Addressing workforce shortages in the UK water industry

The UK water industry is facing an acute workforce shortage.

An ageing workforce, evolving technological demands, and recruitment challenges create significant pressures.

In an exclusive interview with International Environmental Technology, Dan Tree, Operational Technology Regional Maintenance Manager at South West Water, speaks to Seb Evans and sheds light on these challenges and the strategies being implemented to address them.

A career built in the industry

Dan Tree has dedicated nearly two decades to South West Water, starting as an apprentice in 2006 in instrumentation, control, and automation (ICA).

Over the years, he transitioned into various roles, including design and installation of PLC, network, and SCADA systems, before moving into management.

Today, he oversees maintenance teams across Devon, Cornwall, and the Isles of Scilly.

His journey exemplifies the traditional path of career progression within the sector.

But, as he highlights, the industry now faces difficulties in attracting and retaining new talent to sustain such career growth.

The workforce shortage crisis

The water industry is grappling with an ageing workforce. There are a significant proportion of employees approaching retirement.

"Around a third of the UK's workforce population is over 50, and approximately 20% are expected to retire in the next decade," Dan explains.

"At South West Water, this figure is reflective of the industry as a whole, meaning we are set to lose a wealth of experience."

Equally concerning is the lack of younger professionals entering the industry.

"Only 20% of my team are in their 20s or younger.

“Before our recent apprenticeship recruitment drive, that figure was closer to 8-10%," he adds.

The long gap in apprentice recruitment - South West Water’s last major ICA-focused recruitment campaign prior to 2023 was seven years ago - has contributed to this shortage.

The rural challenge

South West Water’s operational region presents additional challenges.

"We are a rural area, and that impacts recruitment," Dan says.

"For example, Devon and Cornwall account for around 6% of the UK’s entire coastline.

“I even have an engineer stationed on the Isles of Scilly, which is 28 miles off Land’s End.

“Recruiting and retaining skilled professionals in these remote locations is difficult."

Another factor compounding the issue is lower-than-average salaries in the region.

"Our earnings are about 90% of the national average, which makes recruitment even harder," Dan notes.

The impact of technological advancements

Beyond demographic and geographical challenges, the industry has undergone a technological revolution, further exacerbating the skills gap.

"There is a growing demand for expertise in advanced technologies, automation, and regulatory compliance," Dan says.

"We are seeing a major shift towards digitalisation, increased instrumentation, and stringent data monitoring requirements."

This shift is particularly evident in the expansion of event duration monitoring (EDM).

"With regulatory demands requiring real-time public reporting within an hour, there is a pressing need for enhanced telemetry and communication systems," he explains.

"But in rural areas like the South West, poor mobile coverage means we must collaborate with suppliers to develop innovative solutions."

The impending switch-off of PSTN (Public Switched Telephone Network) also presents challenges.

"The transition to Ethernet-based systems will require significant upgrades and skilled personnel to implement and maintain these networks," Dan says.

"Yet, we are already struggling to find people with these skills."

Bridging the skills gap

While automation and artificial intelligence (AI) can alleviate some pressures, they also highlight new skills shortages.

"As we increase our automation and monitoring capabilities, the demand for skilled personnel to maintain these systems also grows," Dan points out.

Recognising this, South West Water has taken proactive steps to address recruitment and succession planning.

"In 2022, we committed to a significant recruitment drive, creating 15 new vacancies and funding 12 apprentices," Dan reveals.

"This is the most investment I’ve seen in ICA teams in my 19 years with the company."

One innovative approach has been the creation of a dedicated maintenance technician role.

"This role focuses purely on planned maintenance, allowing us to shift away from reactive work.

“It also broadens our recruitment pool, enabling us to bring in individuals with specific skill sets and train them in ICA competencies."

Changing recruitment strategies

South West Water has also redefined its recruitment approach.

"We are actively engaging with schools, colleges, and careers fairs to raise awareness about the industry," Dan says.

"A lot of people simply don’t know what we do, and if they don’t understand it, they won’t consider it as a career."

Furthermore, the company has begun recruiting individuals from other industries.

"We have hired electricians and provided them with instrumentation training.

“They already have the necessary electrical competencies, so we can focus on developing their ICA skills.

“This approach has proven successful in filling gaps."

The need for government and industry support

While these initiatives are making a difference, Dan believes more needs to be done at a national level.

"The regulatory landscape is becoming increasingly challenging, and we need to ensure we have the workforce to meet compliance obligations," he warns.

"Continued funding for apprenticeship schemes is essential.

"We also need stronger collaboration between industry, academia, and suppliers to drive innovation and attract new talent."

Dan is actively involved in efforts to bridge this gap, sitting on the SWIG (Sensors for Water Interest Group) board.

"SWIG brings together industry professionals, academia, and manufacturers to foster collaboration and innovation," he explains.

"Communities like this play a vital role in raising awareness and advocating for necessary changes."

Looking ahead

Despite the challenges, Dan remains optimistic.

"There has been a strong investment in our teams over the last few years, and it’s refreshing to see that," he says.

"But we must continue working together to address the skills shortage across the industry."

The water sector stands at a crossroads, balancing regulatory demands, technological advancements, and workforce shortages.

While companies like South West Water are taking proactive steps, long-term solutions require a collaborative effort from government, industry, and educational institutions.

The future of water management in the UK depends on it.