How to Bring Gen Z Talent on Board the Energy Industry
The energy industry is at a pivotal moment. As the world navigates the challenges of meeting rising energy demands and combating climate change, the sector must address the pressing need to attract and retain young talent. This was a prominent topic at this year’s Offshore Technology Conference, which I recently attended. We heard from various presenters that Gen Z is a demographic deeply concerned about their work's environmental and social impact. To draw them into the offshore energy sector, companies must present a clear, compelling purpose and a robust commitment to sustainability, as well as offer a diverse career roadmap for these young professionals.
Most importantly, all this must be done in a work environment in which they feel a sense of safety and belonging. Undoubtedly, life is tough for workers in isolated, extreme environments such as offshore platforms. Organizations must prioritize engagement and support through an integrated suite of services. With more than 50 years of experience in delivering offshore management services, Sodexo understands the importance of safeguarding health and well-being while creating a home away from home. I value my 17 plus years with Sodexo, managing teams directly in this industry, and want to share my thoughts on what contributes to better job performance, experience and engagement — and for Gen Z workers, what makes a compelling draw to grow their career in the energy sector.
A company's purpose is its higher calling, the mission that provides direction to all employees. It gives meaning to business activities and can differentiate a company in today’s competitive labor market. For the offshore energy industry, this means a commitment to providing affordable, reliable energy and combating climate change. Companies must articulate this purpose clearly, demonstrating their role in transitioning to a sustainable future.
Sustainability is not just a buzzword for Gen Z. According to a report by Deloitte, nearly 60% of Gen Z and millennials are anxious about the state of the environment, and over 70% are actively working to reduce their carbon impact. Furthermore, more than half of these young professionals examine a company’s environmental practices before applying for a job.
To attract and retain young talent, offshore energy companies must demonstrate their commitment to sustainability, with a focus on the following areas:
Net Zero goals: Showcasing efforts to achieve net zero emissions and being part of the solution to climate change — through responsible hydrocarbon production and renewable energy integration, for example — can serve to attract and retain the youngest and brightest talent looking for purpose in the workplace.
Advancing technology: AI, automation and real-time data analysis help to optimize energy use, reduce emissions and improve efficiency. As the generation that has never known life without a digital connection, the Gen Z workforce is all about leveraging technology in the workplace.
Educational initiatives: Engaging young professionals in sustainability initiatives can foster a sense of purpose and commitment. Educate young employees about greenhouse gas emissions and sustainable practices through workshops, educational materials, professional development and various learning opportunities.
Sustainable food practices: Implementing food waste reduction programs such as Sodexo’s WasteWatch powered by Leanpath and introducing carbon-labeled menus help raise awareness about environmental impact of food choices.
Social Impact: Companies that support their employees’ desire to contribute to their communities in meaningful ways are attractive to Gen Z because they support their purpose-driven goals. As with corporate social sustainability, potential candidates will vet the company’s community involvement claims before pursuing a job opportunity.
In addition to a demonstrated commitment to purpose, young talent is seeking companies in the offshore energy sector with diverse opportunities to offer, including a variety of projects, cutting-edge technology and a collaborative work environment. Some key aspects to emphasize:
Diverse projects: From traditional hydrocarbon extraction to developing offshore wind farms and other renewable energy sources, the diversity of projects awaiting the Gen Z workforce abounds. In September 2023, the Energy Transition Institute (ETI) issued a new report that found the U.K. offshore energy workforce can increase by 50% — from over 150,000 currently to 225,000 by the end of the decade — with new renewable jobs outnumbering traditional energy roles if a successful energy transition is achieved.
The industry must leverage the oil and gas sector's expertise, infrastructure and capital to support the development of low-carbon solutions and structure the energy transition, giving young workers a snapshot of the stimulating and varied career paths ahead of them. OPITO, the global skills organization for the energy industry, has introduced a new transition standard designed to offer flexibility for workers seeking opportunities in both the oil and gas and offshore wind sectors. This innovative standard allows learners to acquire the necessary skills and competencies for the offshore wind sector while acknowledging relevant prior training in the oil and gas industry, minimizing redundant training and cultivating a multi-disciplined workforce.
Innovation and technology: Digitalization is transforming the offshore energy landscape. Companies leverage real-time data analysis, AI, automation and robotics to optimize operations, enhance safety and drive efficiency. Highlighting these technological advancements can attract tech-savvy Gen Z professionals who are eager to work at the forefront of innovation and technology.
Career development: Young professionals are looking for opportunities to learn and grow. Providing clear pathways for advancement and continuous learning can make the offshore energy sector more attractive and exciting. Strategic initiatives and technological advancements in the emerging offshore wind industry can create thousands of jobs, reduce emissions and enhance energy security, giving the Gen Z workforce a path to career growth.
If offshore energy companies want to attract a Gen Z workforce, creating a sense of safety, community and belonging is vital. The community-building aspects of sitting with colleagues and friends and enjoying a meal together while working in such tough conditions are essential. A 2023 Australian study titled “Psychosocial Safety and Health Hazards and Their Impacts on Offshore Oil and Gas Workers” found that accommodations, food offerings and digital connectivity are extremely important to the health and well-being of offshore workers.
Investing in facilities and programs that foster socialization and connection among employees, using an integrated approach that reduces isolation and low morale, can create a more agile workforce and improve retention rates, especially among young workers. These initiatives can include:
Enhanced living conditions: Offering clean, modern living spaces and recreational facilities is just meeting standards, although that is not easy with aging assets. Sodexo's Offshore Living brand goes above and beyond, providing true offshore hospitality with outstanding food and safety programs. We make offshore living quarters not just a place to stay but a whole world to live in. With hospitality as the driving force of our business, workers feel at home, even when they are far from their families. This is especially important for Gen Z workers, who may be experiencing homesickness for the first time. Here, they are treated with respect, kindness and warmth as they create memorable experiences during this phase in their lives.
Building social connections: Develop multifunctional spaces where workers can relax, socialize and build community. Sodexo’s Offshore Social Hub is a one-stop, multifunctional space where offshore workers can come together, create connections, build community and balance professional and personal quality time. The Offshore Social Hub comes alive with positive energy, offering a calendar of events and activities in a space that has something for everyone. Our purpose is to create a better quality of life offshore, and this space is specifically designed to address the most pressing needs of workers. The Social Hub reduces boredom and improves morale, leading to greater retention and the improved well-being of a focused, agile workforce.
Outstanding food offerings: According to the same Australian study on offshore life satisfaction, food quality is an important part of life offshore, significantly affecting workers' morale. Sodexo’s Kitchen Works Co., a food experience brand by Sodexo, has developed over 2,500 recipes designed with a focus on nutrition, taste and global flavors that inspire conversation and interaction, fostering a community centered around the shared meal and giving offshore workers the opportunity to refuel, recharge and regroup. Focusing on outstanding and well-presented food, memorable events and themed dinners, Kitchen Works Co. delivers the most efficient service possible and improves the lived experience of those working offshore, particularly the Gen Z workforce, who are just at the beginning stages of their careers.
Attracting Gen Z talent to the offshore energy industry is not just about offering jobs; it’s about offering a mission that resonates with this environmentally conscious and socially aware generation. Companies must commit to a mission-driven plan for a sustainable future, provide diverse and innovative career opportunities, and foster a safe and supportive work environment. By engaging young talent, the offshore energy sector can cultivate the next generation of energy leaders ready to tackle and innovate a resilient, clean-energy future.
This article was originally published on Ed Morrow's LinkedIn profile.