Offshore wind - skills priorities and action plan: equality impact assessment (EQIA)

Recommendations and Conclusion

Initial actions set out in the Plan are intended to expand access to relevant skills and training opportunities to a broad range of people from different backgrounds, either as new entrants or career changers. However, the EQIA identified that people with protected characteristics may face barriers accessing education, training or employment due to lack of experience, awareness, or other systemic barriers including discrimination. The Plan sets out actions which could help to begin to tackle some of these issues. These include actions focusing on:

• Expanding access to high‑quality practical experience to provide individuals from a wider range of backgrounds with clear routes to enter offshore wind careers.
• Supporting people from under‑represented groups, including those not currently in education, employment or training and people with experience of the justice system, to gain relevant qualifications and access training or job opportunities in the sector.
• Providing alternative pathways for unsuccessful applicants to apprenticeships, internships or graduate roles, helping retain talent that may otherwise be lost to the sector.
• Enabling skilled workers from adjacent sectors, such as oil and gas or maritime, to transfer into offshore wind roles through targeted transition support.
• Helping industry partners implement the OWIC Diversity & Inclusion guidance in a Scottish context, strengthening inclusive recruitment and workforce practices across the industry.

Evidence gathered during the EQIA highlighted the need for stronger engagement with delivery partners to embed equality considerations in initial actions being developed and their subsequent implementation. This will ensure that they deliver better outcomes for people and communities by promoting fairness, reducing barriers, and supporting a more diverse and skilled workforce in the offshore wind sector.

Equality issues identified through the EQIA should be monitored and progress reported. Key indicators, such as participation rates among protected groups and feedback from participants, should be reviewed following delivery of actions, to assess the extent to which equality objectives are being met.

The Offshore Wind Skills Programme Board, supported by the Offshore Wind Skills Policy team will be responsible for monitoring delivery by partners of actions set out in the Plan, including equality-related actions. Lessons learned will inform any necessary adjustments to implementation of the future skills programme.