Written by Maryann Uju Chioke
The global energy scene is continually evolving, and Canada’s energy sector is at the forefront. As the world unites to combat climate change and pursue net-zero emissions, the Canadian energy sector is faced with opportunities and challenges in its workforce.
Companies locally and globally are turning to digital solutions to future-proof their business, transform their workforce, help with the transition to clean, and reimagine the future of energy. By 2030, clean energy is projected to make up 29% of Canada’s total energy GDP, up from 22% in 2020. Canada’s clean energy sector already employs 430,500 people, and by 2030, that number is projected to grow by almost 50%.
Canada’s energy sector employed slightly over 532,000 professionals from January 2023 to December 2022, with 4,460 active job postings, and 52,021 professionals moving job positions.
As Canada steers towards a greener future, the energy industry needs a diverse workforce to pave the way through new technological developments. We're seeing skills in data analytics, engineering, operations, cybersecurity, and renewable energy in high demand. Increasingly, employers are looking for workers who are comfortable with changing work trends and can handle digital and data-driven environments. The industry needs workers who can analyze and solve programs in new ways, take a more environmentally focused approach and embrace fresh ideas.
We’re also experiencing increasing demand for soft skills that complement technical expertise and contribute to a resilient and future-ready energy workforce. These include communication, leadership, problem-solving, adaptability, and interpersonal skills. Therefore, prospective and current employees need to understand the skills, competencies, training and education the changing industry needs.
From automation to artificial intelligence, emerging technologies are changing the energy industry, and progressive companies are implementing digitization projects and adopting smart tools to boost performance, improve efficiencies, and reduce emissions. But new technology is only as good as the people who use it, and that means today’s digital revolution also demands a workforce transformation. A cultural shift throughout organizations is necessary, starting with leadership embracing innovation and agile ways of working.
Fostering a culture of continuous learning and upskilling is vital for addressing the existing skills gap. This approach empowers current employees to adeptly navigate emerging software technologies such as AI-driven analytics, IoT integration, and cybersecurity within the energy industry, ensuring their adaptability to evolving industry requirements.
PwC Luxembourg's analysis of the return on investment from upskilling showed a minimum yield of US$2 in revenue or savings for each dollar invested. As this revolution works its way through the organization, we should focus on identifying the skills the future workforce will need and empowering employees to begin their learning journeys.
Conclusion
Overall, Canada’s energy sector is in a period of transformation driven by data-driven skills and technologies that will not only make the energy industry more sustainable but also create new opportunities for organizations to innovate and grow. As we navigate the workforce trends in Canada's energy sector, one thing is certain, the future belongs to those who adapt, embrace data-driven skills, and protect our energy infrastructure.
At the forefront of ensuring the energy sector workforce is equipped with the skills needed for this shift, Talent remains committed to equipping individuals with skills for high-growth careers.