Power within employability fund launched
The National Grid has announced a new £5 million ($6.73 million) ‘Power Within Employability Fund’. The scheme, which is set to start next year, aims to support around 1,000 young people annually, with approximately 5,000 expected to benefit over its lifetime.
The fund will help young people to develop the skills, qualifications, and confidence needed to access long-term career opportunities, including those within the energy and infrastructure sectors. The National Grid’s new fund will boost youth employability by helping participants access a range of tailored support, including:
· Industry-recognised qualifications and accreditations, including Construction Skills Certification Scheme (CSCS) cards and other qualifications needed to access jobs across the energy, construction and infrastructure sectors.
· Dedicated employability coaching and mentoring, providing one-to-one support to help young people build confidence, identify career goals and prepare for the workplace.
· Job readiness and life skills training, including CV writing, interview preparation, communication skills, workplace behaviours and other support designed to help young people succeed in employment.
· Direct links to employers and job opportunities across National Grid, its suppliers and the wider energy and infrastructure sector, creating clear pathways from training into work.
· Practical support to access work, including help to gain a driving licence where transport is a barrier to employment opportunities[i].
Zoë Yujnovich, Chief Executive at the National Grid, said:
“Too many young people are being left behind, unable to access the opportunities, skills and support they need to fulfil their potential. That’s why National Grid is launching a new £5 million fund to help around 5,000 young people not in education or work, to develop the skills, qualifications and confidence needed to build long-term careers.”[ii]
The initiative is intended to help meet the growing demand for skilled workers in sectors such as clean energy, construction, and engineering, as well as provide the workforce needed to deliver the infrastructure projects that will help modernise the country. According to recent analysis by ZCA, the UK’s energy and mining sector is to see a shortfall of almost 50,000 green skilled workers by the end of the decade, putting the green transition at significant risk.
Yujnovich adds: “As the UK invests in the infrastructure needed for a more secure, more resilient and cleaner energy future, we will help thousands of young people build confidence, gain qualifications and take meaningful steps towards employment. By working with expert delivery partners, colleges and employers, we can shape pathways into rewarding careers while helping to strengthen the communities we serve.”[iii]
Bridging the skills gap in the energy sector
The energy sector faces a dual workforce challenge: reskilling existing employees for the energy transition while simultaneously attracting a new generation of workers.
Research from Airswift released at the beginning of this year found that skills shortages and an ageing workforce remain two of the biggest challenges for employers within the sector. These pressures have meant that competition is fierce: 80% of workers in the transitional and future energy sectors report they have been headhunted in the past year, and a third said they are open to moving to another energy sector. The power sector proved to be the most popular choice for a potential move, but four in ten said they would be keen to work in oil and gas[iv].
James Allen, CEO of Airswift, comments: “The ageing workforce challenge is not new, but it is becoming increasingly urgent to address”, he adds: With only a third of hiring managers actively recruiting graduates to build their talent pipeline, there is an opportunity for the sector to do much more to secure the people it needs.”[v]
To combat this, Airswift suggests long-term skills development is critical, with a clearly defined career path a notable method to prevent job dissatisfaction.
Allen says: “If young people begin to believe that opportunities to join the energy workforce are few and far between, it could become a major barrier for attracting and retaining talent. Organisations must be intentional in retaining early career paths while continuing to collaborate with educational institutions to promote STEM and inspire young people about the fantastic careers on offer.”[vi]
References
[iii] Ibid
[iv] 2026 - airswiftgeti
[v] Ibid
[vi] Ibid
