SSE Careers News & Views

From challenge comes change

Mon, 08 Mar 2021 12:00:00 +0000

From challenge comes change

I love the theme of this year’s International Women’s Day: Choose to challenge.

Challenge is a word that divides opinion. How many times have you heard: he/she needs to be more challenging or he/she is too challenging or confrontational.

I like to think of challenge as being curious to understand, of being prepared to listen with an open mind to others so that we question ourselves, and of being prepared to say how we feel and what we believe, even if it is different from those around us. This kind of challenge has the potential to open things up differently and encourage more thinking and exploring, as opposed to confrontation.

With challenge comes choice. As adults we choose how we respond to others. Not only do we choose what we will say, but also how and when we will say it.

"The thing about choice is that we often can’t clearly see what choices are available to us. Equally, our heritage means that some groups of society have more choices with possibly less consequences than others."

For some, I understand that challenge is much more of a “fight” than “intellectual curiosity”. A level playing field does not currently exist, but we can get there.

As individuals, we can choose to think differently and act differently. As business leaders we can - and I know many are - make decisive interventions to ensure we create inclusion and diversity in the workplace, stimulating curiosity by bringing in different perspectives. In doing so, the playing field will start to level off.

I must be honest, I typically shy away from marking days like this. However, I appreciate that they are necessary... at least for now. I look forward to the day they are no longer needed when we all make a conscious decision to challenge and create change as part of the norm. So let's all use the 8th of March to spend some time really challenging ourselves and others.

Are we being curious when we listen to our colleagues' perspectives?
Are we creating an environment that allows each of our colleagues to bring their views and thoughts to whichever table without being shut down?
Are we challenging others behaviours to allow an inclusive workplace?

As leaders we need to be decisive and work quickly, but that can be done together in an open environment where people feel valued for what they bring. We can choose to make a difference.

Nikki Flanders, Managing Director of Energy Customer Solutions:

Helping the next generation

Mon, 08 Feb 2021 12:00:00 +0000

Helping the next generation

Stuart Gunn felt like a fish out of water when he arrived from a small Highland village to the big smoke of Dundee to kickstart his SSE career as an apprentice in 1975.

Now, 45-years later, he’s a commissioning manager in our SSE Transmission business welcoming the next generation of energy workers to the business and playing a guiding role in apprentices’ careers.

With 50 new starts in the company this week, Stuart takes a look back at his time in the energy sector and dispenses some wise advice.

How did you come to join SSE as an apprentice?

I grew up in the West Highland village of Dalmally when Cruachan power station was being built and was fascinated with the whole concept of hydroelectricity.

When I left school I applied for several apprenticeships and was offered three – one of which was with the North of Scotland Hydro Electric Board which was the precursor to our current transmission and distribution businesses.

The reason I chose the hydro board apprenticeship was that the training they were offering seemed much superior than the others, and they seemed more interested in me as a person; my background, hobbies, outlook for the future etc.

How did you feel when you started?

Daunted!

We spent our first year in Dundee at the engineering training school – I came from a small Highland village and knew everybody, and turned up in Dundee and knew nobody.

There were 15 apprentices from across what we call the south Caledonia area, and soon bonded as a group. Some of them travelled every day from Perth, Dundee and Arbroath, but the rest of us came from outlying districts and stayed in “digs”.

The training comprised several weeks of different disciplines; welding, turning, machine work and electrical. We had to “clock in” and “clock out” every day which taught us the importance of good time keeping (if you were one minute late the clock stamp turned red – if you were late twice in the same week, you were reported to your employer.) We had to wear overalls, safety boots, bump caps with hair nets (long hair was the in thing in the 1970’s!) and any other PPE required for the tasks we were doing.

One day a week, we attended Kingsway Technical College to study for our exams. There was a mixture of craft, technician and engineering classes and we had to sit an assessment exam.

We were allowed one return train ticket home every month, which didn’t suit me as I played shinty, so I bought myself a Suzuki GT 250 motorbike and went home any weekend I had a match on. I had to leave Dalmally at 5:30am on a Monday morning to get to Dundee in time to “clock in”.

What are your memories of being an apprentice?

I was based in Oban which covered a huge area of Argyll from Glencoe to Campbeltown and inland to Dalmally and Inverary. We also covered the Inner Hebrides as Oban is the main Ferry Terminal for the Islands.

We had a training officer based in Perth and had to send in weekly reports on what we did, then we would have a three-monthly review and given objectives to cover the next three months.

In our second year and third years we spent six months each with overhead lines, underground cables, electrical fitters, and commercial electricians.

At the end of our third year we would have a review with the training officer and placed in a specialised discipline for our fourth year. I was placed with the commissioning team in Perth, working with a man called John Ryan. John had spent his whole career working for the Hydro Board and I was sent to work with him for his final year before retiring – the intention was that I would replace John when he retired, easier said than done!

In those days, the islands had their own diesel power stations and, being based in Oban, I often found myself on the Ferry to Tiree, Barra, Islay etc. to help out during scheduled maintenance works or during breakdowns. We would also be sent out during storms to repair damaged overhead lines.

How would you say things have changed since that first day?

When I started in 1975 there were no calculators, no mobile phones, no fax machines, or photocopiers. We did not have a radio communication network so transmission substations had substation attendants who lived in company houses next to the substation. They looked after their own substation and carried out any switching activities and general maintenance around the substation. Major maintenance activities were carried out by the district / area maintenance teams who were based at regional depots. There has been a profound change in this process. Operations are now carried out remotely from the Control Room in Perth and maintenance is planned and carried out by teams based in the major areas – Perth, Dundee, Aberdeen, Inverness etc.

What challenges do you see for apprentices and your colleagues today?

Understand and respect each other, be confident in yourself to learn and in us to teach, we want to help you not tell you what to do.

Be patient with each other, apprentices are learning new things every day – we understand that and should also have the patience to help you learn.

You can teach us as well as we teach you, there are many things the younger generation are advanced in that may benefit how we approach things together.

Be part of the team – your opinion matters and we are willing to listen.

What would you say to an apprentice starting out today?

Safety first – always. If you see something you think is unsafe - don’t be afraid to speak up.

If you are not sure about anything – ask someone for help and advice.

Be confident in your ability – you have been successful getting this far so we already believe in you.

Don’t worry if you make a mistake – just try not to make the same mistake twice.

Pay attention to detail – quality is really important.

The people you will be working with have already been through the apprentice training so we understand your anxieties and concerns – we had them too.

Find out more about our Apprentice and Trainee roles here

SSE publishes Just Transition strategy

Wed, 18 Nov 2020 12:00:00 +0000

SSE publishes Just Transition strategy

SSE has broken new ground to be the first company to publish a “Just Transition” plan, which will help to protect workers and communities as the UK moves towards net zero.

The business committed to publish the strategy following engagement with investors at its AGM in August this year.

Supporting a Just Transition outlines how SSE will approach the social implications of delivering net zero; from jobs and training, to working with communities and ensuring no one is left behind.

SSE’s Chief Sustainability Officer, Rachel McEwen, said: “The transition to net zero will be transformational and there are fantastic opportunities to clean up our energy systems and generate economic prosperity.

“The rapid move towards net zero brings a risk that some people are left behind – perhaps those without opportunity to reskill into the low-carbon industries or unable to access the benefits of the new energy system.

“We are clear that it is in everyone’s interests that fairness is baked into net-zero transition plans. We are equally clear that companies like SSE, have a role to play.

“It means working to attract people from high-carbon industries to low-carbon roles, actively supporting greater diversity in our workforce, and anticipating how we can enable vulnerable customers to engage in new smart electricity systems.

“With considered intervention through advocacy, partnership action and thoughtful policies and practice, SSE can help bring about positive social consequences and contribute to a just transition to net zero.”

SSE is investing £4m a day in low-carbon energy and electricity infrastructure over the next five years.

The company is leading development of the world’s largest offshore windfarm in Dogger Bank, off the coast of Yorkshire, Scotland’s largest offshore windfarm in Seagreen off the coast of Angus, and one of Europe’s most productive onshore windfarms in Viking on the Shetland Islands – three projects that are creating more than 1,000 skilled, green jobs.

It has also committed to reducing the carbon intensity of its electricity production by 60% by 2030 based on 2018 levels and has signed up to reaching net zero emissions by 2050 at the latest.

Rachel McEwen, a member of the Just Transition Commission in Scotland, added: “SSE is at the forefront of leading the low-carbon transition in the UK and Ireland, we only have the consent and legitimacy to do that if it is done in a fair way.

