Key Takeaways:
- The energy sector in Australia employs 286,700 people, with higher-than-average wages and younger workers, but faces diversity gaps in gender and First Nations participation.
- Persistent shortages in electricians, electrical engineers, and refrigeration mechanics highlight urgent skill gaps across the labour force.
- The training pipeline shows strong apprenticeship commencements for electricians but low numbers in advanced technical fields such as engineering.
- Regional demand is concentrated in Renewable Energy Zones, with electricians representing the largest workforce need.
- RTOs must use updated training package qualifications to align delivery with industry demand and support long-term strategic workforce planning.
The recently launched Workforce and Training Data Dashboard by Powering Skills Organisation provides an invaluable evidence base for understanding Australia’s labour force in the energy industry. This interactive tool delivers a clear picture of current workforce demographics, training pipelines, and projected demand—critical information for RTOs, industry leaders, and policymakers engaged in strategic workforce planning.
This blog explores the key findings from the dashboard and explains what they mean for education and training providers. We’ll also look at what these insights mean for strategic workforce planning and how RTOs can align their delivery with evolving training package requirements to better meet national energy goals.
Understanding the Workforce Profile
The energy sector in Australia currently employs 286,700 people across more than 112,000 businesses, making it a smaller but highly specialised part of the national labour force of 14.5 million. Its workers earn more than the national average, with median weekly earnings of $1,672 compared to $1,396 across all industries. This wage premium highlights the sector’s reliance on technical skills and its role in supporting Australia’s critical infrastructure.
Key workforce insights include:
- A younger median age of 35, compared with 38 across the wider labour force.
- Significantly lower levels of part-time work, with just 10.7% employed part-time compared to 31% nationally.
- A stronger reliance on employer businesses, with only 44% of organisations classified as non-employing, compared to 61% across all industries.
Despite these strengths, diversity is an ongoing concern. Women account for only 17.8% of the workforce compared to 47.8% across the national labour force, while First Nations workers represent 1.9% of the energy sector versus 2.1% across all industries. These disparities highlight the need for more inclusive training and recruitment strategies to ensure training package reforms benefit a wider pool of participants.
Overall, the workforce profile paints a picture of an industry that is young, skilled, and relatively well-paid but lacking in gender and cultural diversity. Addressing these gaps is not just a matter of fairness—it is central to the future resilience of the energy sector in Australia.
Ongoing Skills Shortages
The dashboard makes it clear that persistent skills shortages remain one of the most urgent issues for the energy sector in Australia. These shortages are not temporary fluctuations but recurring problems that threaten to slow infrastructure development and renewable energy rollout. For RTOs and industry planners, addressing these shortages must be at the heart of strategic workforce planning.
Shortage and growth projections include:
- Electricians: Shortage every year since 2021, with +12.8% projected growth by 2034.
- Electrical Engineers: Consistently in shortage, with +20% growth expected by 2034.
- Air Conditioning and Refrigeration Mechanics: In shortage, with +4% projected growth.
- Electronics and Electrical Distribution Trades: Shortages in most years, with steady growth projected.
These consistent shortages point to structural gaps in the labour force rather than short-term supply issues. If left unaddressed, they will limit the sector’s ability to meet national energy targets. For training providers, aligning programs to these shortage areas through relevant training package updates will be vital in building a steady flow of skilled graduates.
Training Pipeline and Qualification Trends
A strong training pipeline is the foundation of workforce readiness, but the dashboard shows uneven supply across different occupations. Apprenticeship commencements are healthy in core trades like electrical work but far too small in highly technical roles such as engineering. This mismatch risks creating bottlenecks in the labour force over the next decade.
Apprentice commencements in 2024:
- Electricians: 12,780 commencements, by far the largest group.
- Air Conditioning and Refrigeration Mechanics: 2,225 commencements.
- Electronics Trades: 650 commencements.
- Electrical Distribution Trades: 655 commencements.
- Engineers and Draftspersons: Just 5 commencements each.
Qualification enrolments in 2023 reinforce these trends:
- Electricians: 50,535 enrolments, reflecting strong and consistent demand.
