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Offshore wind is one of the UK’s fastest-growing energy sectors, playing a vital role in the transition to net zero. But as demand for skilled professionals accelerates, engineering companies face a new challenge: attracting the next generation of offshore wind talent. For Operations Directors, HR professionals and senior leaders, building a future-ready workforce means rethinking recruitment strategies - from STEM outreach to diversity initiatives.
Understanding the challenge
In June the Offshore Wind Industry Council and RenewableUK published their 2025 Wind Industry Skills Intelligence Report. It looks at the future skills gap that will need to be addressed to meet projections for the sector’s growth – as well as diversity progress.
55,071 people currently work in wind energy in the UK, 39,898 of which in offshore wind. It represents a growth of 23.7% from 2023 figures, however future projections indicate more recruitment will be vital. Government targets predict 75,000 people will be needed in the offshore wind sector by 2030, demonstrating the skills gap businesses are likely to face in the future.
Examining diversity
The report also looked at the diversity mix within both the on and offshore wind workforce - 22% of offshore workers were female and only 7% from ethnic backgrounds. Across the sector, the diversity split between 2023’s report and the 2025 survey remained broadly the same, with only a small improvement.
The offshore wind sector has set itself a target of 33% female representation, but current insight indicates it will take until 2032 to achieve this. Whilst the ethnicity split falls well behind other demographics such as age and gender.
Building the pipeline early
To attract future offshore talent, we need to start long before they enter the job market. STEM (science, technology, engineering and mathematics) outreach plays a vital role in shaping young people’s perceptions of engineering and renewable energy careers. By engaging with schools, colleges and universities, businesses can inspire the next generation to consider offshore wind as a viable and exciting career path.
Whether it’s through site visits, guest lectures, mentoring schemes or sponsoring STEM events, these early interventions help build awareness and interest in the sector. They also ensure that students understand the real-world applications of their studies and the opportunities available to them. With offshore wind expected to create tens of thousands of new jobs by 2030, investing in outreach today is key to securing the skilled workforce of tomorrow.
Partner with local schools and colleges to offer site visits, talks, and mentoring
Support apprenticeships and graduate schemes tailored to offshore wind
Sponsor STEM competitions or events that raise awareness of careers in renewables
Collaborate with regional training hubs and industry bodies to align outreach with real workforce needs
Investing in diversity initiatives
Diverse teams bring a wider range of perspectives, experiences and problem-solving approaches, which can lead to better decision-making and innovation. Offshore wind is a sector that’s rapidly evolving and facing complex challenges, this diversity of thought is a strategic advantage.
For companies looking to broaden the diversity within their workforces, it’s important to have a strategy.
Audit your current workforce
Understand where gaps exist in gender, ethnicity, age, and other areas – particularly with regards to seniority and leadership.
Set clear goals
For example, aiming for 33% female representation by 2030, in line with industry targets.
Review recruitment practices
Use inclusive language in job ads, consider where you advertise your roles, opt for diverse interview panels, and remove bias from screening processes.
Assess working practices
Look at your flexible working policy to ensure it is inviting for working parents, and your employee benefits strike the right balance.
Create support structures
Establish employee forums, mentorship programmes, and leadership development pathways for underrepresented groups to gain valuable feedback.
Track and report progress
Transparency builds trust and helps refine your approach over time.
Include your supply chain
Your recruitment partners are best placed to be able to advise you on how you can embed long-lasting diversity changes.
“We’ve been supporting energy and engineering companies in the offshore wind market for many years, and it’s rewarding to be able to support them with diversity and inclusion strategies that transform the shape of their future workforces. It’s about more than just recruitment - it’s about understanding the skills gaps and diversity challenges and creating targeted campaigns and hiring initiatives that address these.”
Emma Lowden, Director of NRL’s North East operations
Creating a future skills strategy now
The offshore wind sector has extensive employment prospects for long-term rewarding jobs, but without the right talent in the future, projects risk delays and businesses may miss lucrative commercial opportunities. By investing in STEM outreach, and diversity initiatives in addition to traditional recruitment activity, engineering companies can attract the next generation of offshore wind talent and build resilient teams for the future.
Did you know?
NOF’s Offshore Wind North East Conference and Exhibition (OWNE) takes place in Sunderland each year, bringing together experts from the sector under one roof over two informative days of industry discussions and expert panels. OWNE 2025 takes place on 5th and 6th November, and NRL’s North East team will be attending once again to speak with delegates about the workforce challenges facing the offshore wind sector.
You can register to attend the event at www.offshorewindne.com.
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