From Coal to Code: Reskilling Industrial Heartlands for the Clean Energy Future – Clean Energy UK Writeup

On the Skill UP stage for an early afternoon session, a panel of experts came together to explore how the UK’s industrial heartlands can be reskilled to meet the demands of the clean energy transition.  

The discussion focused on how regions such as Durham, Teesside, South Yorkshire, the Black Country and the North East can build a future-ready workforce through apprenticeships, technical training and collaboration between unions, SMEs and industry. 

Setting the Scene 

Richard Dawson, Economic Advisor at Newcastle Council, opened the session by emphasising the importance of the topic. He noted the North East’s rich industrial legacy in steel, coal, shipbuilding and mass employment, and highlighted the opportunity to use this heritage as a foundation for a just transition. 

He framed the discussion around putting people back into work, developing human capital, and leveraging industrial experience to build a clean energy workforce. 

Panel Introductions 

Richard, the designated chairperson of the session, asked the panel to introduce themselves and share their connections to skills and workforce development: 

Tamma Carel, Senior Advisor Consultant and Co-Founder of iCOR Systems Ltd, spoke about her experience across sectors including manufacturing, offshore renewables and construction. She highlighted that her work in skills development is about paving the way for a workforce that can support a sustainable future. She also discussed her consultancy work in horticultural projects, showing how one hectare of food production could create jobs, with the potential for having a wider economic impact in the North East. 

Amy Mooney, Founder & CEO of Mutha Cuva, described her work in low-carbon heat, focusing on heat pumps and energy retrofitting. She stressed that it’s possible to both do good and make money, and emphasised the practical challenges of training engineers to meet the growing demand. 

Faye Tomson, Founder/Director at Tomson Consulting Ltd, reflected on her experience working with SMEs, particularly in manufacturing, and the difficulties of taking staff off tools for training while maintaining operational continuity. 

Zenobia Sayed, Founder/Host of At The Power Table Podcast and Strategy Consultant at Deloitte, highlighted the need to listen to communities and understand their real needs. Drawing on her experience in South Africa’s mining regions, she emphasised the importance of noting what communities and individuals need. 

Exploring the Skills Gap 

Richard highlighted that residents and communities know what they need, but a gap exists between current skills and the demands of the clean energy transition. He posed the question of whether more could be done to turn this into a commercial opportunity. 

Amy explained that while there are around 6,000 heat pumps in operation only 3,000 engineers are fully MCS certified. Retraining tradespeople is challenging because they must balance lost earnings, on-the-job experience, and new certifications. She stressed that communication hasn’t been effective between existing engineers and new entrants to the sector, requiring a tailored approach for each group. 

Richard asked if funding would help address this, but Amy noted that even with certificates, people may not have all of the practical skills to deliver quality work, which affects reputation and trust.  

The conversation highlighted the importance of training the next generation while supporting the current workforce. 

Richard then directed the discussion to Tamma and Faye, asking how SMEs could be supported when day-to-day operations make training challenging. 

Faye reflected on her experience of running a small business with young staff, noting that uncertainty in the sector makes it hard to take employees off the tools for training. She emphasised that supportive business structures are critical for workforce development. 

Tamma added that while small businesses are at the forefront, they often work with larger organisations. The skills shortage is a “now problem,” and pathways aren’t well communicated. Students and job seekers often don’t see the opportunities available, and foundational skills are lacking in schools. 

Faye pointed out that creative and practical skills are disappearing from education, resulting in young people not being prepared for non-academic roles. 

Richard made the point that conventional pathways, such as going to university, don’t work for everyone and may have contributed to lost creative talent. 

Making the Energy Sector Attractive 

Zenobia stressed the importance of making the energy sector appealing and relatable. Reflecting on her podcast, she reinforced the idea that the issue isn’t always a skills gap but sometimes a systems gap – an engagement and awareness challenge. People need to understand the impact of energy infrastructure in everyday life, such as how pylons power homes and offices, to spark interest in careers. 

Richard then asked about the gender diversity issue in STEM. 

Tamma discussed how 30% of STEM businesses are founded by women, but only 2% of the workforce in these businesses are active roles for women. She emphasised the need for visible role models and pathways to inspire diverse talent, with Amy adding that women in the workforce may also need different types of workplace support, such as maternity or safety considerations, particularly when entering roles in homes and communities. 

Career Pathways and Dignity 

The discussion turned to meaningful work and job stability. Richard emphasised the importance of dignity and pride in work, noting that many in the North East want to contribute meaningfully while also putting food on the table. 

Faye highlighted alternative routes, such as FE colleges, vocational training, and military transition programmes, showing that fulfilling careers don’t necessarily require university degrees. 

Amy discussed practical qualifications for low-carbon heat roles, including formal courses, on-the-job experience, and collaborative learning among engineers. She noted that learning takes time, investment, and guidance. 

Lastly, Zenobia highlighted the importance of diverse perspectives and inclusion, ensuring everyone has a role in the transition. 

The Future Workforce 

Richard and Tamma discussed how automation and AI will change the workplace, emphasising the value of human skills like problem-solving, collaboration, and critical thinking. Tamma stressed optimism and proactive engagement with technology, showing that technical skills can be taught if there is a willingness to learn. 

Richard asked the panel “if there was an individual representing the government in this room, what would be the first thing you’d tell them to do differently?” 

Tamma would recommend that schools intervene earlier, with broader curriculums and exposure to a variety of career options.  

Faye would suggest integrating sectors, using resources like waste heat from data centres for food production or greenhouses, creating jobs and supporting sustainability. 

Amy stressed that training needs to be both funded and paid, with jobs following that are highly paid. Zenobia noted that 16 to 24-year-olds not in education, employment or training (NEETs) represent a significant challenge, and interventions need to support communities with high unemployment. 

In Summary 

Reskilling the UK’s industrial heartlands is complex but vital for the clean energy transition.  

The panel highlighted practical, systemic, and engagement challenges, the importance of inclusive pathways, SME support, and clear career progression.  

They shared that collaboration between government, education, and industry is essential to build a skilled, diverse, and future-ready workforce capable of powering the UK’s clean energy future. 

Clean Energy UK 2026 will be happening in Newcastle on 19th November 2026. You can enquire to get involved now by emailing enquiries@thesustainabilitycommunity.com