5.1.1.1 Current shortages in technical skills in Australia
Two survey participants stated:
Meeting the future skills needs of the energy sector is critically important as there will be a growing demand for skilled tradespeople and energy professionals. The consultation process for this report, and for several previously published studies (Briggs et al., 2020; IRENA, 2020), revealed that the clean energy industry in Australia is already experiencing significant skills shortages. The Reserve Bank of Australia (RBA) defines skills shortages as occurring “when demand exceeds supply of appropriately skilled workers available at a prevailing market wage” (Leal, 2019). It is clear from this definition that meeting the energy sector’s workforce needs will have both qualitative (appropriate skills) and quantitative (enough people) components.
“
e have shortages now; however I don’t understand what W the whole industry is doing to train for these skill sets.
“
”
The market is doing it for us, but very slowly, because the government is incapable of bold action.
”
Figure 8. How participants foresee shortages in skills/ roles will change in the next five years (N=35)
Unsure 26%
Improve 17%
Some of the current technical skills shortages highlighted in the literature, survey responses and stakeholder engagement are: •
Battery manufacturers;
•
Construction managers for wind and large-scale solar projects;
•
Cybersecurity / Internet of Things engineers / software engineers;
•
Electricians certified to install solar PV (particularly in rural areas);
•
Energy auditors / energy management system consultants;
•
Energy data analysts / energy data scientists;
•
Energy managers / facilities managers with an adequate understanding of energy;
•
EV infrastructure engineers;
•
EV ‘mechanics’ for EV repair and service;
•
Grid engineers;
•
Power system engineers / control engineers / renewable energy engineers;
•
Specialist truck drivers; and
•
Wind turbine blade and turbine technicians.
Survey respondents retained anonymity, as set out in the ethics processes for the survey. One respondent remarked:
“
[ There are] so many shortages! The Australian workforce is behind in most areas related to the energy transition.
”
More than 45 per cent of survey respondents indicated they expected the situation to worsen during the next five years and less than 20 per cent expected the situation to improve (see Figure 8).
9 56
See Appendix 4 for a list of the reports reviewed
E3 Opportunity Assessment: Developing the future energy workforce
Worsen 46%
Stay the same 11%
Ultimately, a chronic shortage of skilled workers could become a significant barrier to successfully introducing clean energy solutions by potentially causing project delays and/or cost increases that would make such solutions less economically attractive (Oke et al., 2018). Alternatively, if work is undertaken by inadequately skilled workers it could result in poorer performances and a negative perception of these clean energy technologies, a concern highlighted in the Royal Commission into the Australian Government’s Home Insulation Program (Commonwealth of Australia, 2014).
5.1.2 The importance of cross-cutting skills to the energy transition A rapid review was commissioned as part of this research to address the question: What are the skills and skilled professionals required by 2030, to deliver a clean energy transition by 2050?9 The review found that the social or cross cutting skills of process and project management, along with a strong need for retail and marketing, were more frequently reported as being needed to achieve clean energy transitions. Of the specific skills identified as being required for clean energy transitions, most related to the complexities of raising awareness, communicating and convening dialogue across a range of sectors and disciplines; and fostering the shared vision and commitment between these diverse actors that is critical
