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

Guest Column

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 A mix of factors, including an aging workforce, outdated perceptions of the industry and a rising global demand for energy.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.

---

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.

From Your Site Articles

It's time for a broader approach to ensure that the U.S. meets energy demands and leads the world in innovation and education. Photo via Getty Images

Fueling the future: Houston expert on how to build a workforce to meet America’s growing energy demands

guest column

U.S. energy consumption is projected to rise nearly 20 percent over the next decade — driven by advancements like AI, increasing electrification, and the growing demand for electric vehicles. While attention often centers on the technologies that generate power, the driver behind this transformation is the skilled workforce, which comprises men and women dedicated to enabling the nation's growth. Ensuring a steady supply of qualified workers is imperative for meeting the energy demands of the coming decade.

Developing this talent pipeline starts with a commitment to education. As the energy landscape evolves rapidly, educators play a crucial role in equipping the next generation with the skills to embrace new technologies and adapt to changing industry demands. This commitment to education is central to the Energy Education Foundation's (EEF) mission. It's also a cornerstone of EEF partner and board member, Coterra Energy's, efforts to be recognized as a leader in energy education.

At a recent Energy Education Exchange, hosted by Coterra and EEF, in collaboration with industry partners such as the American Petroleum Institute (API) and the Consumer Energy Alliance, over 50 educators and industry leaders gathered in Houston to address this need.

During the three-day event, educators, administrators, and industry professionals were immersed in the many facets of the oil and gas industry, learning best practices for incorporating energy education into their programs.

Educators experienced an in-depth tour of the San Jacinto College Center for Petrochemical, Energy, and Technology. As the largest petrochemical training facility in the Gulf Coast region, the center offered a unique look at industry-standard equipment, including a multifunctional glass pilot plant lab, a glycol distillation unit, and 35 specialized training labs. Participants engaged in demonstrations led by faculty and students, exploring circuits, on-campus refineries, and advanced machinery — essential experiences that bring classroom lessons to life.

The event also highlighted efforts at the high school level, exemplified by a presentation and tour at Energy Institute High School in Houston's historic Third Ward. The Institute showcased how project-based learning, robotics, and hands-on fabrication labs are shaping students' skills for the energy sector. The high school's mission aligns perfectly with EEF’s goals: sparking interest in energy among younger students, developing their skills, and paving a pathway toward lifelong careers in the industry.

API's "Lights On" reception concluded the first day, promoting networking among educators and industry professionals. By facilitating these connections, we are ensuring that educators learn about energy careers and establish ongoing relationships that can translate into opportunities for their students.

Keynotes throughout the exchange included Peter Beard, Senior Vice President of the Greater Houston Partnership, and Chris Menefee, President of Unit Drilling Company, who further emphasized the critical need for workforce development. Beard noted, "As our economy grows, we must ensure we have the electrons and the workforce to support that growth." He stressed that aligning skills with job requirements is more than just matching credentials; it's about upskilling and offering real career mobility.

Menefee echoed this sentiment, acknowledging the pressures on educators to prepare students for an ever-changing job market. He underscored his company's commitment to "quality over quantity" in hiring, prioritizing well-trained individuals, and emphasizing the value of strong foundational skills, which begin in the classroom, especially career and technology classrooms.

The Energy Day Festival in Houston provided an additional opportunity for educators and administrators to engage directly with the industry. Thousands attended, visiting booths set up by companies, trade groups, and educational institutions. EEF's own Mobile Energy Learning Units offered interactive exhibits designed to teach students of all ages about energy and career opportunities. The Units appearance at Energy Day was made possible by the American Petroleum Institute.

Looking forward, the U.S. must expand opportunities for the next generation of energy workers and provide educators with the necessary resources. The Energy Education Exchange is a significant step forward, but one initiative alone cannot shape an entire workforce. All stakeholders involved must invest in tools, training, and programs that empower educators and provide opportunities for students. As Domestic Policy Advisor Neera Tanden recently stated, "Apprenticeships are essential for advancing the economy and building critical skills."

It's time for a broader approach to ensure that the U.S. meets energy demands and leads the world in innovation and education. At the Energy Education Foundation, we are proud to be at the forefront of this mission, working alongside Coterra and other partners. By empowering educators, we empower the next generation—one that will fuel our nation's future. Together, we can build a workforce ready for the challenges ahead.

