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Empower diversity, drive innovation

Developing a diverse clean energy workforce is crucial to Australia’s transition to net zero.

The clean energy sector is pivotal in Australia’s transition to net zero. However, facing significant skills shortages now and into the future, many businesses are building a pipeline of talent by upskilling and diversifying their teams.

According to the Clean Energy Generation report published by Jobs and Skills Australia, Australia’s clean energy workforce is:

  • Predominantly male, with women mostly represented in roles such as office managers, accounting clerks, commercial cleaners and interior design, rather than trade-qualified and engineering roles
  • Underrepresented by First Nations peoples and migrants
  • Employed across Australia, with workers often needed in regional and remote areas. In some instances, this requires short-term moves or fly-in-fly-out (FIFO) work

The value of qualifications in clean energy

The clean energy workforce is more highly qualified than the broader labour force, with a higher proportion of Vocational Education and Training (VET) qualified workers.

VET will continue to deliver the fundamental skills needed for this workforce via:

  • Existing broad-based qualifications, providing fundamental skills for a range of roles, including but not limited to clean energy
  • Clean energy ‘top-up courses’ and electives, including post-trade and post-graduate qualifications, allowing workers and students to gain specific clean energy skills and specialise
  • New qualifications targeted to emerging sectors, beneficial where new technologies will require specialised skills

Attracting new workers or upskilling current workers has both short and long-term benefits, including diversification of skills, the introduction of new ideas and ways of thinking, and open the door to opportunities for the younger generation.

Building a workforce inclusive of women and First Nations people

The 2023 Review of the Migration System found migration will not address the challenges of transitioning to a clean energy economy. The clean energy sector cannot grow at the scale required without a greater participation of women, who currently represent 35 per cent of the workforce.

While coal mining has been a major employer of First Nations people (3.4 per cent), First Nations employment in the emerging clean energy sector is currently around 1.9 per cent.

The Clean Energy Generation report underscores the benefits of developing a diverse workforce, revealing that organisations which embrace it are both more innovative, and tend to achieve better overall performance:

  • Companies with ethnically diverse teams are 36 per cent more likely to outperform their peers
  • Gender-diverse executive teams can see a 21 per cent increase in profitability
  • Employees with mentors demonstrate a 55 per cent higher retention rate compared to their non-mentored counterparts

The power of mentoring

When apprentices and trainees are signed up with MEGT, they benefit from tailored support and mentoring.

Support includes resources to help navigate common workplace and personal challenges, help and advice to resolve short-term setbacks, connections and referrals to specialist support services if needed, and one-on-one mentoring with a qualified mentor.

For women in male-dominated trades, First Nations peoples, people living with disability and those located in remote areas, this mentoring is available at no cost to the employer.

MEGT’s mentoring program ensures apprentices have the best chance of completing their qualifications.

“Our mentors are trained to offer confidential support, helping apprentices voice their concerns and to navigate any hurdles they might face,” MEGT mentor Simmone Cuevas said.

Mentor Mardi Fogliani is working with several women in male-dominated trades.

“Creating environments where female apprentices feel valued leads to higher engagement and retention rates and opens the doors to invaluable networking opportunities,” She said.

In a rapidly evolving sector, greater representation can lead to broader perspectives, improved problem-solving and increased innovation, all key drivers of success in the clean energy sector.

For more information on how MEGT can help you build a pipeline of talent, visit here.

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