Following last weeks article, I’ve taken a more detailed review of one of the UK’s largest employers of Nuclear professionals.
(As a reference I should note that whilst I say ‘Sellafield’ frequently in this article the activities being undertaken by SL are just as prevalent in the wider supply chain supporting the site and broader industry).
As one of the UK's most prominent nuclear sites, Sellafield has been at the forefront of the country's nuclear energy production for decades. With a significant number of experienced professionals nearing retirement age, Sellafield recognizes the challenges posed by an aging workforce and has been proactively implementing strategic solutions to address them. In this blog post, we'll take a closer look at what Sellafield is doing to combat the aging population in their workforce.
Sellafield has been prioritizing succession planning to ensure a smooth transition as experienced workers retire. This involves identifying key roles and individuals who are likely to retire and developing strategies to transfer their knowledge and expertise to younger employees. Sellafield has been implementing comprehensive training programs, mentoring initiatives, and job rotations to facilitate knowledge transfer and skill development among their workforce. I’ve seen the mentoring in action and seen the benefits as Project Managers receive incredible guidance from some of the experienced leaders on the site.
Sellafield has been actively recruiting and developing younger talent to bridge the skills gap left by retiring workers. They have been focusing on attracting new talent with specialized skills in areas such as engineering, project management, and environmental sciences. Sellafield also collaborates with local educational institutions to provide training and development opportunities to young graduates, ensuring a skilled and capable workforce for the future.
Of note is that, in 2022 Sellafield was named in the Top 100 apprentice employers and has over 600 apprentices currently completing training with their training provider Gen2. These are some impressive numbers.
Sellafield recognizes the importance of employee health and wellbeing, particularly as workers age. They have implemented health and wellbeing initiatives that focus on physical health, mental wellbeing, and work-life balance. These initiatives include providing access to fitness programs, mental health support, and flexible work arrangements to accommodate the needs of older workers and promote a healthy and engaged workforce.
Sellafield places a high priority on ergonomics and safety measures in the workplace to ensure the health and safety of their aging workforce. They have invested in ergonomic equipment, facilities, and processes to minimize physical strain and reduce the risk of workplace accidents. Regular safety assessments and training programs are also conducted to maintain a culture of safety awareness among all employees.
Sellafield recognizes the importance of staying innovative and leveraging automation and technology to streamline processes and mitigate the impact of an aging workforce. They have been actively exploring and implementing advanced technologies, such as robotics and digitalization, to improve efficiency, reduce manual labor, and optimize operations. This not only helps to address the challenges of an aging workforce but also positions Sellafield as a leader in the industry.
Never is this more the case than in SL’s activity relating to use of Drone and UAV technology to develop 3D maps of restricted parts of the site.
Sellafield places a strong emphasis on employee engagement and retention, recognizing that retaining experienced workers is crucial for maintaining operational excellence. They have implemented employee recognition programs, opportunities for career advancement, and a positive work culture that fosters inclusivity and diversity. These initiatives aim to retain experienced workers, boost morale, and encourage long-term commitment to the organization.
To summarise, Sellafield have been taking a proactive approach to tackle the challenges of an aging workforce for years and have had some great successes. Through succession planning, recruitment and skills development, health and wellbeing initiatives, ergonomics and safety measures, innovation and automation, and employee engagement and retention, Sellafield is positioning itself as a forward-thinking and responsible employer in the nuclear sector. By addressing the impacts of an aging workforce strategically, Sellafield is ensuring a smooth transition and maintaining its position as a leader in the industry for years to come.
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This article was originally published on LinkedIn. Follow Andy Gunby and BPS World for more insights that can help you attract, recruit, and retain the right people.