Wind energy needs more skilled people to build, operate and maintain its growing fleet. Bringing new technicians into the industry is important, but keeping them there matters too. Good training, practical experience and clear career opportunities can help people build a future in the sector.
The latest Global Wind Workforce Outlook from the Global Wind Organisation (GWO) and Global Wind Energy Council (GWEC) estimates that around 475,000 technicians were needed globally in 2025. By 2030, that requirement is expected to reach 628,000, an increase of more than 150,000 in five years.
Building experience for a growing sector
Compared with oil and gas, wind remains a relatively young industry. Established energy sectors have had decades to develop apprenticeships, competency frameworks and structured career paths.
Wind shares many skills with these industries, including:
Many experienced technicians who helped establish the modern wind sector are now progressing into management, consulting and leadership positions. Meanwhile, installed capacity continues to increase.
WindEurope estimates that the European wind sector currently supports 443,000 jobs, rising to 607,000 by 2030. It has identified 235 job profiles across the wind farm lifecycle, demonstrating the breadth of expertise required.
Moving beyond competition for existing talent
Competition for a limited pool of experienced technicians can increase pressure on salaries, retention and workforce stability.
Muehlhan Wind Service argues that continually moving existing talent between companies will not address the long-term shortage. Instead, the industry needs to create opportunities for people entering wind while giving experienced technicians reasons to remain and progress.
Clear career pathways could allow technicians to move into:
This is important because people may leave not only individual employers, but the industry itself if they can’t see opportunities for progression.
Training needs a broader approach
Training and certification have developed significantly, but Muehlhan Wind Service argues that skills development needs to become a shared responsibility across the supply chain.
WindEurope estimates that Europe will need approximately 7,000 blade technicians, 6,500 field engineers and 5,000 preassembly technicians before 2030. Eight of the ten critical roles facing the largest shortages are expected to depend on vocational education and training.
Stronger partnerships with apprenticeship programmes, regional training initiatives and educational institutions could help develop talent closer to where projects are being delivered.
Competency frameworks recognised across multiple turbine platforms could also give technicians greater flexibility rather than restricting experience to one manufacturer or technology.
Creating careers rather than individual jobs
Companies operating across different technologies and service areas can provide opportunities for employees to broaden their experience.
This could include moving between onshore and offshore projects or gaining experience in installation, commissioning, inspection and maintenance before progressing into supervisory, engineering or project management positions.
For Muehlhan Wind Service, workforce development is therefore part of long-term technical capability rather than a separate human resources issue.
Addressing the skills shortage will require cooperation across the industry. Manufacturers, service providers, asset owners, training organisations, educational institutions and policymakers all have a role to play.
Larger turbines, investment and new technology will continue to shape the future of wind energy, but the sector will also need a skilled workforce to support that growth. Training, practical experience and clear career opportunities will be essential.
Read the complete feature in PES Wind: https://pes.eu.com/exclusive-articles/sustainability-beyond-the-turbine-building-the-workforce-for-winds-future