“This strategy is just the beginning of the dialogue and we hope it will help deliver fairness in the shared endeavor of achieving a net zero carbon world.”

Supporting a Just Transition sets out 20 principles which SSE will follow to ensure that the impacts from the decisions it takes are fair and that it maximise the opportunities for communities to benefit from net zero.

The principles sit under five key themes: good green jobs, consumer fairness, building and operating new assets, looking after people in high-carbon jobs, supporting communities.

Bringing Gender Diversity and Inclusion Commitments to Life

Thu, 01 Oct 2020 11:00:00 +0000

Bringing Gender Diversity and Inclusion Commitments to Life

Energy gender diversity coalition POWERful Women has published its second anniversary report which outlines progress and new plans to improving diversity in the industry

The report found UK energy leaders are accelerating change to their employees’ working practices in response to the coronavirus crisis and this can support the development of the talent and skills needed for the future.

‘Bringing Gender Diversity and Inclusion Commitments to Life’ is the second report from the Energy Leaders’ Coalition, a commitment by the heads of 14 of the UK’s top energy companies to improving gender diversity and inclusion within their organisations and across the UK energy sector.

The report reviews progress made by the companies in the past year, including what has been difficult and why; the good work each organisation is doing in case studies that others can learn from – the ‘recipes for inclusion’; and plans for year three to overcome remaining barriers in a shifting world.

Recent analysis by POWERful Women and PwC of the boards of the top 80 UK energy companies has reinforced the need to drive greater representation at senior levels:

21% of board seats are occupied by women
13% of executive board seats are occupied by women
38% of the UK’s top energy companies have no women on their boards at all
More than two-thirds (79%) have no women occupying executive board seats.

Ruth Cairnie, Chair of POWERful Women, said: “We’re delighted to publish the second anniversary report of the Energy Leaders’ Coalition, a response from the very top of the industry to the poor level of representation of women in senior roles. In the report, the companies share the strategies and programmes that are doing the heavy lifting to improve inclusion and diversity – and bringing real results.

“At times of uncertainty and disruption, diversity and inclusion are more important than ever. While we must ensure that lessons are embedded and gender stays on the agenda during the recovery, I am reassured to see that many UK energy leaders are accelerating real change in their working practices to ensure they have the best talent available. There is more to do but this will help equip the industry for the energy transition and economic challenges and opportunities ahead.”

SSE’s work to reduce the number of non-returners from maternity leave was highlighted in the report as an example of how organisations can help overcome some of the barriers. As well as increasing maternity, adoption and paternity pay, SSE also introduced a gradual return from maternity and adoption leave on full pay and benefits for up to six months.

This means returners receive full pay and benefits whilst only working 80% of their hours for the first six months. Prior to the introduction of the scheme, 16% of women who took maternity leave at SSE did not return or left shortly after returning. By the end of 2018, this had fallen to 2%. At the end of the financial year 2019, the non-return rate was still low at only 4%.

SSE’s target to increase the number of women in roles earning over £40k to 25% by 2025 has also more than doubled from just 10% in 2014 to 23% by 31 March 2020 and the report also outlines how important it is to use a consistent framework to measure progress and work with employees to increase diversity data and information.

You can view the full report here.

Our new pilot scheme to help job hunters into the industry

Mon, 31 Aug 2020 11:00:00 +0000

Our new pilot scheme to help job hunters into the industry

We've launched a new pilot jobs programme to help recruit people into the industry in the wake of the coronavirus crisis.

As a leading generator of renewable electricity in the UK and Ireland and one of the largest electricity network companies in the UK, we have teamed up with STEM Returners to support people who have taken a career break or are looking to return to the sector.

The 12-week programme will help people with STEM skills restart their career and all returners who take part will have the opportunity to gain a full-time position with SSE.

We estimate the wider energy industry will need to recruit circa 200,000 people in the next decade, to plug the skills gap and bolster the race to net zero.

SSE have already announced over 1,000 new jobs since June as part of its £7.5bn investment programme over the next five years to spur a green recovery from the Covid-19 pandemic.

John Stewart, Director of HR, said: "The energy industry was facing a skills gap before the coronavirus took hold and now with real momentum to build a cleaner, more resilient recovery from the economic impact of coronavirus and reach net zero, the industry will need to recruit thousands more green jobs for the future.

"These are skilled, sustainable roles which will benefit the UK regions; we’ll be building the world’s biggest offshore wind farm off the coast of Yorkshire, Scotland’s largest offshore wind farm off the coast of Angus and two huge projects on Shetland, not to mention the raft of opportunities that exist across many other areas of our business.

“This scheme will help us support people already skilled in STEM industries, back into work where they are very much needed. In a difficult jobs market, the energy sector is providing some much-needed good news for long-term career prospects in all areas across the UK and Ireland.”

The STEM Returners scheme is just one of several SSE programmes to help tackle the twin challenges of plugging the skills gap and ensuring a more diverse and inclusive energy workforce.

We already recruit over 100 apprentices and trainees into the sector every year and is also recruiting over 50 graduates for its development programme with roles in electrical, mechanical and civil engineering, IT, cyber security and other engineering related disciplines. It also works with Barnardos to support young people with paid work placements.

Currently, only one in 10 UK engineering posts is held by women and only three out of 50 are BAME. The STEM Returners programme has previously comprised of 46% female engineers whilst nearly a third came from an ethnic minority background.

Natalie Desty, Director and founder of the STEM Returners programme, said: “There are lots of initiatives to cater to the next generation of STEM workers, but the STEM Returners programme is aimed specifically at those wishing to go back to engineering mid-career.

“Our record speaks for itself. Helping disadvantaged engineers back into full-time work helps not only them but the STEM sectors as well.

“To get the opportunity to work with an industry leader like SSE is fantastic and their commitment to workplace diversity is something that should give all engineers heart during what has been a difficult period for the industry.”

The STEM Returners programme is open to candidates across Scotland who have any length of career break, have an engineering background and are keen to work in our SSE Renewables or Transmission businesses. Following the 12-week programme, all returners who take part will have the opportunity to gain a full-time position with SSE making this a genuine opportunity to restart careers locally. SSE are particularly keen to find returners with the following prior skills:

Asset Management – SSE Transmission. Preference for asset management experience in any large company (utilities, oil and gas, infrastructure). Electrical, mechanical or civil engineering preferred, but other related disciplines will be considered (1 role based in either Glasgow, Perth or Inverness).
Project Engineering – SSE Transmission. Preference for design management/leadership experience with skills from a transferable sector (renewables, oil and gas, thermal, etc). Electrical, geotechnical, commercial or industrial engineering disciplines preferred, but other related disciplines will be considered (1 role based in either Aberdeen, Glasgow, Perth, Inverness)
Business Analyst – SSE Transmission. Previous STEM experience in Commercial/Procurement but other disciplines will be considered if there is demonstrable knowledge of commercial analysis/management from relevant sectors e.g. water, renewables, oil & gas, etc (1 role based in either Glasgow or Perth)
Project Engineers / Engineering Managers – SSE Renewables. Preference is for candidates with previous engineering management experience in a transferable sector e.g. energy, oil and gas, thermal, etc. Any relevant STEM discipline will be considered although electrical, geotechnical and civil are preferred. (3 roles based in Glasgow)

Applications have now closed for our 2020 intake.

Female engineers shaping the world

Tue, 23 Jun 2020 11:00:00 +0000

Female engineers shaping the world

It's International Women in Engineering Day, with the theme of Shape the World, and renewables engineer Samantha Cunningham is passionate about tempting more women into the sector.

The energy and engineering industries have for a long time had a lack of diversity and SSE is addressing the balance, taking action for the long-term.

Samantha is the offshore substation commissioning lead for what will be the world’s biggest offshore wind farm at Dogger Bank and she’s encouraging more women to consider a career in energy and engineering and offering some insight into her role.

She said: “If you are considering it, do it. The variety of roles I’ve had exposure to within the engineering discipline has been amazing. Curiosity is an absolute must when starting off a career in engineering. Engineers have this instinctual passion for creating something new and different and these are qualities which will allow you to explore the industry and develop into your career.

“Look for internships or summer placements or opportunities to develop your knowledge and skills. If the SSE Engineering Programme was around when I was learning, I would definitely have been interested.”

Since graduating from Edinburgh University, where she studied electronic and electrical engineering, Samantha has worked on Beatrice Offshore Wind Farm, Keadby Onshore Wind Farm and is now working on the mammoth Dogger Bank Offshore Wind Farm. Also at Clyde wind farm

Talking through a typical day pre-coronavirus Samantha said: “I could be offshore assisting in maintenance of high voltage apparatus, reviewing design documentation for a new project, catching up with team members, attending progress meetings and carrying out site visits across the UK and Scandinavia and so on. So much variety is great. Since the lockdown, work has changed considerably, however we have found new ways to work.

