Caroline Blair: Hello, I'm Caroline Blair, and welcome back to Powering Conversations, the podcast from SP Energy Networks, where we bring together expert voices to explore the future of energy and the role electricity networks play in people's everyday lives. In this episode, we are focusing on the people behind the energy system and the workforce needed to deliver the energy networks of tomorrow. From engineering and technical skills to project management, apprenticeships, alternative career pathways and emerging roles, we'll explore how the sector is attracting, developing and retaining the talent needed to support future growth and investment. I'm delighted to be joined by Jen Davies, Head of Workforce Renewal at SP Energy Networks, who's helping shape the organisation's approach to workforce planning and future skills. We're also joined by Terry Dillon, Senior Programme Manager at Skills Development Scotland, who brings a national perspective on skills development, workforce challenges and preparing people for the opportunities of tomorrow. And Aimee Dickson, co-chair of the Scottish Apprenticeship Advisory Board, Apprentice Engagement Group and Workforce Programme Lead at SP Energy Networks, who'll share her insights on apprenticeships, career pathways and helping people build successful careers in the energy sector. Before we get started, if you're interested in exploring a career in the energy sector, including apprenticeships, graduate programmes and other career pathways, you can find out more via energyutilitiesjobs.co.uk, and we'll share that link again at the end of the episode. Thank you so much to all of you for joining us. Now the best place to start is always right at the very beginning by setting the scene. So Jen, I'm going to come to you and ask you if you can talk me through what your role is and how you fit into this landscape, in your capacity as Head of Workforce Renewal at SP Energy Networks.
Jen Davies: Ok so my role is twofold. I support the business with the future requirements, so I work closely across each of our directorates to understand what that retiral profile looks like, what the growth requirements are for our business in terms of resource and then through our training programmes, apprenticeships, graduates, trainee conversion programmes, we bring in people to help develop into those future skills that we need. And my team manage all of our trainees through their programmes and get them out the other end, into permanent roles. So there's that part of it, but I'm also industry looking as well. So I'm on industry groups. I work across other distribution network operators and transmission operators, to look at that skills challenge and come up with our strategy and actions on how we're all going to work together to achieve the future growth that's needed.
Caroline Blair: And at a time where that future growth is monumental, is probably the best word for it. It's a hugely exciting time, but it is a real opportunity to engage a workforce. I can imagine that you are extremely busy at the moment Jen. We look forward to hearing more about that throughout this episode. Terry, in your capacity as Senior Programme Manager at Skills Development Scotland, how do you fit into the context of this conversation today?
Terry Dillon: So I work for Skills Development Scotland and I lead the development teams that design and develop apprenticeships with employers. Predominantly the teams go out, work with employers, look at the skills that employers need, think about how we convert those into firstly qualifications, and then apprenticeships, and then think about work with employers and training providers and awarding bodies to make sure that we combine the skills through the qualifications and through the delivery models that really support employers and individuals to gain the skills that they need. We also work closely with government to understand the kind of priorities for economic need, to make sure that the apprenticeships that we are developing support not only the skills that exist today, but lean into and look at the skills that are required by industry going forward.
Caroline Blair: So industry might be identifying the gaps, and you're helping them find a way to not only fill that gap, but also to recruit and to engage the future workforce.
Terry Dillon: Absolutely. And it's about thinking about, as we, every time we look at a new apprenticeship, we see the skills evolving, digital skills coming in, perhaps more sustainability coming into it. So really working with industry to build the models that they need and the skills that they need to undertake the tasks for their businesses to grow.
Caroline Blair: There's something that is moving into the area of accessibility here that I'm really excited to touch on later on, because that idea of there being an open entry point is quite essential. And to hear that level of collaboration between your area Jen, and your area Terry, and how you can try and make that, make that work well together to increase your workforce, so that's quite exciting. We've got lots to expand on there. And Aimee, over to yourself. Now your job title deserves another mention. It's quite, quite an impressive one, but it reinforces the importance of what you are doing, and within the context of this conversation. Scottish Apprenticeship Advisory Board Apprentice Engagement Group co-chair and of course Workforce Programme Lead here at SP Energy Networks. Can you give a brief outline of what that means and how it applies today?
