Skills Shortages: The Real Challenge for the Water Industry

Skills shortages: The real challenge for the water industry

While discussions around bonus payments, funding, and hygiene have dominated the headlines, the primary concern for the water industry over the next six years is staffing. This is the view of specialist recruiter, Water by Murray.

The recruiter has cautioned employers that significant skills shortages affecting the sector could hinder many key projects planned for AMP8, commencing in 2025.

According to Water by Murray’s Water Industry Labour Report, which surveyed nearly 4,000 specialist engineers, ‘skills and recruitment’ was identified as the foremost issue facing the water industry, surpassing concerns about ageing infrastructure, pollution, and funding. The firm has warned that, without urgent action, many projects will struggle to commence due to a lack of skilled personnel. Additionally, almost 70% of the current engineering workforce intends to transition to roles in other sectors within the next 12 months, particularly in the oil and gas, and nuclear industries.

Adam Cave, founder and managing director of Water by Murray, part of Murray McIntosh, commented:

“The news is full of stories around bonus payments, government funding and sewage, but in reality, the biggest problem facing water is staffing. The sector itself is truly pivotal, but it’s no exaggeration to say that without some serious action, many critical maintenance and expansion projects simply won’t be deliverable in AMP8. The UK has an ageing infrastructure and with population numbers rising, major transformation is needed, and that can only be delivered by the right people. The ongoing debates feel like they’re ignoring the real issue and in order for other problems to be tackled there must be a greater focus on staffing.”

“Ultimately, employers need to find a way to get more people to opt for a career in the water industry. That’s a long-term solution, in the short-term firms can navigate the skill-short market by leveraging the contingent workforce, as well as recruiting from other markets. The sector has been pillaged for skills for years by the likes of nuclear, and oil & gas, and it’s now time for water employers to do the same and return the favour. Water, along with the likes of energy and healthcare, is one of the fields that truly keeps the country ticking, so we need to ensure that talent pipelines are robust and built to last.”