“Working from home has become the ‘new norm’ and now includes weekly team themed video chats. We have moved from a face-to-face interaction to a digital process and it’s working really well.

“The Dogger Bank project is set to be the world’s biggest offshore wind farm under development and when completed will be able to provide more than 4.5 million UK homes with renewable electricity. Climate change is a huge issue that currently faces the world and development of renewable technologies is one way that this can be reduced and being part of it is fantastic.

“Prior to joining Dogger Bank I worked at Beatrice Offshore Wind Farm throughout the construction and early operations and I feel really proud to have been a huge part of bringing Scotland’s current largest wind farm to life. I can’t wait to do the same at Dogger Bank.”

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Opportunities for all

Thu, 06 Feb 2020 12:00:00 +0000

Opportunities for all

This year’s International Women’s Day takes place on Sunday (8 March). This year’s theme is #EachforEqual which is about building a more gender balanced world and aligns with our ethos of celebrating difference at SSE.

Organisers are encouraging people to strike the #EachforEqual pose, and share across social media.

Ahead of this event Rosie MacRae, Head of Inclusion and Diversity and Nikki Flanders, Managing Director of Energy Customer Solutions, look at how strategy of encouraging difference at all levels is helping to build an inclusive culture and provide opportunities for all.

“We’ve had sponsorship for our work right from the top,” says Rosie. “When our CEO was appointed, it was one of his key areas of focus. In return, we’ve been keen to show the impact of diversity within the business.”

Every year the business runs a return on inclusion report, which puts a monetary value on the work done. Currently, for every £1 spent, the business value returned is £8.83

Not only this, but the report highlights where greater progress can be made. “It’s very specific” says Rosie. “We know where we’re doing well and where we need to do better. This has been invaluable When we started the process, our work included large scale sponsorships and publicly visible campaigns.”

But it turned out there were much simpler activities that the business could undertake to allow it to reach up to £15 value returned for every £1 invested. This included a number of basic steps you might overlook. Firstly, the business ensured that all job profile templates were reviewed with diversity in mind. Rather than just using the same documents over and over, the business considered how they could open up roles to encourage different applicants.

This was followed by the simple process of ensuring all vacant positions were openly advertised both internally and externally to avoid any risk of internal movements happening without a fair and transparent process. Finally, flexible working practices were implemented at all levels – resulting in significant changes to working patterns. This includes options such as nine-day fortnights, shorter days and working from home two days a week.

“The plan was trialled in our Forbury site,” says Rosie. It not only helped families of all sizes and shapes – including women – but had a huge impact on staff engagement and performance. Nearly two thirds of people now work flexibly, and those who do are shown to be 16% more engaged than colleagues who don’t.

Nikki Flanders, Managing Director of Energy Customer Solutions division, is one of the people who can see huge benefits from SSE’s focus on diversity.

Having joined in October 2019, she could see it was a place where her goals could be met. “Throughout the recruitment process I knew SSE would allow me to achieve my career ambitions while aligning to my personal values,” says Nikki. “They have a strong leadership team with the right values. Not only that, it was clearly a progressive business that welcomed diversity of thought.”

Nikki says she doesn’t look at diversity in a narrow gender sense. For her, it’s about welcoming diversity in many ways. However, she does point out that her executive team has four women and two men on it.

Nikki has been impressed by the impact diversity and inclusion has made on her division and is embracing many of the group’s initiatives. “We’ve been focussed on renewing our job profiles,” she says, echoing Rosie. “We make sure they’re as flexible as possible, which can be a challenge in a service centre environment, but we are making progress.”

SSE has implemented a wide range of mobility technologies. Nikki adds there will always be desk-based positions but building working schedules around other commitments can help combat this challenge in the drive for increased flexibility.

The result is many women – and other carers, families and anyone with a commitment out of the workplace – can develop their careers at SSE, while also boosting the efficiency of the whole organisation.

“For me, work is a thing you do, not a place you go. For many roles you do not have to be permanently bound to an office to deliver results,” says Nikki. It’s this attitude that makes SSE a great place to work – for everyone, regardless of gender.

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Environment Secretary marks the beginning of Scottish Apprenticeship Week

Tue, 03 Mar 2020 12:00:00 +0000

Environment Secretary marks the beginning of Scottish Apprenticeship Week

Environment Secretary Roseanna Cunningham kicked off Scottish Apprenticeship Week [March 2-6] with a visit to SSE’s training centre.

The Perthshire South and Kinross-shire MSP was given a tour of the Perth facility where hundreds of trainees have passed through its doors on route to a long-term career in the energy sector.

She met with apprentices, local school pupils and SSE representatives, as the business steps up efforts to recruit the next generation of energy workers who will help tackle climate change.

With the company investing £6bn over five years to help decarbonise the UK and Ireland, apprentices entering the industry have a bright future.

Environment Secretary Roseanna Cunningham, meets pupils from Blairgowrie High School (L-R Euan Steuart-Douglas, 15, Cole Arnold, 15, Jack Alexander, 16, Adrian Bahrim, 16 and Jake Forrest, 15)

Ms Cunningham, who is Cabinet Secretary for Environment, Climate Change and Land Reform, said: “SSE is one of thousands of businesses across Scotland recognising the value of work-based learning so I was delighted to celebrate the start of Scottish Apprenticeship Week with the team at the SSE training centre in Perth.

“Apprenticeships not only support people into sustainable and rewarding careers, they also contribute to the skills needs of our businesses. The Scottish Government is on track to meet our target of 30,000 new apprenticeships starts by 2020/21, pursuing inclusive growth for the wellbeing and prosperity of Scotland’s people.”

Environment Secretary Roseanna Cunningham, meets apprentices Matthew Leith, 22, from the Isle of Bute and Darcie Lynch, 19, from Dundee

SSE Director of HR, John Stewart, said: “Apprenticeships offer sustainable long-term careers, and for those entering the energy sector the opportunities are even greater.

“The Government has set ambitious climate change targets and we are going to require a great green workforce to deliver.

“That is why SSE, as part of our wider business strategy focusing on low carbon assets and infrastructure, is committed to a well-run, well-funded, well-delivered apprenticeship programme which can change lives, provide sustainable jobs and improve business.”

Pupils from Blairgowrie High School also ran through a number of workshops and tried out practical skills including wind farm management, tower climbs and risk assessments.

Environment Secretary Roseanna Cunningham, meets Adrian Bahrim, 16, of Blairgowrie High School

This year SSE, which is headquartered in Perth, is looking to recruit around 70 new apprentices.

A wide variety of positions are available from working on the onshore and offshore wind farms and hydro projects that will generate clean green energy to maintaining the flexible electricity grids needed to allow more renewables into the mix.

In a bid to improve diversity in the widest sense, the business has also moved away from having grades as an entry requirement, instead focusing on recruits who can demonstrate the seven key strengths: Drive, Resilience, Learning Agility, Safety, Social Adaptability, Collaboration, Resilience.

There are also over 15 trainee engineering opportunities allowing people a unique chance to work towards an HNC or a Foundation Degree whilst undertaking various work placements across the business.

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SSE apprentices powering the race to net zero

Mon, 03 Feb 2020 12:00:00 +0000

SSE apprentices powering the race to net zero

SSE Renewables apprentices Jasmine Allen and Braidon Nurse are making their first forays into their careers in the energy industry – at arguably its most exciting moment.

With national apprenticeship week underway and our own apprenticeship application process open climate action is high on the agenda. And with renewables set to play the starring role in the UK becoming carbon neutral, it’s a sector that’s buzzing with opportunity.

Jasmine and Braidon – who joined the business alongside 100 other new recruits in September last year – will qualify as wind turbine technicians on the Greater Gabbard Offshore Wind Farm off coast of Suffolk, giving them an unique insight.

With SSE investing £6bn over five years to help decarbonise the UK and Ireland, they’ll play a significant role in the quest for the low carbon world of tomorrow.

We caught-up with them as they set out on their apprenticeship journey, going through practical training before heading offshore for the first time.

The below Q&A gives a little insight into their experiences.

Q) What attracted you to career in renewables?

Jasmine: Being a part of an industry that is set to play such a huge role in the future of energy. It’s exciting to be involved in maintaining and creating a better future for everyone. It’s also fantastic to be able to face new challenges every day as the industry grows.

