2025年全球能源人才指数五年趋势报告

2025The Global EnergyTalent Index Report 5 year trends report Welcome to GETI 2025 We started the Global EnergyTalent Index (GETI) in 2017 to chart emergingtrends across the global energy workforce.The report has delivered the mostcomprehensive insights into skills, salaries, and global mobility in the industry.Additionally, we have explored key issues shaping the future of energy to helpfirms navigate the talent challenges ahead. Nearly a decade later, GETI has gathered insights from over 130,000professionals, acquiring a treasure trove of valuable data on the changingworkforce experience and talent pipeline.This year, we are diving into the pastfive years of data to present a five-year trends report, exploring the challenges,opportunities and movements that have shaped the journey of energybusinesses, professionals and hiring managers. We aim to understand howthings have changed over time, uncover the reasons behind those changes,and highlight lessons that can guide the decade ahead. Also, this year’s report looks a little different as we have condensed it into threechapters to better reflect how the industry is evolving. Petrochemicals andoil and gas have been combined to become theTraditional energy chapter,while nuclear and power is now theTransitional energy chapter.Previous years’ Renewables chapter has become the Future of energy. The past five years in focus: An industry evolving at pace The entry point for our five-year trends report – GETI 2021 –was collected against the backdrop of COVID-19. For traditional energyworkers particularly, it was a turbulent time. Nevertheless, across sectors,the energy industry has rebounded, buoyed by rising salaries, healthy levelsof optimism, and opportunities for career development. However, shiftinginterests and priorities, along with emerging challenges, continue to requireemployers to adapt. •The workforce is ageing.While thepercentage of women in the workforce hasincreased marginally, the workforce appearsto be ageing. In 2025, all sectors reporta decrease in the percentage of under35-year-olds. An ageing workforce is not a newdiscovery. However, our experts suggest that,more recently, hiring managers have beentapping into the retirement community to meetdemand on complex projects.The cost-of-living crisis could also be encouraging retireesback into the workplace in some regions. •Global mobility is evolving.While theexpatriate workforce has remained relativelystable over the past five years, interest fromprofessionals in relocating is waning. Severalfactors – including the increasing uptake ofrenewables globally, more flexible workingarrangements, and greater use of digitalcommunication – are uncoupling the needfor professionals to work in specific locations.Fewer professionals feel compelled to lookabroad for career development opportunitieswhen there is more on offer at home. •Salaries are back on track.While traditionalenergy professionals’ salaries were impactedharder than most during COVID-19, in thesubsequent years, wages across all sectorshave grown. Now, very few professionalsreport receiving a decrease in pay. In step,since 2023, optimism for salary progressionhas remained high, again indicating positiverecovery from COVID-19. Reassuringly,hiring managers and professionals havelargely agreed on the state of pay, with hiringmanagers often slightly more optimistic. •Career development opportunitiesare a prime focus.Career progressionhas remained at the top of everyprofessional’s list as a reason to relocateor switch sectors for the past five years.Conveniently, the energy industry’s trillion-dollar project pipeline presents abundantopportunities for skills development,innovation, and technological advancement— opening doors for professionals toadvance their careers. However, interest inthe technology sector is ever-present amongprofessionals. With competition for talentgrowing fiercer, setting out clear career pathsis key to retention. Our favourite themed questions In this edition of GETI, we also revisited some of our favourite questionsfrom GETI 2021 through 2024 to assess whether sentiments have changedon key subsector trends. •For theTraditional energychapter,we resurveyed the sector’s opportunitiesand found that while engineering techniquesand technology remain globally dominant,the energy transition has gained importancein many regions since 2021.This shiftreflects growing pressures to make theindustry cleaner, safer, and more efficient.Reassuringly, many more professionals believethat their company is resilient to the changesahead but point to a need for more trainingand mentorship programmes in the future. •For theFuture of energychapter,we resurveyed what drives job satisfactionand how organisations could better attract thenext generation of talent. Many professionalscontinue to point to the need for their workto contribute to society and the opportunityto work on exciting projects. A lack of aclearly defined career path is a