How to attract & retain green energy talent in remote Australia

Australia is on the cusp of a renewable energy revolution, with billions of dollars being poured into clean energy projects such as wind, solar, and hydrogen. However, as the clean energy sector grows, so too does the demand for skilled professionals. 

Attracting and retaining top talent, particularly in remote areas, is a challenge the industry must address head-on. 

In this blog, we’ll explore the current state of the clean energy job market, the challenges faced by the offshore wind industry, and the strategies necessary to build a workforce capable of supporting Australia’s renewable energy transition.

The competitive landscape for clean energy skills

The global competition for talent in clean energy sectors has never been fiercer. Countries worldwide, driven by decarbonisation goals, are ramping up efforts to attract skilled workers. The market is competitive, with regions such as Europe (EU), the United States (US), and China offering attractive packages to professionals in the sector.

In Australia, the shortage of skills in engineering, project management, and technical roles is becoming more pronounced. While the demand for these workers is high, retaining them can be equally challenging. Workers are seeking meaningful work, competitive salaries, and work-life balance, while opportunities for upskilling and career development remain essential for long-term retention.

Challenges facing Australia’s offshore wind industry

Australia’s offshore wind industry, still in its infancy, faces several hurdles. The most significant is the shortage of skilled workers with specific offshore wind experience. This shortage is exacerbated by global competition for talent, as more established markets, such as Europe and the United States (US), attract the best professionals. The lack of specialised training programmes and infrastructure further complicates workforce development.

Mitigating talent shortages 

• Upskilling and reskilling: Training programmes that reskill workers from related industries (e.g. oil and gas) can help fill the skills gap.
  
  
• International collaboration: Partnerships with global offshore wind markets can import the necessary skills and knowledge.
  
  
• Government support: Clear and supportive regulations can provide job security and encourage more professionals to enter the sector.
  
  
• Mentorship programmes: Developing programmes to build a pipeline of future talent. Vocational Education and Training (VET) certificates (Vcerts) provide focused training that equips workers with the specific skills needed for emerging green jobs. Some training providers, known as Registered Training Organisations (RTOs), offer courses in renewable energy, energy efficiency and other sustainable practices. 
  
  
• VERTO, an organisation dedicated to providing vocational education, is a prime example of a programme that supports reskilling efforts. VERTO’s mentoring provides personalised guidance, helping workers understand the demands of the industry and adapt their skills accordingly. This hands-on approach is invaluable for workers transitioning from fossil fuel sectors to greener industries.

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Building a talent pipeline for renewable projects in remote areas

Australia’s renewable energy project pipeline is set to boom over the coming years, with $260 billion worth of clean energy projects planned.

These projects are expected to create 85,000 jobs by 2030, with many opportunities in remote areas. By 2050, over 193,900 professionals will be required to support ongoing operations and maintenance (O&M) across key renewable infrastructure, including wind, solar, and hydrogen. 

The wind power sector alone is expected to require 41,300 workers by 2050, as more wind farms are developed in remote locations. Today, there are 26,000 professionals in the sector. 

The graphic below shows the wind map with the project pipeline.

Figures 1 and 2: The infographics include data from Accenture analysis provided by Climateworks, 2023 and Airswift data analysis from September 2024.

How can employers attract talent to remote locations?

Learning from other sectors to attract a workforce to remote areas is an excellent strategy. Industries such as mining and oil and gas have long faced the challenge of attracting workers to remote areas. They’ve implemented strategies that can be adopted by the renewable energy sector, including flexible rosters and modern living conditions.

• Flexible FIFO rosters: Implementing fly-in fly-out (FIFO) schedules that suit workers' needs is essential for attracting talent to remote areas. Popular rosters in construction (28:9, 23:5 days) and mining (2:2, 8:6 weeks) provide valuable insights for attracting workers. 
  
  
• Modern accommodation: High-quality living conditions and recreational facilities are key to ensuring workers’ wellbeing while on-site.
  
  
• On-site amenities: Investing in recreational facilities, healthcare services, and quality accommodation can significantly improve employee wellbeing.
  
  
• Health support: Providing mental health services and stress management programmes can help employees cope with the challenges of working remotely.
  
  
• Competitive compensation: Salary packages should include location-based uplifts, travel allowances, and retention bonuses.
  
  
• Work-life balance: Remote work options and family relocation support can enhance retention.
  
  
• Upskilling and reskilling programs: Developing and investing in training programs and partnerships with educational institutions to reskill workers from related industries (e.g., oil and gas, maritime) into offshore wind roles.
  
  
•  International collaboration: Collaborating with experienced global offshore wind markets to import skills and knowledge in the short term while building domestic capabilities.
  
  
• Incentivise talent mobility: Offering competitive packages to attract international talent, including relocation support and career development opportunities.
  
  
• Contingent workforce model: Access to total talent pool and cost management.

Addressing current and growing labour shortages and skills gaps requires a genuine collaboration between governments, community, agencies, the education sector, and the clean energy industry. A blend of strategies must be implemented in Australia to support companies and the green economy.

Ryan Carroll, Vice President - Australia.

Want more insight into talent trends in the renewable energy industry? Click the link below to download our latest whitepaper.

Leveraging workforce solutions in renewable energy

The contingent workforce model, commonly used in sectors such as oil, gas, and mining, can be an effective solution for renewable energy projects. This model allows companies to scale their workforce according to project needs, providing flexibility and cost control. 

Benefits of the contingent workforce model

• Scalability: Quickly scale up or down based on project demand.
  
  
• Cost control: Align labour costs with project timelines to avoid long-term financial commitments.
  
  
• Specialised skills: Bring in short-term experts for critical project phases without the need for long-term training investments.

Overcoming barriers to attract international talent

Australia has much to offer international talent, but certain barriers can hinder recruitment. 
High living costs, remote project locations, and complex visa requirements can be off-putting. Fortunately, several federal initiatives are in place to address these challenges.

Government initiatives to attract international talent

• Global talent visa programme: This fast-tracks the visa process for high-calibre workers in sectors like renewable energy.
  
  
• Incentives and subsidies: Financial incentives such as relocation packages and housing allowances can make remote projects more appealing.
  
  
• Recognition of foreign qualifications: Streamlining the process for recognising overseas qualifications can help speed up hiring.

Hiring internationally brings a range of benefits. This approach unlocks access to a diverse talent pool, introducing a wide array of skills, perspectives, and experiences not easily found in the local workforce.

Airswift’s Employer of Record (EOR) services can support businesses looking to hire and expand internationally. Our experts offer essential guidance to help you make informed decisions, streamline global talent acquisition, and navigate the complexities of international markets. 

With professional support, you can confidently expand your business and achieve success in today’s global economy.