Overcoming uncertainty in the maritime sector

The marine industry is vital to the UK economy, contributing a total turnover of £116 billion in 2019. However, recent events such as Brexit and the conflict in Ukraine, combined with growing environmental concerns, severe skills shortages and changes in the industry, have led to disruptions in trade flows, which have shrunk significantly over the past few years.

Also read: Maritime transport cuts sulphur emissions, but with it comes negative climate impacts

According to a new report from QBE, the marine industry will decline by 8.5% in 2024, the worst decline since 2016 (excluding the 2020 coronavirus pandemic).

Danny Peachey, HTL Group Great Yarmouth manager, said: “Despite the recent challenges facing the shipping industry, the report shows a bright future, with the decline narrowing to 0.4% in 2024 and a small increase of 0.8% expected in 2025.

“To achieve this, we must embrace the changes required by the sector as a natural consequence of its evolution. Addressing the STEM skills shortage, attracting young talent and changing the mindset around technology and digitalisation will not only ensure a return to normal growth, but also ensure the sector thrives.”

An ageing maritime workforce

In order to enter the maritime industry, certain skills are required, especially in the more demanding areas where ship engineering and technical knowledge are vital.

The average age of maritime professionals is currently 44.8 years old, according to the Maritime Skills Commission (MSC) 2023 report. Furthermore, those under 30 years old make up only 14% of the workforce, while those over 50 years old make up nearly 40%.

This imbalance indicates an impending workforce gap due to retirement and lack of available manpower, highlighting the urgency of developing a new generation of talent. Developing a succession plan focused on knowledge and skills transfer is essential to maintaining the industry workforce.

In the maritime industry, it is common to acquire new skills through on-the-job training by experienced workers. However, a lack of sufficient workforce often means that experts in the field do not have the time to mentor junior employees and trainees on the job.

Furthermore, limited opportunities for skills development also hinder the advancement of the maritime workforce. Seafarers are usually required to obtain several job-related certificates, in addition to the main CoC (Certificate of Competency). However, due to cost-cutting measures and lack of institutional support, skills development is left to the hands and use of maritime workers themselves, which is another barrier for young people who want to enter the workforce.

Attracting young talent

The problem of attracting new talent into the maritime industry starts with certain perceptions of the industry and a lack of visibility. Low diversity, poor conditions in certain professions and a lack of career development opportunities are slowing down the pipeline.

Even people living in coastal areas are choosing to pursue alternative careers. A recent UK Maritime Agency poll showed that nearly half of 18-24 year olds living in coastal areas planned to move away, with the main reason being a lack of jobs. However, 70% claimed that the right career opportunities would motivate them to stay.

These figures highlight the importance of tailoring educational opportunities for young people. By engaging students early and providing hands-on experience, the industry can spark their interest and passion for a career in sailing. Additionally, fostering a culture of innovation and inclusion can make the industry more attractive to the younger generation.

Environmental issues and the rise of green skills

As the industry continues to evolve and strives to adapt to current economic, fleet and environmental changes, new technologies are entering maritime processes and operations. While expertise in traditional areas such as engineering and logistics remains essential, new skills in the areas of IT, digitalization and mechanical systems are also essential. This increases the demand for highly skilled personnel entering the maritime industry, as well as an education system that provides early preparation for new employees.

Although these changes may require additional training and a longer path to a seafaring career, the financial rewards and prestige of these careers can attract highly intelligent and motivated individuals as long as job opportunities are properly advertised.

Not only that, the industry has also demonstrated its commitment to sustainable development, with the government recently allocating £33 million to develop green technologies for ports and ships. This investment aims to reduce shipping emissions, support employment in coastal areas, and boost local economies. This has led to demand for green skills expertise in the areas of renewable energy, clean technology and alternative fuels. According to the Maritime Skills Council, demand for green jobs in the maritime industry is expected to grow by 400% by 2030, creating 1.7 million additional jobs for talented people to enter the workforce and develop rewarding, purposeful careers.

Technological obstacles in shipping

While technology is certain to revolutionize the maritime industry, it is also accompanied by some public debate about jobs in the context of the Fourth Industrial Revolution. The implementation of new technologies means that some jobs are created, while others disappear. Employees are concerned that robots may replace certain jobs, or that they will fall behind in upskilling, especially given the industry’s recent experience of being reluctant to fund additional training, as mentioned earlier.

Danny Peachey, Great Yarmouth manager at HTL Group, said: “History has taught us that the adoption of new technology can significantly optimise operations and improve staff efficiency. Before the ability to hire hydraulic torque equipment, moving goods and managing complex internal processes required a lot of labour from a large number of workers.

“Hydraulics has transformed offshore operations by enabling employees to complete tasks more easily and with less human input. It has revolutionized the way we conduct offshore operations and would be unimaginable without hydraulics. New technologies have the potential to bring similar advances, streamlining work processes and creating new job opportunities.”

in conclusion

The UK shipping industry has huge potential for rapid growth if it can address the skills gap and talent shortage head-on. By raising the profile of the industry, implementing education and mentoring programmes, embracing new technologies and addressing employee concerns, the industry can develop a new generation of talented maritime workers.