Aimee Dickson: So my role as workforce programme lead within SP Energy Networks is all about ensuring we have the highest quality apprenticeships and training programmes to ensure that we have the right people, skills and capabilities across our organisation to ensure that we have the people to deliver the significant investment and growth that our network is going through. And my role as co-chair of the Scottish Apprenticeship Advisory Board Apprentice Engagement Group is all about engaging with apprentices, employers, government and all of the stakeholders across that skills landscape in Scotland. And it's all about promoting the value of apprenticeships in making them accessible and visible to young people, and actually not just young people, but anybody who is interested in career transition, upskilling and really given apprentices a platform to ensure that the apprentice voice is heard in decision and policy making that ultimately affects those apprentices.
Caroline Blair: That's a really important point that we will be coming onto during the course of this episode around the idea of apprenticeships. Long has it been the case that it's maybe deemed to be for young people, but that is not the picture at all, is it? And we will come to that. But before we do, Aimee, your voice is really important in this context today within this episode, because you were an apprentice yourself, why did this feel like the right route for you, and were you supported with that idea when you decided that you wanted to become an apprentice?
Aimee Dickson: So when I left school six years ago, was very much encouraged by my school that because I had the grades, university was the traditional pathway and the route that I should follow. But my parents actually supported me in exploring apprenticeship opportunities out there. And when I kind of came across the graduate apprenticeship, it felt like a really good opportunity for me. I'd always planned on going to university. That was the that I was almost encouraged to pursue at school. But when I came across graduate apprenticeships, I thought this is the opportunity to get my degree, but alongside that, actually be part of the workforce, part of the growth that the sector’s going through, put my learnings from university directly into a real life setting and actually establish myself within a big organisation, all whilst being paid as well.
Caroline Blair: That feels really important, doesn't it? That idea of when you're finished university on the Friday, you know that you're going to work on the Monday. It feels like the ideal scenario. Terry I'm going to come into you on that, actually, because we did mention something there with Aimee, that having that support and the fact that her parents were obviously informed to be able to support her decision to move into a graduate apprenticeship programme, but it's that idea of making sure that the schools, the colleges, that we are also promoting it at that grassroots level to try and really engage people with the apprenticeship programmes.
Terry Dillon: Yeah, and I think that individuals like Aimee are the best advert for our apprenticeship programmes in terms of, kind of, that are able to achieve everything that they want, they’re able to achieve their degree, they’re able to achieve work, they’re able to be paid. And that makes apprenticeships more accessible than perhaps some other kind of standalone learning opportunities or educational routes for individuals that perhaps can't commit to doing education full time. And I think it is something that we are beginning, we are beginning to do is to, kind of, bring forward the role models like Aimee into that, to explain that wherever you want to go within your career, what roles that you want to undertake, there is an apprenticeship to support that, whether that's through some of the entry level craft apprenticeships in terms of kind of some, perhaps within construction. But even though we've got apprenticeships and project management, in cybersecurity and digital and a lot of the engineering disciplines, we have stuff in apprenticeships in digital manufacturing. So we're really beginning to make sure that there is a really broad offer to individuals, to employers that support individuals, kind of moving into these areas and see it as a real viable and comparable route to a traditional educational route. And what we are seeing is from my own experience in terms of my own children, we're seeing, I'm hearing a lot of talk about that kind of cohort around about, that it's a real viable choice between a university and an apprenticeship, which is great to hear, because it's something that we have been working on probably for about ten years, to make sure that there is that kind of comparison or compatibility between an apprenticeship and a traditional route.
Caroline Blair: So what was the traditional route of university as a front of mind at that time is actually no longer the case. And apprenticeships are, as you're saying, they're now becoming really important within that conversation and given equal weight within households, as we've discovered through Aimee's own experience. Graduate apprenticeships, for me as a parent, I'm definitely going to encourage my children to take a graduate apprenticeship, you know, whether they’ll listen to me as a completely other thing.