Braidon: When I was taught about all the different types of renewable energy in high school it really intrigued me to how energy can be made in a much cleaner way.

Q) How has the training been going?

Jasmine: The training has been fantastic, it’s been a real eye opener. We’ve met so many fantastic people, who have been able to share their experience and stories about their time in the industry.

Braidon: The training has been relatable. The trainers and venues we’ve visited have all been great and helped us learn the skills we need.

Q) The survival at sea course in particular is a bit different from your standard office job! Can you tell us a bit about it?

Jasmine: The sea survival was fantastic, it really puts you through your paces, it’s also a great opportunity to ask questions if you are worried about anything. It really shows how important team work is in those scenarios.

Braidon: Our sea survival was really good fun! It gave me a massive insight into how bad the weather could get offshore and how I would deal with the situations that we were given. For example, we were given the scenario of our ship sinking and we needed to get our life jackets on etc and get everyone off the boat and into the life raft as quickly and safely as possible.

Q) Were you nervous going offshore?

Jasmine: I think the first time going offshore was a mixture of nerves and excitement, it was a fantastic day and was great to finally get out there and experience what a working day would really be like.

Braidon: I was nervous my first time offshore, luckily the weather wasn’t too bad though. I took part in three transfers in all and helped do a PM service, which stands for Preventive Maintenance. These are jobs which are carried out regularly; checking and changing the inside and outside lights of the turbine for instance.

Q) Can you describe your feelings ascending a turbine on Greater Gabbard for the first time?

Jasmine: It was amazing to see the sheer size of the turbine and the wind farm, but also to conquer all the initial nerves. It was also good to finally put what we had been reading and learning into practice, look at where things are on the turbine and to really see and start to understand how they work.

Braidon: I think the first turbine I climbed up was D06 in the GA field. I was excited to get my first transfer done. It was incredible to get to the Transition Piece level and view all the other turbines in the field. Seeing how big they are inside was also fascinating.

Q) Not many people will experience working offshore or working on a turbine at height? Is the working environment of career in renewables something which attracted you?

Jasmine: I think that the working at height element is very cool. It was quite nerve-racking the first time as it doesn’t seem that high until you are up there. But the views, which are fantastic and very beautiful, make working at height more attractive.

Braidon: Yes, I’ve always wanted to work offshore from when I was at high school. A few of my dad’s friends worked offshore and used to tell me all about it and it just intrigued me to work out at sea.

Q) SSE Renewables will soon begin construction of the world’s largest offshore windfarm in Dogger Bank and Scotland’s largest in Seagreen. What do you think about the future of the industry?

Jasmine: I think that the future is looking very positive for the renewable energy industry. With the projects that are underway now, and those in the pipeline, the sector will continue to grow and grow, creating more clean energy and jobs.

Braidon: I think that this industry is only going to continue to grow and its great news that SSE is at the centre of that in the construction of Dogger Bank and Seagreen Offshore Wind Farms. As well as generating clean green energy, these projects will also create jobs for people constructing the sites and the for the people who will maintain and run the windfarm.

Q) How have your new and more experienced colleagues supported you?

Jasmine: Our colleagues have been brilliant, they have helped us with any questions, or pointed us in the right direction to find the information. They have also been very helpful in telling us how to fill out any forms related to our new roles.

Braidon: Having more experienced people around has helped a lot. Everyone has been very friendly and hasn’t hesitated to lend a hand or share information. Colleagues have also been a great help going offshore, ensuring all our safety gear is secure or helping with questions about the operational aspects of the turbine, talking me through how the turbine works and which components do what.

Q) Would you recommend a renewables apprenticeship to others? If so why?

Jasmine: I think the industry offers some fantastic opportunities and the chance to learn new skills every day, many of them transferable and that will only continue as renewable energy plays such a big part in the future of the country and continues to grow as more projects get underway.

Braidon: Yes, I would highly recommend a renewables apprenticeship to anyone who is willing to learn about renewable energy and all about the turbines. I’m very happy with how my apprenticeship is going and would say to anyone who is interested to get involved.

Find out more about our apprenticeship programme here

SSE makes Bloombergs 2020 GenderEquality Index for the third year running

Tue, 21 Jan 2020 12:00:00 +0000

SSE makes Bloombergs 2020 GenderEquality Index for the third year running

SSE has made the Bloomberg Gender-Equality index for the third year running, demonstrating the business’ commitment to transparency and tackling inequalities. Rosie Macrae, our head of diversity and inclusion, explains more about SSE’s approach to addressing the issue for the long-term.

SSE has made the Bloomberg Gender-Equality index since 2018 and we are very proud not only to be placed in this year’s index, but also to achieve an above average increase in score. The Bloomberg Gender-Equality Index gives investors insight into an organisation’s approach to gender equality by assessing policies and practices. And with the increasing focus on Environmental, Social and Governance credentials by investors – achieving results like these are very good for employees, society and business.

We recognise that by creating an inclusive culture, where everyone can be their best and opportunities are fair and open for all, is how we will increase the diversity of the company. And we know that it’s this diversity that will deliver more creativity, innovation and diversity in thinking. For us diversity is much broader than only focusing on gender, ethnicity and the other listed protected characteristics, however these are commonly the ones that grab the headlines and that we are frequently asked to report on.

SSE has changed significantly over the last year with the sale of our GB domestic retail business to Ovo. Our business is now predominantly an infrastructure business with a huge engineering focus and, as an industry, big strides need to be made alongside a long-term approach to attracting a more diverse workforce. From encouraging a more diverse group of school leavers to consider apprenticeships or engineering degrees to ensuring people believe that difference is valued at all levels across the industry.

In 2017 we publicly set out four diversity targets to achieve by March 2021 to help us track change. The big challenge for us is to gather the diversity information from current employees so we can fully and accurately report. Only 15% of our workforce has disclosed diversity information. These disclosures are, of course, voluntary, but we’re actively explaining the benefits and encouraging more of our employees to do so. You can see from the targets below how the new SSE business, which takes into account the sale of our retail energy services business to Ovo, are tracking.

* Based on the 1,716 (15.4%) SSE employees who provided diversity info.

SSE was one of the first companies to disclose the gender pay gap – two years early – because we value transparency and recognise creating a more diverse workforce, is something that will take time. But by measuring it you have a good place to start. We’ve put in place a series of measures and actions to drive a more diverse workforce. Our In, On and Up strategy is focused on attracting a wider range of candidates to SSE vacancies, promoting the business as a great place to work and grow your career, as well as offering the support for more people to develop and climb the ladder across the organisation.

In the last year our business has pushed forward three things that we believe will drive most change out of all that we are doing.

Encourage working differently at all levels – this is a key driver for all diversity and is an expectation of most new employees
Advertise all opportunities – this is applied not only to vacancies but to internal opportunities to get involved on adhoc special projects too
Take time to think about what skills you really need when recruiting – broadening thinking on what you are looking for will broaden the candidate pool that apply

The Bloomberg Gender Equality Index recognises SSE for its transparency on equality and the efforts it is taking to address it and we regularly share these with other employers who are trying to encourage more diversity. It takes time, but that being said we are hungry for change too as we know more diverse workforces are more successful in the long-term and that is critical to our overall strategic vision of building a better world of energy.

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Switching high carbon for greener careers

Tue, 23 Mar 2021 12:00:00 +0000

Switching high carbon for greener careers

SSE broke new ground to be the first company to publish a “Just Transition” plan in November last year.

Today the independent commission set up to advise the Scottish Government on how to manage the transition to reaching it’s 2045 net-zero target called for it to be “national mission with social justice at its heart”.

We know the value of the skills people from traditionally high carbon industries have and how they can play a part in SSE’s low carbon future.

We speak to some of them, from across the business, about making the switch.

Alan Paul worked in the oil and gas industry for almost 30 years.

Born and brought up in Wick, Caithness, home to the operation and maintenance base of Scotland’s largest offshore windfarm, Beatrice, he is control room team lead at the base.

Alan looks after a team of four control room operators and four marine co-ordinators, with over two thirds of them coming from offshore industries.

He said: “Joining the team at Beatrice I’ve used quite a lot skills from my previous roles. I was initially an electrician offshore before moving into production operations, control room and in then in to supervisory roles, so the skills are definitely transferable.

“Renewables is certainly the way forward. Oil and gas is undoubtedly on the decline whilst renewables are on the way up. Beatrice has been an excellent place to come and work.”

Eva Hymers, electrical engineer, with SSER on Scotland largest offshore wind farm, Beatrice.

Originally from Thurso, Caithness, Eva began her career as an apprentice in the oil and gas industry. She worked in a number of roles including an authorised electrical technician on a north-sea oil platform.

