Engineering Skills Gap Analysis for Scotland

This skills gap analysis for engineering and manufacturing roles in Scotland stemmed from discussions held by the Skills Leadership Sub-Group of the Aerospace, Defence and Space Industry Leadership Group (ILG).  By identifying a lack of objective data that could accurately forecast the skills gaps resulting from both expected retirements, and expected business growth and diversification, this report aims to allow industry and government to work in partnership to maximise the opportunities for the Scottish Economy and its society as a result.

These results are the output from a survey of 70 engineering companies based on their operations in Scotland, and representing 10,169 employees or approximately 6% of the sector.  Of the thirty-one roles surveyed, seven are those that may typically (but not exclusively) be considered as degree qualified, whilst the remaining twenty-four roles are the output of apprenticeships and work-based learning.

The survey achieve broad sectoral representation, with companies from the following sectors represented:  Defence, Aerospace, Space, Food and Drink, Automation, Electronics, Biomedical, Automotive, Precision Manufacturing, Plastics Manufacturing, Fabrication, Equipment Manufacturing, Energy, Digital Engineering, Electrical equipment, Consumer goods; Battery Manufacturing, Foundry and Forging, Mining and Quarrying, Food Manufacturing equipment, Marine Engineering, Logistics, Packaging,  Coating Technologies.

An example of the question asked for each of the thirty-one roles is shown below:

Survey Results

In considering the need for both replacement for expected retirements, and additions for business growth, the total cumulative demand across all thirty-one Engineering roles by year is shown below:

This summary states that for the averaged demand across these thirty-one roles, industry will require an additional:

  • 33% of the volume currently in role in industry by the end of 2025

  • 46% of the volume currently in role in industry by the end of 2026

  • 58% of the volume currently in role in industry by the end of 2027

Cumulative % to be added or replaced by 2027 (1)

For each role, we also captured the intention to train required staff in-house for each of the years demand.  For these responses the results can be understood by considering that where a skilled technician role is required in three years’ time, to train from scratch for such a role will take between four and six years to be competent, and so unless the company has started the training already, that resource will not be ready at the time of need.

The graph mapping the percentage of plan to train in-house by each year is shown below:

cumulative % to be added or replaced by 2027 (1)

cumulative % to be added or replaced by 2027 (1)

cumulative % to be added or replaced by 2027 (2)

cumulative % to be added or replaced by 2027 (3)

cumulative % to be added or replaced by 2027 (5)