The Defence Sector's Struggle with a Skills Shortage

• A growing skills gap in the defence sector is causing concern among industry leaders.
• Many young graduates are hesitant to pursue careers in defence due to ethical considerations.
• The UK government is increasing defence spending, yet faces challenges in attracting talent.
• Companies are adapting their recruitment strategies to appeal to a younger workforce.
• The need for STEM skills is critical, with a focus on innovation and modern technology.
• Non-traditional candidates, including career switchers, are being sought to fill the gap.
• The perception of the defence industry as conservative may deter potential recruits.

The defence sector is grappling with a significant skills gap, a challenge that could have far-reaching implications as countries around the world, including the UK, ramp up military spending in response to a volatile geopolitical landscape. With the UK government pledging to invest 1 billion in artificial intelligence-powered systems and announcing the formation of a new Cyber and Electromagnetic Command, the demand for skilled professionals in this field has never been higher. However, the sector is encountering fierce competition from technology firms and other industries, making it increasingly difficult to attract the talent needed to meet these ambitious goals.

A major factor contributing to the skills shortage is the reluctance of many young graduates to consider careers in defence. For instance, Caleb, a recent computer science graduate, expressed his discomfort with the idea of working on technology that could be used for lethal purposes. This sentiment is echoed by many in his generation, who prioritize ethical considerations in their career choices. As the landscape of work evolves, it appears that support for the military among young people is not as robust as it once was, leading to a growing disconnect between the defence industry and potential recruits.

Phil Bearpark, a recruiter specializing in defence jobs, notes that the changing mindset of Generation Z plays a significant role in this trend. Many young individuals are seeking employment with companies that have a clear purpose and commitment to sustainability. This shift in values poses a challenge for the defence sector, which has traditionally focused on military applications. Companies are now recognizing the need to reshape their image and demonstrate how their work contributes to broader societal goals, including disaster relief and cybersecurity.

Colin Hillier, CEO of Mission Decisions, highlights that the defence sector encompasses much more than just weapons manufacturing. He points out that the same helicopters used in military operations are also deployed for humanitarian efforts, such as search and rescue missions. This dual purpose can help change perceptions of the industry, but it remains an uphill battle to attract the next generation of talent.

The skills gap in the defence sector is not limited to ethical concerns; it also extends to the types of skills that are in demand. The government has identified a strong need for STEM (science, technology, engineering, and mathematics) skills, with concerns about the education system's ability to produce graduates equipped for these roles. The shortages span a wide range of skills, from traditional craft skills like electrical engineering to emerging fields such as digital technology and cybersecurity. This demand underscores the necessity for educational institutions to align their curricula with the evolving needs of the industry, ensuring that graduates are well-prepared for the challenges they will face in the workforce.

Despite the challenges, some companies are taking proactive steps to address the skills gap. For example, Thales, a major player in the defence industry, has emphasized its commitment to outreach and education, targeting students as young as those in primary school to foster interest in STEM fields. By engaging with younger students, Thales aims to cultivate a long-term pipeline of talent that is not only technically proficient but also enthusiastic about contributing to the defence sector. The company also aims to attract a diverse range of candidates by encouraging staff to switch roles and develop new skills, thereby creating a more dynamic workforce.

The perception of the defence sector as rigid and conservative is another hurdle that companies need to overcome. Many young professionals are drawn to smaller firms that prioritize innovation and offer opportunities to work on cutting-edge technology. Alex Bethell, a final-year student in computer systems engineering, reflects this desire for modern and dynamic work environments. He acknowledges the appeal of defence-related roles but worries about being stuck maintaining outdated systems rather than engaging with innovative projects. This concern highlights the need for the defence sector to showcase its commitment to technological advancement and innovation, presenting itself as a viable and exciting career option for tech-savvy graduates.

The reliance of the defence sector on ex-military personnel has also been cited as a factor that may limit its appeal to younger candidates. While these individuals bring valuable experience and insights, the sector must broaden its recruitment strategies to include a wider array of talents and backgrounds. Hillier suggests that non-ex-military candidates may bring fresh perspectives and skills that are equally valuable in the development of new technologies. By diversifying their recruitment efforts, companies can tap into a broader talent pool that can drive innovation and creativity within the sector.

As companies seek to fill the skills gap, they are increasingly looking beyond traditional recruitment channels. Some firms are recognizing that a university degree is not the only pathway to a successful career in defence. Louise Reed, Future Skills Director at Reed Talent Solutions, notes that many candidates possess valuable skills that can be developed through training rather than formal education. This shift in approach could open doors for a new generation of talent who may have previously felt excluded from the industry. By emphasizing skills over formal qualifications, the defence sector can attract a diverse range of candidates who bring unique experiences and insights.

Encouragingly, there are signs that these efforts are beginning to bear fruit. Bethell observes that many of his peers are gaining valuable experience in the defence sector during their industrial placements, suggesting a growing acceptance of the industry among young technologists. Caleb, reflecting on his own journey, believes that many of his classmates, who initially dismissed the defence sector, may eventually consider it as a viable career option as they come to terms with the realities of the job market. This changing perception could signal a turning point for the defence sector as it seeks to attract and retain the skilled workforce necessary for its future.

The defence sector faces a complex array of challenges as it seeks to attract and retain the skilled workforce necessary to meet current and future demands. From shifting ethical considerations to the need for modern skills, the industry must adapt to a changing landscape while also addressing its image and appeal to younger generations. As companies innovate their recruitment strategies and broaden their search for talent, they may find new opportunities to bridge the skills gap and secure a stronger future for the defence sector.

The implications of these trends extend beyond the immediate needs of the defence industry. A well-equipped and technologically advanced defence sector is critical not only for national security but also for the broader economy. The skills cultivated within this sector often spill over into civilian industries, driving innovation and growth across multiple domains. Thus, the efforts to attract a more diverse and skilled workforce are not merely about filling vacancies; they are about ensuring the long-term sustainability and competitiveness of the UK's defence capabilities in an increasingly complex global environment.

As the landscape of work continues to evolve, it will be crucial for the defence sector to engage with educational institutions, policymakers, and the public to reshape its narrative. By highlighting the positive contributions of the industry to society, such as advancements in technology that can be repurposed for civilian use and the role of defence in global peacekeeping efforts, the sector can begin to attract a new generation of talent. The future of the defence industry hinges not only on its ability to adapt to changing market demands but also on its capacity to inspire and motivate the next wave of innovators and problem solvers. This requires a concerted effort from all stakeholders to create an environment where young talent feels valued and excited about the possibilities that a career in defence can offer.