- Air Conditioning and Refrigeration Mechanics: 7,080 enrolments, steadily rising since 2019.
- Electrical Engineers: 1,645 enrolments, peaking in 2021–22 before easing.
- Draftspersons/Technicians: 545 enrolments, below earlier peaks.
Training delivery also varies significantly by provider type. TAFEs dominate training for electricians and engineers, enterprise RTOs lead electrical distribution training, and private RTOs hold the majority in electronics trades.
The implication for RTOs is clear: training packages must be leveraged to strengthen supply in shortage areas and encourage more enrolments in advanced qualifications. Without this, the labour force will remain skewed towards certain trades while specialist gaps persist.
Regional and Renewable Energy Zone (REZ) Demand
The Workforce and Training Data Dashboard also provides valuable insights into regional demand. Employment in REZs is concentrated along the east coast, especially in NSW and Queensland. These zones are central to Australia’s clean energy transition, making regional readiness an essential part of strategic workforce planning.
Key figures include:
- Electricians: 67,000 estimated jobs, with 15,750 apprentices currently in training.
- Air Conditioning and Refrigeration Mechanics: 10,500 jobs, with 2,480 apprentices.
- Electrical Distribution Trades: 6,300 jobs, supported by 1,100 apprentices.
- Electronics Trades: 8,700 jobs, with 660 apprentices.
The Hunter-Central Coast REZ alone accounts for nearly 7,900 electricians and almost 1,900 apprentices. This scale of demand underscores the importance of targeted training pathways in regional areas. If the supply of skilled workers does not keep pace, renewable projects risk delays.
For RTOs, this highlights how the dashboard can inform course delivery decisions. Aligning training package programs with local demand ensures that students gain immediate employment opportunities while helping the labour force meet regional and national energy goals.
What This Means for Workforce Planning
Taken together, the dashboard insights show that the energy sector in Australia is strong, well-paid, and central to the clean energy transition. However, persistent shortages, uneven training pipelines, and underrepresentation of women and First Nations workers reveal significant challenges that must be addressed through evidence-based planning.
For RTOs and policymakers, the call to action is clear:
- Expand apprenticeship intake in shortage-listed trades and engineering roles.
- Encourage greater diversity in the labour force, particularly women and First Nations participation.
- Use updated training package qualifications to ensure delivery aligns with industry requirements.
- Prioritise training delivery in Renewable Energy Zones to support project timelines.
By embedding these priorities into strategic workforce planning, stakeholders can ensure Australia’s energy workforce is equipped to meet both immediate needs and long-term growth. The Workforce and Training Data Dashboard is not just a snapshot of today’s workforce—it is a roadmap for building the skills base that the future of the energy sector Australia will depend on.
Frequently Asked Questions
How can RTOs use the Workforce and Training Data Dashboard in practice?
RTOs can analyse local and national workforce trends to decide which qualifications to add to scope, adjust delivery methods, and anticipate changes in industry demand.
Why is diversity such a critical factor in the energy sector of Australia?
Broadening participation among women and First Nations workers strengthens the talent pool, reduces labour shortages, and ensures more equitable access to high-paying careers.
What role do training packages play in addressing skill shortages?
Updated training package qualifications ensure that course content reflects current industry standards, giving graduates the skills employers need immediately.
How do Renewable Energy Zones (REZs) affect workforce planning?
REZs create concentrated demand for electricians and other trades. Planning training delivery in these areas ensures projects have enough skilled workers to meet deadlines.
What long-term benefits does strategic workforce planning provide?
Effective strategic workforce planning helps stabilise the labour force, reduce recurring shortages, and prepare the sector for future challenges like clean energy transitions.
Conclusion
The Workforce and Training Data Dashboard reinforces the urgency of preparing the labour force for the future demands of the energy sector of Australia. Beyond highlighting skills shortages and training gaps, it provides RTOs with the evidence needed to align training package delivery with regional and national priorities.
Used effectively, this tool supports smarter strategic workforce planning, ensuring the sector remains strong, adaptable, and ready to power Australia’s clean energy transition.