———

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

Students in the program will have access to state-of-the-art simulation equipment, and be able to gain professional certifications. Photo via HISD

Chevron partners with HISD for unique training program for maritime industry

future workforce

Chevron Shipping is partnering with Houston Independent School District (HISD) in an effort to enhance Career and Technical Education (CTE) with new programming options.

One of the programs includes the Austin High School Maritime Studies program that is associated with Port of Houston Partnership in Maritime Education. Representatives from Chevron, HISD, and the Port of Houston participated in a signing ceremony at Austin High School in an event that featured a tour of the school's maritime-focused classrooms. The classrooms will serve as a hands-on learning environment that focuses on CTE and maritime careers.

“Chevron Shipping takes great pride in supporting the communities in which we operate, and we are excited to join forces with Austin High,” Barbara Pickering, president of Chevron Shipping Company said in a news release. “With a national and worldwide labor shortage in maritime related careers, this partnership will provide needed resources and open doors for students to pursue the abundant and lucrative career paths in the maritime industry – here in Houston and around the world.”

Students in the program will have access to state-of-the-art simulation equipment, and be able to gain professional certifications.

"Career and Technical Education is a critical component in preparing our students for the high-demand, high-skill jobs that are shaping the future of our workforce,” says Superintendent Mike Miles in a news release.

The program also includes development of skills to help them obtain careers in the maritime industry. Also included in the partnership will be guest lectures, workforce development, and mentorship opportunities with industry experts.

“By aligning our CTE programs with industry needs, we’re ensuring students have a direct pathway to rewarding careers in fields like maritime and shipping,” Miles adds. “This partnership is about giving our students real-world experience and opportunities that position them well after graduation."

Some of the key takeaways include strategies that include partnering for success, hands-on training programs, flexible education pathways, comprehensive support services, and early and ongoing outreach initiatives. Photo via Getty Images

New report maps Houston workforce development strategies as companies transition to cleaner energy

to-do list

The University of Houston’s Energy University latest study with UH’s Division of Energy and Innovation with stakeholders from the energy industry, academia have released findings from a collaborative white paper, titled "Workforce Development for the Future of Energy.”

UH Energy’s workforce analysis found that the greatest workforce gains occur with an “all-of-the-above” strategy to address the global shift towards low-carbon energy solutions. This would balance electrification and increased attention to renewables with liquid fuels, biomass, hydrogen, carbon capture, utilization and storage commonly known as CCUS, and carbon dioxide removal, according to a news release.

The authors of the paper believe this would support economic and employment growth, which would leverage workers from traditional energy sectors that may lose jobs during the transition.

The emerging hydrogen ecosystem is expected to create about 180,000 new jobs in the greater Houston area, which will offer an average annual income of approximately $75,000. Currently, 40 percent of Houston’s employment is tied to the energy sector.

“To sustain the Houston region’s growth, it’s important that we broaden workforce participation and opportunities,” Ramanan Krishnamoorti, vice president of energy and innovation at UH, says in a news release. “Ensuring workforce readiness for new energy jobs and making sure we include disadvantaged communities is crucial.”

“The greater Houston area’s journey towards a low-carbon future is both a challenge and an opportunity,” Krishnamoorti continues. “The region’s ability to adapt and lead in this new era will depend on its commitment to collaboration, innovation, and inclusivity. By preparing its workforce, engaging its communities, and leveraging its industrial heritage, we can redefine our region and continue to thrive as a global energy leader.”

The study was backed by federal funding from the Department of the Treasury through the State of Texas under the Resources and Ecosystems Sustainability, Tourist Opportunities, and Revived Economies of the Gulf Coast States Act of 2012.

The program will allow students to learn at their own pace, and is supported seven days a week by tutorial and technical staff, and offers flexible payment options with a low initial registration fee. Photo via UH

Houston university debuts new program to develop wind turbine workforce

future technicians

University of Houston-Downtown announced a new Wind Turbine Technician Certificate Program.

UHD’s goal with the new program is to address the global need for workers skilled in servicing, diagnosing, repairing and installing wind turbines and other associated equipment.

Some courses can be purchased as students work through them.The total cost is $1,750 for the entire program.

The course will be delivered in partnership with George Brown College in Toronto. George Brown College is a leader in distance learning, and one program highlight will be its 3D interactive wind turbine simulator. The wind turbine simulator will have key features like real-time visualization, interactive operation, pre-built lab projects, and Pitch and Yaw Ladder Logic applications, which shows how Programmable Logic Controllers (PLCs) are used to provide automatic control of wind turbines.

