Real talk on careers in gas: your #BurningQuestions answered

Every month, we invite experts from across the gas industry to answer your most pressing questions. This month’s #BurningQuestions is all about the future—how we attract, train, and retain the next generation of engineers in the gas industry. To explore this vital topic, we’ve brought together three experts with deep roots in education, skills development, and mentoring.

Our panel: 

• Dave Williams, Design Co-ordinator at National Gas, began as an apprentice in 2007. With a background in asset management and workforce development, Dave now supports apprentices and helps shape training pathways across the industry.
• Richard Harper has over 45 years’ experience, beginning as an apprentice service engineer. He now manages the Standard Setting Body and supports national skills planning for net zero.
• Rob Anderson, Technical Training Manager at Ideal Heating’s Expert Academy, started as an apprentice at British Gas. He’s led carbon monoxide investigations, supported training centres, and now lectures and mentors the next generation of gas engineers.

Together, they offer honest, practical insight into how we can make the industry more accessible—and more exciting—for those just starting out.

Q: We receive applications from top talent heading off to further education, so how do we better support our current and future recipients of scholarships, grants and awards to ensure we retain them within our industry?

Dave: I think it all comes down to creating the right environment. I’ll probably say this a lot if you speak to me but, in my opinion, it’s about nurturing the talent. If we show young people that we genuinely care about their development, they’ll be much more likely to stay with us after their scholarships. This next generation has the potential to really shape the future of a decarbonised gas industry—right alongside the experienced hands already doing amazing work.

And being part of the SGA Panel, I’m excited to play a small part in helping them stay in the industry and hopefully influence where we’re headed long term.

Richard: We need to highlight that there is a long term future within the gas industry and that it has a key role to play in the route to net zero. The industry is evolving and hydrogen and biogas may be the succession plan for natural gas.

Rob: It is great to hear that you are receiving applications from top talent as these candidates can offer high potential. No doubt you will have an established and dedicated business development team that with the right support and connections helps to convert applications into conversions. A network of mentors, alongside offers of internships or employment opportunities, could further support current and future recipients of scholarships. Retaining them in our industry by keeping them engaged, encouraging them to see how they are valued, providing a clear and individual roadmap that is personal to them identifying how they can transition into fulltime careers and how their future path can develop; potentially via fast-track progression incentive schemes etc.

Q: Why is it so difficult for new engineers to join and progress in the industry? Developing a portfolio of evidence is almost an impossible task for some to complete. With companies charging extortionate amounts of money, to help students gain portfolios which sometimes aren’t good enough or often get rejected by training centres. As an industry wanting new entrants to join, can we remove these barriers and have purpose-built centres, that they can attend and complete a portfolio in full, without additional charges?

Dave: Yeah, this is a big one—and honestly, it must be frustrating. We say we want new engineers in the industry, but then we make it really hard for them to get started. Building a portfolio shouldn’t feel like jumping through hoops, and it definitely shouldn’t come with a massive price tag—especially when some of those portfolios still end up being rejected.

Now, I can only speak for my area—upstream—but I don’t think we’ve struggled to bring in new engineers. Transmission and Distribution have been doing a great job recruiting through apprenticeships, graduate schemes, and trainee programmes. I’ve seen some brilliant people come through those routes, and I’m excited to see their development.

If we’re serious about attracting and keeping talent, we need to make the process smoother. Imagine if we had purpose-built centres—industry-backed—where people could get hands-on experience and complete their portfolios without all the extra costs. That’s the kind of practical, inclusive solution we need. It's an opportunity to bring the Upstream and Downstream areas together more closely and really shape the future.

Hopefully, as I move further into my career, I’ll be able to help drive that kind of change across the whole industry.

Richard: The requirement for a portfolio of evidence was introduced to ensure that engineers gained knowledge and experience on appliances in their work environment prior to completing their training and assessment and being included on the Gas Safe Register.

