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In this episode of TRC Energy Talks, host Nicole Wroblewski sits down with guests Kay Medina and Sarah Nuamah to hear about their experiences entering the energy and skilled trades workforce. They share what helped them find their way into the industry, the challenges they encountered and the role that training, mentorship and professional connections played along the way.
They discuss how the skilled trades offer rewarding career opportunities and will play an important role in the clean energy transition. But for many people interested in entering the field, the path forward is not always clear. Limited awareness of career options, the cost of training, transportation logistics, and experience requirements can all make it harder to get started. For workers from backgrounds that have historically been underrepresented in the trades, there can be additional questions around access and belonging.
Together, their experiences point to ways how employers and workforce programs can help strengthen the talent pipeline, from creating more accessible entry points to investing in training and building workplaces where new workers have opportunities to learn, contribute and grow.
Through it all, Kay and Sarah highlights many of these workforce challenges from the employer and contractor perspective. Read Building a Stronger, More Inclusive Trades Workforce for the Clean Energy Industry for insights from Episode 1.
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Clean Energy Workforce Development: Six Takeaways from the Conversation
1. Exposure is the first step toward opportunity
People cannot pursue careers they do not know exist. Pre-apprenticeships, internships, jobsite tours and introductory training can expose prospective workers to the range of opportunities available in clean energy and help them identify a path that fits their interests.
2. “Entry level” should genuinely mean entry level
Requiring years of experience or specialized credentials for entry-level jobs can make it difficult for new workers to get started. Employers can help create stronger pathways by looking for potential and willingness to learn while providing opportunities to build skills through hands-on training.
3. Support should address the full cost of participation
The cost of training goes beyond tuition or registration fees. Transportation, childcare and time away from work can also prevent people from participating. Stipends, scholarships, flexible training options and other practical supports can make opportunities accessible to more workers.
4. Mentorship and community can help people find their way
Mentors and professional networks can help newcomers understand career options, find training and connect with opportunities they may not discover on their own. They can also provide valuable guidance and encouragement as workers move from training into employment and career growth.
5. Effective training connects technical skills to the bigger picture
Technical skills are important, but workers also benefit from understanding how their role fits within the broader building and energy system. Combining hands-on instruction with this larger context—and skills like communication and networking—can better prepare workers to grow and adapt throughout their careers.
6. Inclusion happens in everyday workplace experiences
Building a diverse workforce is only the beginning. Employees need opportunities to contribute, learn new skills and take on meaningful work. Inclusive workplaces communicate openly, avoid assumptions and take the time to understand each employee’s strengths, interests and needs.
Invest in the Next Generation of Skilled Workers
The clean energy transition will require a skilled workforce ready to meet growing demand. Creating that workforce means making it easier for people to enter the industry, gain experience and build long-term careers.
TRC works with utilities and energy organizations across the country to develop and implement workforce development programs that build skills and expand career pathways.
Contact us to learn more about how we can help support your workforce goals.
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