Jen Davies: But there are huge benefits to it that both Terry and Aimee have described. But from an employer's perspective, you know, having someone who is in your organisation for four years while going, whether it's day release or they do work release at university. They're bringing those skills from the university back into the workforce and into the teams that they're in. And there's cross-contamination of that development, but also that learner is able to apply what they learnt at university to work, and it gives that richer experience for them.
We're also investing in that development. So we tend to find with apprenticeships that we, I don't know if the word is loyalty, but we tend to, those employees stay with us longer. The retention rates are higher when we have invested in people within the organisation. That demonstrates that we're a good employer, that it's a place to be. So there are huge benefits for employers and the apprentices themselves. I love that you've got that dynamic through. It is very much an exchange. So with, whether you're coming in as a 16 to 18 year old school leaver, going into a graduate or university programme with a graduate apprenticeship programme, or whether you are changing your career in your 30s or whether you're doing so around your 50s, there is an accessibility not only to the scheme, but you're also bringing your lens on life and your perspective so that there is an exchange taking place.
Terry Dillon: And that works in reverse, because the context and the information and the experience that that individual gains in work, they bring to their learning, so they can then apply and actually understand the knowledge deeper, think about the contextual application of it. So there's a combination of two models. One is that you're able to bring learnings to the workplace, but you're able to bring the workplace to their learning and actually enables individuals to understand deeply around about what it is they’re learning and why it applies.
Caroline Blair: So taking this back a wee step, Jen, as well, we're talking about the apprenticeships and the value that they have to both the organisations and the individual. Let's go back to the why, why we need them. So the industry, the sector, you're experiencing a period of extreme growth, huge growth. Give us a wee bit of the context around the picture of that significant investment into that growth as well. How does that work for SP Energy Networks?
Jen Davies: So that growth is across our sector but across multiple sectors as well. So as an industry, we’re very much aware of those future skills and the volumes that are required for that. So growing our own talent is key to getting into that position. You know, we've got that future view of what's needed. We're bringing in apprentices, graduates, we're bringing in trainee programmes. We're working closely with what those future skills are that we need, you know, and we're getting them ready for that period where we're going to see that growth. But we also are working with industry on similar type, you know, initiatives and helping support supply chain and other organisations in terms of what we're doing to get there.
Caroline Blair: It's a really important moment, I suppose, isn't it, in this period of time that we're in, that with the changes that the sector is facing and they are huge changes, as we've identified, in order to be able to deliver them, there simply are not enough people. So in its simplest form, you need to have this workforce coming in. So there feels like a real opportunity.
Jen Davies: Absolutely. If we're doing nothing, then, you know, in three or five years' time we'll be absolutely stuck. We're not getting these skills from the direct market. They're just not available there. The only way that we can do this is through our training programmes. Don’t get me wrong, there's other initiatives that we can do. There's ex-forces programmes that they can have. There's returners programmes, there are other initiatives. It isn't a one-size-fits-all solution. But fundamental to that growth is the investment in people and bringing in through trainee programmes, upskilling, reskilling, you know, developing the current workforce that we have. So that is absolutely key to getting us where we need to be.
Caroline Blair: Aimee, to that end as well, bringing yourself back into it, we look a wee bit at pathways, I suppose, and routes and access routes. Let's talk about your own pathway. Are we getting it right? You're sitting here now. You've spoken in Parliament, you've spoken at Scottish Parliament, you've taken your feelings about apprenticeships to the highest governmental levels. Are we getting it right?
Aimee Dickson: I think there's definitely still work to do around breaking down some of the stigmas that still exist around apprenticeships, but I think actually more and more people are seeing them as a genuine pathway to get to a successful career. I think the awareness is growing, and I think part of that is through ourselves in encouraging our current apprentices, to go out to your old high school, primary school, getting people inquisitive about STEM, about the energy sector. I didn't plan to work in the energy sector. But actually, when you realise that the amount of disciplines that are on offer and and they are continuing to grow as our network becomes more digitalised and the opportunities are are growing year on year for us.
