What's Happening?
The global oil and gas industry is encountering significant workforce challenges as highlighted by the 2026 Global Energy Talent Index (GETI). The report, produced by Airswift and supported by Energy Jobline, indicates that the sector is struggling with an aging workforce, reduced international mobility, and slower adoption of artificial intelligence. Currently, professionals aged 45 and older constitute 48% of the workforce, while the proportion of workers aged 25 to 34 has decreased to 19%. This demographic shift underscores a growing generational gap. Additionally, global mobility has declined, with only 75% of professionals willing to relocate for work in 2026, a drop from previous years. The report also notes mixed compensation trends,
with salary growth slowing and expectations for future pay increases softening. Despite an increase in AI usage among professionals, its adoption in traditional energy roles remains uneven, and engineering and technical operations roles are particularly challenging to fill.
Why It's Important?
The challenges outlined in the GETI report have significant implications for the oil and gas industry. The aging workforce and declining interest from younger generations threaten the sector's ability to maintain a robust talent pipeline, which is crucial for sustaining operations and project delivery. The reduced willingness of professionals to relocate could limit the industry's flexibility in deploying talent where needed, potentially impacting project timelines and costs. Furthermore, the slow adoption of artificial intelligence may hinder the industry's competitiveness and efficiency compared to other sectors that are rapidly integrating technology. These factors combined could lead to increased operational costs and reduced profitability, affecting stakeholders across the industry, including companies, employees, and investors.
What's Next?
To address these challenges, companies in the oil and gas sector may need to intensify efforts to attract and retain talent. This could involve revising recruitment strategies, investing in training programs, and leveraging digital tools to bridge skills gaps. Additionally, fostering a more inclusive and appealing work environment for younger professionals could help mitigate the generational gap. As the industry continues to navigate these workforce issues, stakeholders will likely monitor compensation trends and mobility patterns closely to adapt their strategies accordingly. The ongoing evolution of AI adoption will also be a critical area of focus, as companies seek to enhance efficiency and innovation in their operations.
