Bridging the STEM Skills Gap: Strategies to Attract and Retain Talent in the UK’s Evolving Energy Sector
The United Kingdom is at the forefront of a global energy revolution, with ambitious goals to decarbonise its electricity grid by 2035 and achieve net-zero emissions by 2050. The nation’s clean energy sector, particularly in offshore wind and solar power, is growing rapidly. However, a severe shortage of skilled workers threatens to derail these plans, making it imperative to address the STEM skills gap.
As the UK energy sector evolves, it demands a workforce adept in innovative technologies, digital tools, and green engineering practices. Yet, an estimated 10,000 additional skilled workers are needed annually to meet clean energy targets. This challenge is exacerbated by an aging workforce, global competition for talent, and outdated training systems. Here, we explore strategies to attract, develop, and retain the talent required to secure the future of the UK’s energy ambitions.
1. Re-skilling and Upskilling the Existing Workforce
With its legacy of highly trained engineers and technicians, Britain’s oil and gas sector offers a potential reservoir of talent. Programs enabling skill transfers between traditional energy roles and green jobs are crucial. The energy skills passport, currently under development, seeks to standardise qualifications across sectors, allowing workers to transition seamlessly into renewable energy roles.
Additionally, targeted upskilling initiatives, such as short courses on renewable technologies and certifications in green energy systems, can help bridge knowledge gaps. As such, industry and academic partnerships can play a pivotal role in designing these programs, ensuring they align with real-world demands.
2. Reforming Apprenticeships and Vocational Training
Apprenticeships are a vital pathway into STEM careers, yet they remain poorly used in the energy sector. Therefore, the government must modernise apprenticeship frameworks to focus on skills specific to renewable energy, such as offshore wind turbine maintenance or hydrogen fuel production.
Institutions like the University of Strathclyde and STEM hubs across the UK are already piloting industry-linked programs. Expanding these efforts and incentivising participation through subsidies and grants could encourage more young people to pursue careers in clean energy.
3. Addressing Diversity and Inclusion
The underrepresentation of women and minorities in STEM fields remains a barrier to a broader talent pool. Women currently comprise only 29% of the STEM workforce in the UK, a figure that must improve to meet future workforce demands.
Initiatives such as the UK government’s Women in STEM Returners program, which supports those re-entering the workforce after career breaks, can play a crucial role. Simultaneously, campaigns like STEMettes inspire the next generation of diverse talent by providing mentorship and showcasing relatable role models in energy and engineering.
Creating inclusive workplaces with flexible schedules and equitable pay can further ensure the retention of this diverse talent.
4. Engaging and Inspiring the Next Generation
Attracting young talent to STEM careers begins in schools. Organisations such as the UK Space Agency and National STEM Learning Centre are leading initiatives that make science and technology relatable and exciting for students. By incorporating real-world challenges like climate change into classroom lessons, educators can demonstrate the relevance of STEM skills in shaping a sustainable future.
Expanding government-backed schemes like Green Careers Week and offering hands-on experiences, such as internships and site visits to wind farms or solar facilities, can ignite interest among students. Equally, introducing coding and engineering clubs at earlier educational stages ensures that children are exposed to the fundamentals of STEM before making career decisions.
5. Leveraging Technology and Remote Collaboration
Digital transformation offers opportunities to overcome geographic and logistical barriers in workforce development. Virtual training platforms, simulation software, and augmented reality tools can provide immersive, practical experiences for aspiring energy professionals.
Moreover, embracing remote work for roles in design, data analysis, and energy modelling can attract talent from regions lacking physical access to energy hubs, broadening the sector’s reach.
6. Strategic Partnerships Between Industry and Academia
Collaboration between universities, technical colleges, and energy companies is essential to align educational programs with industry needs. For example, partnerships with leading firms like Ørsted and Siemens have resulted in tailored training programs for offshore wind projects.
Creating joint research initiatives and offering industry scholarships can further strengthen these ties, ensuring a pipeline of highly skilled graduates ready to enter the workforce.
7. Long-Term Policy Support
Government policy plays a critical role in creating an environment conducive to workforce growth. Stable, long-term commitments to renewable energy projects give companies the confidence to invest in training programs and hire talent.
Additionally, tax incentives for businesses that fund apprenticeships, research, and workforce development in clean energy can help accelerate the sector’s growth.
