TRAINING
Supply chain training to support Net Zero goals
Energy & Utility Skills has played a pivotal role in enabling supply chain training within the utilities sector, by enabling access to £225k of training by 311 individuals. This training would traditionally fall outside of the scope of the CITB industrial training levy; however, Energy & Utility Skills worked with industry to agree priorities and ensure the effective distribution of these funds, prioritising both technical excellence and inclusivity to align with future workforce demands to meet net zero.
The targeted allocation of resources enabled the delivery of vital technical training in areas such as HSG47 for safe digging and Confined Spaces protocols, directly addressing operational risks and safety concerns that are critical to the sector's efficiency and sustainability.
Additionally, the Employer Network championed Equity, Diversity, and Inclusion (EDI) initiatives by facilitating
courses such as Neurodiversity Awareness and Women in Leadership, recognising that diverse perspectives are essential for driving innovation and adaptability in the utilities sector as it embraces net zero goals.
Energy & Utility Skills played a crucial part in the pilot, which has subsequently led to the Employer Network model being rolled out across Great Britain.
Stephen Barrett, Director of Membership & Strategic Engagement at Energy & Utility Skills remarked, "Increasing regulatory pressures within our sector have led to short-term resourcing strategies and reduced investment in training, which is essential for delivering the ambitious infrastructure projects outlined in Ofgem and Ofwat’s business plans. I am pleased that this project has provided CITB-registered employers with access to funding that supports the skills development and training to deliver the safe, skilled and sustainable workforce
Stephen Barrett, Director of Membership & Strategic Engagement at Energy & Utility Skills Group
required to achieve net zero. We are excited for this initiative to evolve into a regional model, continuing to invest in the critical energy and utilities training required to achieve the Government’s Clean Energy Superpower Mission."
CITB is continuing to run Employer Networks with a local focus and has achieved full coverage with 33 Networks across Great Britain. If you are a CITB- levy registered employer, CITB encourages you to join your local Employer Network to help you access the training and funding you need and ensure CITB is informed of training needs in your local area.
Further training for tomorrow's specialists as the key to success in trenchless pipe rehabilitation
Many industries and regions are experiencing bottlenecks in filling vacancies. As a result, many companies are under increasing pressure to recruit and retain qualified specialists. The trenchless pipe rehabilitation sector is also affected by this.
In a sector where efficiency and technical expertise are essential, trenchless pipe rehabilitation faces unique challenges. SAERTEX multiCom’s commitment to training ensures that both current and future infrastructure needs can be met with minimal disruption and high-quality results.
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To address the need for skilled professionals, GRP pipe manufacturer SAERTEX multiCom has focused on providing advanced training for both its employees and external specialists by setting up its own training center, the SAERTEX multiCampus. In partnership, SAERTEX multiCom and local partner S1E Ltd, held the first SAERTEX-LINER installation training program in the UK this year, providing participants with a comprehensive course on trenchless pipe rehabilitation using SAERTEX-LINERS.
The success of a company depends largely on qualified specialists. Without them,
| January 2025 |
draintraderltd.com
economic success can hardly be achieved. However, as the recruitment of suitable personnel is not always successful these days, vacancies can occur. These vacancies can affect a company's overall productivity and ultimately lead to considerable economic losses. Companies are therefore challenged to act and implement measures in their organizations. Flexible working hours, working from home and other benefits are often chosen approaches to increase a company's attractiveness as an employer. This can improve the chances of finding employees. However, it remains to be
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