Whilst it can be challenging for engineers to gather on-site evidence, it is a crucial part of their learning to gain real world experience on a range of installations. Working on appliances within training centres allows engineers to gain knowledge in a controlled environment but it cannot replicate the variety of installations they are likely to encounter in the real world. It is a difficult balance between reducing the amount of evidence and experience that trainees require whilst at the same time ensuring that the stringent safety requirements within the industry are not compromised.

Rob: It is true that our industry as whole is getting older and there has never been a better opportunity to welcome new people into it either via apprenticeships or MLP routes (etc) giving opportunity to gain necessary skills, confidence and time-served industry experience. Joining professional organisations such as IGEM at the start of their careers is a great way to build upon their industry experiences, professional development, remaining up-to-date within industry standards, and with building networking opportunities, which could potentially lead to progression within the wider gas industry.

Portfolio building can be challenging. It is important that portfolio expectations are clearly communicated to all stakeholders; candidate, mentor and training provider. A plan (SMART) of action needs to be in place to ensure suitable and sufficient high-quality experience is available, and achievable for the evidence (report of accounts, photos, and assessment) to be correctly recorded. Regular meetings and reviews with all stakeholders need to be undertaken to ensure that the candidate is on track within agreed time constraints.

Q: As someone mentoring young engineers, what's the most effective way you've found to engage school leavers and get them excited about a future in gas?

Dave: Honestly, there’s no one-size-fits-all approach when it comes to engaging school leavers or any young engineers—everyone’s different. For me, the most effective thing has just been showing genuine passion for what I do. When you talk about your career, your role in the industry, with real enthusiasm, it tends to rub off. I just try to be open, honest, and show them that a career in gas can be very exciting and rewarding.

One thing I always keep in mind is how important it is to treat young engineers well. They’re the future of our industry, and if we don’t support and motivate them properly, we risk losing them. I’ve seen too many talented young people walk away because they didn’t get the right guidance or were paired with someone who didn’t inspire them.

I’ve been lucky to work with some truly exceptional apprentices over the years, and it’s genuinely rewarding to see them grow and thrive. Hopefully, the way I’ve mentored and nurtured them stays with them, and they go on to do the same for the next generation. That’s how we keep the momentum going.

Richard: Firstly we need greater government support to help employers work with schools on a reformed vocational curriculum so that young people at 16 not only have better awareness of jobs, but also have employer contacts and some basic practical skills which is a huge confidence booster and makes them better prepared for jobs and apprenticeships. Webinars and social media campaigns have been successful in attracting some young people into the industry. We should highlight the variety of roles available in the gas industry including those in engineering, technology, data science, environmental science, and project management. There are opportunities in areas like renewable energy integration, carbon capture, and digital transformation. Cutting-edge technologies, such as automation, AI, and data analytics also have a key role within the future gas industry.

Rob: I have found that by talking about and sharing my own 26-year journey in the gas industry, and by positively linking how the gas industry connects and interacts with their own daily lives helps to break down barriers to engage the learners. Being clear about how our heating and hot water demands can impact upon the wider environment, encouraging discussions and debate on potential solutions asking for their ideas and potential solutions towards these challenges. Focusing on new technology and innovation that is positively being used to contribute towards low carbon solutions to providing energy to heat our homes and hot water solutions, such as potential 100% hydrogen future, 20% hydrogen and natural gas mix, to bio-mass, district heating, and renewable technology such as air source heat pumps. Value-add training such as industry related site visits, shadowing opportunities, and hands-on workshop experiences are another way I have found enhances and provides excitement about the wider industry and their future careers in gas. Reassurance that the skillsets of plumbers and heating engineers will be needed for a long time irrespective of what is being used as an energy source.

Q: In your experience, how can the gas industry better communicate its role in a net zero future to young people who are hearing mostly about electrification?

Dave: Let’s be honest—if you don’t have family in the gas industry, you probably don’t know much about it. That’s a big part of the problem. We need our leaders and experts to be more visible in schools, helping young people understand the vital role gas still plays—even as we move towards net zero. Electrification gets a lot of headlines, but on those cloudy, still days, it’s still gas that’s keeping the lights on. We’ve got a great future energy story to tell—we just need to get better at telling it. There’s also no doubt that we need a combination of energy solutions to help us reach net zero.

