Global Wind Workforce Outlook 2025-2030
Energy Transition and Workforce Readiness Chapter 5:
Workforce development to support the energy transition is increasingly a priority at the macro level. However, to establish clear targets and actionable plans, the public sector needs stronger signals from investors to inform its actions. This analysis indicates that workforce planning within the private sector will provide a crucial foundation for public-sector efforts to prepare the workforce for the energy transition. Development of large-scale energy assets requires support not only in terms of physical infrastructure, but also in terms of human capital. While effective workforce development depends on collaboration between public sector agencies and investors, the qualitative analysis from subject matter expert interviews in this report suggest that the primary responsibilities for workforce assessment, capacity building, and monitoring lie with public sector bodies. At the same time, defining workforce requirements and leading stakeholder engagement are roles best driven by investors and asset owners.
In some high-profile projects, however, workforce readiness is increasingly being integrated into early planning, sometimes through feasibility studies or Corporate Social Responsibility (CSR) initiatives – demonstrating growing recognition of its value in project success. Projects such as Vineyard Wind 1 (USA), Dogger Bank Wind Farm (UK), Empire Wind and Beacon Wind (USA), Star of the South (Australia), and Horns Rev 3 (Denmark) have incorporated workforce planning during feasibility studies or prior to final investment decisions. These initiatives often involve partnerships with local training institutions, vocational programs, and community organisations, reflecting a recognition that skilled local labour is critical to project success.
Contributions (NDCs) explicitly mention education and skills related to energy or low-carbon development. Although many countries may be pursuing skills initiatives outside their NDC frameworks, the small proportion that set explicit targets indicates that human capital needs are still not being fully integrated into national energy transition strategies 5 . In terms of the industrial agenda, major conferences and exhibitions tend to concentrate on the earlier stages of the value chain – such as technology development, component design, and manufacturing. However, meaningful discussion of workforce development and skills preparedness is conspicuous by its absence. Findings from this report show that local workforce readiness is generally not considered during a project’s Final Investment Decision (FID) stage, which happens before contracts with construction partners are signed.
Over the years, it has become clear that the workforce supporting this growth is in short supply. Talent migrating from adjacent sectors such as oil and gas – particularly younger professionals – represents a crucial source for bridging the wind sector’s workforce gap. When we talk about workforce development in wind, a key question arises: to what extent is workforce readiness considered in public policy, or industrial strategy, and how much is it factored into investors’ decisions? According to IRENA, fewer than 12% of Nationally Determined
The energy transition is part of a wider industrial shift towards electrification. Policymakers are attempting to bridge massive demand increases with competing societal challenges of job creation, sustainable energy development, and the protection of people’s livelihoods.
5 IRENA, COP28, COP29, GRA, MoEA and Government of Brazil (2024), Delivering on the UAE Consensus: Tracking progress toward tripling renewable energy capacity and doubling energy efficiency by 2030, International Renewable Energy Agency, COP28 Presidency, COP29 Presidency, Ministry of Energy of the Republic of Azerbaijan, and Government of Brazil, Abu Dhabi.
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