Analysis

The water sector plays a vital role in providing clean and accessible water to communities, safeguarding public health, and ensuring sustainable water resource management.

While various sectors are facing skills shortages, the water industry is particularly affected. It struggles to fill 35% of job openings, exceeding the national average of 23%. Over the next five years, approximately 63,000 positions will need to be filled within the industry.^­1

To attract a new generation of skilled professionals, the water industry must undergo a transformation centred around data and digital technologies. Currently, only 8% of the industry’s workforce is under 24 years old, and more than a fifth are nearing retirement within the next ten years.²

This article will explore the reasons behind the skills gap, the challenges it presents, and potential solutions and transformations that lie ahead.

Ageing workforce
There are several reasons for the skills gap in the water sector, with one of the primary reasons being an ageing workforce. Many experienced professionals in the industry are approaching retirement age, creating a gap in institutional knowledge and specialised skills. As they retire, their expertise and years of experience leave with them, hindering problem-solving capabilities and decision-making processes within organisations. It is crucial that the sector finds effective ways to transfer knowledge from the experienced workforce to the next generation, in part by filling these positions with adequately trained individuals.

Technological change
Across the whole sector there is a need for technical competence – which changes as new technical processes emerge. Technological advancements, including smart water networks, real-time monitoring systems, and data analytics, have evolved rapidly. However, education and training programs have struggled to keep pace with these developments. Consequently, there is a shortage of professionals with the necessary skills to leverage and manage these technologies effectively.

Reputation
At times, the sector faces challenges due to a negative reputation, resulting in many young individuals being unaware of the wide range of career opportunities it provides. Water-related careers are sometimes perceived as less glamorous or less lucrative than other industries, leading to a lack of interest and fewer individuals pursuing education and training in this field.

Key competencies
The skills gap in the water sector can lead to workforce shortages, making it difficult for water utilities and organisations to adequately staff their operations. The shortage of skilled workers can hamper the maintenance and operation of water treatment plants, distribution systems, and wastewater facilities, potentially impacting service delivery and infrastructure reliability. To avoid these effects, the sector particularly requires the following expertise:

• Data analytics, IoT integration, and network management to provide real-time data on consumption and leakage;
• Skills in reverse osmosis, desalination processes, energy management, and infrastructure planning (vital for addressing freshwater scarcity);
• Advanced data analytics to optimise distribution, predict demand, and identify issues (requires skills in data analysis, machine learning, and AI);
• GIS software, data interpretation, and spatial analysis to enable the monitoring of water resources, identifying stress areas, and managing watersheds;
• Cybersecurity, network monitoring and risk assessment – crucial for the protection of critical infrastructure; and
• Regulatory and policy expertise, with knowledge of water regulations, policies, and governance frameworks.

Digital tools have become systemised to ties all professional functions together. As such, some level of digital literacy should be defined as a requirement for all industry jobs. Without these skills, serious threat is posed to the resilience of water infrastructure. Without enough skilled workers, infrastructure maintenance, repair, and upgrades may be delayed or not conducted to the required standards. This can increase the vulnerability of water systems to failures, disruptions, and even potential health risks.

Potential Solutions and Water Sector Transformations
One action that the sector can take to address the gap is enhancing educational initiatives in collaboration with educational institutions, to develop curricula that align with industry needs. This includes incorporating emerging technologies, emphasising practical training, and providing opportunities for first-hand experiences. Increased awareness campaigns can also help promote water-related careers and attract new talent.

The water sector must assess its ability to provide the necessary training and development through a network of training providers. Skewb Climate (Part of Skewb Group^­3) acknowledges the importance of designing customised training that caters to the specific needs of organisations and individual learners, while also acknowledging the challenges faced by the sector. Embracing immersive learning experiences leads to more effective outcomes, better retention of knowledge, and enhanced skills development. In light of this, digital training delivery emerges as an inclusive method that accommodates various learning styles, offers cost savings, and saves time.

