Green hydrogen industry ‘is not just a lot of hot air’

In 2021 Boris Johnson boldly declared that “Britain will become the Qatar of hydrogen” as part of his government’s strategy for reaching net-zero emissions by 2050. The plan was for hydrogen to supply up to 35 per cent of Britain’s energy needs, but was the promise a load of hot air? No, according to key players in the country’s burgeoning hydrogen industry.

Already the government is investing in 11 big new hydrogen production projects, slated to support 700 jobs and to unlock £400 million in new investment. This week RWE, the energy company, announced plans to build a so-called green hydrogen plant in Scotland on the site of the Grangemouth petrol refinery. Meanwhile, Hydrogen UK, the industry body, claims that it is at a tipping point, poised to create 20,000 jobs and to contribute £26 billion in cumulative gross value added to the economy.

Put simply, the “green” technology splits water into hydrogen and oxygen using renewable energy. Using green hydrogen causes significantly lower greenhouse gas emissions than other forms of hydrogen and it burns more cleanly than gas and oil.

Advocates claim that it can help the drive towards net zero and will boost Britain’s energy sector expertise. “We’re at a critical juncture in the evolution of the UK’s hydrogen supply chain development,” Clare Jackson, the chief executive of Hydrogen UK, said. “Navigated correctly, we have the unparalleled opportunity not only to reap significant economic benefits, but also to achieve our net-zero objectives and to bolster domestic energy security. However, we must recognise that hydrogen is still a relatively nascent industry and as such necessitates a high degree of collaboration between government and industry in order to accelerate its growth and adaptation.”

Both the Hydrogen Energy Association and Hydrogen UK have more than 100 members each, with jobs being added in aspects of hydrogen supply chains including production, storage, network development and “off-taker markets”, which are the final customers for the product. In addition, Britain is experiencing significant growth in the number of makers of original equipment, from lorry manufacturers, such as Electra, to compressor producers, like Haskel.

Key growth jobs in the sector include engineers and operation, servicing and maintenance specialists, as well as vehicle maintenance technicians trained on fuel cells. There are also opportunities for policy experts, finance and legal roles, plus project management.

A lack of awareness about the sector, however, is hampering growth. According to the Hydrogen Energy Association and the Hydrogen Skills Alliance, 84 per cent of employers note an insufficient number of skilled workers, with 61 per cent warning that this is having an impact on their ability to expand.

“While developing a hydrogen workforce is unique in the sense that it has to be built from scratch and at unprecedented pace, it has the advantage of skills transferability from the existing oil and gas industry,” Celia Greaves, chief executive of the association, said. “This indicates a need to create a joined-up approach to people and skills right across the energy industry.”

Protium, a London-based green hydrogen business, operates worldwide and is seeking to attract more female talent to top roles. “We need to give the young people more awareness about hydrogen and the possible career paths to attract them,” Yaying Chen, its engineering manager, said. “We need to be open-armed towards people from different backgrounds with transferable skills. If you care about the environment, want to have a new challenge and become a pioneer in this area, then you should apply.”

The green light

Ready to bond with a role in green hydrogen? Here’s how to start.

⬤ Understand the basics. There’s a lot to learn, so be an avid consumer of news and information. Follow trade organisations such as the Hydrogen Energy Association and Hydrogen UK and read government information.

⬤ Consider if you can keep the pace. The industry is new and is going through constant change. You will need to be flexible and agile. Learn as quickly as you can, do not be afraid of challenges and have a “can do” mindset.

⬤ Find out about the whole value chain. There are more opportunities out there than it seems on the surface.

⬤ List your transferable skills and update your CV. Many new workers are moving across from heavy industry and fossil fuels, but skills are needed in other areas, too.

⬤ Reach out to companies doing work that interests you. Connect with companies on LinkedIn and social media and establish communication with people who are working in the sector now.

⬤ Attend industry events and use them to network. You never know when your dream job might be available.

⬤ You do not have to be an engineer. Nothing happens without finance, insurance and HR, so broaden your job search.

Case study

Pia Diepman is a project manager at Protium. She took up the role after previously working as a systems engineer writing software for intelligent power solutions.

“I caught the green hydrogen bug after writing my thesis on the feasibility of green hydrogen as a vehicle fuel,” she said. “It opened my eyes to a whole new space in the energy ecosystem.Green hydrogen has the ability to address some of the world’s biggest energy challenges.

“Decarbonising hard-to-abate sectors such as steel and petrochemicals, displacing fossil fuels in transport and creating resilience in energy systems are just a handful of examples of why it’s such an exciting solution.

“Working in the green hydrogen sector is dynamic, challenging, exciting and overall just very fulfilling. I love being part of an industry that is shaping the future of the energy paradigm and playing a pivotal role in the race against climate change.”

News in brief

⬤ Nine in ten UK managers feel responsible for the wellbeing of their team and three in five say that the pressure has had a detrimental impact on their own health. In a study by Perkbox, 62 per cent of managers say their teams increasingly need advice on non-work-related matters, such as the cost of living crisis. Doug Butler, chief executive of Perkbox, said: “The pressure placed on managers has quietly been growing. They’re expected to maintain performance while somehow also safeguarding the wellbeing of those they manage.”

⬤ Three in four employees are bringing AI tools to work but are keeping it secret from their bosses. The new trend, dubbed “shadow AI”, is leading more companies to hire chief AI officers, to identify then manage the assets created by generative AI. Mithu Bhargava, executive vice-president for digital solutions at Iron Mountain, a data management specialist, said: “An increased awareness of the risks and challenges posed by ‘shadow AI’, the unsanctioned and hidden use of generative AI in organisations, is causing ripples of unease for IT and data leaders.”

⬤ UK jobseekers do not hear back from almost half the jobs they apply for, according to a report from Indeed, the recruitment platform. Two in five admitted that not receiving a response to a job application had significantly affected their confidence in their job search and 52 per cent had considered halting their search altogether, meaning that staff remain in roles in which they are unhappy and less productive. Danny Stacy, of Indeed, said: “The hiring process is broken for both jobseekers and businesses.”

⬤ Poor employee mental health is costing employers £51 billion a year. Research from Deloitte shows a decrease from £55 billion in 2021 but an increase from £45 billion in 2019. Its study shows that “presenteeism”, when staff work while ill and unable to perform at their full ability, is the largest contributor. Deloitte estimates that the cost of presenteeism is £24 billion annually. The cost of living, personal finances and job security were also identified as key stressors.

Appointment of the week

Audit Wales is seeking an independent member for its audit and risk assurance committee. As the independent public sector audit body within Wales, Audit Wales is responsible for examining public spending by the Senedd and locally elected representatives and identifying ways to improve public services.

In conjunction with other members of the committee, the successful applicant will attend and play a full part in the conduct of committee meetings and will contribute to the committee’s annual formal report to the board on its activities. Applicants will be expected to attend any learning and development activities and to participate in other activities as requested by the board or the accounting officer.

This is a time-limited appointment of up to three years, which may be renewable, subject to satisfactory performance, for a second and final term.

The successful candidate will be paid £5,000 per annum plus reasonable expenses incurred.

This is a part-time role. The committee’s business normally will be conducted at four meetings during the year, generally in February, June, September and December. Additional meetings may be convened as business demands.

Visit www.appointments.thetimes.co.uk to apply