Caroline Blair: And Jen, when we talk about, you know, about digitalisation as well, for some people that can be a real panic moment. You can immediately feel that a barrier, Oh I can't take this on. I've had a career in this area and I'm not up to speed with my tech or with AI. Is that, is that the case? I'm assuming if you're going to be upskilling people, you're going to be doing so and covering all bases?
Jen Davies: Absolutely. I mean, of course, the skills remain the same. You know, we're still looking for engineers. We're still looking for our craft roles, you know, but technology and AI, you know, play a part into that as well in enhancing. You know, Terry and I have discussed this before, you know, it is that enabler to careers and jobs and skills. And it's exciting. It's actually exciting that the opportunities that that brings. And even to Aimee's point about the number of disciplines that we've brought into the organisation, five, six years ago, we had five disciplines, and it was around those key engineering craft type roles. Today, we've got about 50 disciplines across our training programmes, you know and they are project management data, cyber quantity surveying and business economics. We've really expanded that. And AI plays a part in all of those in terms of enhancing people's skills and the capabilities that they have within their roles.
Caroline Blair: I mean, AI. Plays a part in helping me decide what I'm making for dinner tonight. So it comes as no surprise it would be integrated into every aspect of virtually every business now as well. But it's reassuring to hear that it's not a barrier that these are. It's just very much an integrated part.
Jen Davies: It's not to be feared. It's an enhancement to your role and abilities that you have.
Caroline Blair: Terry, more broadly speaking then I suppose, about skills, the skills that are most in demand today. What are you seeing? What's the picture across Scotland. For now and in the future?
Terry Dillon: I think there's kind of two very arguably quite different pictures emerging. There is a kind of an emergent around about the kind of technical skills certainly can have seen growth within energy, within shipbuilding and manufacturing. And these technical skills around about engineering and kind of still exist and are evolving to kind of include things like sustainable practice to include things like AI. The second part that we're beginning to kind of see emerging, and we've built apprenticeships through the meta skills model, is thinking about the skills that individuals need that are uniquely human like that are actually around about communication and collaborating with each other because, because as technical solutions begin to become more prominent, then that's actually how individuals interact with each other and actually how they make decision making, how they use technology to make decision making and work for the people. So there's a real balance, not a tension at all, but a balance around about a very strong and detailed technical skills and around about how they are evolving and to use technology in different models. But actually the skills that individuals need to develop around about make them uniquely human, that actually the AI or technology can't do that actually are the function, the bread and butter and the backbone of any business around about how people work together and how people communicate and how people make decisions based upon perhaps information that AI has generated. So it's still very much in terms of kind of that balance between the technical skills that industry needs, but actually the human skills that everybody needs to make sure that actually we're making the most of the technical skills that have been developed.
Caroline Blair: Do you see that a lot? Jen, do you agree with that?
Jen Davies: Absolutely. I mean, it's absolutely key that, and this is the beauty of apprenticeships and the fact that you've got that work place learning with education, higher education sort of blended into that. You know, some of those skills are learning and the workforce and, you know, during that learning period when we're flying, we bring graduates and graduates on a two-year graduate programme. And it's fantastic. And it brings a real enrichment into our organisation. There's a huge value to our graduate programmemes. But what we're doing in those two years is then supporting that blending into the workforce. So they've done their four years at university, and then it's another two years on top of that where they're learning new skills that Terry talked. And the beauty of a graduate apprenticeship is you can do that within the four years. You know, together with educational learning.
Caroline Blair: It's accelerating you're route into the workforce ultimately isn't it when you put it that way. And I think when we do see people returning to education as, it almost feels wrong to say, but as a mature student, say, to know that you would have an income throughout or at the end of it is hugely important. So from a parent's perspective, if your young child at home or if your young adults at home are saying they want access to this, then great, that feels like a natural fit. But taking that one step further, there's also your people who are going for a second career, possibly a third, that this is a really this is a really viable option for you and one that is reassuring for the bread and butter for the family income.
