Pride Conversations: Why They Still Matter

Why the ‘Nuclear Skills Gap’ Is the Wrong Conversation

The nuclear skills gap is usually described as a shortage: not enough engineers, too few graduates, and a limited pool of people ready to support the next phase of UK nuclear delivery. But the nuclear skills gap may be the wrong starting point. The sector does need people urgently, but the bigger challenge is how we recognise and develop talent and connect them to the right opportunities. In that sense, the problem is not only a supply issue. It is also a hiring problem, a communication problem, and a workforce planning problem. Across the energy and nuclear sectors, the contradiction is hard to ignore. Employers say they cannot find the people they need, while early-career professionals and career changers are struggling to access roles they are capable of growing into. Demand is rising as the UK pushes ahead with nuclear new build, works towards net zero and plans for long-term infrastructure delivery. Yet the conversation is still often framed as a UK skills shortage, as though the only answer is to create more people with the right labels on their CV. That misses a more useful question. What if the talent already exists, but the sector is not always looking for it in the right way? Jump to: The skills gap narrative is too simplistic Careers aren’t linear, but hiring in nuclear still is Transferable talent is more prevalent than ever Why the future of work is reshaping what “job-ready” means in nuclear University isn’t the default route into nuclear careers How to close the skills gap in nuclear Adapting your workforce planning The skills gap narrative is too simplistic The phrase “skills gap” is useful because it creates urgency. It gives employers, educators, and policymakers a shared problem to rally around. But it can also flatten a much more complicated issue. When hiring teams talk about an employee skills gap, they often mean something specific: candidates are not arriving with the exact sector background or technical exposure listed on the job specification. In nuclear that caution is understandable. Safety, regulation, site knowledge, and procedural confidence all matter. However, when every vacancy is designed around a perfect match, the pool narrows before potential is even considered. Job descriptions can become filters rather than gateways. They reward people who already know how to describe themselves in nuclear language and discourage those whose expertise has been built elsewhere. That creates a disconnect between candidates and hiring managers. One side sees a role they cannot quite match. The other sees a CV that does not immediately translate. Miguel Trenkel-Lopez captured this neatly in his Hot Off The Grid conversation. Through Megawatt, Miguel has spoken to young people who say they have applied for roles and have been rejected despite having relevant skills. He has also spoken to companies who say they are trying to hire but cannot find people. His conclusion was blunt: “It’s not a skill shortage. It’s a communications failure.” This perspective changes the response the sector needs. If the problem is only a shortage, the answer is to keep pushing more people into the pipeline. If it is also a communication and translation problem, the sector needs to think beyond the skills gap and look at how talent is identified and developed. Careers aren’t linear, but hiring in nuclear still is Career paths have changed. People no longer move through one neat route from education to entry-level role and then specialist career. They build experience across different sectors. They move sideways and retrain. Or they discover an industry through advocacy, outreach, a graduate scheme, or a chance conversation. Hiring in nuclear has not always adapted at the same pace. Many nuclear roles are still assessed against linear criteria: a particular degree, a recognisable employer background, or a set number of years in a similar regulated environment. Those things may be relevant, but they are not the whole picture. When hiring models focus too heavily on direct experience, they risk missing candidates whose careers have given them the judgement, curiosity, discipline, and adaptability the sector needs. Yasmin Ali’s career is a useful example. She began in fossil fuel generation, including a coal-fired power station, before moving through gas, district heating, government, and clean energy. When she wanted to shift direction, recruiters tended to frame her by the role she had most recently done rather than the broader expertise she had built. She used her network to make the move, but not every candidate has access to that kind of informal bridge. That is one of the hidden weaknesses in current hiring models. They depend too heavily on candidates knowing how to translate themselves. In a complex sector like nuclear, that cannot be left to chance. Transferable talent is more prevalent than ever Between entry-level candidates and perfect-match hires sits a large group of overlooked people: transferable and adjacent talent. They may not describe themselves as nuclear candidates, but they often hold experience that could be highly relevant with the right assessment and development. Construction Large-scale infrastructure Manufacturing Energy & Utilities Defence Transport Major project delivery Compliance Safety Operations Regulated environments The barrier is rarely a total lack of ability. More often, it is that their experience is framed differently. A hiring manager may be looking for direct sector experience, while a candidate reads the same role and assumes they do not belong. If the search then relies too heavily on familiar keywords, people can be excluded before their potential is properly explored. This is particularly important for nuclear recruitment because the sector needs more than one kind of specialist. It needs engineers, but it also needs project managers, technicians, planners, safety professionals, commercial teams, supply chain expertise, communicators, and people who understand how large infrastructure programmes actually get delivered. The nuclear career opportunities are vast. The workforce required to