Professor Abdessamad Faik is the Director of the Laboratory of Inorganic Materials for Sustainable Energy Technologies (LIMSET) at the University Mohammed VI Polytechnic (UM6P). In this article, he examines the green skills gap and highlights why investing in skills is not only essential for decarbonisation but also an opportunity to drive innovation.
As the world accelerates towards net zero, we are seeing a shortage of skilled workers capable of delivering the clean energy transition. The International Renewable Energy Agency projects that the renewable energy sector could generate up to 38 million jobs by 2030 under the 1.5 °C scenario, a substantial rise from the 16.2 million jobs reported in 2023. While investment, policy, and technology advance rapidly, the human capital needed to install and operate these solutions is lagging behind. Labour shortages now threaten not only decarbonisation targets but also economic growth, innovation, and long-term energy resilience.
The UK’s green skills gap
Meeting the UK’s ambitious renewable energy goals requires tens of thousands of new workers. For example, the offshore wind sector alone will need to grow to 74,000 by 2030 to meet minimum targets, and potentially 95,000 under the most ambitious scenarios. Other parts of the energy and construction sectors face similar pressure, from retrofitting homes to deploying energy storage and hydrogen infrastructure.
Several structural issues make the problem harder. Awareness of green career paths among young people is limited, diversity in STEM fields remains low, and an ageing workforce threatens essential trades. Reskilling programmes and vocational training, such as apprenticeships, are central to addressing these gaps, but current efforts have not kept pace with the scale of demand.
Preparing the workforce
New digital learning tools such as virtual reality training and simulation programmes are helping workers transition into green roles more quickly. Professionals from oil and gas, construction, and electrical trades are retraining for roles in offshore wind, low-carbon construction, and energy storage. These programmes provide hands-on experience with emerging technologies and equip workers to adapt as the sector evolves.
Inclusive recruitment is equally important. Women, young people, and underrepresented groups bring vital perspectives and innovation but often remain underrepresented in the green sector. For example, women make up 32% of the global renewable energy workforce. Mentorship programmes, which can help define clear career pathways, and supportive work environments, can expand the talent pool and support long-term growth.
Learning from global experience
The UK is not alone in facing a green skills gap. Across Africa, nations are linking workforce development to industrial strategy. Morocco’s Just Transition Assessment Model shows how climate policies can be coordinated with employment strategies, directing training and reskilling where it is most needed. In South Africa, a $1 billion World Bank loan supports energy sector reforms, including private renewable investments and retraining programs, demonstrating how careful planning of skills development can underpin a just transition.
Africa’s experience shows that skills initiatives work best when connected to real industrial activity. Programmes tied to the African Continental Free Trade Area (AfCFTA) illustrate how regional renewable energy markets can create jobs while encouraging innovation. Investments in green hydrogen, local manufacturing, and youth-led greentech startups highlight the benefits of combining training with access to markets. For example, Ghana’s Green Jobs Programme partners with private companies in sustainable agriculture, offering targeted training that feeds directly into employment opportunities. For the UK, linking workforce development to national and international green industrial plans could accelerate progress while supporting sustainable employment.
In Morocco, these efforts are supported by institutions such as UM6P, which plays a central role in linking academic research to national energy strategies. Through platforms like the Green Energy Park, Green H2A Platform, and its network of industrial and academic partnerships, UM6P contributes to developing technologies and training programs that accelerate the deployment of renewable and hydrogen solutions. This approach ensures that the country’s just transition policies are underpinned by both scientific innovation and skilled human capital.
Turning a challenge into an opportunity
Closing the green skills gap is not just a compliance exercise; it is a chance to reshape the economy. Green jobs are often local, resilient, and connected to innovation. They attract investment, boost GDP, and provide long-term career pathways. At the same time, the UK has untapped talent, from early-career professionals to mid-career returners. By embedding sustainability into schools, expanding apprenticeships, and supporting retraining programmes, the country can accelerate the energy transition while creating diverse, inclusive teams.
Experience from other countries shows that linking skills development to industrial capacity brings real benefits, such as faster deployment of new technologies and stronger economic resilience. Just as Morocco is preparing engineers for green hydrogen and smart grids, the UK must prepare workers to deliver offshore wind farms, low-carbon construction projects, and smart energy systems at scale.
Investing in sustainability
The green transition is global, and the skills gap is a shared challenge, but it is also a transformative opportunity. As Africa and the UK navigate their respective energy transitions, the lessons are clear: developing human capital is just as crucial as expanding infrastructure. By matching investment in people with investment in technology, the UK can develop engineers, technicians, and innovators who see sustainability as an opportunity for growth rather than a constraint.
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