And it is happening now. <\/strong><\/p>\n\n\n\n Mega trends are large-scale, long-term forces that can\u2019t be controlled only responded to. Because these happen over many years, cans get kicked down the road until It\u2019s too late. Is this ringing any bells? <\/p>\n\n\n\n In a 2016 IWater article I highlighted three mega-trends \u2013 the aging workforce, younger people\u2019s lack of interest in STEM, and the sector\u2019s low profile in the employment market \u2013 which together make a \u201cburning platform\u201d issue.<\/p>\n\n\n\n \n The electricity and gas industries having the same problems and fishing in the same talent pool, and the average WASC planning to fill 60% of its vacancies by external recruitment adds fuel to the fire.\n<\/p>\n\n\n\n \n A forthcoming EU Skill report shows a growth in roles like Anaerobic Digestion\/biogas production, on-site renewable energy production, nutrient recovery, and effluent reuse. \u201cSignificant upskilling\u201d, anybody?\n<\/p>\n\n\n\n They also identified \u201csmart\u201d technologies for water\/energy efficiency and drones and satellite imagery in catchment management as needing data specialists. These will need new standards and training programmes.<\/p>\n\n\n\n The chart shows that in a typical UK WAC all the 2016 Level 3 and above employees will leave the business by 2026. Frightening isn\u2019t it. And EU Skills found that the UK water companies all planned to fill their vacancies by recruiting from the labour market, usually called “poaching each other’s Staff<\/em>“. <\/p>\n\n\n\n “Wage Inflation<\/em>” anyone?<\/p>\n\n\n\n \n The \u201clet\u2019s stop this being a problem<\/em>\u201d ship sailed 20 years ago. Today is about solving the problem as is. Mega-trends need industry-wide collaborative solutions because \u201ca rising tide lifts all boats<\/em>\u201d. \n<\/p>\n\n\n\n <\/a><\/a>\n Collaboration ideally needs a neutral coordinator, and the industry has such a body. The Institute of Water, who recognise the current skills gap challenges for our sector, is undertaking a major review on how it can help the sector. \n<\/p>\n\n\n\n \n As a member, I am part of that discussion and look forward to helping the Institute engage with the sector in developing the industry-wide collaborative solutions that are so desperately needed.\n<\/p>\n\n\n\n \n Thanks to Rob Murphy, a Workforce Planning Consultant at EU Skills, for the skills data. He is happy to discuss how the Workforce Planning Model could help your business. \n<\/p>\n\n\n\nMega Trends<\/strong>\n<\/h2>\n\n\n\n
A changing world<\/strong>\n<\/h2>\n\n\n\n
Painting a picture<\/strong><\/h2>\n\n\n
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Worse, the leavers are the most experienced workers. Recruiting apprentices, which I fully support, won\u2019t replace these.<\/p>\n\n\n\nAnd the answer is\u2026.<\/strong><\/h2>\n\n\n\n
A way forward?<\/strong>\n<\/h2>\n\n\n\n
Thanks<\/h2>\n\n\n\n