build, operate, and maintain nuclear projects is wider than the public perception of the industry often suggests.A project planner from rail may already understand programme controls, stakeholder management, and how to work within complex regulatory frameworks. A safety professional from defence may have experience operating in highly controlled environments where compliance and risk management are critical. The underlying capabilities are often transferable, even when the sector terminology is different. Jens Christiansen’s route into nuclear shows how much difference exposure and connection can make. In Denmark, where nuclear power has long faced political barriers, he built his pathway through advocacy, university choices, networking, and an internship in Sweden. His story is not a neat linear funnel. It shows how interest becomes a career when people have access to the right guidance and opportunities. The lesson is clear. Talent may not always come from the expected source. The task for employers is to recognise talent earlier and create clearer routes into the nuclear sector. Why the future of work is reshaping what “job-ready” means in nuclear The expectation that candidates should arrive fully job-ready is becoming increasingly unrealistic. That is not unique to nuclear, but it is especially visible in a sector where the demand for specialised capability is increasing and experienced workers are retiring. There is a difference between 'job-ready' and 'development-ready' talent. A job-ready candidate can step into a role with minimal support. A development-ready candidate may not know every process on day one, but they have the underlying capability and adjacent experience to grow into the role with structured training and on-the-job exposure. Nuclear has always depended on learning in context. Site knowledge, safety culture, regulatory confidence, and procedural understanding do not develop through a CV alone. They are built over time alongside experienced teams, through real work. That means skills gap solutions cannot focus only on immediate vacancy fulfilment. They need to include long-term development routes, including train-to-deploy models, early careers support, mentoring, and clearer progression pathways. The sector cannot wait for fully formed talent to appear. It has to build the conditions for capable people to become nuclear-ready. University isn’t the default route into nuclear careers The previous conversation around nuclear education still matters. Universities play an important role in creating strong technical foundations, particularly for engineering and science roles. But they cannot be treated as the only answer. Young people are entering a much tougher employment landscape. Recent figures from the House of Commons Library put youth unemployment among 16 to 24-year-olds at 16.2%, at a time when infrastructure and energy employers are still talking about shortages. That should make the sector pause. If young people are struggling to access work while nuclear employers are struggling to hire, the issue is not only education. It is the bridge between education, awareness, and employment. Nuclear apprenticeships are part of that bridge. So are school outreach, early careers programmes, career-switcher pathways, and employer-led training. Daljeet’s story from the wider energy sector is a reminder that valuable careers do not always begin with university. She started as an apprentice, moved through customer operations and built a senior career in energy. As she put it, university is a good option for many people, but it is not the only option. That message matters for nuclear graduates too. The sector needs to make early career routes feel accessible and realistic. Not everyone will arrive already fluent in nuclear. The more important question is whether they have the potential to learn and contribute. How to close the skills gap in nuclear Closing the skills gap in nuclear starts with reframing the question. Instead of asking only, "Where are the people with this exact experience?" employers need to ask, "What expertise does this role truly require, and where else might that expertise exist?" That shift changes how roles are designed, how candidates are assessed, and how hiring teams think about risk. Job specifications need to focus more on outcomes than previous job titles. Transferable skills need to be mapped from adjacent sectors. Career pathways need to feel clearer for people who do not already know the industry. It also means treating nuclear workforce planning as a strategic activity and not a reactive response to vacancies. If employers know what expertise they will need in three, five or ten years, they can start building it now through apprenticeships, graduate programmes, train-to-deploy routes, redeployment, and cross-sector attraction. Adapting your workforce planning The nuclear workforce challenge is real, but it is not a simple absence of talent. It is a disconnect in how talent is defined and moved into opportunity. That is why the traditional model of matching people to jobs is increasingly misaligned with how nuclear careers actually develop. The industry needs a wider view of talent, one that recognises potential before it is packaged into familiar nuclear experience. For employers, the opportunity is significant. Better translation of skills means broader candidate pools, stronger retention and more resilient project delivery. For candidates, it means seeing a route into a sector they may previously have ruled out. The skills gap conversation is not wrong because skills do not matter. The skills gap is real. It becomes less useful when the conversation is limited to just the shortage. The better conversation starts with better routes into the sector. It also means recognising potential earlier and creating a workforce strategy that reflects how people are building their careers today. The UK’s and Europe’s nuclear ambitions will ultimately depend on people. And not just those already working in the sector. Those who could be, if given the right opportunity. To hear more conversations from across the nuclear and other critical infrastructure sectors, explore our Hot Off The Grid podcast series.