Jen Davies: Absolutely. It's it's key. It's it's actually key. And we do with our apprenticeship and in our training programmes, you know, there is no limit to who can apply for that. And we do see a breadth of you know, that workforce interestedin these roles. We do career changing training programmes as well, which is particularly good for, you know, people from other industries that are looking to get into energy and even industries that are in decline, like oil and gas and telecoms, you know, we've been able to kind of into some of those areas and reach out and carry out presentations and areer events with them and attract them into our programmes where, you know, in a shorter period of time, because they do have those skills. They are skilled workers. We can bring them in and transition them in a quicker period of time, ready for the roles within our sector.
Caroline Blair: You're so are tapping into something that has been touched on slightly in our other episodes here, but it's around the competition for talent. So we are used to, you know, a bit of a bun fight for, for talent and for for recruitment between competing organisations. But this is where the energy sector feels very different. There's more of a feel of it. And correct me if I'm wrong, almost of a collaborative approach. And you mentioned shipbuilding there, so it's better to recruit from other areas rather than trying poach talent between yourselves because you're not solving the problem.
Jen Davies: Yeah, absolutely. Gone. Gone are the days where it's about competition because we're all working to that that same goal. You know, at SP Energy Networks, we have many supply chain partners that are working with us. We can't be in competition with them because we're also trying to deliver the same targets and goals that we have. So we are working together as it's very much about collaboration. How can we share best practice? How can we show you the programmes that we're working on? How can we work on programmes together? You know, we do a lot of work with universities and further education colleges and partnerships. How can we engage other organisations and that as well. So there's a lot we do in that collaboration space.
Caroline Blair: I can see Terry nodding in full agreement there. Is that resonating with you?
Terry Dillon: Yeah. We're currently undertaking what to look at the pilot apprenticeships, and that is a collaboration between SP Energy Networks and a number of their competitors and supply chain and kind of essentially kind of the stakeholders within this area. So it's around about how we gain and develop a set of competencies and a set of apprenticeship and training programmes that support the whole industry. Because if we can agree that common standard, then we can then begin to kind of think about how we can support individuals to Jane and our team here and other organisations to identify individuals that perhaps are in different sectors of the the economy, because all the sectors wax and wane in terms of the sort, actually, what might have been a huge growth area with an oil and gas is perhaps no transitioning to a more cleaner energy. And actually you can use there is absolutely ability to use the skills that individuals have within that oil and gas sector, as Jen mentioned, within telecoms, within different areas. And think about how they can be used within this area, perhaps with a degree of upskilling or contextualisation of knowledge, but actually they have skills which are reusable. There are skills within the economy which are reusable. And given the challenges we have around about population and demographics, it's essential that we think about models that support that transition from one sector to another as the sectors grown in shrink.
Caroline Blair: Aimee, You are very much boots on the ground. You are speaking to apprentices. You are encouraging talent to come through. What are you hearing is an easy sell. What's the feedback?
Aimee Dickson: I think, to young people who are considering an apprenticeship, it's an easy sell. Once you create that visibility for them and you understand the opportunities, the disciplines and actually the entry levels into the apprenticeships, that's the easy part. I think the area where there's still some work to get done is enabling other employers to create their own apprenticeship programmes, As part of our work within the Apprentice Engagement Group and actually the wider Scottish Apprenticeship Advisory Board, our mission is all about ensuring that any young person who wishes to undertake an apprenticeship has that opportunity, and it's accessible for them to do so. But equally, that employers who wish to recruit apprentices and have their own apprenticeship programmes, that they've got the tools and the support there to do that and build them, and as we've talked about, create your own workforce and grow your own talent through apprenticeships.
Jen Davies: That's that is key. That other organisations and smaller organisations having the ability to create apprenticeships, we certainly see the interest and the attraction that we have for apprenticeships. We are taking on 130 apprentices this year into organisation. We attracted over 6000 applicants for those 130 roles. So there's definitely that awareness out there. And you know,the demand for apprenticeships, the supply side might be a slightly different story. And it would be great within Scotland and within our licence areas as well, and in North Wales and the Wirral that if we had more apprenticeships available from employers to, to really help those, those young people.