She said: “I experienced many times of uncertainty with the oil downturn bringing redundancies to companies I had worked for. When a colleague of mine left for a position with a renewable company which offered more stability, I started to become interested in the renewable sector.

“After being in oil and gas for more than five years, I decided I wanted a new challenge and SSE seemed the perfect opportunity. Making the switch to Beatrice I’ve really enjoyed working in a dynamic, ever changing and challenging environment.

“Whilst being able to travel home at night from work is great, but with my job role I will still get the opportunity to travel to different sites in the UK which is very important to me. This gives me the best of both worlds – as I enjoy meeting new people and being involved in different projects.”

Claudia Nordgren, assistant engineer, SSEN Transmission, previously worked as an engineer in Sweden within the shipping industry, transporting goods such as coal.

She is based in Glasgow and came to SSE through the STEM returners scheme, which gets people who have taken a break back into STEM industries.

She said: “I wanted to change industry and the pandemic struck just as I had left my previous job. Although I had not consciously chosen to have a break, I am very glad I had one! It helped me put things into perspective and I took this opportunity to explore what I really wanted from a career and life.

“I have always wanted to work in the low carbon/renewable industry and SSE is a front runner on this so I am very pleased to have joined. I work as an Assistant Engineer in the Project Engineering team within Transmission. My role is really varied which I am really enjoying.

“I want to develop my engineering knowledge and contribute towards projects which make a difference.”

Amanda Harvey, commercial analyst, with SSEN Transmission worked in a number of offshore and office based engineering roles in the oil and gas industry. She took a career break after the birth of her second child. And also returned to work through the STEM returners scheme.

She said: “I had always hoped we’d be in a position where I could to take some time out when the children were young. I had stopped enjoying Oil and Gas as, fundamentally, it didn’t fit in with my values, so it seemed a good opportunity to take a break when we’d finished growing our family. In total, I had a four-year career break.

Amanda is currently working on the RIIO price control processes.

She said: “I am very much enjoying the role as it exposes me to a wide variety of people, meaning my network has grown quickly.

“My biggest hope is that I become a valued and well-respected member of the Transmission team. I can see myself in my current team for at least the next few years gaining a deep understanding of the different stages of the RIIO process, and all the other interesting projects that our team is involved in.”

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Setting standards as an accredited Living Hours Employer

Tue, 20 Apr 2021 11:00:00 +0000

Setting standards as an accredited Living Hours Employer

SSE has been confirmed as an accredited Living Hours employer – underlining our commitment to providing workers with secure, guaranteed working hours.

The business, already a leading advocate of the Living Wage movement, has been working towards accreditation for some time. And the announcement further demonstrates the importance we place on setting strong standards on fair work and better support for workers and families.

Laura Gardiner, Living Wage Foundation Director said: 'We’re delighted that SSE has accredited as a Living Hours Employer. This is a challenging time, with the pandemic having affected all of our lives and livelihoods in some way.

But it has also shown the importance of providing workers and families with stability and security. As we look to start our economic recovery, there is strong public support for employers to provide their staff with stable and guaranteed hours. By becoming a Living Hours Employer, and committing to decent work, businesses like SSE are helping to lead us out of this crisis.'

John Stewart, SSE HR Director, said: “The real Living Wage movement has been an incredible phenomenon, championing the fundamental truth that people should be able earn enough to live a decent life.

“Living Hours is the other side of that coin. The amount of pay employees take home can be affected by irregular and unpredictable hours.

“The majority of our direct employees are already on contracts which meet the Living Hours requirements, but it is right that a company like SSE, headquartered in the UK and delivering some of the biggest projects in the fight against climate change, should guarantee higher standards for workers. This is fundamental to ensuring there is a fair and just transition to net zero.

“Like with our Living Wage accreditation, the most important impact of Living Hours is that, in time, it will flow through our supply chain activities and benefit those working regularly on our behalf too. It is the right thing to do and we are very proud to have achieved this accreditation and hope it will help show others the way.”

The Living Hours programme requires employers to both pay a real Living Wage and commit to provide at least four weeks’ notice for every shift, with guaranteed payment if shifts are cancelled within this notice period.

Living Hours employers also provide a guaranteed minimum of 16 working hours every week (unless the worker requests otherwise), and a contract that accurately reflects hours worked.

SSE is currently delivering £4m in investment, every single day, in low-carbon energy and electricity infrastructure over the next five years.

This includes building the world’s largest offshore wind farm at Dogger Bank, off the coast of Yorkshire, Scotland’s largest offshore wind farm at Seagreen off the coast of Angus, and what is set to be one of Europe’s most productive onshore wind farms - Viking in the Shetland Islands.

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Shining a light on our people

Mon, 26 Apr 2021 11:00:00 +0000

Shining a light on our people

When COP26 opens in Glasgow this November the UK will take centre stage in the fight against climate change.

The world leaders who’ll descend on the city will take their places for a unique opportunity to work together in order to a avert climate disaster.

SSE is sponsoring this critical event but as a principal partner to the UK Government, we’re already playing more than a supporting role.

It is easy to talk about how world leading assets like Dogger Bank Wind Farm, which will be the largest in the world and generate low-carbon electricity for millions across the UK, will deliver net zero.

But it’s the thousands of people behind them that will drive progress towards our goals.

That’s why it’s more important than ever to shine a light on what our people are doing to bring low-carbon electricity to homes and businesses across the country, creating a brighter future for us all.

Our new brand campaign – We Power Change – launched today [22 April], serves to demonstrate that.

We know that change is required and every single colleague across our business is doing just that – powering change.

Change in the ways in which millions of people live their lives and impact the environment.

By facilitating a green recovery with billions of pounds in investment in low carbon assets, like Dogger Bank and the supporting infrastructure, we’re helping preserve our world for generations to come.

But it’s the people who at work in our power-stations, on our wind-farms and maintain the electricity transmission and distribution networks across the country that are at the heart of the action.

Take Jasmine Allen, a young apprentice from Greater Gabbard Offshore Wind Farm, who has starred in the new campaign, for instance.

She and other apprentices have a bright future ahead of them. They couldn’t be setting out on their working lives in energy at a more crucial time, joining an industry at a critical moment in the low-carbon transition, setting their careers up to play a pivotal role in delivering a net zero future.

But it’s not just those in the fledgling stages of their careers, we can all help to power the change the world so desperately needs.

COP26 will be an opportunity for our colleagues to show the world what we’re doing and encourage others, from around the world, to commit to bold action.

Whether it’s building the world’s largest offshore wind farm at Dogger Bank, developing new low-carbon technology like carbon capture and storage and hydrogen, making the huge upgrades in network infrastructure required to support a low-carbon energy system, or supplying customers with 100% renewable electricity, I couldn’t be prouder of what my colleagues are doing every day to make net zero a reality.

But we want to do more and – with greater ambition and commitment from world leaders at COP26 – we will.

Proud to be powering change in the EV Sector

Fri, 30 Apr 2021 11:00:00 +0000

Proud to be powering change in the EV Sector

SSE is delighted to be part of a ‘Top Women in EV’ – a campaign designed to encourage greater gender diversity across the EV and engineering industry.

Each day the campaign shares a video of two women in the industry in conversation about what the representation of women looks like today and could look like tomorrow; and what can be done to break down and overcome any traditional gender preconceptions.

This video features two of SSE Enterprise’s leading lights in their growing EV sector: Dianne Smith, Project Development Manager in the EV Team and Charlie Barnes Electric Bus & Coach Depot Project Developer.

Kevin Welstead, EV Sector Director for SSE Enterprise, said: “We are delighted to get involved in the Top Women in EV campaign this year. For us, diversity of thought and action is critical to both our short term and long term success, and we have been very successful in bringing in some of the EV Industry’s most capable and innovative women. In this year of COP26, bringing new and fresh insight to developing our customers’ journey to Net Zero sits alongside the key principals of its climate change aspirations.”

Top Women in EV is an annual campaign celebrating women in the Electric Vehicle industry as well as creating actionable change to address gender imbalance across the industry. Its aim is to encourage companies in the sector to become a welcoming place for women, and attract those who are just beginning their careers.

The campaign is organised by Green.TV – a media channel in the e-mobility space, promoting it through their social media E-mobility Influencer Group with a total following of 500,000. Each day of the campaign shares a visual list of the daily top 10 of the women in each sector of the EV industry, highlighting their roles, their success and how they have contributed to the overall Electric Vehicles industry.

