The construction industry has long suffered from a much-publicised skills gap, and this is particularly prevalent in the nuclear energy sector.
Nuclear currently accounts for around 15% of the UK’s electricity generation, but is set to rise to 25% by 2050. However, the Nuclear Workforce Assessment (NWA) in 2023 predicted that the sector needs to find 40,000 additional skilled workers by 2030, an ambitious target in order to ensure the path to the country’s net zero future. Conversely, the NWA from 2014 forecast around 4,000 people leaving the sector annually due to retirement. We know that more young people are entering the sector now, but a large number are working on defence projects, while civil projects are the most impacted by skilled, more experienced workers leaving the workforce through retirement.
The government has put in place several positive measures to help ensure the future workforce, most notably the Nuclear Skills Plan, which serves as a unifying force between government, industry and education providers, and works with some of the sector’s biggest names to help show people the rewarding nature of a career in nuclear new build. But there are still barriers which stand in the way, especially for young people. As someone who has recently begun to build my career in the industry, I wanted to talk through how the industry can pull together and engage young people more effectively on the benefits of a career in nuclear. It’s key that we change people’s perceptions about what this kind of career might look like.
Myth #1: You need to be a nuclear expert from the outset
My experience is not an uncommon one: I fell into the sector. I was told by a friend about Network 75, which is a degree apprenticeship route into a course at the University of South Wales, and after interviewing with several businesses, I was pleasantly surprised during my interview with Gleeds as my knowledge of the energy sector was minimal. My expectation was that the industry is only right for those with a deep interest and experience in physics and chemistry. Although this does help, these aren’t the core skills needed to succeed in nuclear – soft skills trump technical expertise every time at the early career stage. Exposure really changed my direction, but I hadn’t previously seen myself under the bracket of women in STEM careers. I think the education and perception of this for young people needs to change so that there’s a structured pathway for people to pursue the breadth of roles available in the industry. In future I’d love to hear more people say that they sought out a career in energy specifically, rather than ending up in it as a happy accident.
Myth #2: Nuclear isn’t a sustainable or modern industry to work in
The term ‘nuclear’ needs something of a polish – as it’s still seen by some in a more old-fashioned way and not for the modern and boundary-pushing sector that it is. As those of us in the industry know, we have a hugely important part to play in reducing carbon emissions and helping address the climate crisis. Education for young people should focus on clearing up misconceptions about the industry, which are based on historical connotations, and highlight the benefits of the industry, not only for individual careers but its positive impact on wider communities.
Myth #3: Nuclear is not a suitable career for many people
To bridge the skills gap, early education needs to focus on targeting both men and women about the benefits of a nuclear career. The industry skews towards male professionals currently, and it’s important that we show women that there is space for them to thrive in nuclear. At Gleeds, it’s part of our social value outputs to engage with young people across the board, including those from socially deprived backgrounds, to make sure we have a diverse and inclusive workforce for future decades.
There’s no ‘set type’ of person who should or shouldn’t work in nuclear. In my experience, there are so many sectors of the industry and routes to entry that aren’t well publicised. You truly can forge your own path and do what you love in nuclear.
What are the solutions?
The Nuclear Skills Plan has been a huge step forward in terms of addressing the skills gap, but it’s vital that we step up as an industry too to make sure direct links between education and industry are forged, promoting accessible routes for entry. More apprenticeships and sponsorship placements across the board play a vital part in this, as well as the appropriate promotion around the benefits of these.
We also need to think about how to reach young people on their terms. Young people spending a significant amount of time on their devices, and social media needs to play a bigger role in how we talk about the sector. Other business sectors are getting more creative with TikTok and Instagram, and there are many ways we can reach young people through familiar media and talk to them about what we all love about the sector, which is anything but dull or boring.
For me, the variety of each day, as well as knowing that I’m involved in creating impactful projects from the ground up, is a huge motivator and something that we can all be talking about more, to ensure that people are flocking to work in nuclear and more broadly across the energy sub-sectors. With all parties in the sector driving forward in the same direction, we can truly inspire professionals of the future to pursue a career in this rewarding sector.
To learn more about careers on offer at Gleeds, visit https://www.gleeds.com/en/careers/.
