Clean Energy and Net Zero Goals: Impact on the Energy and Utility Sector Workforce

The rise of clean energy and the quest for net zero, advances in technology are revolutionizing the energy and utility sector, transforming traditional roles in oil, gas, and electricity. Join us as we delve into our findings from the leading research firm Everest Group, exploring how these ambitious goals are reshaping the workforce, presenting both new opportunities and formidable challenges. Download our report to uncover actionable strategies to future-proof your talent management and maintain competitiveness in this dynamic landscape.

As we navigate the energy and utility talent landscape, HR professionals, CXOs, and senior leaders are identifying and prioritizing the hurdles they must overcome in the following areas: 

Shrinking talent pools

The decline in available talent, driven by an aging workforce and a dearth of new recruits, presents an ongoing challenge that extends beyond merely matching talent with job opportunities. This issue underscores broader workforce concerns, including perceived stagnation, demanding work conditions, and a lack of growth-oriented and clear career pathways, all of which continue to threaten operational continuity.

New energy sources, new roles, and talent

The United States is transitioning to renewable energy sources, a sustainable progress that is creating friction as skill gaps emerge in areas such as research, development, data analytics, cybersecurity, EV batteries, regulatory expertise, and sustainability management. Limited investments are making it difficult to fund upskilling and reskilling programs for the workforce.

An unknown market

Navigating the energy and utility sector can feel like stepping into the unknown. The sector lacks comprehensive analytics and market intelligence, hindering its ability to understand workforce trends, anticipate skill shortages, and effectively recruit and retain top talent.

Diversity, equity, inclusion, and belonging

The challenges extend beyond job necessities to encompass broader concerns, such as the limited representation of women and minorities across various backgrounds. The shift to green energy presents an opportunity to address these gaps and attract talent with diverse perspectives and skill sets.

Strategic considerations

With G20 leaders aiming for net-zero emissions by 2050, sustainability remains a top priority for organizations. Long-term success will require proactive business growth strategies. As obstacles converge, we must ask: How can the energy and utility sector develop a holistic talent strategy that addresses shrinking talent pools, bridges skill gaps for new energy roles, leverages market intelligence, and fosters diversity, equity, inclusion, and belonging to ensure sustainable growth and innovation? Where should organizations begin?

Managing the uncertainties of the energy and utility sector is never easy, but it can become more manageable by following these steps. Read on as we introduce a six-step process to future-proof your talent strategy and prepare your organization for the unknown.

Your organization's 6 step approach

1. Delegate talent acquisition tasks to enhance flexibility and scalability.
2. Utilize direct sourcing to pave the way for comprehensive Total Talent Acquisition (TTA).
3. Develop a compelling and inclusive Employee Value Proposition (EVP).
4. Implement strategic workforce planning to prepare for future skill requirements in the sector.
5. Adopt emerging technologies to optimize talent management and recruitment processes.
6. Use real-time market intelligence and analytics to streamline hiring.

To navigate the evolving landscape of clean energy and net zero goals, your organization must adopt proactive strategies. Get in touch with our energy sector recruitment specialists to learn more about how we can support your talent strategy and help you stay competitive in this dynamic environment.