We've signed up to Elevate inclusion pledge in Ireland

Fri, 21 May 2021 11:00:00 +0000

We've signed up to Elevate inclusion pledge in Ireland

We've joined other businesses in the launch of a new pledge focusing on driving greater diversity and inclusion in the workplace.

Elevate: The Inclusive Workplace Pledge is Business in the Community Ireland’s (BITCI) new pledge to support companies in creating a workforce that is representative of all members of Irish society. It was led by BITCI’s Leaders’ Group on Social Inclusion, which SSE has been a member of for the last two years.
SSE is among the 45 companies that have signed up to Elevate so far. Signatory companies commit to:

Record the diversity profile of the workforce
Participate in a BITCI report which will publish the diversity profile of the collective workforce of all signatory companies
Annually develop one tangible action that ensures the recruitment or retention of diverse talent.
Annually report on the impact of this action
Increase ambition on the equality, diversity and inclusion agenda
Collaborate with fellow signatories to learn and create solutions for social impact
As part of its commitment to the Pledge, SSE has committed to ensuring that all Hiring Managers in Ireland complete an inclusive recruitment upskilling programme to understand how to be consciously inclusive.

Stephen Wheeler, SSE’s Ireland Country Lead, signed the pledge on behalf of the business. He said: “The Elevate Pledge is about making sure we have workplaces that are inclusive of all difference and create the conditions where everyone has the opportunity to succeed. This is something SSE is firmly committed to: it’s good for society, and it’s good for businesses too.

“The pledge is the culmination of lots of hard work by Business in the Community Ireland and its members. I want to thank BITCI for its continued leadership in this space. From the success of the Low Carbon Pledge, we know how effective BITCI is in bringing together Irish businesses to drive forward meaningful action and progress on sustainability.

“SSE’s commitment to the Elevate Pledge is just one strand of our inclusion strategy. I look forward to sharing understanding and learnings with other signatories as we work together to create more inclusive and diverse workplaces across Ireland.”

Find out more about the Elevate Pledge here.

BITCI commissioned Deloitte Ireland to produce a new report which provides insights on why  social inclusion is becoming a priority for business, the challenges and barriers to inclusion and,  how Irish businesses can improve inclusion now and in the future. Download the report.

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SSE joins forces with AFBE-UK Scotland

Tue, 01 Jun 2021 11:00:00 +0000

SSE joins forces with AFBE-UK Scotland

AFBE-UK Scotland has announced that SSE is the latest big name to partner with the not-for-profit organisation that encourages diversity and inclusion.

Aberdeen-based AFBE-UK Scotland supports all young people, particularly those from black and minority ethnic (BME) backgrounds, with career aspirations in science, technology, engineering and mathematics (STEM).

SSE is the latest company to join AFBE-UK, a platform for sharing ideas and supporting diversity and inclusion strategies. Other partners to sign up recently include Mercedes F1, Wood and Leonardo.

Headquartered in Based in Perth with offices and operations across the UK and Ireland, SSE is a multiservice energy company with electricity networks and renewables its core services.

Dr Ollie Folayan, chair of AFBE-UK Scotland, said: “SSE is dedicated to providing greater diversity and inclusion throughout its workforce, and we look forward to working with them to develop this.”

John Stewart, HR Director of SSE, said: “Inclusion and Diversity is a key consideration for SSE as we seek to build and develop the workforce of the future that will tackle the challenges of climate change and net zero. We are delighted to partner with AFBE who will help us attract a wide range of diverse talent into STEM related roles.”

AFBE-UK Scotland has supported thousands of young people since it first launched in 2011. The organisation is part of AFBE-UK, which is based in London.

AFBE-UK Scotland provides mentoring programmes to support young people with their STEM careers. This includes its schools programme NextGen, where industry leaders and professionals give advice to pupils through entertaining events; Transition, where industry leaders help aspiring engineering professionals to enter the job market; and Real Projects, where industry professionals share their knowledge and expertise.

These programmes were usually carried out in person, however, they are currently taking place online due to the ongoing Covid-19 pandemic.

For more information on AFBE-UK Scotland, visit:

http://www.afbescotland.org/

Proud to have Pride

Wed, 02 Jun 2021 11:00:00 +0000

Proud to have Pride

It’s Pride Month – the 51st year of celebration - and a time when millions of people across the world come together in support of the LGBT+ community. Louise Ines ,SSE Business Energy’s Commercial Director shares her thoughts on why inclusivity and diversity is not just culturally important but a smart commercial decision too.

Last June, in the midst of a seemingly endless lockdown, mass protests worldwide condemning the murder of George Floyd, furious Twitter feeds about gender and sex, and trying desperately to continue to do my job while juggling rambunctious two-year-old twins, I found myself wanting to speak to colleagues about something that – being frank – hadn’t been visible to me in SSE. As a member of the LGBTQ+ community, I was aware that there wasn’t much of a voice or presence for people like me. I wasn’t even sure what I wanted or needed from that, except maybe to be seen.

So out poured a blog that I shared across my team in SSE Business Energy. I talked about my experiences in the workplace as a gay woman and the importance of thoughtful and inclusive language and behaviour, that what you might think is a throwaway comment and with no malintent could be hurtful and place emphasis on the person who is hurt to be the one to speak up. Be excellent to each other. Understand that everyone matters.

Being LGBTQ+ can be complicated! On the one hand, you want acceptance, for your presence to be wholly and completely ‘normalised’. You shouldn’t have to ‘come out’, you shouldn’t need to have Pride parades. But on the other, and this is so important, you want your difference to be celebrated, it to be acknowledged that your rights and your needs and the challenges you might face can and will be different. You want to be out. You are proud to have Pride.

I have been asked why it is important to be out at work. Who cares? I personally believe that if I can be my whole self at work, if I don’t have to take that almost imperceptible pause before I talk about my wife and children (just in case), I will be better at my job. My team will be happier, and the company will get more from me. Now expand that thinking exponentially, to all the people that currently work here, and those that could in the future. How great could this already great place to work become? As a Commercial Director I will guarantee this – being an inclusive and diverse organisation is not just culturally important, it is a smart commercial decision.

It is Pride Month once again, an anniversary of the Stonewall Riots and protest action that galvanised the gay rights movement, and I have been thinking about what feels different this year. As a company we are clearly committing more time and space to inclusion and diversity. We have created communities online for employees to engage with one another and share resources. We are driving more training across the company focused on diverse hiring practices, asking our people to (confidentially) tell us more about who they are so we can have more tailored benefits and be an attractive employer for all people. We have external speakers telling us their stories. I am hugely encouraged.

But we must strive for more. We must have dialogue and action in the boardroom and on the shop floor. We must educate ourselves, and one another, on intersectionality and what it means to be inclusive. We must be unafraid to ask questions to become better allies. We must expand our networks and actively pursue a more diverse workforce. We must power change, and we must believe that we can.

Happy Pride.

Louise Innes, Commercial Director, Energy Customer Solutions

We've launched a bumper new diversity programme for job hunters

Wed, 23 Jun 2021 11:00:00 +0000

We've launched a bumper new diversity programme for job hunters

SSE is providing a boost to people looking to get back into work, after a career break with the launch of a new jobs scheme.

We are rolling out a STEM returners scheme – with jobs being offered across its Renewables, Transmission, and Distribution businesses, whilst a separate programme runs concurrently in our Thermal operations – following a successful pilot last year.

As the leading generator of renewable electricity in the UK and Ireland and one of the largest electricity network companies in the UK, we have a firm commitment to improving diversity and inclusion.

Every person that joined SSE’s pilot scheme went on to be offered a permanent role within the company.

Amanda Harvey, took a career break after the birth of her second child and is now employed as a commercial analyst, with SSEN Transmission. She said: “The STEM Returners journey I have been on has been amazing, I honestly couldn’t have asked for a more fulfilling return to work.

“The process was exactly what I was looking for as a vessel for getting back into my career, but I didn’t think anything like this existed.

“I would absolutely recommend the programme to anyone looking to find their way back into industry after a career break. SSE as a company has been brilliant and it feels good to work in an organisation that aligns with my core beliefs.”

The programme itself was founded by experienced recruiter Natalie Desty. She said: “Our paid programmes take place over 12-weeks and are designed to help people with STEM skills restart their career.

“We consistently find that mid-senior level engineers are locked out of employment by old fashioned methods when returning, which heavily discriminate against those with CV gaps.

“These often tend to affect diverse groups who are underrepresented in STEM. By changing the way in which the industry sources talent, we can encourage those professionals to return to their careers – helping to fill the STEM skills gap.”

