Episode Introduction
Lucy Siegle: Hello and welcome to WSP’s Positive Impact Podcast. I’m your host, Lucy Siegle. In this series, we explore the ideas, innovations and voices shaping a more sustainable, resilient and future-ready world.
Today, we’re focusing on the people who will plan, build and maintain the UK’s clean energy infrastructure in the years to come. As the Great Grid Upgrade gathers pace, we ask: how do we ensure the workforce has the skills, support and opportunities needed to succeed?
What is the Great Grid Upgrade?
Lucy: Let’s start by setting the scene. What is the Great Grid Upgrade, and why is it so important right now?
Malcolm Lewis: The Great Grid Upgrade is the largest overhaul of the UK’s electricity grid in generations. The last time we saw a transformation of this scale was after World War II, when the grid was built around coal-generated energy. Now, we’re shifting towards cleaner, more sustainable sources, primarily linking offshore wind and solar to the onshore network. The scale is enormous: in the next six years, we’ll deliver three times the infrastructure we’ve built in the last thirty. This isn’t just about new technology and cables; it’s about fundamentally changing how we operate and use the grid. That means we need new skills and ways of working to underpin and deliver this transformation.
Skills and Workforce
Lucy: Skills are obviously a crucial part of this story. Kirsten, why do they matter so much?
Kirsten Oliver: This is a project on the scale of the industrial revolution. We don’t have people who’ve done this before, but we have people who want to make a difference and shape the future. As our power consumption increases in the digital age, upgrading the grid is essential to ensure a reliable supply. It’s a once-in-a-generation opportunity, and we need everyone to lean in and help deliver it. The urgency is real: if we don’t act now, we risk missing out on the benefits of renewable energy and a resilient grid.
Lucy: Where are we now with the Great Grid Upgrade?
Malcolm: We’re about 18 months into a ten-year programme. Over its horizon, we expect to create 55,000 jobs in the UK and the scale of opportunity is huge. We’re seeing active engagement across the sector, with a focus on bringing in new talent and upskilling existing staff.
Evolving Skills and Career Pathways
Lucy: Are we looking at a completely different workforce, or is it about adapting what we already have?
Kirsten: It’s about adapting. We need to transfer skills from other careers: digital, engineering, planning. And get people excited about upgrading the grid, whether they’re building, designing or operating it. There’s a huge variety of skills needed across the project lifecycle, from hands-on construction to digital innovation and project management.
Malcolm: It’s adapting and adding new skills. As we move into the digital age, some expertise we don’t even realise we need yet will become essential. For example, AI and automation are changing the way we work, and we need to be ready to embrace these technologies. We’re also looking at how to harness the skills of people from other industries, such as the military or hydrocarbons, and help them transition into energy infrastructure.
Making Careers Accessible
Lucy: There’s a perception that you need a degree to work in engineering or infrastructure. Is that still true? How do we make these careers more visible and accessible?
Kirsten: I don’t think it’s true. We need to enthuse people about the industry: it’s not all about engineering. There are many career paths, including apprenticeships, T-levels and on-the-job training. We need to make sure everyone is aware of these options and the excitement they offer. At WSP, we’ve taken on apprentices across environmental engineering, planning, project management and business management. The choices should be informed, not just following a traditional academic route.
Malcolm: It’s about making the industry visible so people can make informed choices. We need to engage with schools early and share stories that inspire young people to see the impact they can have. When we talk to students, we focus on the real-world impact of infrastructure: how it shapes communities and creates opportunities. Visibility and role models are key to widening the net and attracting diverse talent.
Diversity, Inclusion and Culture
Lucy: If we’re serious about attracting and keeping a diverse workforce, what has to change about how we work and show up as an industry?
Malcolm: It’s about being inclusive and making people realise that different voices add to the discussion. We’re adjusting recruitment practices to make reasonable adjustments and ensure everyone feels welcome and able to succeed. For example, we ask candidates what support or adjustments they need to thrive. Inclusion isn’t just a policy: it’s creating a culture where everyone’s voice is valued.
Kirsten: Role modelling is important. If you see it, you can believe it. Showcasing the diversity of people working in the industry helps inspire the next generation. At WSP, our “If you see it, you can believe it” campaign highlights the stories of people from different backgrounds and career paths. Infrastructure should be diverse, and we need to ask ourselves what’s gone wrong when it isn’t.
Collaboration and Training
Lucy: What kinds of collaboration are happening to tackle the skills challenge, and what more do we need from government, education, and industry?
Kirsten: All industry bodies have initiatives as part of the Great Grid Upgrade. The challenge is to have a collective voice and educate teachers, parents and children with a common message. Collaboration is happening across the supply chain, with partners sharing best practices and pooling resources to deliver training and development.
Malcolm: Partnership is key: no single partner can deliver this alone. We have training facilities across the UK, including flagship centres offering courses in cyber, digital engineering, and civils. The ambition is to deliver 180,000 training hours, and our partners are investing in similar facilities. Virtual reality and immersive learning are helping us upskill people faster and more effectively. Collaboration extends to government, which is working with industry to align skills development with national priorities.
Career Pathways and Flexibility
Lucy: Do career routes need to be structured and formalised, or can they happen organically?
Kirsten: It’s organic. Structure is nice, but flexibility allows creativity and excitement. One size doesn’t fit all, and we need to encourage curiosity and exploration. Career paths are changing: people move around more, and we need to support “squiggly” careers that don’t follow a straight line.
Malcolm: Careers are moving away from the idea of a job for life. We need to tailor our systems to allow people to move around and still harness their contributions, even if they’re only with us for a short time. Investing in people, even for 18 months, can have a huge impact. Our systems need to evolve to support this flexibility.
Rapid Fire: One Thing to Create Positive Impact
Lucy: If you could change one thing to create positive impact in this space, what would it be?
Kirsten: You don’t need a degree in engineering to work on a programme like this. There are so many skills and attributes we need and a degree is just one of many ways forward. Opening up career pathways makes the industry accessible to everyone.
Malcolm: Be curious. Asking questions and exploring opportunities can lead to unexpected and impactful career paths. Organisations should make time to answer questions and support people’s curiosity: sometimes the best talent comes from those who simply ask.
Closing
Lucy: Thank you to our guests, Malcolm Lewis and Kirsten Oliver, for such an honest and insightful conversation about the future of our workforce. If you enjoyed this episode, don’t forget to subscribe, rate and share. You can find more information and resources in the episode description.
Thanks for listening and join us again next time as we continue exploring ideas that shape a smarter, greener future.
I’m Lucy Siegle, and this is Positive Impact. Goodbye.