“The programs we develop at George Brown College feature robust technical simulation software so we can reach different students, like those looking to diversify their skills and can’t attend full time because of family or work commitments,” Colin Simpson, dean of continuous learning, says in a news release. “Additionally, our partnership with University of Houston-Downtown allows us to extend our reach to help train the U.S. clean energy workforce.”

According to Global Wind Energy Council’s Global Wind Report 2023, over half a million new wind technicians will be needed by 2026 to service the expected capacity increases, as wind generation is expected to more than double by 2030. Texas produces 26 percent of all U.S. wind-sourced electricity.

“Wind energy is one of the fastest-growing energy sources in the world, and as the largest wind producer in the United States, there is a growing need for skilled technicians in Texas,” UHD President Loren J. Blanchard adds. “By partnering with George Brown College, we’re able to leverage a unique online program to develop a skilled workforce for the wind energy sector in the state and beyond.”

Goodwill Houston, in collaboration with Accenture, BlocPower, and Goodwill Industries International hosted a celebration for the Clean Tech Accelerator. Photo courtesy of Accenture

Accenture, Goodwill-backed cleantech job accelerator celebrates Houston launch

up and running

A major nonprofit and a worldwide corporate leader have teamed up to advance cleantech jobs — and the program has officially celebrated its launch in Houston.

Goodwill Houston, in collaboration with Accenture, BlocPower, and Goodwill Industries International hosted a celebration for the Clean Tech Accelerator, an industry-focused full-time free jobs training program that was originally announced last year. The first cohort graduated earlier this year, and the second is ongoing.

"Through the CTA, we want to shape the future of sustainable energy in Houston by recruiting underrepresented jobseekers and equipping them with technical proficiency, safety and clean tech certifications, and facilitating placement with local employers," a representative from Accenture states in an email. "Following a quiet initial launch, this event was the official kickoff."

The event also demonstrated the opportunities within the CTA program for job seekers to prepare for the most in-demand clean energy careers in Houston. The accelerator is targeting a specific set of advanced energy jobs — the 40 percent that don't require college degrees and and pay more than the median salary in the United States.

According to Accenture and Goodwill, the plan is to grow the program to 20 cities in the next seven years and train an estimated 7,000 job seekers. The program, which was co-designed by Accenture, will be run by Goodwill. Participants identified as under and unemployed individuals and accepted into the program will be compensated as they undergo the training and career placement services.

"As our labor market transitions, we see important opportunities for people to move into more promising roles with better pay. It is essential that we provide the training and other support needed to ensure people capture these opportunities," Steve Preston, president and CEO of Goodwill Industries International, says in a news release announcing the program. "The Goodwill Clean Tech Accelerator will open doors for people in an expanding industry and provide support to employers who are helping us transition to a more sustainable world."

Members of the first two classes of the program were present at the event. Photo courtesy of Accenture

------

This article originally ran on InnovationMap.

Ad Placement 300x100

Ad Placement 300x600

CultureMap Emails are Awesome

Property Showcase

Houston bio-based materials co. steps into new sustainable consumer products

a cleaner shoe

A more sustainable shoe can’t be built on a single material swap. From the hard plastics hidden inside a heel to the material covering a sneaker’s upper, footwear is a collection of components—and each presents a different challenge for companies trying to move away from conventional, petroleum-based materials.

Houston-based Rheom Materials wants to change that equation. The biomaterials company has launched a sustainable footwear platform featuring two of its bio-based alternatives: Benree, a biodegradable plastic designed for hard internal components, and ShoraiDura, a durable leather alternative for footwear uppers.

“A shoe is not one material; it is multiple parts working together as a system. Substituting a single material has never moved the needle,” Rheom founder and CEO Zimri Hinshaw said in a news release. “Rheom wants to make it easier for brands to make a positive impact. By providing an assortment of bio-based materials, brands can change the system, not just a swatch of it.”

Benree is Rheom’s alternative to conventional hard plastics used in footwear construction. The company says it is a 100 percent USDA-certified bio-based, biodegradable material with performance comparable to acrylonitrile butadiene styrene (ABS), a widely used engineering plastic.

The material has passed SATRA testing for high-heel applications with Bared Footwear, an Australian footwear brand.