“The opportunity provided by SSE is a fantastic opportunity to showcase the benefits of running a programme, helping to source talent for niche roles, whilst helping make our industry more representative of society as a whole.”

John Stewart, Director of HR at SSE, added: “We’re delighted to roll out the STEM Returners scheme following a successful pilot.

“There is real momentum behind the drive to build a clean green recovery, but we need the people to help us do it, STEM Returners will become a vital tool in helping us reach skilled employees who will be a real asset to SSE.”

Find out more about our STEM returners programme here

New award for climate entrepreneurs

Tue, 22 Jun 2021 11:00:00 +0000

New award for climate entrepreneurs

A new SSE Net Zero Award has been launched to help inspire the next generate of entrepreneurs tackling the climate emergency.

The special prize comes after SSE partnered with Converge, Scotland’s largest company creation programme for staff, students and recent graduates of all Scottish Universities and Research Institutes.

The stand-alone award will be presented to the most promising net zero project from this year’s Converge cohort.

Selected from a pool of semi-finalists across three Challenge categories – Converge, Creative and Impact – one aspiring entrepreneur will win £20,000 in equity-free cash and a package of in-kind benefits, with the winner announced by SSE Chief Executive, Alistair Phillips-Davies, at the annual Converge Awards on 30 September.

Last year, a quarter of all Converge proposals were in the sustainability and climate change space, a trend reflecting the growing urgency and associated response from Scotland’s universities in developing scalable technologies for a greener more resilient world.

In the year that Scotland welcomes the world to COP26, the UN Climate Change Conference, the SSE Net Zero Award will shine a light on the inventiveness of our university sector in addressing the climate emergency.

Projects from all sectors will be eligible but construction and the built environment; transport; agriculture and energy are of particular relevance, given their impact on climate. To be considered, candidates will need to demonstrate how their innovation can deliver maximum impact for Scotland’s net zero goal.

Claudia Cavalluzzo, Director of Converge, said: “SSE is a leading player in the race to net zero with a long history of developing low-carbon infrastructure, so we are absolutely delighted to be partnering with them on the launch of the SSE Net Zero Award.

“Climate change is the defining crisis of our time with Scotland’s universities playing a key role in the race to accelerate our transition to a decarbonised economy. This new award will capitalise on those efforts by providing a much-needed boost to a climate-conscious entrepreneur working on the innovations of tomorrow that will contribute to Scotland achieving its net zero targets.

“We are thrilled to be working with SSE, a principal partner of this year’s COP26, and can’t wait to see which projects make it through to the shortlist.”

Marta Smart is Head of Partnership Funding, who will sit on the award panel, said: “We are very excited by the inaugural SSE Net Zero Award.

“SSE is at the forefront of tackling the climate emergency and in the year of COP26, we’re very proud to be associated with this award which …will provide a real and tangible boost to academic entrepreneurs helping Scotland deliver its net zero targets”

Converge’s mission is to help the next generation of innovators, creators and ground-breakers turn their ideas into commercially viable businesses to improve lives, safeguard our planet and help Scotland’s economy thrive.

Inspiring the next generation of female engineers

Wed, 23 Jun 2021 11:00:00 +0000

Inspiring the next generation of female engineers

Today is International Women in Engineering Day, here Eliane Algaard, Operations Director for SSEN's South Distribution Network, offers some advice to the female engineers of tomorrow.

The 23rd June is International Women in Engineering Day – a day close to my heart. Over the years on this day, I have shared my story to help raise awareness of the amazing career opportunities engineering can offer to women. I also try to focus more specifically on the satisfaction of working in industries which deliver massive social and economic benefit to the communities they serve.

In my current role as Operations Director for SSEN’s South Distribution network, I am particularly proud of contributing to building a strong foundation to make a net zero world a reality for our customers and communities.

I chose to study engineering at university partly because a career in science and engineering was seen as a prestigious occupation in France in the 90s. But I chose this direction as much because I thought it seemed a good career choice to solve puzzles for a living – something I always liked to do as a little girl.

I was lucky – unlike the 50,000 girls turning away from an education in science, technology, engineering, and maths (STEM) every year in the UK – I always saw maths and science as accessible. My father, an engineer himself, encouraged my curiosity to understand the world around me.

Despite science and engineering being a desirable and prestigious occupation, throughout my studies both in France and the UK, women were a minority.

Over the last 20 years, critical infrastructure industries like water, rail and electricity have worked hard to attract more women into STEM roles. However, we still represent less than 25% of the workforce.

My advice to any girl who is considering a career in engineering or any other STEM subject is to see her gender as an asset, and to embrace all the experiences which makes her different from her peers. This difference might enable her to approach a technical and management problem from a different angle and find a novel way to solve it.

I would also advise her to work for companies with values like her own, and not to be afraid to put herself forward and take on additional responsibilities and projects. Hard work and positive results always get recognised in a good company. I would also encourage her to embrace change and the opportunities that come with it.

Over the next decade, the UK electricity industry will need to undergo significant structural change to meet the ambitious net zero targets set by the UK and Scottish Governments. Being part of this journey will bring numerous career opportunities and it will also be massively rewarding.

In SSEN Distribution, our Vision is "Powering change through every connection." I believe this vision applies both to our physical assets and our people.

Improving how we work, the systems we use and the processes we follow will be an important part of our journey to net zero. With any change, it is the people who make it happen. Our people are at the heart of us achieving our vision and living our purpose to power communities to thrive today and create a net zero tomorrow. To succeed, we will need to pull on the creativity, agility, and resilience of our talented and diverse team. Attracting more women with STEM skills will boost these qualities. It is also fundamental to keep up with the demand for “clean” energy.

Eliane Algaard, Operations Director, SSEN

Why is it crucial for me to be my best self?

Fri, 06 Aug 2021 10:42:22 +0000

Why is it crucial for me to be my best self?

How can I be my most authentic self, my best self and what obstacles stand in my way? As lead of the Chronic Health and Disability Group for Inclusion and Diversity, my community members and I can probably write an essay on this but in 400-600 words, the challenge is on!

I’ve worked for SSE for 15 years and over the last year to 18 months, the phrase Inclusion and Diversity has become more apparent within our business, which I think could be due to enhanced awareness. From personal experience, it can be hard to speak up sometimes, but fast forward to 2021 and this is exactly what is being asked of us.

How can I be my best self? By letting me speak, hearing my voice and if you really want to put your money where your mouth is, do something about what I say. That last point is a loaded statement, but apparently, someone wants to hear my voice, so unless this is a tick box exercise, it follows that change is on the horizon.

What is SSE doing right? The creation of belonging groups was the first step, but a step to what people ask, what’s the point, what’s in it for me? Until now, it was just a place where like-minded people could come together, share experiences in a non-judgmental space. But now, it’s a place for our voices to be heard. The belonging communities will soon have a presence on our corporate website, and they have an online presence on vercida.com, these are both steps in the right direction and necessary to promote what an inclusive and diverse organisation SSE is.

SSE did right by us all in March 2020, they stood by ‘safety first, if it’s not safe we don’t do it’ that was the ‘ah-ha’ moment for me, where I was incredibly proud to work for SSE. We could have been furloughed, but no, that wasn’t going to be an option, we were going to survive and even go one step further and thrive. Rising from the ashes of a global pandemic recently came Flexible First. Although Covid is a situation we never wanted, from a work perspective it created a new opportunity to work from home for a large percentage of employees. For me, with my health condition, it has enabled me to be my best self, I’ve been happier working from home, mentally and physically healthier and I can manage my health condition better. All of these points benefit SSE in the long term. I can safely say I never want to go back to 5 days a week in the office although I’ll be more than happy to go in to collaborate. This is a defining moment for me and I’m hopeful that this will dramatically change my working life for the better.

How far do we have to go? For me I’d like to see dedicated policies cascaded down from corporate SSE, we have been rebranded to have one shopfront, so let’s mirror this through our policies. Some companies have menopause policies, policies on worshipping and religious festivals, personally I’d like a policy for people with chronic health conditions and disabilities – this policy would cover things like hospital appointments, reasonable adjustments and sickness absence in detail.

I would like SSE to join the Sunflower Scheme to support employees and make us more attractive to recruits. If I were a prospective employee and had to choose between a company with a health condition/disability policy and one without, I know what I’d pick.

I’d also like to see dedicated blogs off of our I & D page, where colleagues can contribute by writing an ‘in a day in the life of’, then managers can tap into this information to get a real idea of what it is like. Or have specific people throughout the business that managers can call if they want to find out more about a certain condition/disability, maybe we could also have panels for Qs and As.

