Guest Column

Expert: 6 solutions to address the energy industry’s talent shortage

Here are six ideas for growing the energy industry workforce. Photo via Getty Images

Across the energy sector, companies are facing the growing challenge of finding skilled workers. In fact, 71% of energy employers say they are struggling to fill open roles. What is causing the shortage? A mix of factors, including an aging workforce, outdated perceptions of the industry and a rising global demand for energy.

This talent gap threatens progress on big goals like transitioning to cleaner energy, upgrading infrastructure and driving innovation in renewables. Solving the problem isn’t simple, but it is possible. It is going to take a coordinated, long-term approach that includes education, recruitment, training, retention and supportive policies. Let’s explore some practical solutions.

1. Build a strong foundation through STEM and career pathway awareness

Solving the workforce shortage starts well before college or the first job offer. We need to reach students early, with STEM education, career exposure and clear pathways to energy careers. Elementary, middle and high school programs that connect science and math with real-world energy applications can spark curiosity and show students the range of opportunities available in the energy industry.

Organizations like the Energy Education Foundation are helping by partnering with educators and employers to align curriculum with real industry needs and bring energy topics to life in the classroom. We also need to ensure students understand the full range of energy systems, from traditional oil and gas to renewables like wind and solar, as well as nuclear, hydrogen and other emerging technologies. A broad, well-rounded understanding of the entire energy value chain will better prepare them for the future of work in this dynamic industry.

As technologies evolve, so must the systems that prepare people to work with them. Energy companies can collaborate with universities, trade schools and community colleges to design programs that match today’s job requirements through hands-on apprenticeships, industry-recognized certifications and digital skills training.

Affordability can also be a barrier for many students who are interested in energy careers but face financial obstacles to higher education. While four-year degrees are important for some roles, they are not the only path into the industry. Trade schools, community colleges and certificate programs offer fast, affordable routes into high-demand jobs, often with strong earning potential right out of the gate. The industry can do more to elevate these options by promoting offshore, field and technical roles as innovative, high-impact careers.

2. Help today’s workforce learn new skills

As more energy companies adopt digital tools like automation, artificial intelligence and data analytics, there is a growing need for employees with the tech skills to match. But right now, there is a shortage of those skills across the board. That is why upskilling and reskilling current employees is so important. Companies can create internal training platforms, offer recognized certifications and explore immersive tools like virtual reality to simulate real-world scenarios. Cross-training employees to understand both traditional and renewable energy systems can also help build more flexible, future-ready teams.

3. Open the doors to broaden and diversify talent

The energy industry, being a global enterprise, has much to gain from embracing diversity across various dimensions, including cultural backgrounds, languages, work styles and time zone considerations. Research shows that culturally diverse companies are 33% more likely to out-innovate their competitors. These organizations are better equipped to generate a wide range of ideas and transform them into valuable products or services. The most successful firms offer equitable advancement opportunities, paid time off, family leave, mentoring and sponsorship programs and environments grounded in respect and fairness. These practices make a big difference not just in attracting talent, but in keeping it.

4. Use technology to support, not replace, people

From exploring new energy sources to managing the grid and storing power, technology is transforming the industry. But instead of replacing jobs, tools like AI and automation can be used to make work safer, smarter and more efficient. For instance, smart grid systems and AI-powered planning tools can cut downtime and boost productivity, freeing up skilled employees to focus on more strategic and creative tasks. When used thoughtfully, technology becomes an ally that helps teams do their best work.

5. Strengthen retention through purpose

While offering competitive salaries is important, it’s only one part of the equation. Many energy companies face challenges in areas such as career development, workplace culture and building trust in leadership. These elements play a significant role in shaping the employee experience and can strongly influence retention.

For younger professionals, particularly millennials and Gen Z, the opportunity to address sustainability challenges is especially compelling. A 2024 survey revealed that nearly 90% of respondents in these groups believe it’s essential for their work to make a difference, with 88% stating that their job should align with their personal values. Clean energy careers strongly align with these expectations. In fact, 81% of surveyed individuals see the clean energy sector as a promising career path. Among the top reasons cited were the sector’s positive environmental impact and the opportunity to be part of something larger than themselves. Even among those currently employed in unrelated fields, 65% expressed a willingness to pivot to a clean energy role, underscoring the growing demand for purpose-driven careers. People want to feel like their work matters and that they are growing. In a fast-evolving sector, building a strong team is about offering purpose, not just perks.

6. Embrace collaboration

No single company can solve the energy workforce shortage on its own. This is a shared challenge, and it needs a shared solution. That means governments, schools and businesses need to collaborate on everything from education to job training. As an example, it is critical to align training programs with real workforce needs. That means sharing data across sectors to understand where demand is heading and making sure employees are trained for the jobs of the future.

The energy sector is at a turning point. As we continue to embrace energy expansion, we need a workforce that can make it all happen. That requires more than quick fixes. It takes a long-term, inclusive approach that supports talent at every stage, from early education to career advancement. By investing in people as intentionally as we invest in technology and infrastructure, we can close the talent gap and build a workforce ready to power a stronger energy future.

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Kristen Barley is the executive director of the Energy Education Foundation, a nonprofit dedicated to inspiring the next generation of energy leaders by providing comprehensive, engaging education that spans the entire energy spectrum.


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A View From HETI

Exxon Mobil and Chevron made big profits in spring 2026. Photo via Chevron

American oil and gas giants raked in massive spring profits while fighting between Iran and the U.S. impeded petroleum shipments and consumers around the world paid more for fuel and confronted shortages.

The conflict, now in its sixth month, halted most shipping through the Strait of Hormuz, a narrow waterway that previously served as a delivery route for a fifth of the world's oil and natural gas. With global supplies constrained, prices for Brent crude, the international standard, soared from about $70 to above $100 a barrel for much of March, April and May, and at one point reached $126.