“At Bared, we're constantly on a journey to remove plastic from our shoes. At the same time, our brand won't compromise on quality for the end customer,” Millie Richards, Bared’s head of sustainability, added in the release. “From samples and testing, Rheom has proven to be solving both of those problems for us. We look forward to seeing how they develop as a company and would love to use them in our shoes.”

Rheom says it is also exploring Benree for additional internal components, including toe puffs and heel counters.

Rheom's Benree material was used for a high-heel prototype. Photo courtesy Rheom Materials

The company’s ShoraiDura material addresses another major part of shoe construction: the upper, which must withstand repeated flexing, friction and wear while maintaining its appearance.

Containing about 80 percent bio-based content, ShoraiDura is engineered as a durable leather alternative for footwear. Rheom says the material’s molecular structure is designed to deliver the strength and durability required for demanding applications.

To demonstrate how the material could be used in finished products, Rheom worked with a Los Angeles-based footwear manufacturer to create two prototypes: an athletic sneaker and a textured skater shoe, both featuring ShoraiDura uppers.

The two offerings reflect the company’s broader strategy. Rather than asking brands to evaluate a single material in isolation, Rheom is positioning its platform as a way to explore alternatives across different parts of footwear construction.

The next step is broader industry adoption. Benree’s testing with Bared Footwear and ShoraiDura’s footwear prototypes offer early examples of how the materials could be applied, while commercial use will depend on manufacturers’ evaluations and product-development decisions.

Rheom Materials is a Houston-based biomaterials company developing bio-based alternatives to petrochemical plastics. Its product portfolio includes Shorai, a leather alternative, and Benree, a hard plastic alternative.

The company debuted Shorai at the Houston Livestock Show and Rodeo in 2025 and showed a bio-based "leather" collection in Milan earlier this year. Read more here.

---

This article originally appeared on our sister site, InnovationMap.

Houston solar manufacturer expands facility, production capacity

houston expansion

Solar tracking and manufacturing company PV Hardware USA is increasing its production capacity and expanding its Houston facility in an effort to meet growing demands.

The move marks the company's third expansion in the Houston area in three years. PV Hardware reports a 400 percent surge in national market growth over the past three years, as solar-based projects have been pivotal in energy resilience efforts.

PV Hardware plans to increase the capacity at its Houston facility by 42 percent, according to a news release. With the additional capacity, PV Hardware expects a 35 percent increase in production of pre-assembled parts. The company has not announced whether any additional employees will be hired or the costs of expansion.

In September, the company completed its new dedicated pre-assembly facility, which will help migrate difficult assembly into an easier manufacturing setting. The new pre-assembly area will also assist with streamlined field installation, enhanced schedule predictability and reduction of manual labor.

Citybiz reports that the expansion totals approximately 34,200 square feet.

PV Hardware USA aims to make solar installation more efficient. For large-scale solar projects, PV Hardware USA’s pre-assembly process helps to relieve assembly work done by installation teams. According to PV Hardware USA, it reduces the number of on-site components by 70 percent.

“Traditionally, manufacturers pushed the assembly burden onto the jobsite,” Rodolfo Bitar, vice president of business development for PVH USA, told Renewable Energy Magazine. “We ask a different question: what work can be done more efficiently before the equipment ever leaves the factory? By managing the assembly of 188 loose parts per row in our controlled manufacturing environment, we remove field complexity and make installation highly predictable.”

PV Hardware USA produces single-axis solar trackers made in Texas and has supplied over 52 gigawatts of solar trackers worldwide.

“The expanded presence in Texas underscores a long-term commitment: bringing world-class solar expertise to local American manufacturing, supporting communities, and serving as a reliable partner through the clean energy transition,” the company said in the release.

In July of 2025, the company opened its 95,000-square-foot facility, which was the second Houston location following its initial $30 million U.S. manufacturing facility, which, at 50,000 square feet, is one of America's largest solar tracker manufacturing facilities.

Gulf of Mexico marine life dramatically declined after BP spill, study says

Gulf Life

In a deep, dark part of the Gulf of Mexico, the number of marine animals plummeted by about 60% in the years following the 2010 Deepwater Horizon explosion, a new study found.