Richard: I think there is a significant first job to educate young people on what ‘net zero’ actually is and what the barriers to it currently are. It is a term that is used a lot in the media but not a lot of  understanding beyond that. Decarbonising the economy and reducing reliance on hydrocarbon fossil fuels is a long-term human endeavour which is important and achievable and needs a wide range of people and skills to do it. It’s important to understand the role that gas has in the energy industry and how the gas industry is supporting decarbonisation with the introduction of biogas and hydrogen.

Rob: It is fair to say that the gas industry faces challenges especially to younger audiences who are quite rightly engaged with climate urgency. The gas industry is changing in providing a diverse energy solutions moving us closer towards net zero. It is important to continue to communicate that the gas industry is driven by science, innovation, technology, and by people like themselves who are thinking about different solutions to challenges we face that will no doubt help shape our future path towards a cleaner greener future. Maybe for the UK there is ‘no one stop solution’, where there is potential for a mix of hybrid technology, electrification, green hydrogen production, cleaner-molecule or low-carbon gas, carbon capture storage, and the use of other renewable technologies that could help support local communities by creating jobs and a cleaner environment.

Q: What changes would you like to see in engineering education or apprenticeships to help close the skills gap and prepare the workforce for tomorrow’s challenges?

Dave: I’ve definitely noticed a drop in apprenticeship opportunities in some parts of the upstream industry—and that’s worrying. Apprentices are our future, and the skills they learn now will be crucial, especially as we move towards things like hydrogen.

If we keep pulling back on recruitment, we’re only making it harder to train the next generation. We’re already stretched quite thin on experienced engineers, and without them, we can’t pass those skills on. We need to invest now to avoid a much bigger gap later.

Richard: I would like to see apprenticeships include a wider range of competencies within the gas industry rather than being too specific. Within the utilisation sector there is a need for engineers to have a transferable skill to equip them to work on heating systems from various energy sources including individual heat sources or district heating systems. There should be better alignment of the training with the jobs of the future.

Rob: Modernise apprenticeships to become more agile, interdisciplinary, and future focused as the engineer of the future may very well be expected to work in a hybrid role. As the industry is moving towards net zero and with there being ‘no one stop solution’ there is potential for engineers to be multi-skilled across all associated disciplines in plumbing, heating design, electrics, gas engineering, refrigeration F-Gas qualified. It would be beneficial for this type of apprenticeship to be modular so that the potential candidate has the option to stop or continue after learning one trade, and gain experience before having an opportunity to pick back up the full range of qualifications.

Q: Do you think there's enough visibility of real career paths within the gas industry for students and early-career professionals—and if not, how can we improve that?

Dave: In a word? No. There’s just not enough visibility of real career paths in gas for students and early-career professionals. It’s not seen as flashy or exciting—but the truth is, our industry touches everything: technology, innovation, sustainability, even finance and communications. All the things people might not necessarily place with Gas & Engineering.

We’ve just been quietly getting on with the job—keeping homes warm and the lights on. But we need to shout a bit louder about the amazing careers on offer. That means stronger links with universities, more ambassadors in schools, and showing real stories of success—like apprentices becoming department heads or graduates leading networks. The opportunities are there—we just need to make them visible.

Richard: There is a lack of visibility of meaningful information on career paths. These should be set in the wider context of the decarbonisation change. The sector needs to emphasise the impact of what it does now and its vital role in decarbonisation. We should highlight that although students may start their careers working on natural gas installations, their skills will need to evolve to encompass working with other energy sources including hydrogen and potentially battery storage and electrification.

Rob: There are misconceptions of this industry disappearing in 20-years time that we are in the sunset years! I do think that there is scope to improve visibility of where the gas industry is heading towards and that the future is still bright and not outdated. Continue to highlight and showcase young professionals working within the wider industry especially around net zero projects. It’s disappointing that the 100% hydrogen projects were cancelled at Ellesmere Port, Whitby, as this project had scope to create real visibility of a bright future for the industry.