The money that oil companies accrued between the beginning of April and the end of June could receive extra scrutiny this year. Gasoline, diesel and jet fuel prices climbed sharply during that period, increasing costs for drivers and airline passengers. Supplies ran low in some countries, leading to sporadic fuel rationing in Australia and government office closures in Nepal and Sri Lanka.

Spring, Texas-based Exxon Mobil reported that its second quarter profits doubled to $14.53 billion, boosted by record diesel production. The oil giant brought in $116.02 billion in revenue, up 42%.

Chevron, based in Houston, nearly quadrupled its profits to $12.07 billion and revenue jumped 56% to $70.06 billion.

Six of Europe’s largest oil companies posted combined first-quarter profits of $22 billion, more than 40% higher than last year.

“There are constituencies around the world who are having a very good crisis, and the oil producers are one of them,” said Patrick Galey, fossil fuels lead at Global Witness, a nonprofit organization that investigates environmental issues. “When you compare that to the hundreds of millions of people who are struggling with rolling blackouts, with electricity curbs, rationing, waiting in line for food queues, or the disruption to fertilizers and the potential impact that that has on food prices, we don’t think that it’s a justifiable price for the rest of the world to be paying.”

Lawmakers propose taxing major oil producers for war windfalls

Energy companies such as Exxon and Chevron do not set the price of American oil, which ricocheted from $68 to $115 a barrel during the quarter. It’s driven by supply and demand, and what traders, refiners and other buyers are willing to pay.

Nevertheless, Democrats in Congress introduced bills in March to tax major oil producers for profits they show from 2026 onward and have the tax proceeds redistributed to consumers.

“It’s fair to put a windfall profits tax on inordinate windfall profits rather than cut off children’s food programs,” Sen. Sheldon Whitehouse, a Rhode Island Democrat who introduced the Senate version of the legislation.

Whitehouse's measure and a companion bill introduced by U.S. Rep. Ro Khanna of California would amend the U.S. tax code to impose a per-barrel tax on companies that produced or imported at least 300,000 barrels of oil per day in 2025.

“We cracked $4 again per gallon last weekend in gas stations that I drove by, and that’s a big expense, particularly for families that get their income from driving around from job to job in the work van or the work truck,” Whitehouse said.

The average price for a gallon of regular gasoline in the U.S., which was below $3 before the U.S. and Israel launched attacks on Iran, reached $4.11 Friday, July 31, about $1 more than last year at this time.

The UK and other European countries implemented temporary windfall profits taxes on fossil fuel companies in 2022. The UK extended that to 2030, according to Tax Foundation Europe.

“Penalizing the businesses who stood by those countries and provided that product going forward is very short-sighted,” Exxon CEO Darren Woods said in a call with investors Friday. “We canceled investments that we had planned for Europe based on the last time they passed a windfall profits tax.”

Refineries rake in cash while consumers pay more for fuel

Outfits such as Exxon and Chevron, which also own refineries, are in the best position to profit from the current market conditions, said Tom Seng, assistant professor of energy finance at Texas Christian University.

Refineries turn oil into gasoline, diesel, jet fuel and home heating oil. Higher prices for those products meant Chevron’s quarterly refinery profit was six times as big in 2026, despite processing less crude and selling less products.

“The return on refining, on a percentage basis, has skyrocketed,” Seng said. “Oil right now is priced what it is priced because of the Iran war. But in the meantime, the refineries are making money hand over fist.”

The global refining market is under-supplied, and with countries such as Russia and China no longer exporting, companies like Exxon and Chevron have to pick it up, said Rob Thummel, senior portfolio manager at Tortoise Capital. “The world is going to be short jet fuel, diesel and gasoline, so we’ll probably continue to see higher profits there.”

Globally, not all refineries have been able to get the supply of crude oil they need to meet demand since the conflict began, said Timothy Fitzgerald, a University of Tennessee professor of business economics who studies the petroleum industry.

As a result, refineries that have ample oil to work with, including those in the U.S., are turning high profits, particularly when they make jet fuel and diesel, which is priced about 41% higher in the U.S. than before the Strait of Hormuz was blocked.

"If you’re a company that owns a bunch of refinery capacity, things look pretty good," Fitzgerald said.

American refineries are running at near-full capacity and poised to benefit because some refineries in the Middle East and Russia were damaged. And Asia can't get the amount of Middle East oil needed for refining.

“Ultimately, users of the energy services pay,” Fitzgerald said. “Consumers, people like you and me buying retail motor gasoline or diesel fuel or airplane tickets. But it also means that almost everything else we buy has an embedded energy content to it ... and this is where you start to worry about it driving increases in costs.”

Not all oil and gas companies benefit in the same way

In the present geopolitical environment, some companies are winners while others are losers, Fitzgerald said.

“If you’re a company like a U.S. (oil) producer, even a U.S.-based international company like an Exxon or Chevron who’s got lots of production outside the Gulf, things are good. You’re selling your product at a higher price,” he said.

But companies in the Middle East that are not able to benefit from higher prices because they are struggling to get their liquefied natural gas out of the Persian Gulf or have a lot of damaged oil fields or processing facilities have a very different take on recent events, Fitzgerald added.

“Your ability to sell anything and the volume that you may be getting out is so curtailed that your revenues are way down and you’re incurring higher transportation costs and security costs,” he said.

Exxon and Chevron weren’t as profitable in the first quarter due to the way oil is traded; the first real opportunity they had to take advantage of higher prices oil was in April. Companies that had a lot of oil stored in floating tankers and available for spot-market trading, including some European ones, were able to benefit from March’s higher oil prices, Seng said.

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