Acknowledgements
This research was commissioned by the Department for Energy Security and Net Zero (DESNZ) in June 2024. It was conducted by self-reliant researchers, The Social Agency (previously Basis Social).
The authors would like to express their gratitude to the DESNZ team for their management of the project and their valuable input and support. We extend our particular thanks to Jennie Packe, Simon Davies, Philip Cole, Elizabeth Watt, Sebastian Butler, Matthew Bain and Josh Ganguli.
We would also like to extend a large thank you to all of the participants who gave up their time to take part in this research and share their experiences with us, and to the range of stakeholders who supported with the distribution of the survey and engaged in the workshop.
We also extend our thanks to our research partners, criteria (recruitment), K2 Data (survey hosting) and Analytical People (analysis).
Report authors:
* victoria Harkness, Senior Director
* Erica Harrison, Associate Director
* Dan Lemmon, Research Manager
* Becca Altman, Senior Research Executive
* Deepa Ramanathan, Senior Research Executive
For further facts about this report please email: social@thesocialagency.co.uk.
Overview
Table of Contents
A sufficient pipeline of skilled workers in network roles and the associated supply chain will be critical to meeting the UK’s Clean Power 2030 and net Zero commitments1, 2. However the current workforce faces a number of challenges. This includes a need to grow and reskill the sector in the face of stiff competition across industry, and to attract a more diverse workforce (especially women).
A critical route to maintaining and growing the workforce is through recruiting early career students with the relevant pre-requisite qualifications to working in the electricity networks sector – a group referred to throughout this report as ‘Network Relevant students’ (NRS).
Accordingly, this research has been commissioned to grow the evidence base around current barriers and motivations (perceived or actual) amongst NRS to working in network roles, how these manifest across different groups of NRS (for example, according to gender or other demographic factors), and how NRS could be effectively encouraged to join the future workforce.
the research consisted of a two-phased iterative approach, as follows:
* Phase 1: Desk research and NRS profile building – drawing on publicly available data and interviews with 20 sector stakeholders to: profile the nature and prevalence of different NRS; understand views and experiences of training, recruiting and retaining NRS currently; and, capture existing interventions.
* Phase 2: Primary research – 8 x 90-minute online focus groups with current NRS and 20 x individual 45-minute online interviews with recent NRS,followed by a c.15-minute open online survey with 303 current and recent NRS, to: understand motivations and barriers in qualification and career decision-making; assess NRS’ awareness and understanding of the networks sector; and, understand their appetite for working in the sector. ‘key Drivers’ and segmentation analysis was then conducted to help identify the most significant factors to encouraging NRS to consider a role in the network. Implications of the research findings were then discussed at a workshop with stakeholders.
Skills Needs and Talent Pipeline in the Electricity Networks Sector
The electricity networks sector faces significant challenges in attracting and retaining skilled talent. Several interconnected factors contribute to this issue, impacting the industry’s ability to meet current and future demands.
talent Shortages and Competitive Pressures – A perceived lack of available talent is driving increased competition for skilled employees, leading to ‘poaching’ between sectors. Industry regulations are seen as hindering employers’ ability to offer competitive salaries and incentives, particularly when compared to other high-paying sectors and international opportunities, including those in the Middle East.
An Outdated View of the Roles Needed – Current qualification requirements for working in the electricity networks sector are considered too narrow and outdated. Stakeholders emphasize the need to redefine network ‘roles’ to encompass emerging job needs related to digital technology, automation, analytical capabilities, and artificial intelligence (AI), and also the demands of future large-scale infrastructure projects.
Skills Challenges Remain – A gap exists between the skills taught in educational institutions and the actual needs of the industry. This manifests as university courses failing to provide practical, applicable skills, and inconsistencies in skillsets among early career Network Relevant Students (NRS) regardless of their qualifications. Addressing these challenges requires not only increasing the number of new entrants but also reskilling and upskilling the existing workforce, particularly in areas like smart technologies and transferable competencies (e.g., from offshore oil to offshore wind).
Main findings
Building a profile of NRS
NRS study numbers and changes over time
Research indicates a variety of qualification routes leading into the sector, including higher education and apprenticeships/vocational qualifications.Enrollment figures provide context for addressing future skills needs.
The analysis estimates approximately 428,000 NRS are currently studying or training in the UK across higher education and apprenticeship routes, though the actual number is highly likely higher if all vocational qualifications were included.
Around 418,000 students were enrolled in relevant higher education routes during the 2022/23 academic year (UK wide), encompassing full-time and part-time students at undergraduate and postgraduate levels.
Apprenticeship data shows at least 10,000 students completed relevant apprenticeships in 2022/23 (England only), with complete data unavailable for all eligible courses. Data on recently awarded vocational qualifications is limited, preventing a comprehensive estimate of this group.
