How to Attract Millennials and Gen Z to the Offshore Industry
With an ageing workforce and a growing demand for skilled professionals—especially in areas like offshore renewables—the offshore industry must prioritise attracting the next generation of talent to ensure long term sustainability. Millennials and Gen Z bring fresh perspectives, digital fluency, and a passion for meaningful, purpose-driven work. However, the sector must evolve to meet their expectations and create clearer pathways into the industry.
To explore the challenges and opportunities facing younger professionals, we spoke with Gordon Foot, a seasoned maritime operations expert with over 35 years’ experience, and Tom Caple, an undergraduate engineer just beginning his journey into offshore wind. Their perspectives highlight what the sector is getting right—and where it still has work to do.
A Hidden Industry in Plain Sight
Gordon explains that attracting young talent to the offshore sector is inherently difficult due to visibility:
“Attracting anyone to the offshore industry has its difficulties. As an integral part of the wider blue economy, the offshore industry is very much maritime and therefore over the horizon and out of view… What you cannot see, you cannot imagine becoming part of”. He emphasised that many people—particularly those from inland or deprived coastal areas—have limited awareness of the industry, and negative perceptions still linger about the long, disconnected stretches offshore roles can involve.
To combat this, Gordon has long been an advocate for outreach in education, working with initiatives such as Careers at Sea run by the Merchant Navy Training Board via the UK Chamber of Shipping and Inspiring the Future run by Education and Employers, a government funded organisation which is supported by Maritime UK, to bring industry professionals into schools and colleges. These programmes help demystify the sector and show students the breadth of opportunities available.
A Younger Perspective
Tom, who gained an insight into the offshore sector through a family friend, was quickly drawn to the offshore wind space:
“As a young engineer, it offers the chance to work on innovative, large-scale projects around the world while developing a broad range of valuable skills along the way. With huge levels of investment being directed into the sector, it’s clearly an exciting and future-proof industry to be entering right now.
Still, Tom highlights some of the common hurdles faced by early-career professionals:
“There’s a strong demand for prior experience, especially on high-profile offshore projects. Entry-level opportunities seem limited, and a lot of roles circulate within established industry networks. That can make it hard for new graduates to get a foot in the door.”
Bridging the Gap
Gordon believes industry must do more than just advertise roles—it must connect with younger generations on their terms:
“Millennials and Gen Z need a purpose. Companies should clearly state their mission and the part young professionals can play in it. These generations are digital natives, socially conscious, and entrepreneurial. Highlight your use of cutting-edge technology, your commitment to innovation, and your investment in sustainability.”
He also recommends offering financial support or incentives for training, which can otherwise be a significant barrier.
“Training can be a large financial burden. Why not fund initial training or reimburse it after a probation period? Offer graduate schemes, apprenticeships, and actively seek diversity—whether in gender, neurodiversity, or career backgrounds.”
A World of Career Paths
The offshore sector offers a vast range of roles—from wind turbine engineers, wind analysts, medics and helicopter co-ordinators to ROV pilots, hydrographers, chefs and divers.
“Many of these roles involve the use of high technology, computing skills, diplomacy, emotional intelligence and communication skills which suit Millennials and Gen Z” says Gordon. “The offshore world offers everything these demographics are looking for: high-tech roles, purpose-driven work, and the opportunity to see the world. You’re not confined to one place—your workplace is the sea, and the world becomes your domain.”
Tom states that we need clearer communication about these career pathways:
“Many of my peers don’t realise just how many offshore roles exist. The sector needs to make career routes and role descriptions easier to understand. More internships and offshore project experience would help us build confidence and gain the exposure we need.”
What We’re Doing at Offshore Marine People & Academy
At OMPA, we’re committed to supporting the next generation of offshore professionals. We’re actively seeking SME clients who are open to taking on graduates or those transitioning into the sector. We’ll source the right talent to meet your needs—and provide them with the tailored training required to succeed in offshore environments. By investing in skills retention and building a strong pool of talent for the future, businesses can safeguard essential knowledge, strengthen their teams, and ensure long-term workforce sustainability.
If you’re looking to enter the offshore sector or are a company ready to invest in fresh talent, get in touch at info@offshorempa.com
As Gordon concludes:
“Building our energy for now and for our futures, together. Now isn’t that a team worth creating? If you believe that it is then Millennials and Gen Z should be encouraged to take their seat at the table and become a part of this endeavour. Your company, in light of a global offshore skills shortage, should plan to do better and meet these needs for a brighter future for all.”