Europe Energy Briefs: Upskilling Europe's workforce for digitalisation

Digital skills encompassing a broad range of competencies are crucial in Europe's energy sector and upskilling is a matter of urgency and importance, a new report from ETIP SNET highlights.

The need for a workforce fit for a net zero energy system is a top topic of concern, with many individual, national and regional initiatives in Europe and elsewhere under way for both upskilling and reskilling existing workers and for training the next generation.

Digital is a particular is under the spotlight as in today’s rapidly evolving technological landscape, digital skills have become fundamental across all industries.

They also encompass a broad range of competencies, from basic digital literacy and software proficiency to advanced capabilities in data science, AI and cybersecurity, and they require adaption to new tools, platforms and methodologies.

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To investigate the requirements further, and building on the outcomes of the Erasmus+ project EDDIE (EDucation for Digitalisation of Energy, which ran from 2020-2023), ETIP SNET has undertaken a survey, also broadening the geographical and sectoral representation.

Broadly the EDDIE project found that in the energy sector, the greatest need for digital expertise was observed among engineers and researchers, followed by technicians and specialists.

Data management and analysis – competencies required across all staff categories – along with big data, cybersecurity and software development were found to be among the most critical areas for digital upskilling.

The ETIP SNET study has found the most critical skill gaps – and crucial areas requiring attention – are performing big data analysis, applying data-driven methods such as machine learning, evaluating digital content and developing new analysis algorithms.

On the other hand, less critical skills gaps are the administration of hardware infrastructure, expertise and proficiency in programming languages and querying data from databases.

Moderately important were the application of statistical methods, mathematical optimisation, system design competence, visualisation of data and understanding of cybersecurity.

Drilling into the technologies, the most critical technology gaps requiring further development and investment emerged as AI, big data/data analytics, cybersecurity and energy management systems.

Moderately critical are digital asset management, virtual product development, blockchain, digital platforms and internet of things, while less critical are cloud services and communication technologies.

Digital skills requirements

In the light of these findings, and particularly in the context of smart grids as an evolution of the system, ETIP SNET highlights a range of required skills areas.

These are:

● Understanding smart grid components – digital infrastructure, integration of renewable energy
● Data management and analytics – big data utilisation, predictive analytics
● Real-time monitoring and control – advanced metering infrastructure, dynamic load management
● Cybersecurity awareness – protecting critical infrastructure, incident response
● User engagement and customer interaction – smart metering and customer interfaces, demand response programmes
● Interoperability and standards – understanding protocols, collaboration across disciplines
● Regulatory compliance and reporting – data-driven compliance, transparent reporting
● Innovation and continuous improvement – adopting emerging technologies, research and development
● Sustainability and environmental impact – energy efficiency initiatives, life cycle assessment.

By investing in training and development in these areas, energy companies can enhance their operational efficiency, improve customer engagement, ensure cybersecurity and drive innovation, ultimately positioning themselves for success in a rapidly changing energy landscape, the report states.

It also notes that digitalisation is only one of a broad spectrum of skills needed in the energy sector.

For example, there is a heightened need for a skilled workforce and researchers across the value chain from manufacturing to decommissioning and recycling in the renewables industry and the battery sector.

Bridging skills gaps

ETIP SNET in its report also addresses bridging the skills gaps and points to the need for a methodological approach for education and training combining the traditional learning paths offered by universities and other educational centres with newer innovative methods.

These include e-learning with tools such as massive open online courses, bootcamps, laboratory education including virtual and living labs, interactive notebooks and generative AI chatbots and advanced educational tools.

These methods and tools also can be used to engage younger generations with modifications to adapt them to the target age range such as introducing gamified learning experiences and age-appropriate tools.

Companies can help their employees gain the required skills by providing in-house training opportunities or by helping them access external educational programmes.

For external training, bootcamps and massive online open courses are potential options as they can be adapted to working schedules,, while to develop their own training programmes, companies require the tools and resources to ensure an effective training environment.

The report concludes that upskilling and reskilling of the workforce in the energy sector should be considered as a matter of utmost importance and urgency – and in particular the digital skills due to the ongoing rapid advancements in these technologies.

The curricula offered by higher education and vocational training institutions need to adopt the necessary changes in education and training for new digital technologies, without neglecting the basic engineering and science.

Research in designing and applying modern educational methods can fill gaps faster. Modern educational methods including application of AI, can be helpful, provided they are used with much care.