Q: Looking ahead, what practical steps can companies take today to build a stronger pipeline of future gas engineers, especially with the industry evolving so rapidly?

Dave: Simple really—start early, stay visible, and invest in people. That means more apprenticeships, stronger school and university partnerships, and real career stories that show there’s a future here.

If we want a strong future, we need to start building it today. That means investing in young talent, making our industry visible and accessible, and showing that a career in gas is a career with purpose.

Richard: We need to work collaboratively on a 25 year sector careers strategy that starts by ramping up the significance of this vital industry (because everyone just takes it for granted that the shower will work and the heating will come on). We need to be honest about the challenge to decarbonise and showcase the work that is being done in that area. There is an aging workforce within the industry and we need to attract more younger and diverse people to embrace the challenges ahead using digital skills and technology where appropriate.

Rob: Apprenticeships, apprenticeships, apprenticeships. For any companies looking to build and strengthen the pipeline for future gas engineers, this could be achieved by working with local training centres and colleges. The industry is rapidly evolving, there could be scope for companies to take strategic steps in upskilling their current gas engineer workforce, so that they can diversify into other areas to help meet the demands of net zero, including low temperature design, air source heat pumps, and F-Gas refrigeration upskills. These upskill courses can be achieved and delivered through places such as Expert-Academy which offers training at multiple sites across the UK. 

NEXT UP: June's hydrogen panel 

_{(Submit your questions by 15 June)} 

 

Dr. Ashton is a senior research associate specialising in hydrogen and electrochemical energy systems. After earning her Ph.D. in Materials Chemistry from Loughborough University in 2021, she has continued to advance hydrogen innovation through cutting-edge research and strategic collaborations. She contributed to the Ten Point Green Growth Plan for the Midlands Engine and now focuses on battery electrolyser technologies for green hydrogen production.

Dr. Ashton leads the technical development of battery electrolyser cells for LoCEL-H2, a Horizon Europe-funded project delivering decentralised green hydrogen systems to support sustainable energy access and productive use in off-grid and remote communities.

She has secured funding as Principal Investigator, including a £30K C-DICE Sandpit Seedcorn grant in 2024. Her work has been recognised through numerous national and international awards, including the Innovation in STEM Industries Award, Sustainable Hydrogen Production Award, Innovation and Technology Award, Inspirational Women in STEM Award, and the International Award for Academic Excellence and International Collaborations in Hydrogen (all in 2024).

 

Dr. Jonathan Wilson is a Lecturer in Systems and Mechanical Engineering, with a strong track record in energy innovation and sustainable technology development. He is part of the leadership team of EnerHy, the EPSRC Doctoral Training Centre for Engineering Hydrogen Net Zero and currently contributes to a major national initiative deploying next-generation wireless charging systems for electric vehicles using a systems engineering approach. He is the inventor of the award-winning Ammonia Creation and Conversion Technology (ACCT), which progressed from concept to a commercially viable prototype with EPSRC Impact Acceleration funding and industry support.

Dr. Wilson is actively involved in advancing hydrogen energy systems, contributing to the LoCEL-H2 project, which integrates solar microgrids and green hydrogen production to support energy access and productive uses in sub-Saharan Africa. He also works on the MESCH (Modular Energy System with Clean Hydrogen) project, which focuses on scalable, clean hydrogen energy systems for remote and off-grid applications.

As Project Lead for Aftrak, he leads the development and deployment of solar microgrids designed to bring sustainable, community-level energy access to underserved regions. His expertise spans systems architecture, automotive systems, thermodynamics, and advanced diagnostics in flow and combustion. Dr. Wilson has presented widely at international conferences and collaborated extensively with industry to commercialise novel technologies. His innovations have earned recognition through awards including the Times Higher Education Technological Innovation of the Year (2017) and the Autocar Sturmey Award (2018).