ASI Group’s Post

Had an interesting conversation and catch-up with Sarah McMath of MOSL today. We discussed a lot things regarding the water sector, the forthcoming AMP, Smart Metering, recruitment, but mostly we spent a lot of time talking about the diversity and inclusion challenges of the sector. The following facts came up in conversation about the Water sector: 1) 4% of the sector are not White British 2) 30% of those working in the Water sector will be retiring in the next 6 years. So although the first fact is particularly stark, the 2nd gives rise to the opportunity to Water companies to think about how they can drive more engagement about the sector and to focus on creating a more diverse workforce. What do those in the Water think about the above statistics, and what can be done to drive change?

Skilled labor, energy availability, and efficient market entry are going to be pivotal in site selection strategies in the coming days, according to the recent Consultants Survey, Q1 2024. Access to a reliable workforce remains a top priority, with companies seeking deep talent pools to support their operations effectively. In addition to skilled labor, speed in project execution emerges as another crucial factor. Energy capacity stands out as another critical consideration. Transparent communication about energy capabilities is essential to avoid wasting time and maintain positive relationships between communities and site selectors. Read More: https://buff.ly/3yx05oX #SiteSelection #SkilledLabor #EnergyAvailability #InvestmentOpportunity #CommunityDevelopment

In a large‑scale survey of WFM professionals conducted in Autumn last year, the Institute found that one in three WFMs were ordinary stakeholders at best when drawing up energy efficiency and carbon reduction plans, with some not being involved at all. Meanwhile just 13% of WFMs led the entire process of developing plans. The report also examines the current investment processes within organisations when it comes to energy efficiency and carbon reduction to understand why funding isn’t flowing as it should into new equipment and workplace improvements. It finds that the most common way for organisations to assess these investments is on their individual investment merits, but that they are imposing unrealistic return expectations, with an astonishing 43% expecting investments to meet or exceed normal ROI.

📰 The 7th Edition of our quarterly newsletter, Deecon Download, is OUT! In this edition, we're celebrating Deecon’s commitment to prioritising wellbeing, while recognising recent achievements and the team’s diversity. We recap the key challenges and opportunities from our Deecon-Struct blogs, covering topics such as Net Zero policies in the recent UK election and the power of technology in the Construction sector. We also share learnings from our recent projects, specifically delving into the impact of procurement regulation changes introduced by the Labour government. ⬇️ Deecon continues to expand. If you are interested to learn more about the diversity of talent at Deecon read about our some of our team members’ experiences in the Team Focus section! 🔎 Want to connect in person? Come and meet us at Connected Britain 11th - 12th of September and the CIPS - The Chartered Institute of Procurement & Supply Award on the 18th of September. 📌 Enjoy the read and stay tuned for more exciting content from Deecon! #deeconconsulting #consultingnews #managementconsulting #companyupdates #procurementregulations #aiinconstruction #teamfocus #teamappreciation #newsletter #quarterlyupdates

Bridging the skills gap.. why Australian construction companies are turning to the UK for talent 👷♂️🌍✈ Read my thoughts below 👇 https://lnkd.in/eaknmnUJ #contractscotland #hirefromtheuk #australia #skillsshortage #relocation #construction #civilengineering #talentacquisition #internationalrecruitment

Amid an ongoing #talentshortage, our Q1 2024 #ManpowerGroup #EmploymentOutlookSurvey shows the highest Canadian #hiring demand among Financials & Real Estate (35%), followed by Energy & Utilities (33%). Discover what #hiringtrends to anticipate in your field — download the new #MEOS report today: https://bit.ly/3Rgmtse

Amid an ongoing #talentshortage, our Q1 2024 #ManpowerGroup #EmploymentOutlookSurvey shows the highest Canadian #hiring demand among Financials & Real Estate (35%), followed by Energy & Utilities (33%).     Discover what #hiringtrends to anticipate in your field — download the new #MEOS report today!

If you are a power and energy business relying heavily on contractors and finding it hard to find them, you are not alone. For businesses relying on contractors — and the contractors themselves — the labor shortage demands a new approach to talent hire and retention, spanning areas like pay, health and benefits. The Aon Human Capital team can develop skill-based talent-based management processes to help you make better people decisions.

Couple of excellent #energytransition job opportunities in New England to amplify: 1. https://lnkd.in/enx5eSFG - Deputy Director at the newly established Office of Energy Transformation - which has a very exciting and bold scope of work ahead of it. 2. Two Deputy Chief of Legal Services openings at the PUBLIC UTILITIES COMMISSION, RHODE ISLAND (RIPUC) - which could be a great landing spot for bright attorneys and fellow Ocean Staters. Looks like these are within the Division (DPUC) - a first-hand perch for an array of cutting edge regulatory topics re: renewables, efficiency, future of gas, and beyond.

Round table conference covering a hot topic for players within the energy sector 🔥 with the opportunity to participate digitally