Apprenticeship programs and vocational training can also play a pivotal role in bridging the skills gap. By combining classroom instruction with on-the-job training, apprenticeships provide individuals with practical experience and specialised skills specific to the water sector. These programs can be tailored to different roles, such as water treatment operators, distribution system technicians, or wastewater engineers.

Collaboration and knowledge sharing are key. Water utilities, industry associations, and educational institutions should foster collaboration and knowledge sharing to address the skills gap collectively. This can include partnerships for research and development, sharing best practices, and creating platforms for professionals to exchange ideas and experiences.

Promoting diversity and inclusion within the water sector can bring fresh perspectives and ideas. Efforts should be made to encourage underrepresented groups, such as women and minorities, to pursue careers in the water sector. By creating a diverse workforce, the sector can enhance problem-solving abilities and better serve the needs of diverse communities.

To attract young people and promote diversity in the water sector, it is crucial to create a value-led employee proposition that aligns with their aspirations and values. This can be achieved by emphasising long-term career progression, the sector’s commitment to environmental values and sustainability, stability and employment benefits, competitive salaries, commitment to investing in employee training and development programs, and the meaningful work and social impact of the sector.

By highlighting the sector’s technological advancements and innovation, it becomes more appealing to the younger generation and fosters interest in water-related careers. Salary disparity can be addressed by offering competitive compensation packages that align with industry standards and reflect the value of the work done in the water sector. This can help attract talent that might otherwise gravitate towards higher-paying industries.

Emphasising the meaningfulness of the work done in the water sector and the positive impact it has on communities and the environment is highly significant when considering a young cohort who are largely very concerned about environmental matters. By showcasing real-life examples of how water professionals can contribute to addressing the impacts of climate change and promoting social equity, we can develop a compelling case for their engagement and involvement. We see a younger generation faced with many challenges unthinkable to previous generations, and yet the opportunities are available for them to leverage radically different approaches to data analysis and its application. These possibilities can be used in conjunction with tried-and-tested approaches to water governance, including those that use nature-based solutions. One example of this approach can be seen in the drive to develop sustainable new communities in water-stressed regions of the UK. These water-neutral developments are demonstrating that zero water footprint installation can be delivered through a collaborative and innovative approach.

Lastly, it is important to look at other talent pools in order to remove barriers faced by potential water professionals. This can be achieved by:

• Partnering with educational institutions, vocational training centres, and youth organisations to offer internships, apprenticeships, and mentorship programs for young people;
• Implementing inclusive hiring practices to actively recruit and accommodate individuals with disabilities. Provide accessibility in job postings, workplace adjustments, and disability awareness training;
• Recognising the skills of ex-military personnel and developing transition programs and partnerships with veterans’ organizations;
• Collaborating with social services and foster care organisations to create programs for care leavers and individuals in care, offering mentorship and skills development initiatives;
• Fostering inclusive and supportive work environments, implementing diversity and inclusion policies and raising awareness among employees; and
• Establishing partnerships with community organisations, non-profits, and government agencies to leverage their expertise and networks in identifying and connecting with underrepresented talent pools.

Many believe these skills are not “teachable” but rather gained through experience and work history. It does not make sense that the same skills that keep applicants from gaining a job are primarily learned on the job. The recruitment process needs changing.

Conclusion
Bridging the skills gap in the water sector is crucial to ensure the provision of safe and sustainable water resources for communities worldwide. By addressing the reasons behind the skills gap, tackling challenges head-on, and implementing potential solutions, the sector can transform itself into an attractive and dynamic industry. With collaboration, technological advancements, and a focus on education and training, the water sector can overcome the skills gap and build a resilient and skilled workforce for the future.

References

1. Tackling the water industry’s skill shortage (2023). https://www.waterindustryjournal.co.uk/tackling-the-water-industrys-skill-shortage ↩︎
2. Data and digital transformation can help the water sector fill the skills gap (2022). https://www.britishwater.co.uk/news/618391/Data-and-Digital-Transformation-Can-Help-the-Water-Sector-Fill-the-Skills-Gap.htm ↩︎
3. Skewb. https://skewb.co.uk/ ↩︎