Utility Week

36 | OCTOBER 2022 | UTILITY WEEK Analysis How can utilities reach the recruitment 'cold spots'? Experts from UKPN and United Utilities explain their recruitment strategies to engage traditionally hard-to-reach applicants. T hroughout August, a dozen 16-to- 18-year-old south Londoners from backgrounds historically under- represented in utilities took part in a new training scheme created by UK Power Net- works (UKPN) and youth empowerment charity Urban Synergy. Alongside e-learning opportunities, the Dream programme offered this cohort the chance to work across asset management, employee engagement, marketing and pro- curement, and receive post-course certifi- cates alongside further mentoring. "This four-week internship programme will allow these young students the oppor- tunity to build their skills in the areas they chose, as well as learning how to cope in a fast-paced environment," Jazz Chaggar, tal- ent acquisition manager at UKPN, said at the start of the scheme. "All companies have a responsibility to ensure equal opportunities for all and we think that a vibrant workforce, from diverse backgrounds, enables a whole range of fresh ideas and perspectives to emerge, reflecting the community we serve." Fourteen apprentices will join UKPN operations teams in September to aid its dis- tribution of electricity to 8.3 million custom- ers across London, the south east and east of England. Improved tech, flexibility and opportunity Speaking to Utility Week Innovate following the conclusion of the Dream programme, Alex Sturge, head of communications, engagement and learning and develop- ment at UKPN, explains that the company is already witnessing an "evolution" of the roles played by tech and digital in recruiting such apprentice cohorts and the next genera- tion of staff. "Millennials and Gen Z are entering the workplace and they expect flexibility, tech and opportunity," he explains. "We have to evolve in those areas. "Cra— apprenticeships have been around for 30 years, they do a great job, and we are still looking to appoint 50 of them per year. But we also want digital apprentices, cyber apprentices, customer service apprentices." Innovating to lure new talent into utili- ties seems all the more crucial in the face of what looks like a looming dearth of industry expertise at a crucial juncture on the road to net zero. According to analysis from PwC, for example, the UK's energy sector is on course for a shortfall of around 200,000 skilled

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