This article addresses the key challenges facing the UK Defence Sector, the opportunities available to close the defence skills gap, and the skills most in demand in UK Defence roles.
"With technology evolving faster than ever, the demand for skilled professionals in the Defence Market is critical to national security and technological competitiveness.
There are many factors at play that not only impact the skills gap but also make finding a solution much harder. This is a multi-faceted challenge and and one that will require a collaborative effort to work towards an industry wide national mobilisation.
With government campaigns such as “Levelling Up” addressing inequality based on where people live and Women in Defence addressing gender disparity, there is a huge amount of work happening to create a more diverse workforce. All of which will have an impact on reducing the skills gap.
However, even with these combined efforts, I don’t feel there is quite enough happening to avoid the inevitable problem we will see in the near future with many skills gaps growing rapidly.
The challenges are constantly evolving and becoming more complex with technological advancements, budgets becoming tighter, more competition from other, and often more appealing, industries and not to mention the challenges Brexit has posed on so many candidates’ eligibility for security clearance."
Emma Homann, Lead Consultant
A Quote from the UK's Defence Secretary:
Defence Secretary John Healey MP said (2 Dec 2024):
“Our defence sector should be an engine for jobs and growth, strengthening our security and economy. That requires a defence industry that is better and more integrated - one that can keep our Armed Forces equipped, innovating at a wartime pace, and ahead of our adversaries.”
Key Challenges facing the UK's Defence Sector:
Education
- STEM Talent shortages: The UK is experiencing a persistent shortage of STEM graduates, particularly in specialised fields like cyber security, artificial intelligence, and data science.
- Competition to attract graduates: The defence sector competes with other high-tech industries, such as finance and technology, to attract top graduates. These sectors often offer higher salaries, better benefits, and more exciting career prospects.
- Lack of hands-on training and learning opportunities: Educational institutions often lack the resources and industry partnerships to provide students with practical, hands-on training in defence-related technologies. This limits graduates' readiness for industry roles.
- Training behind current tech advancements: Traditional training programmes don’t keep pace with the rapid advancements in technology, leaving graduates and existing employees underprepared.
Sector:
- Rapidly developing tech in AI and Cyber: Tech is advancing more quickly than skills are developing.
- Security clearance barriers: The stringent security clearance process can be a deterrent for candidates, especially those from diverse backgrounds. This limits the talent pool and hinders diversity efforts.
- Limited industry commitment for upskilling workforce: Not prioritising investment in employee upskilling and training programs, limiting the development of a skilled workforce.
- Industry perception , ethical concerns, and lack of diversity: The defence industry faces negative perceptions, ethical concerns, and a lack of diversity, which can discourage talent from pursuing careers.
- Poor collaboration between companies and educational institutions and government: Insufficient collaboration can lead to misalignment between education and industry needs, limiting young talent.
Workforce
- Aging workforce: With experienced professionals retiring and a declining interest in STEM careers among younger generations, this issue is fast growing.
- Reluctance to relocate: The defence workforce is increasingly unwilling to relocate to major hubs like Manchester, London, and Bristol. Potentially caused by an increase in remote work opportunities.
- Reduced access to EU talent: Post-Brexit, stricter immigration policies and visa requirements have made it more challenging and costly to attract skilled workers from the continent.
A House of Lords inquiry found that government initiatives to close the gap, like T-Levels and apprenticeship schemes, are fragmented and insufficient to address the magnitude of the problem.
Opportunities and Next Steps to Address the UK's Skills Gaps
Upskilling & Reskilling:
Offer targeted skills development, cross-disciplinary training, and hands-on experience through internships and apprenticeships. Candidates should build proficiency in cyber defence, artificial intelligence, robotics, and digital engineering.
Industry-Academia Partnerships:
Collaborate with universities and colleges to align curriculums with industry needs to prepare graduates for immediate contributions. By funding research that ties directly to defence challenges, organisations can foster innovation while giving students opportunities to tackle real-world issues and potentially secure career pathways post-graduation.
Continuous Development:
Promote a culture of continuous learning by offering a variety of training options, including online courses, workshops, and conferences. Employers could also introduce incentives to reward employees for learning new skills.
Security Clearance Preparation:
Employers could facilitate and support the clearance process as part of career development plans, making this a standard part of upskilling initiatives to streamline hiring. They could also offer financial assistance to cover the costs associated with security clearances.
Tech-Enhanced Training:
For defence-specific skills, virtual labs allow candidates to practice in controlled environments that mimic real-world conditions. Simulations of cyber threats, aircraft maintenance, or radar systems can give candidates critical hands-on experience safely and cost-effectively. AI-powered tools could also be used to track progress.
Early STEM Promotion:
Partner with schools and community programmes to introduce students to STEM and defence-related career options early. Showcasing potential career paths in defence through outreach programs, virtual job shadowing, and competitions can spark interest and awareness among young people.
Government Support:
Government grants or subsidies for reskilling in defence technology fields can encourage more professionals to transition into this sector. These could include tax incentives for companies that provide upskilling and retraining programs. They could also streamline security clearances & red tape to facilitate growth.
Defence Skills Most In Demand:
- Cybersecurity & Resilience
- Network Security Architecture
- Artificial Intelligence and Machine Learning
- Systems Engineering & Complex Systems Integration
- Simulation & Modelling
- Requirements Management (including the communication of technical requirements and concepts)
- Advanced manufacturing
- Agile Project Management
- Risk Management
- Cost consultants
- Quantum Computing
- Electronics, specifically microelectronics
Are you looking for contract or permanent talent for your Defence Engineering or Technical vacancies?
We can support your recruitment journey. Get in touch with Lead Consultant, Emma Homann, for support finding qualified and security cleared candidates.
Lead Consultant Defence Engineering & Tech