A brand new report from the Chartered Establishment of Water and Environmental Administration (CIWM) requires a greater method to grappling with the talents hole going through the water {industry}.
Launched on 29 October, Your Future notes that almost all of its members really feel that capability and functionality within the sector will severely hinder supply of guarantees and ambition by the federal government. It requires a complete programme to totally perceive the character of the problem and embrace the skilled improvement alternatives that it presents.
The doc attracts on interviews with {industry} professionals at water corporations, native authorities, engineering corporations, consultancies, and {industry} and public our bodies just like the Atmosphere Company. It additionally incorporates outcomes from its Member Profession Survey 2025, which took inventory of the views of CIWEM’s 11,500 members.
The report, which incorporates the newest figures from Power & Utilities Abilities, highlights the crucial want for an extra 43,700 members of the workforce within the water sector by 2030. This 36% enhance is important to switch retiring members and to assist the funding enlargement outlined in AMP8.
Authorities and {industry} pledges to spend greater than £100 billion on water infrastructure and flood defences throughout the subsequent five-year planning cycle in England and Wales, would require a significant effort to draw, develop and retain folks. In accordance with CIWEM, this additionally presents enormous alternatives for the sector and for its members who’re optimistic, thanks partially to the organisation’s assist and dedication to continuous skilled improvement.
Whereas there are issues round capability and functionality of the workforce to ship – with 69% of CIWEM members ‘agreeing’ that there’s “an absence of capability to do all of the work the {industry} has dedicated to” – simply 3% of are considering of leaving the occupation. This peaks at 6% amongst college students and apprentices.
CIWEM President, John Curtin, writer of the report’s foreword, warns: “That is each a difficult and an thrilling time within the water sector – there has by no means been a greater time to make an actual distinction to the environment. However we’re at a tipping level. Both we put money into the talents we’d like now, or we fail to ship on the funding the water sector desperately wants, to not point out wider components of the {industry}. My concern is that it will likely be the latter, storing up extra issues for the long run. The time has come for an industry-wide, government-backed drive to draw and ability up new entrants and profession changers, whereas retaining current expertise.
“Because the voice of the occupation, CIWEM is captivated with supporting professionals and practitioners from the begin to the top of their careers, and this offers us a novel perspective; one which tells us that we can not proceed as we’re. Pressing motion is required to make sure now we have a workforce and sector that’s match for objective.”
In its name to motion, CIWEM outlines a seven step plan that requires the sector to work extra collaboratively, notably with educational establishments {and professional} our bodies to create new coaching programmes, and to assist apprenticeships that combine technical and ecological abilities. It additionally requires organisations throughout the sector to put money into and embed the crucial folks abilities required to allow extra impactful engagement and collaboration.
Key report themes:
Attraction, retention and variety: Search for transferable abilities
The {industry} wants to draw, retain and develop expertise at each degree, whereas changing leavers and retirees. With shortages throughout the board – from labourers and hydrogeologists to surveyors and planners – the Your Future report recommends taking a look at transferable abilities from different sectors like transport, land administration, and so forth, in addition to attracting folks from different sources like ex-forces personnel.
Over half (55%) of CIWEM members agree that the {industry} must recruit extra broadly, whereas diversifying extra.
Fame and training: Make folks captivated with water
Virtually a 3rd (30%) of CIWEM members say they’re involved in regards to the water sector’s picture, one thing that has additionally been reported to be deterring graduates from becoming a member of. The report highlights the necessity to inform a extra constructive story in regards to the roles of individuals working within the sector – and the way they’re valued. However it requires an entire sector effort.
Educating potential new recruits is a part of this storytelling. Many college students – each at college and college – are unaware of the profession alternatives within the sector. The report recommends guaranteeing that water is a element for engineering, geography, environmental science and different coaching programmes. Making folks captivated with water and even “water-industry prepared” should be a key purpose.
New skillsets and on-the-job coaching: Nature-based options
Responding to new challenges and alternatives requires new coaching, with most of the Nature-based Options abilities the {industry} wants coming from a geography, ecology or environmental research background somewhat than conventional engineering. By integrating these abilities and engineering, it can create a pipeline of expert professionals for a future {industry}.
CIWEM members additionally recognise the necessity for brand spanking new abilities, with 67% saying they may want digital abilities equivalent to knowledge science, modelling, AI or machine studying sooner or later. Important folks abilities are as vital, with 68% needing to develop their partnership abilities to assist them work in an more and more multi-organisational surroundings.
Different findings from the CIWEM Member Profession Survey 2025, additionally featured within the report:
- The outcomes present indicators of profession stability with 42% of members saying they anticipate to stay in the identical position over the subsequent 12-18 months.
- 29% agree or strongly agree that there’s an excessive amount of fluctuation in workload.
- Boundaries to improvement embrace workload (46%), lack of improvement alternatives (29%), and lack of encouragement or assist (18%).
- Pay and circumstances are additionally vital for CIWEM members with 33% agreeing there must be change.
- 51% of members assume that profession assist is most wanted for on-the-job expertise. 34% say they need assistance with skilled {qualifications}.
Obtain the Your Future report right here
