Energy & Utility Skills, alongside the Energy & Utility Skills Partnership (EUSP) CEO Council, continues to make significant progress against the Skills Strategy 2025-2030, now three quarters of the way through its first year.
Following the April mid-year update, where delivery was on track across the four strategic pillars, Research, Attract, Develop and Retain, momentum has continued to build. Work to strengthen workforce intelligence, scale attraction activity and deliver new entry and development pathways is now translating into tangible outcomes for employers and the wider sector.
A detailed summary of progress is available to view on the Energy & Utility Skills website, with updates now provided on a quarterly basis to ensure transparency and shared accountability across industry.
Among the latest highlights are:
- Sector entry pilots are helping create practical pathways into skilled roles. Pilots with M Group, Laing O’Rourke and Murphy have supported 21 people to gain new skills, with 18 successfully starting work. The latest Murphy pilot achieved a 100% completion rate, with six participants progressing into employment opportunities.
- The Destination Energy campaign, has launched as part of the Department for Energy Security and Net Zero Clean Energy Jobs Plan, helping improve awareness of careers across the sector. The campaign has reached more than 700,000 impressions, generated nearly 14,000 engagements and delivered four webinars to date, with average attendance of around 200. A new memorandum of understanding with the Careers & Enterprise Company will also support closer links between sector workforce intelligence, careers education and future talent pipelines.
- A new collaboration between Baltic Apprenticeships and The Clancy Group is supporting the sector’s digital skills needs through a Level 4 AI and Digital Apprenticeship solution. Early pilot activity has shown strong demand, with more than 65 expressions of interest.
- The latest Inclusion Measurement Framework was published in April , drawing on insights from 26 organisations across the energy and utilities sector, representing more than 150,000 employees. Alongside this, the 2026 Health Index in partnership with Energy UK , highlighting progress in inclusive workplace practices while identifying ongoing challenges around accountability, workforce data, representation and maintaining momentum in EDI activity.
- Electricity transmission and distribution workforce planning reports have been completed, alongside workforce resilience metrics for electricity networks and gas networks. Work is also underway to extend resilience reporting to the water industry and develop future skills foresighting activity.
Stephen Barrett, Director of Membership and Strategic Engagement said:
“The scale of transformation facing the energy and utilities sector means that progress on skills must be both sustained and accelerated. What we are seeing now is a shift from planning into delivery, with real programmes, partnerships and pathways beginning to make a measurable difference.
“Our focus remains on working closely with employers, government and our Energy & Utility Skills Partnership CEO Council to turn strategy into impact, whether that’s bringing new people into the sector, developing critical capabilities, or improving long-term retention.
“As we approach the end of the first year of the strategy, the priority is clear: to build on this momentum and ensure the sector has the skilled, inclusive and resilient workforce it needs to deliver for the UK.”
For a more detailed update of the Skills Strategy 2025 – 2030, please visit our progress report page.
