The offshore wind industry is growing fast, and it is imperative to look outside current talent pools to satisfy the demand for talent. The ability to attract and engage diverse talent will help improve the overall reputation of the sector for everyone and enable the sector to attract the best talent.
Employers who are proactive now when it comes to the attraction and engagement of underrepresented groups will have an advantage at being able to attract the best talent from the widest pool in the long-term. Taking steps to improve attraction of diverse groups is a huge opportunity for employers in the offshore wind sector to address existing and predicted future skills gaps. The diversity of thought and innovation that diversity and inclusion brings will help the sector effectively respond to new and ongoing challenges.
De-bias job descriptions and promotional material e.g. use language decoders
Lower barriers to entry e.g.
strength based assessments rather than competency,
provide CV/interview training,
make it clear what skills are needed
provide “open days”, taster days or online short courses
internships, grants and bursaries for target groups
Advertise through specialist support groups
Create inclusive employee brand
women & ethnic diversity in senior management team,
images of ethnic minorities and women on all company material,
sharing real life stories of role models in company materials, social media and recruitment events
"We're now taking a focused approach to attracting people from diverse backgrounds by looking more closely at where and how we recruit, particularly looking at representation from different socioeconomic backgrounds as well as wanting to reflect the diversity of the areas we are operating in..."