The UK Government’s focus on sustainability and climate change means that demand for green jobs will only grow in the years ahead, and it hopes to create two million full-time jobs in this area by 2030 – a target we're on track to reach. As an example of this trend, the Office for National Statistics reported 250,000 full-time green jobs in 2021, an increase of 25 percent over 2020.
These targets open up new and exciting opportunities for businesses. Many green jobs will be in engineering and manufacturing, and business and talent acquisition leaders are already considering how workers will develop the green skills needed for these roles.
One way is to invest in the people already working in the sector: in other words, to upskill.
Closing the skills gap for a greener future
There are many skills an engineer requires these days that they wouldn't have done only a decade or two ago. According to a SkillsFuture report, new engineering roles called for expertise in
emerging clean technologies and environmental sustainability management, a working knowledge of the Internet of Things (IoT), and competencies in coding, data modelling and analytics.
But that doesn't mean those working in related industries necessarily have those skills. In some cases, far from it. For example, in the oil and gas sector, a 2020 EY report highlighted a gap between skills considered important in the industry and current levels of proficiency. Data analytics had an importance rating of 91 percent, for instance, but only a 32 percent proficiency level. Artificial intelligence had a 68 percent importance rating, compared to a nine percent proficiency level.
These numbers might seem worrying, but they actually represent an opportunity. Businesses that decide to upskill will not only improve their workers' knowledge and skill base; they'll future-proof themselves as the world transitions towards meeting net zero targets. Added to that, there is a wide range of other benefits that bring real possibilities for growth, too.
Creating new opportunities – and adding meaning
We all
want meaning and purpose in our work. The engineering and manufacturing sectors are no exception. When skilled people feel they’ve run out of opportunities to grow and develop, they look elsewhere. One way to counter this problem – in fact, to turn it to your advantage – is to create new opportunities.
Upskilling is a great way to retain and develop talent because it creates partnerships. Businesses invest in their people. People, in turn, are more open to investing in a business because they see opportunities for personal fulfilment and growth.
You will retain your brightest and best with upskilling, but you’ll also attract other recruits who recognise the advantages of working for you. Your brand will be seen as progressive and people-centred. You become the destination, not just a stop along the way.
With a market undergoing so much flux, upskilling keeps your business competitive. Digitalisation has impacted operations across the board; having multi-skilled, multi-talented people will keep you flexible and adaptable.
What else can
we do?
Though the benefits of upskilling are clear, it can take time to implement the idea in a cost-effective way, so while these conversations are happening, other tactics can help bridge the green skills gap:
1. Invest in early career programmes. It pays to train talent early with a view to encouraging personal development. This, in turn, creates loyalty and keeps bright young minds on board.
2. While early career programs won't fulfil all requirements, addressing the green skills gap goes beyond skills and technology for some businesses. Cultural and structural changes might be necessary, especially for those entrenched in traditional models. This moment presents an opportunity to reevaluate and adapt organisational structures and values to align with sustainability goals.
3. There are simple, practical steps you can take to adapt to an evolving market. Businesses are starting to see the value of demand planning, with AI technologies making such approaches accessible. There has also been a renewed interest in keeping supply chains closer to home.
This, in turn, also creates more opportunities to upskill, as activities that were historically offshored stay local. At the same time, VISA sponsorship options keep the doors open to international talent.
In the end, change is the one business constant – and a great way to find new and unexpected opportunities.
Seeing positive trends
Fortunately, there are positive signs emerging in the UK jobs sector. Hiring managers have become more flexible in their approach to essential skills, while previous industry experience is no longer a must. Though this isn’t upskilling in the traditional sense, it does open a way to talent that might otherwise be overlooked.
Similarly, HR and business leaders are more willing to discuss their brand and employee value proposition (EVP). They recognise that hiring new talent is an increasingly expensive and competitive option and are looking for solutions closer to home.
While there is no quick and easy answer to meeting the UK's net zero targets, a sensible, strategic approach to upskilling is a good first step. As always, businesses will most likely succeed when they empower their own people.
We work best when we work together.