential services and contributing to the economy and the environment.

However, the sector is also facing a serious challenge: A growing skills gap that threatens to undermine its future performance and competitiveness.

The UK government has announced plans to invest in green skills training to support a transition to clean power with "thousands" of new jobs. Energy Secretary Ed Miliband states that the scheme would protect people from "the rollercoaster of fossil fuel markets" and "reindustrialise Britain" with thousands of well-paid jobs in clean energy.

However, there are already skills shortages right now, with wind turbine manufacturing leaders stating that 500,000 more workers were needed in order to meet net zero targets in the coming years.

This is a global issue, with international studies showing that there is a required increase needed from 12.5 million workers in the power generation sector in 2021 to 47 million in 2030 across the world.

Why is there an energy sector skills shortage?

In the UK there are key factors that contribute to this skills shortage:

An ageing workforce: About a third of employees in the energy sector are over 50 and many of them are expected to retire in the next decade.

A lack of gender diversity: Despite making up 39% of the global labour force, women only account for 16% of the traditional energy sector. This limits the pool of talent and perspectives that the sector can draw from.

A low level of attractiveness: The energy sector has historically suffered from a low public awareness and perception, affecting its ability to attract and retain young and diverse talent.

Rapid technological evolution: Advances in areas such as artificial intelligence, automation, and cybersecurity have created a widespread shortage of professionals with the specialised skills required to implement and manage these technologies. This gap is acutely felt in the energy sector, where digital transformation is essential for operational efficiency, system security, and meeting regulatory requirements.

The growth of green energy: The demand for green energy with government grants available has led to new roles or dramatic increases in need for roles, such as wind turbine maintenance, solar energy analysts, electric vehicle technicians, and vehicle charger, solar power system, or heat pump installation teams.

The UK is more vulnerable to the skills shortage than other countries, as it has a smaller and increasingly older population, a higher reliance on imported energy, and a stalling reputation internationally for innovation in energy and meeting environmental targets due in part to greater uncertainty in the UK’s economic and political situation. The skills shortage could have serious consequences for the UK, such as higher energy costs, lower quality of service, reduced innovation and competitiveness, and increased carbon emissions.

Therefore, it is vital that organisations in the UK energy sector take urgent and coordinated action to address the skills gap and ensure its long-term sustainability and success.

How can we overcome the skills shortage in the energy sector?

One way in which leading energy sector organisations are achieving this is to pivot their sourcing strategy to be more proactive vs. reactive.

Guidant Global have worked with energy sector organisations developing new initiatives for proactive direct sourcing, focusing on high volume and repeatable roles. By building an interactive talent community of engaged future candidates and using AI search and match functionality, candidates were easily identified, attracted and selected for new roles as they arose, without the need to go out to market.

Shifting the attraction strategy to utilise the talent community and increase the level of direct sourcing has provided cost savings for the organisation of over £120k and reduced the level of attrition.

How can energy companies widen their reach to access new talent pools?

Energy companies can expand their talent pool by building interactive talent communities and leveraging AI-tools to identify candidates efficiently. Strengthening strategic partnerships with talent pool specialists, promoting STEM careers, and enhancing diversity and inclusion initiatives will also help attract underrepresented groups.

Additionally, improving public awareness of career opportunities in the sector can draw talent from adjacent industries. Employee Value Proposition (EVP) plays a crucial role by attracting and retaining top talent, enhancing employer brand, and generating engagement - helping energy companies address critical skills shortages effectively.

A compelling Employee Value Proposition (EVP) not only distinguishes an organisation in the competitive job market but also plays a crucial role in attracting and retaining top talent by clearly articulating the unique benefits, culture, and career growth opportunities available to employees, and the difference they could be making to the country and on the environment every day.

These employer branding efforts collectively broaden the talent pool and help address critical skills gaps, ensuring a sustainable workforce for the future.

Investing in upskilling in the energy sector

Upskilling in the energy sector can meet rapidly evolving technology needs quickly. As the industry shifts toward digital transformation, new roles in areas such as artificial intelligence, data analytics, automation, and cybersecurity are emerging.

Many existing employees lack the specialised expertise required to implement and manage these advanced systems, making targeted upskilling programmes vital.

By investing in continuous learning and technical training, organisations can bridge the skills gap, enhance operational efficiency, and remain competitive. Upskilling also empowers the workforce to adapt to regulatory changes and drive innovation, ensuring the sector’s long-term sustainability and ability to meet future challenges.

In addition to traditional upskilling, energy companies can leverage apprenticeships, bespoke training programmes, and intensive bootcamps to rapidly equip both new entrants and existing employees with the advanced technical skills required by the evolving sector.

Adopting a "recruit, train, deploy" model, in which organisations proactively source candidates, provide targeted upskilling and technical training, and then deploy these newly skilled workers into critical roles across the energy sector is growing in popularity. This strategy enables companies to address immediate skills gaps while building a more agile, loyal, and future-ready workforce.

Get in touch with Guidant Global

If your organisation is ready to tackle the energy sector’s skills gap with innovative workforce solutions, Guidant Global can help. Our team specialises in proactive talent sourcing, upskilling strategies, and building diverse talent communities tailored to the unique needs of the energy industry.

Contact Guidant Global today to discuss how our expertise can support your workforce transformation, future-proof your business, and secure the talent you need to thrive in a rapidly changing market.

UK Energy, Renewables, Oil and Gas: Talent Challenges Report

If you want to learn more about what it takes to differentiate from the competition, Guidant Global’s report covers the ‘people based’ challenges that the sector is facing and provides key recommendations and best practices for energy organisations to optimise their workforce management and talent acquisition strategies.

Access your copy to discover: