ARTICLE
SOLVING THE
UTILITIES WORKFORCE GAP
The UK energy and water sectors are facing a shortage of skilled workers. To overcome the challenge, utilities companies must look beyond the pool everyone else is competing for. One source of trained, motivated candidates goes largely unconsidered: people leaving prison.
Future of Utilities Director Sebastian Fox (SF) spoke to Charmane St’Ange (CSA), New Business Manager, New Futures Network to find out how it works in practice.
New Futures Network is the part of HM Prison and Probation Service that connects employers with prisons and prison leavers across England and Wales.
Q: (SF) When an energy or water company first comes to you, what are they usually trying to solve?
A: (CSA) Most organisations come to us because they’re facing skills shortages, recruitment challenges or retention issues. Others are looking at how they can deliver meaningful social value commitments or to support skill development through training or apprenticeships. Increasingly, businesses are recognising that prisons can offer access to a talent pool they may never have considered before for employment or training.
Q: (SF) The utilities workforce shortage covers a wide variety of skills and roles. What kind of work are people doing inside, and what are they coming out qualified in?
A: (CSA) Often more than people expect. Some individuals already have experience in sectors such as logistics, manufacturing, engineering and construction. Others gain qualifications and practical skills whilst in custody, including welding, fabrication, construction trades, warehousing, manual handling and recycling. Many also leave with recent workplace experience gained through prison industries and workshops.
With ongoing skills shortages across parts of the utilities sector, prisons can provide access to a motivated and increasingly well-trained workforce. Many individuals are developing transferable skills through education, vocational training and work-based activity that align well with sector requirements.
Employers can also invest in skills programmes, opening academies and deliver apprenticeships as ways of upskilling a workforce before they look to go into employment on release.
Others gain qualifications and practical skills whilst in custody - welding, fabrication, construction trades, warehousing and recycling.
Q: (SF) Can you give an example of how this has worked in practice – who was involved, what they were trying to fill, and what happened?
A: (CSA) A good example is the employability programme at Thorn Cross Prison, delivered by Balfour Beatty and Inside Connections CIC alongside employers from across the construction and infrastructure sector. Employers were looking to fill roles including plant operators, traffic management operatives, HGV drivers, welders, fitters and drivers’ mates. Candidates received practical employability support and met directly with the employers before progressing to interviews and recruitment checks. The programme resulted in three job offers, with further candidates continuing through the recruitment process. It shows what can happen when employers engage early, offer clear opportunities and work with prisons and specialist partners to prepare candidates for real vacancies.
Q: (SF) Who tends to actually start these partnerships? Is it always HR, or is it often someone running an operation who just needs people?
A: (CSA) We’ve worked with HR teams, operational managers, social value leads and senior executives. The common factor is a willingness to explore a different approach to recruitment. The strongest partnerships tend to have senior support and someone on the ground who can turn ambition into action.
The common factor is a willingness to explore a different approach to recruitment
Q: (SF) For someone running a depot or a treatment works who’s never done this, how does it actually work?
A: (CSA) First, register on the New Futures Network website and have a conversation about workforce needs. NFN then helps connect employers with the most suitable prisons, vacancies are promoted to candidates before release, and recruitment processes are tailored where needed. For most employers, the process is far more straightforward than they expect.
Q: (SF) Where does this get hard, or where doesn’t it work? What should someone go in knowing?
A: (CSA) This isn’t a quick-fix recruitment solution. It works best when employers are prepared to invest a little time, understand individual circumstances and focus on long-term outcomes. Those that do often find the rewards extend beyond recruitment alone.
Q: (SF) Where’s this heading for utilities, and what would you say to an operations lead who reads this and thinks “not for us”?
A: (CSA) Utilities faces many of the same workforce challenges seen in sectors such as logistics and construction. As demand for skilled people grows, there’s a real opportunity to explore a talent pool that remains largely untapped. It may not be right for every organisation, but it’s certainly worth a conversation.
The utilities workforce gap won’t be closed by companies competing harder for the same people. Prison leavers won’t solve it alone, but for a sector short of the very trades being taught in prison workshops, it’s a source of talent worth understanding – and, as St’Ange puts it, it’s worth a conversation.
It may not be right for every organisation, but it's certainly worth a conversation.
Charmane St’Ange will present “Accessing skilled, motivated talent: recruiting people leaving custody” at Future of Utilities: Smart Energy.
Employers can register their interest with New Futures Network at newfuturesnetwork.gov.uk.
New Futures Network is the part of HM Prison and Probation Service that connects employers with prisons and prison leavers across England and Wales, helping businesses fill vacancies while giving people leaving custody a route into work.
Who is Charmane St'Ange?
Charmane St’Ange works for New Futures Network, connecting energy and water employers with prisons and prison leavers across England and Wales. She will present “Accessing skilled, motivated talent: recruiting people leaving custody” at Future of Utilities: Smart Energy 2026 this November in London.
Who is Sebastian Fox?
Sebastian Fox is a Director at Future of Utilities, producing content, reports, broadcasts and market-leading events that connect senior leaders across the energy and water sectors.
Future of Utilities brings the industry together to share insights, showcase innovation and tackle the critical issues shaping energy and water – from strategy and digitalisation to infrastructure, customer transformation and the energy transition.
WANT MORE?
Join us at
The epicentre of energy digitalisation
2-3 November 2026 | Convene 133 Houndsditch, London
Have a story to share?
Get in touch.
Blake Tarleton-Handley Business Development Manager Future of Utilities
GET INVOLVED
See Attendee List
From top-tier retailers and grid operators to innovative solution providers - including leaders from E.ON, Octopus Energy, Shell, and Ofgem - see exactly who you'll connect with across two days of high-impact networking at Future of Utilities: Smart Energy (2-3 November, London).
See the agenda
Find out what's on at Future of Utilities: Smart Energy. Explore the comprehensive agenda featuring keynote presentations, workshops, panel discussions, and innovative startup pitches.
Engage energy leaders
To generate high-value leads and strategic partnerships, explore sponsorship opportunities at Future of Utilities: Smart Energy (2-3 November, London), the energy digitalisation event connecting 1,100+ senior decision-makers across grids, retailers, traders and investors. View the Sponsorship Guide to find out more.
Stay in the loop with Future of Utilities
Subscribe to our newsletter to receive news, insights and special offers.