Sweden's Energy Sector Faces Critical Competence Supply Challenges Amid Rapid Technological Change

Sweden's energy sector is confronting significant challenges related to workforce competence supply amid rapid developments in technology, climate goals, and digitalization. According to Susanne Malm, CEO of LEVA in Lysekil, competence supply has evolved into a strategic imperative rather than a traditional human resources concern, driven by demographic pressures and increased competition for talent among Sweden's approximately 170 energy companies.

The sector is experiencing a shrinking pool of working-age individuals, adding urgency to new collaborative approaches to recruitment and training. Existing initiatives include vocational education, university partnerships, and industry-wide educational programs, yet Malm emphasizes the need for further innovation in attracting and developing talent. She advocates prioritizing personal qualities such as drive and willingness to learn over conventional qualifications, highlighting that future energy companies will require engineers, technicians, communicators, change leaders, and systems thinkers alike.

Parallel to these sector-specific challenges, a recent survey by ManpowerGroup revealed that while 89% of Swedish employees generally feel confident in their skills, confidence in using new technologies like artificial intelligence (AI) has plummeted by 30 percentage points in the past year. This drop is especially pronounced among older employees aged 61-79 and middle-aged individuals aged 45-60, experiencing declines of 54 and 35 percentage points respectively. Helen Remnås, Managing Director of Experis, points out that this is not only a technological challenge but also a leadership issue, as over half of employees have not received relevant training or mentorship in the last six months.

The lack of alignment between rapid AI developments and employee training undermines worker confidence, which is essential for adopting new technologies effectively in sectors like energy. Encouragingly, companies that invest in AI competence development are predicted to gain competitive advantages and talent retention.

These combined insights underscore a pressing need in Sweden's energy sector to foster human capital alongside technology. The path forward involves innovative, inclusive training strategies, leadership support, and cross-industry collaboration to ensure that competence supply meets the demands of a transforming energy landscape.