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.
Undertake outreach activities with primary schools, secondary & tertiary education e.g. employer talks in schools, STEM activities, STEM campaigns, competitions, challenges and awards
Partner with well respected organisations and networks e.g. student organisations, industry wide networks
Build personal connections with women and people who identify as other genders, different cultures
Target specific groups e.g. women returners, different universities than the usual
Create alternative pathways into the industry e.g. offer education, retrain people from industries in decline
Widen recruitment channels - find new ways of sourcing candidates e.g. alternative education providers
Engaging a Diverse Workforce - An Introduction to Allyship
" When assessing the challenges we faced in the lack of diversity of not just the organisation but the sector, we realised early on that bringing everyone on the journey with us was extremely important..."