A recent poll by Hays, revealed that 87% of respondents assess an employer’s green commitment when applying for a job, with 59% considering this to be a very important factor. Climate change and sustainability are amongst the biggest challenges globally at present and it is impacting several aspects of organisations' talent strategies.
The shortage of skilled workers threatens the energy transition and the ability to reach climate targets. In the next 10 to 15 years, around 70% of employees in energy supply companies in Germany are expected to retire, whilst 400,000 employees are expected to do the same in the next 10 years in the United States. In the UK, one fifth of energy workers are expected to have exited the workforce by 2030.
While renewable energy is essential to reaching targets set by governments, traditional power generation remains crucial as a backup and transitional technology. Leveraging the knowledge of experienced specialists can bridge the gap and ensure a smooth transition. An effective multigenerational workforce management strategy is becoming an increasingly important competitive advantage.
In order to address skills shortages, organisations need to engage talent at all levels - from school career guidance to employee training of older employees. Given the existing skills gap, as well as the economic challenges that many businesses are facing, recruiting experts externally is difficult. By taking advantage of employees existing knowledge and experience, their skillset could be enhanced to benefit both employee and employer.
Additionally, a recent LinkedIn poll by Hays found that 64% of employees feel employers could do so much more to support employees minimise environmental impacts. Emerging Gen Z talent will look elsewhere if companies are not sustainably committed. This puts the emphasis on the leaders to make a stand while involving employees.
Kirsty Green-Mann, Global Head of Sustainability at Hays, comments:
“Facilitating knowledge shares between workers of all generations could be the key to a greener future akin to the success around diversity, equity and inclusion. Bringing together workers who are passionate and knowledgeable about the environment with those in key decision-making positions, in mentorship and “reverse mentorship” schemes, can be effective, efficient and helpful in cultivating a stronger and more sustainable workplace culture.
“Finding the right people is essential, but with a skills gap looking inside an organisation is another option by providing relevant upskilling programmes. This can build a solid foundation inside the organisation with a clear ambition for a better tomorrow. A corporate culture that takes the climate line and sustainability seriously, enables knowledge exchange and provides programmes to promote sustainability and the contribution of each individual, will better attract green skills and roles - whether external or internal.”