Data suggests potential declines in some subject areas. For example, Engineering and Manufacturing apprenticeships decreased from over 7,000 in 2016/17 to fewer than 5,000 in 2022/23. Enrollment in key higher education routes, such as Electrical Engineering, has also been steadily declining since the early 2000s.
NRS demographic profile
Most NRS subjects an
Attracting network relevant students (NRS) to the Electricity Networks Sector: Key Motivators and Challenges
The electricity networks sector faces a growing challenge in attracting skilled professionals, particularly from among Network Relevant students (NRS) – those pursuing qualifications aligned with sector needs. Research highlights several key motivators and barriers influencing NRS career choices, offering valuable insights for targeted recruitment strategies.
Environmental Concerns & Net Zero: While NRS are motivated by sustainability and contributing to Net Zero goals, this isn’t sufficient on its own. A perception exists that ‘green jobs’ in the networks sector are less financially rewarding than opportunities in other fields, and there’s confusion regarding the sector’s direct role in the energy transition.
Employer & Sector Reputation: The networks sector currently lacks the ‘glamour’ and perceived innovation of competitor industries. Elevating the sector’s reputation as a dynamic and prestigious career path is crucial. NRS seek opportunities offering advancement and aligning with their values.
Pay & Benefits: Financial compensation remains a primary motivator for NRS. the sector struggles to compete with salaries offered in other highly skilled industries, despite evidence suggesting clean energy jobs frequently enough exceed the UK average salary. Highlighting non-monetary benefits will be critically important.
Influential Factors: Family and community significantly influence qualification pathways, particularly for ‘frist-generation’ NRS and those from ethnic minority backgrounds, especially in traditionally prestigious fields. Location also plays a role, with the sector often associated with rural or isolated job locations – a factor viewed both positively and negatively by potential candidates.
Key Motivators for Attraction: Job security, driven by the sector’s importance to national infrastructure and Net Zero targets, is a top motivator. NRS also prioritize long-term career progression and skills advancement, areas were the sector currently lacks visibility regarding opportunities.
awareness Gap: A significant portion of NRS (55%) are unaware of job opportunities within the electricity networks sector. Of those aware, only a small percentage (8%) feel well-informed. Currently, 41% of surveyed participants would consider working in the sector, indicating a potential pool of talent that can be tapped through increased awareness and showcasing the diverse range of opportunities available at various entry levels.
Attracting Talent to the Electricity Networks Sector: Key Findings and Recommendations
The electricity networks sector faces a growing need for skilled professionals to support the UK’s transition to Net Zero, as outlined in the Clean Power 2030 Action Plan. Recent research, examining the factors influencing career choices among “Network Relevant Students” (NRS) and gathering insights from industry stakeholders, identifies several key interventions to bolster recruitment and promote the opportunities within this vital sector. A collaborative approach involving government, industry, and educators will be crucial for success.
Reframing the Sector’s Image
Current perceptions of the electricity networks sector often fail to capture the dynamic and innovative nature of the work involved. The research highlights the need to connect the sector to the broader context of achieving Net Zero, emphasizing the scale and importance of the required changes. However,this should not overshadow other career motivators. Crucially, messaging should showcase the design, innovation, and emerging roles within the sector, particularly in areas like cybersecurity and technology. The sector needs to be presented as forward-thinking and technologically advanced, rather than solely focused on customary engineering roles.
Developing a Unified Industry Message
While NRS are a diverse group requiring tailored messaging, stakeholders agree on the value of a cohesive industry-wide mission statement. This unifying message should resonate with broader societal goals, such as “powering the nation,” and serve as the foundation for a comprehensive campaign. This overarching narrative can then be supplemented with targeted communications aimed at specific NRS cohorts at different stages of their career journey.
Targeted Outreach to NRS
Effective recruitment requires meeting students where they are in their academic and career progression. For those on more academic pathways, engagement is likely to be most impactful towards the end of their studies or instantly after graduation. graduates frequently enough seek generalist roles, so highlighting the breadth of career options within the networks sector – extending beyond traditional engineering and technical “craft” roles – is essential.
A significant gap exists in the promotion of the sector through traditional channels like career fairs. Addressing this “missed opportunity” is vital. Furthermore, attracting and retaining female talent requires a specific focus on visibility. Research indicates that female NRS are significantly motivated by seeing more women represented within the industry. Increasing the visibility of female role models is therefore a critical component of any recruitment strategy.
Learning from Other Sectors & Collaborative Action
Stakeholders emphasize the need for a multi-actor approach,involving government,industry,and educational institutions. Moreover,valuable lessons can be learned from sectors successfully competing for skilled graduates,such as the nuclear and defense industries. analyzing their recruitment strategies and identifying best practices can inform the development of a more effective approach for the electricity networks sector.