As time ticks on, ever closer to the ambitious 2035 deadline to decarbonize power generation – and the country’s goal of reaching overall net zero by 2050 – the UK’s renewable energy sector is entering a critical phase, with demand for skilled workers in clean energy higher than ever before.  

But despite the need for rapid, large-scale growth in the sector, a growing skills gap in renewables is threatening to slow progress, delay projects, and undermine the UK government’s drive to become leader in the global green economy.  
 
According to insights from the Engineering Construction Industry Training Board (ECITB), 81% of employers in the renewables sector are already struggling to recruit. And with the workforce expected to grow by 18% over the next three years, the pressure is mounting to find a way to engage and hire talent that can help the renewable energy transition. 
 
And whilst there are calls for ‘Green Visas’ that will aid the recruitment of overseas talent, it remains vital that the energy sector continues to look closer to home too. The UK has a vast, untapped reservoir of talent, from young people and underrepresented groups to career changers and returners, ready to power the green transition. The challenge is engaging them. 

The Scale of the Challenge 

The good news is that the UK’s clean energy workforce is growing more than five times faster than the national average. Yet, as we work towards the 2035 and 2050 targets, this growth is still not fast enough to keep pace with what’s required. The Wind Industry Skills Intelligence Report 2025 reveals that the UK’s wind sector currently employs 55,000 people, with 40,000 in offshore wind alone, up from 32,000 in 2023. 
 
To meet minimum government targets, the offshore wind workforce must grow to 75,000 by 2030, and onshore wind to 19,000. And, if the most ambitious potential scenarios are to be reach, 94,000 offshore wind workers will be needed to deliver 52GW of capacity, with an additional 10,000 jobs required if the UK maximises supply chain growth. 
 
The Office for National Statistics are keen to highlight the employment potential of the green energy and renewables sector too, estimating that the UK’s green economy could support over 1.2 million jobs by 2030, up from around 410,000 in 2020.  

The growth demands on renewables and green energy is a huge challenge, however it also represents a massive opportunity that could not only shape the future of UK energy generation but also provide incredible employment and career opportunities too.  

Such opportunities only have potential to make an impact if the industry, its organisations and workforce are ready to embrace them, however. Below we delve into just a few ways they can all have an impact.  

Inspiring the Next Generation of Renewables Experts: Early Talent and Education 

Whilst the renewables and green energy sectors develop and evolve at pace, and the amount of green energy being produced and used is growing daily, there remains a considerable lack of awareness around renewable projects and the people, roles, and skills behind them – especially amongst younger demographics.  

How can the sector respond? 

  • Integrate green careers into the education curriculum: By connecting with educational institutions and helping to embed clean energy topics into science, geography, and technology lessons. 

  • Launch ambassador programmes: Young professionals can visit schools and colleges to share their career journeys. 

  • Create immersive experiences: Virtual site tours, hands-on STEM workshops, and gamified learning platforms can make green careers tangible and exciting. 

Renewables Apprenticeships: Building a Skilled, Loyal Workforce 

Apprenticeships are crucial for developing the next renewables workforce, yet participation in them, especially among underrepresented groups, remains low. In 2023/24, for example, only 18% of STEM apprenticeship starters were female.  

To address this, the sector must broaden apprenticeship opportunities and make them more accessible, particularly by raising awareness in schools and communities, promoting diverse role models, and supporting inclusive recruitment. Mentorship and clear progression pathways are also vital to foster retention and future leadership. 

Hands-on training through apprenticeships aligns skills with industry needs and drives talent discovery for roles identified as high-demand, such as welders, electrical installers and project planners. Investing in inclusive, well-structured apprenticeship programmes is key to building the diverse talent needed for the future of green energy. 

What the sector can do: 

  • Expand green apprenticeship standards: Develop new pathways in areas such as hydrogen operations, battery storage, and offshore maintenance. 

  • Partner with local colleges and training providers: Co-design programmes aligned with real project pipelines. 

  • Offer clear progression routes: Ensure apprenticeships lead to long-term careers, not short-term, uninspiring employment. 

At Carbon60, we are dedicated to helping bridge skills gaps across engineering and technical sectors, and to creating opportunities for training, practical and professional development, skills building, and employment via apprenticeships and initiatives including our Recruit, Train, Deploy approach to finding, upskilling, and mobilising candidates.  

Career Changers and Returners: An Undiscovered Renewables Workforce 

There’s a vast, often overlooked pool of talent among mid-career professionals which are seeking new opportunities and waiting to be discovered.  

Many possess transferable skills from industries such as manufacturing and the armed forces, whilst there are currently an estimated 270,000 workers in oil and gas who would be prime candidates for a career diversion into renewables, yet may be unaware of how their existing expertise aligns with potential future opportunities.  

By proactively mapping these transferable competencies to green roles and providing targeted support, such as tailored career guidance, upskilling resources, and recognition of prior experience, the sector can accelerate the integration of these professionals and enrich its talent pipeline. 

What the sector can do: 

  • Launch fast-track conversion programmes: Short, intensive courses that retrain engineers, technicians, and project managers. 

  • Offer flexible, modular learning: Online and part-time options make it easier for adults to retrain. 

  • Create Returnships: Paid placements for people re-entering the workforce after a career break. 

Regional Renewables Skills Hubs: Training Where It’s Needed Most 

Many of the UK’s clean energy projects are located in coastal or industrial regions, with the Humber, Teeside, and the Moray Firth all emerging as vital UK clean energy hubs.  

However, such areas often lack access to high-quality training infrastructure, meaning coordinated investment in skills building and career development opportunities are key to ensuring the UK renewable and green energy sectors make the very most out of these growing local industries.  

How the sector can respond: 

  • Invest in regional skills hubs: Co-locate training centres with major project sites. 

  • Work with devolved governments and local authorities: Align skills strategies with regional economic plans. 

  • Support SMEs in the supply chain: Provide grants and shared training resources to help smaller firms upskill. 

Championing Diversity and Inclusion in Renewables 

Closing these gaps is not just a matter of fairness and ensuring opportunities are provided to all, it is indeed essential to the renewables sector for enabling people with a broader spectrum of skills, perspectives, experiences, and innovative ideas. By building diverse teams, the sector can better address complex challenges, drive productivity, and ensure that the benefits of the green transition are shared by all communities. 

What the sector can do: 

  • Set clear diversity targets: Track and publish workforce data to drive accountability. 

  • Create inclusive recruitment campaigns: Use language and imagery that reflects the full diversity of the UK. 

  • Support employee networks and mentorship: Help underrepresented groups thrive and progress. 

Policy, Planning, and Long-Term Vision for UK Renewables 

The UK Government’s Clean Energy Industries Sector Plan outlines a vision to double investment in clean energy to over £30 billion annually by 2035. Achieving this ambition requires more than just capital; it demands a robust, future-ready workforce strategy. 

To meet escalating skills needs, the sector must create clear pathways for lifelong learning, invest in partnerships with technical colleges and universities, and foster collaboration between employers and educators. Proactive upskilling and reskilling initiatives, combined with targeted outreach, will ensure talent flows into the industry from all corners of society. 

By pairing strategic investment with thoughtful workforce planning, the UK can build a clean energy workforce equipped to deliver on its net zero goals and secure economic prosperity for decades to come.