Derailing the skills gap for a resilient future.

“What we’re losing isn’t just numbers. We’re losing years of practical, hands-on knowledge. We must work to improve the industry’s image, and highlight the high-tech, forward-thinking roles.”

The skills gap in the rail industry is a real point of contention, and over the years has become a critical issue impacting everything from project timelines to overall service quality.

With increasing challenges in recruitment and an ageing workforce, the industry finds itself at a crossroads. To fully understand the complexities of the skills gap, we need to look back to identify the factors that have led us to this point and tackle them head-on.

THE 90S AND THE INTRODUCTION OF PRIVATISATION

In 1993, the privatisation of the rail industry saw many of the formal training programs and structured paths for talent development begin to be wound down, with most closed four years later. These had been successfully running for many years and provided a wide range of courses that ensured a steady stream of qualified recruits entering the engineering trade.

While some companies developed in-house training programs, they often fell short of the scale and comprehensiveness once seen under public ownership.

As a result, new professionals entering the field have lacked access to in-depth, standardised training, which ultimately has led to a deficiency in qualified, ready-to-work professionals.

A GENERATIONAL SHIFT IN THE WORKFORCE

As well as the change of privatisation, another key consideration in addressing the skills shortage is the ageing workforce.

As workers approach retirement, what we’re losing isn’t just numbers. We’re losing years of practical, hands-on knowledge that is essential to daily operations, but difficult to transfer to younger generations without formal mentorship programs.

Attracting younger talent is also proving challenging. Unfortunately, high-profile project delays and cost overruns shape public perceptions of the industry, such as those seen in Crossrail and HS2. These issues ultimately contribute to a perception that the industry is outdated and mismanaged, which makes it unattractive to young professionals.

When looking at education, there are limited opportunities that are specific to the rail sector which further restricts the entry of a younger workforce. In addition, the rail industry is struggling to shake that “old-fashioned” reputation.

This is particularly off-putting to young people who are often more drawn to high-tech and visibly innovative careers, such as technology or renewable energy.

THE BREXIT EFFECT

The fallout of Brexit also hasn’t helped the industry’s talent pool. Stricter immigration rules have reduced access to skilled European workers, who previously bolstered the workforce. Ultimately, this makes it harder to fill roles that require specialised knowledge.

The skills gap is especially evident in highly specialised rail fields, such as Rail Systems, Permanent Way, Overhead Line, Signalling, and Telecoms. These professions require years of industry-specific training and typically don’t attract candidates from other industries. This makes it increasingly difficult to source professionals with the right experience.

Even in Civil Engineering, a discipline with established educational pathways, perceptions of the rail sector as outdated continue to deter graduates from focusing on rail-specific careers.

To bridge the rail industry’s skills gap, we must first address public perception, especially among young people. Naturally, digital advancements such as AI and IoT are rapidly changing the rail industry. Emphasising this will the sector highlight its progressive and innovative nature while making it a more attractive choice for young professionals and career changers.

EDUCATE TO RETAIN

We need to strengthen education and encourage partnerships with institutions by introducing higher education courses, with modules tailored to specialised disciplines. This would make it easier for graduates to pursue rail careers and provide clear entry pathways.

Allowing apprenticeships to focus on specific areas as candidates progress can streamline training and better prepare them for specific, high-demand roles.

At PBH Rail Group, we actively employ individuals at all levels, from trainees and apprenticeships to those retraining from different industries. Collaborating with local SMEs, we share best practices and engage staff in STEM activities to attract and inspire young people.

While we support traditional entry routes, including Year-In-Industry students and graduates, we are also committed to offering apprenticeships for entry-level roles and are introducing a work-experience opportunity for undecided school leavers.

Across all levels, we provide on-the-job training through our Internal Training Programme and programs led by engineering institutions where necessary.
We have clear career paths in place throughout the organisation and we ensure there are no restrictions on how far our people can develop.

We also actively encourage staff to look for new ideas within their roles, and support them in developing them, whether that means investing in new technology, or adopting a new practice; this helps to retain an engaged workforce that adapts to change.

TACKLING DIVERSITY

Diversity and inclusive recruitment are also vital in widening the talent pool across the rail industry. Initiatives with groups like Women in Rail and the Young Rail Professionals network encourage women and underrepresented groups to enter rail careers.

Inclusive recruitment practices, alongside mentorship and networking opportunities, will help us to build a more diverse, forward-looking workforce. In addition, mentorship programs can help to retain crucial knowledge, pairing seasoned professionals with fresh talent to ensure the transfer of the expertise needed to sustain the sector.

LOOKING TO THE FUTURE

Looking to the future, we cannot ignore the new technologies that are shaping the industry, and the new skill sets that will help drive us forward and attract new talent. Future skills will focus on data analysis, cybersecurity, and sustainable engineering and we must be ready.

Digital rail initiatives emphasise the importance of data-driven roles for artificial intelligence and predictive maintenance. The interconnected nature of rail systems also highlights the critical need for cybersecurity to safeguard the sector. In addition, a focus on green engineering practices, including using low-carbon materials and energy-efficient designs, will continue to govern future projects as the industry places a greater emphasis on environmental impact.

We are committed to getting the rail industry back on track by addressing the skills gap head-on. By continuing to build a multi-disciplinary rail team, supported by training and institution-led programs, continuing with focused apprenticeships, work placements for school leavers, and flexible career paths, we can create a resilient, diverse workforce poised to shape the future of rail.