Caroline Blair: You are telling me there that if they create apprenticeships, you will get applicants. When you're telling me that 130 posts attracts 6000.
Jen Davies: We need more apprenticeships in Scotland. We need more apprenticeships in the UK. Without a doubt.
Caroline Blair: I have a feeling that Terry, you're fairly much on board with that messaging.
Terry Dillon: Absolutely. And I think that it's round about. It's not only about the scope of provision, it's about the scale of provision. And I think that we will continue to work with industry to make sure that we are providing the apprenticeships for the right roles, for the right skills. But I think there's kind of a couple of things in there as well. There are about how we use the content of apprenticeships to think about upskilling, so that how we use that for recognition of learning, so that if someone coming from one sector, actually you already know that we don't need to put you through training again. That's a cost to the business. That's time off work. But equally then thinking about how we can grow the apprenticeship model and support businesses to kind of manage the workforce demands that they have.
Caroline Blair: And actually, it sounds like, you know, as can often happen in jobs, you evolve and as time goes by and if you decide to apply for a job further down the line, not as part of the apprenticeship program, but you have completed one elsewhere that's also attractive to you as an employer because you know they've been through a successful training program.
Jen Davies: Absolutely. I mean, to Terry's point, you know, if they've been through a program, their skills are there and there are modules they've done, we don't need to repeat that when they come into our organisation. You know, they already have that skillset. What is it they need for energy or what is it they need for their department. And those are the things that will focus on to get them to where they need to be. We don't need to start from scratch again.
Caroline Blair: Well, this feels like a good place to ask this question as we move towards our the culmination of this episode. What? Starting with yourself, Aimee, what excites you most about the future workforce and the opportunities that are available to the next generation of talent that's coming through?
Aimee Dickson: I think as it's actually that it's the opportunities that that we're seeing emerging at the moment, and we know that those opportunities are only going to continue to grow. I think there's jobs that we are now seeing emerge that simply didn't exist as recently as five years ago. And so the opportunities are vast. And and actually seeing people move from school into new roles or moving, you know, career transition into these rules further down the line. And I think it's just the the diversity of our workforce that we're seeing across all the different kind of levels. We've talked about post-school post university, mid-career change or further down the line is that diversity and the opportunities that we perhaps won't even realize at the moment that that are coming our way.
Caroline Blair: Oh, Aimee covered a lot there, but one of the things that she mentioned there. Diversity. So where does diversity fit into this conversation to?
Jen Davies: Yeah. Well, back to the point previously about us expanding the number of disciplines that we have within our training programmes. You know, what's been really interesting to see is females that have actually came into to our roles, particularly around those data intake and project management type roles. We've really seen an increase in females applying and getting roles with us. So for our project management and data, we can see a 50/50 split between male and female. You know, as cohorts, which is great. We're seeing a slight increase in our engineering and our craft roles, but absolutely new disciplines that we're investing and we're attracting more females into our industry.
Caroline Blair: And that's how it should be, isn't it? Ultimately.
Sticking with the theme throughout today's episode, we have of course been talking about the skills, talent and opportunities shaping the future workforce. But what does that look like in practice? Let's hear now from Millie Burns, a former design engineer apprentice. Rebecca Leitch, a former cyber graduate apprentice. Kanan Ojagov, a current graduate. And Adam Long, a former higher level engineering apprentice. As they share their experiences.
Millie Burns: So for me, when I got to the end of six form, when I was bored just sitting in a classroom and going through that education, revision and exam cycle. So I didn't want to go to uni. I wanted something a bit more hands on that I could sort of really go and apply and learn from which is why I chose an apprenticeship. For me, I really care about the planet personally. So I knew that I wanted to do something with renewable energy to try and really bring the UK towards net zero. So that really pulled me into energy sector and also as well as a really secure industry, it's never going to go away. People will always need electricity.
Rebecca Leitch: For anyone considering a graduate apprenticeship role which is one of the best opportunities that you can get. You're getting to gain work experience whilst attending uni. You're also heavily supported by your workplace. I was given extra time to focus on uni when I needed it and it is one of the greatest ways to learn. You step out of your degree and you're ready to work in a workplace.