In a crucial part of the Gulf between the light surface and the darkest depths, where the BP-operated well failed and dumped 134 million gallons of oil, the number of fish found dropped by 63.5% from the year after the spill to 2015. Crustaceans, including shrimp and krill, a key food for whales, went down 62%, and larger animals like squid and octopuses fell 59.7%, according to a study published Monday in the journal PNAS.

And those populations haven't come close to recovering, the study found.

Researchers focused on the ocean's “twilight zone,” a vast area above the seafloor, where much of the surface marine life, including dolphins and whales, feast on creatures. Yet little is known about this gigantic ecosystem, and this region of the Gulf had not been studied before the 2010 spill, said study lead author Tracey Sutton, a biological oceanographer at Nova Southeastern University.

A 2011 post-spill exploration cited in the research, which used six sets of nets at different depths and acoustic sonar, gave scientists a good sense of how much sea life was in the area between the surface and 5,000 feet deep (1,500 meters). They returned to the same place with the same equipment three-and-a-half years later and found sea life was between one-third and one-quarter of what it was in 2011.

“We saw this big decline,” Sutton said. “The question was then why? So we looked at all of the natural variables we thought could account for it, namely temperature, oxygen supply and food. None of those vary with the decline. The event that did was the oil spill. So we think that’s the most likely cause of the decline.”

Researchers kept on sampling since 2015 and the low populations remained, with a slight rise in 2022 and 2023 that did not prove statistically significant or lasting, Sutton said.

Documenting the decline

Sutton's team documented the population declines with three different lines of evidence: what they caught in the nets, what their acoustic sonar found and genetic studies showing the species losing genetic diversity because of inbreeding.

A lot of marine life died instantly after the explosion, which killed 11 workers, and from nearly five months of leaking oil and gas. Those pollutants got stored in the eggs of survivors and subsequent generations of critters got more compromised and weaker, Sutton said.

BP spokesperson Paul Takahashi said the accident “forever changed” the company: “We have made many changes intended to help prevent an event like this from ever happening again.”

Both the oil and the dispersants used to clean the spill hurt fish, but in different ways, said study co-author Isabel Romero, a chemical oceanographer at the University of South Carolina. Oil is more toxic and an overall threat, but the dispersant breaks the oil into smaller droplets, increasing the exposure of animals that live in the deeper water column, she said.

Dispersants caused many problems, and new studies show that in future accidents, it would be better to avoid those chemicals and instead add agents that increase oil-munching microbes, said former National Science Foundation Director Rita Colwell, a University of Maryland environmental microbiologist who headed a 10-year, $500 million BP-funded program to study spill effects.

Sutton said his team couldn’t prove an exact causal link to the BP oil spill, but by eliminating the other possibilities and looking at the timing, it’s logically clear that the spill caused the problem.

The krill population dropped 72%. Lanternfish — odd fish with blue-green lights embedded over their bodies — are a third of what they used to be, Sutton said. The stunning but scary dragonfish — with sharp teeth, light organs and a lure attached to its head — also had big losses, he said.

“These are foundational species,” Sutton said. “They're the things most things eat. So it's no wonder that we had wholesale changes across the community.”

The inner ocean is more unknown than outer space

Scientists learned much about this unexplored area of the Gulf.

“One of our biggest findings from the whole thing is how connected the whole oceanic Gulf is from top to bottom because the animals move up and down,” Sutton said. “There are predators at the top that dive deep. Lots of things that are deep that come up at night. So the system is one very large pulsing system, rather than just a layered system like people might have thought beforehand.”

Outside scientists were especially bothered by where the spill damaged.

“We know more about space in some ways than we do about the inner ocean. Because we can’t see these regions, there is a tendency to assume everything is fine, but here we have a clear result showing that something went very wrong," Scripps Institution of Oceanography marine scientist Kaitlin Frasier said in an email.

Frasier, who wasn't part of the study released Monday, published a post-spill study in 2024 looking at Gulf of Mexico whales and dolphins, finding population drops as high as 83%.

“It’s shocking how a single failure in a drilling rig can have this vast and sustained impact over thousands of square kilometers, with little visible recovery over 13 years after the spill,” said Dalhousie University marine scientist Boris Worm, who wasn't part of the study. “It is important that we see this, because for the longest time these consequences were completely out of sight and out of mind.”

Worm and Colwell said this damage should be kept in mind as the world talks about deep-sea mining and increased oil drilling in deep waters.

View All Listings

ENERGYCAPITALHTX EMAILS ARE AWESOME