HUMAN RESOURCES
Workforce issues in the forestry sector – a Scottish perspective Jamie Farquhar reports SCALE OF THE WORKFORCE There have been various attempts during the last decade to quantify the size and scope of the forestry workforce. A comprehensive review is now underway in terms of the GB Economic Impact Assessment Study, which should also provide upto-date information on employment levels. Members are reminded that they are asked to complete the survey (www.surveymonkey.co.uk/r/GBForestrySurveyConfor). In Scotland we still refer to the 2015 CJC Consulting report, which although the data is now ten years old, estimated there were 19,555 FTE jobs in the £1bn ‘primary wood supply chain’ – ie from forest nurseries to the first processing of timber – at that time. The report identified 8162 jobs in what I regard as the critically challenged
part of that supply chain at present – establishment, management, and delivery to processor. A review of the future of the forestry workforce in Scotland prepared for Lantra and the Scottish Forest & Timber Technologies in 2019 (data from 2017) suggests a significant increase in jobs was and is required in this area to cope with not just re-
tirement and attrition, but notably for the increasing harvest and restock, as well as significantly rising levels of new woodland creation to meet Scottish Government planting targets for climate change mitigation. It is safe to assume that there are now probably about 9000 FTEs involved.
THE CHALLENGES Forest Managers There is a general shortage of experienced foresters, as can be seen from a brief look at our own job vacancies and those advertised by ICF, indicating a constant churn between businesses, and so a real challenge for those needing to expand. Informal survey suggests at least 10% of existing FMs are not British, and although most will be UK domiciled, there is always a threat to them wishing to remain in the UK. Whilst our colleges report a healthy demand in entrants to “forestry” courses, we understand that many subsequently choose an allied rural role other than pure forestry management. Employers are therefore turning to alternative sources
Figure 1
British
EU
Other
Total
Permanent full-time
242
115
0
357
Permanent part-time
18
30
0
48
Seasonal
54
273
0
327
Total
314
418
0
732
30 FORESTRY & TIMBER NEWS • February 2022
CONFOR.ORG.UK
