Skills shortage; addressing the challenge
Edition 1 | 2023 | Article 2
Before it becomes an unmanageable risk to offshore wind, and to the energy transition as a whole, filling the workforce gap should be top of the sector’s to do list.
As part of James Fisher and Sons Plc (James Fisher) our wider sustainability strategy aims to attract, develop, and retain a high performing workforce, by ensuring equal access to opportunities, providing purposeful and safe work, and promoting our core values where we operate.
In doing so, this commitment will help address the skills shortage challenge looming over the energy industry. Three approaches we’re taking include the following focus areas: transferable skills, upskilling and STEM opportunities.
Transferable skills
Industry hopping
Factors such as advancing technologies and innovations, sustainable opportunities, and a stronger focus on environment, social and governance (ESG) strategies, are becoming more desirable to the workforce.
Robert Gordon University’s UK Offshore Energy Workforce Transferability Review predicts that around 50% of the jobs in 2030 are projected to be filled by personnel making the leap from existing oil and gas jobs to offshore renewable roles. (4)
As discussed in an earlier issue , offshore renewables would simply not exist if it wasn’t for oil and gas. The technology propelling us towards a green power future exists because of the decades of innovation that has come before. Our roots are in oil and gas, which brings a wealth of experience, tools and lessons.
Ex-Forces personnel
We are an Armed Forces-friendly organisation, supporting the employment of veterans, recognising military skills and qualifications in our recruitment and selection process. This provides the ideal opportunity to upskill and retrain suitable personnel.
Currently working as the Head of Blades, Chris qualified as a composite technician in the Royal Navy, and then furthered that qualification in 2014 to an Advanced Aircraft composite technician. Chris utilised his experience in the Royal Navy to work to the highest standards in the most extreme environments.
Having worked on the Commando helicopter force as a helicopter technician, carrying out operations in offshore, arctic, desert, and remote locations, he found his forces experience allowed him to concentrate on safety and quality.
Upskilling
In a 2022 study, GETI reports that, ‘sixty-three per cent of respondents say the best way to get the necessary skills to handle the challenges of a changing energy landscape is to improve in-house learning and development, followed by retraining existing employees.’ (3)
Evidently, one of the most efficient ways to help bridge the recruitment gap within the offshore wind sector is to turn our attention to the current workforce. Investing in their careers, and encouraging further learning not only upskills their knowledge base, but is also a fantastic way for increasing staff retention.
Lisa previously worked in offshore wind recruitment before joining EDS’ Asset Management division (OFTO) team in 2018. Utilising her existing sector knowledge and transferable skills, Lisa has continually astounded us with her dedication to her role, as she is about to complete her Level 2 City & Guilds technical certificate in Power Engineering, and she is also starting a HNC in Electrical Engineering next year.
“The learning curve was steep at first but I’m extremely proud of the progress I’ve made and for stepping out of my comfort zone. It feels great to work in an industry that is constantly growing and with so much still to come, whilst also doing good.”
STEM opportunities
In the longer term, education is vital in creating a clear path for the future skilled workforce in offshore wind. Apprenticeships, internships and graduate schemes, particularly with a science, technology, engineering and math (STEM) focus, will undoubtedly support the transition from school to the workplace, particularly offshore wind.
Graduate, internship and apprenticeship programmes
Our programmes provide opportunities for those looking to begin their career after completing their education, offering valuable industry insight and developing transferable skills to help shape career prospects from the beginning.
Having transitioned from his previous company that specialised in safety and control systems for construction equipment in the civils, marine and rail sectors, Seb’s passion for the environment ultimately encouraged his leap to the renewables industry. His wider skill set and experience gained was a perfect fit and has allowed him to develop his career.
“What I love most is that EDS HV are contributing massively to the production of green energy. I am doing my best in my personal life to live sustainably, but now I get great satisfaction knowing that I am also doing my bit by working in the renewable energy industry too.”
In the next edition, we’ll be exploring service operation vessels (SOVs).
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References
Director | Development and sustainability of labour markets | Regenerative recruitment systems | Interested in the ethical use of Ai
7 个月15 months on, has the workforce gap situation improved across the sector James Fisher Renewables? it would be great to read an update on your view of the situation.