As the UK government looks to bolster its defence capabilities in the face of a volatile geopolitical landscape, the defence sector is grappling with a persistent skills shortage. This challenge is not only hampering the sector’s growth, but also threatening to undermine the government’s broader economic ambitions.
The Ministry of Defence has announced plans to invest £1bn in AI-powered battlefield systems and a new Cyber and Electromagnetic Command. However, the military and its suppliers are finding themselves in fierce competition with technology firms and businesses across various industries for specialist skills in areas such as digital, cyber, and green technologies.
The skills gap spans from traditional craft skills, like electrical engineering and welding, to the emerging “new skills” demanded by the evolving nature of modern warfare. This shortage is not only a concern for the defence sector, but also for the government’s vision of making the industry a growth engine for the broader economy.
According to Phil Bearpark, a recruitment specialist at Reed Talent Solutions, the defence industry is facing a shift in public sentiment, with younger generations increasingly prioritising ethical considerations and a sense of purpose in their work. “Gen Z have got a different mindset when it comes to what they want from work, and morals, ethics, come into it,” says Louise Reed, Future Skills Director at Reed.
To address this challenge, the defence sector is undertaking various initiatives to rebrand and reposition itself. Companies like Thales, a French technology giant with a substantial defence business, are engaging in outreach programs at the primary school level to showcase the diverse applications of their technology, from disaster relief to critical national infrastructure.
Additionally, the industry is recognising the need to move beyond its traditional reliance on ex-military personnel and to cast a wider net for talent. Firms are exploring opportunities to recruit from civilian tech companies and non-traditional backgrounds, such as former teachers and chefs, in an effort to diversify their workforce and bring in fresh perspectives.
While these efforts may be making some headway, the defence sector’s perceived rigidity and conservatism compared to other industries remains a significant obstacle in attracting younger, tech-savvy recruits. As Alex Bethell, a final-year student in computer systems engineering, explains, his cohort is often more interested in working on cutting-edge technologies and design rather than maintaining “slightly older systems.”
The defence sector’s battle for talent is a multifaceted challenge that requires a comprehensive and innovative approach. By addressing ethical concerns, embracing diversity, and offering opportunities for professional growth and innovation, the industry can position itself as an attractive and rewarding career path for the next generation of talent.