Kanan Ojagov: I think what attracted me to career and energy sector is it felt like engineering with a purpose. So you're working on, you know, infrastructure that people rely on every day, but you're also part something much bigger, I chose the graduate programme because that combination, was really powerful. So I wanted a career where I could solve, real engineering problems. Most importantly, keep on learning and at the same time contribute to something that will have an impact.
Adam Long: With all apprenticeships, it's a great opportunity to earn and learn at the same time. with this apprenticeship, It was fully paid for. It was over two years. It was one day a week. And then the rest of the time you're in your role four days a week. You get your HNC, you get a well-paid job after you're training and you've got the opportunity to progress in that career.
Caroline Blair: Well, you heard it there. It's so inspiring to hear those perspectives and also the variety of routes people have taken into the industry, They are highlighting the breadth of opportunities available across the energy sector and the vital role people play in powering the future workforce. So as we bring our conversation to a close, Aimee, I'm going to turn to you and ask you to just give us an outline of what you would say to someone who is considering a career in the energy sector.
Aimee Dickson: I would absolutely encourage it. I think it's such a great industry. Be part of with the growth that's there. There's a buzz about the industry, even just within the organisation, and you really feel part of something special and the period of transition that we're going through within society and actually playing a part towards economic growth and changing our every day-to-day way of living. You are playing a part in that, and that's really rewarding.
Caroline Blair: And that's a hugely important part. As we've heard in the previous episodes of Powering Conversations, we have been given this picture of the scale of the growth we need people, and in order to deliver what has to be delivered, there is no choice. There is no other option. It has to be delivered. You need people. So to you then, Terry, the same question. Anyone considering a career in the energy sector, what would you say to them?
Terry Dillon: I think that number one, that there is a lot of opportunity within this area. I guess, kind of, number two. What we’re hearing from a lot of young people and a lot of people in general is that actually work has to have meaning for them. And I think in terms of some of the that, within the energy sector, looking at more sustainable energy or looking at more sustainable networks, there is a real value in terms of that work, and people can connect to it in terms of meaning. So there's opportunity. There's opportunity for growth and progression and there is meaning within the work. So I think that for a number of reasons, it's a very appealing sector to a number of young people and to a number of old-er people.
Caroline Blair: I'm glad you added that er!
Terry Dillon: Less young.
Caroline Blair: Wiser! And then rounding it off, it feels very fitting that. We speak to yourself Jen. And just really ask you, what is it that should excite young people or anyone who's looking to come into the energy sector? What should attract them.
Jen Davies: It's those opportunities, exactly as you have said. It's the opportunities that we have is how fast growing sector, you know, there is a job for life for you in the energy sector, and there is multiple career pathways that you can take. You are not boxed in to a specific role. There are plenty of opportunities. There are opportunities to upskill, reskill and develop. You know, it's back to those core skills that you learn. They will take you anywhere in your career. Energy is the place to be because it's a growing sector and it's a really exciting time.
Caroline Blair: A job for life, if ever there was a way to finish an episode, it feels like a very fitting way to do so. And that is it for this episode of Powering Conversations. My thanks to our guests for sharing their insights on the skills, the talent and the opportunities that are powering the future workforce. To Jen Davies, Head of Workforce Renewal at SP Energy Networks. To Terry Dillon, senior program manager at Skills Development Scotland, and to Aimee Dickson, co-chair of the Scottish Apprenticeship Advisory Board, Apprentice Engagement Group and Workforce programme lead at SP Energy Networks. Thank you so much for your time today.
Before we finish, if today's conversation has inspired you to explore a career in the energy sector, visit EnergyUtilitiesJobs.co.uk to learn more about apprenticeships, graduate programmemes and the very wide range of roles helping to deliver the future energy system. Whether you're starting your career or considering a change. It's a great place to explore opportunities and pathways into the industry. For more information on anything else from today's episode, visit spenergynetworks.co.uk and don't forget to subscribe on Apple Podcasts, Spotify, or wherever you choose to listen. Thanks for joining us.