create a learning environment to ensure that they continue to grow their skills and thrive in the future .”
This has materialised at E . ON in the form of its Fast Forward network , which is focused on supporting women ’ s career development and increasing representation and gender balance across the organisation . Personalised development is provided through the Women in Leadership programme , with listening circles , curated learning paths and other content available to help tackle key barriers to women ’ s growth in the energy industry , as well as other green sectors .
But there ’ s no overnight solution to ensuring the growth of a workforce ’ s green skills , even once they ’ ve broken into the industry .
“ It ’ s a systemic issue ,” Helen highlights . “ Businesses and HR teams can support on the journey to more green skills by ensuring they have an in-depth understanding of the skills needed to achieve its climate goals . Tailored and targeted reskilling programmes , as well as on-the job training for employees can then be implemented .”
Even with there being plenty of progress made and a considerable way to go , Helen emphasises that this should not stand in the way of supporting the adoption of green skills , particularly in the underrepresented minority of the workforce that is women . But one thing is clear – this can only be improved through cross-industry collaboration , and forming a united front in tackling this challenge . energydigital . com 125