Lastly, I’d like to see some kind of pastoral team to spearhead the way for I & D, they would manage welfare issues, taking that pressure away from team managers. Pastoral managers could be mental health trained and spend time listening to colleagues to really understand certain health conditions and make suggestions to have a positive impact to enable us to be our best selves. There may be specific training courses that pastoral managers could access on chronic health conditions/disabilities to give them the skills to speak to us and ask the right questions, they can also read up on invisible illnesses, spoonies or download the ‘in my shoes’ app and live my life for 24hrs.

The worst part of having a chronic illness surprisingly isn’t the debilitating symptoms or the horrible side effects from the drugs, it’s the judgement from those who do not understand, or care enough to research and try to better understand what we go through. I don’t want your sympathy, just empathy.

Why is it crucial for me to be my best self? The chances are that if I’m happy, healthy and valued I’ll be a worthwhile employee, I’ll work smarter, be more productive and bring my ideas to the table thus overall adding value to the company, it’s a win-win. Personally, since SSE removed my obstacle (the office) and I have been working from home, my confidence has grown, I even applied for and was offered a training secondment, it’s a job that I love and brings out the best in me, and I’m certain that the value I bring will be carried back through to the business. Currently, despite my health condition, I am thriving, I work for a company I am proud of, this is my voice and it’s being heard. Maybe next year there will be a follow-up post and some of our ideas will be implemented.

SSE is powering change and it can’t be done without us.

Vikki Mohamed,
Change Readiness Agent and Chronic Health and Disability Group Lead

Read more about our Belonging In SSE Groups

An Open Letter to Young People

Mon, 09 Aug 2021 09:31:28 +0000

An Open Letter to Young People

While you enjoy the summer and a well-deserved break from your studies we wanted to write to you in our role as Scotland’s business leaders and on behalf of our networks of thousands of Scottish employers. As you receive your official SQA results, we want to reassure you that we recognise and value your qualifications as much as any other year. We congratulate you on everything you’ve overcome and achieved this year, and you have our support, whatever your needs and wherever your ambitions lie.

Over the past 18 months you’ve had to deal with a situation like no other and the flexibility, ingenuity and resilience you’ve shown gives us confidence in you as future employees.

We are committed to helping to create job opportunities for you so that you can have a positive future. We are also committed to ensuring that there are opportunities available for every young person and that you have help and support to develop further.

Many people in interesting job roles across Scotland may not have taken an obvious or traditional path. Look out for #NoWrongPath which will show you that, whatever your results, there are different routes into jobs. There are lots of industries continuing to grow and new ones emerging which offer exciting opportunities. Employers need young people with fresh ideas and experience to get involved and work together with us to tackle big challenges, such as climate change. We will do all that we can to help you find ways to use your skills and talents in the workplace.

We all support the ambition of the Young Person’s Guarantee and its commitment that within two years, every young person aged between 16 and 24, will have the opportunity of a job, apprenticeship, further or higher education, training programme or volunteering. And we’ll keep speaking to young people across Scotland to understand how we can keep delivering on our commitment to you.

Wishing you the very best of luck with your next steps. Scotland’s employers stand ready to support you. This is our #CommitmentToYOUth.

Signed

Sandy Begbie, CEO, Scottish Financial Enterprise

Marc Crothall, CEO, Scottish Tourism Alliance

Louise Macdonald, National Director Scotland, Institute of Directors

Damien Yeates, CEO, Skills Development Scotland

James Withers, CEO, Scotland Food and Drink

Dr Liz Barron-Majerik, Director, LANTRA

Lee Ann Panglea, Head of CIPD Scotland and Northern Ireland, CIPD

Tracy Black, Director Scotland, CBI

Anna Fowlie, CEO, SCVO

Fiona Hodgson, CEO, SNIPEF Training Services

David Lonsdale, Director, Scottish Retail Consortium

Karen Betts, CEO, Scotch Whisky Association

Martin Crewe, Director, Barnardo’s

Susan Love, Head of External Affairs, The Federation of Small Businesses

Liz Cameron, CEO, Scottish Chambers of Commerce

Sara Thiam, CEO, Scottish Council for Development and Industry

Paul Carberry, Director for Scotland, Action for Children

Iain MacRitchie, Founder and Chair, MCR Pathways

Anne Wexelstein, Director for Scotland, Career Ready

Kate Still, Director Scotland, The Prince’s Trust

Kirsten Urquhart, CEO, Young Scot

Explore our Early Careers opportunities

SSEN Distribution employees show there’s #NoWrongPath to power your future

Tue, 10 Aug 2021 11:19:53 +0000

SSEN Distribution employees show there’s #NoWrongPath to power your future

Scottish and Southern Electricity Networks (SSEN) Distribution has teamed up with Developing the Young Workforce (DYW) to support the #NoWrongPath campaign.

On exam results day, SSEN’s employees are sharing their stories online to demonstrate that many have not taken a straight, obvious, or traditional path to get to where they are within the energy industry today.

#NoWrongPath was launched by DYW in 2017 as a social media movement to provide inspiration and reassurance to young people receiving their exam results. The campaign aims to show young people the range of diverse options available to them and that exam results are not necessarily the key to unlocking future success.

As the electricity distribution network operator for the north of Scotland and central southern England, SSEN Distribution has almost 4,000 employees collectively responsible for powering over 3.8 million homes and businesses and developing the flexible electricity network vital to achieving net zero.

Chris Burchell, Managing Director, SSEN, said:

“At SSEN Distribution, we’re committed to ensuring our business is truly reflective of society and the communities we serve, and want to attract a diverse pipeline of talent to drive our business forward and power communities to net zero.

“With the rapid acceleration of renewables, electric vehicles and smart, low carbon technologies, our industry is at the forefront of the energy transition. Many of those opening their exam results this week will be the future engineers, experts and business support colleagues critical to making this transition a success, so I’d encourage anyone interested in a career in the industry to take a look at some of our stories.”

John Carroll, Manager of the No Wrong Path campaign for Developing the Young Workforce, Perth & Kinross, added:

"DYW P&K are delighted with the commitment Perth-based local and national employer SSEN is making to the #nowrongpath campaign. By contributing to and promoting the #nowrongpath campaign, SSEN is helping DYW provide encouragement and hope to young people when they receive their exam results. The #nowrongpath campaign positive message of achievement and success despite setbacks is most important in this time of uncertainty for us all."

Last year, SSEN undertook a strategic review of inclusion and diversity across its business, introducing a dedicated working group alongside existing Inclusive Service Panels to drive impactful long-term action. As part of parent company, SSE, SSEN is committed to creating a workplace with the principles of equality, fairness, diversity and inclusion at its heart. For more information on SSEN’s pledges and commitments, please click here.

SSEN will run the #NoWrongPath campaign on its social media channels all year round and is encouraging pupils receiving their exam results today to visit ssen.co.uk/careers to see the range of roles and opportunities available.

Carbon capture gets video game treatment ahead of COP26

Fri, 13 Aug 2021 09:50:44 +0000

Carbon capture gets video game treatment ahead of COP26

The next generation of Scottish video games designers are playing their part in the race to net zero thanks to a partnership between SSE Thermal, part of SSE Plc, and Abertay University.

Ahead of the COP26 climate change conference in Glasgow later this year, the two organisations have challenged a group of students to create an educational video game which focuses on carbon capture and storage (CCS) – a vital tool in decarbonisation efforts.

A Game Jam was held in July at the Dundee-based university, with various teams submitting ideas for an interactive game inspired by CCS. A judging panel, including figures from leading Scottish game design studios Junkfish and Biome Collective, selected the winning entry.

Now, the victorious team including Game Design and Production students Cameryn Tuliao, Harry Petch, Jamie Williams and Computer Games Application Development student Jordan Han will have four weeks to turn their concept into a fully playable game, with SSE Thermal funding the project and paying the participants for their work.

The students all originally met via the BAFTA Young Game Designer competition and decided to collaborate in the carbon capture game jam.

Abertay University is the number one university in Europe for undergraduate computer games degrees and in the world top 10 for postgraduate degrees.

Since 1888, Abertay has been preparing students for the world of work and more than 95% of our graduates go into employment or further study within six months of graduation.

Our School of Design and Informatics was the first in the world to offer degrees in video games and former students have gone on to create many well-known titles, including Grand Theft Auto and Lemmings. Abertay leads the InGAME R&D project aimed at increasing the scale and value of Scotland’s games industry and is currently a partner in a project aimed at bring Scotland’s first Esports arena to Dundee.

The game is being created in the lead up to COP26, where SSE plc is serving as a Principal Partner to the UK Government. SSE Thermal, a division of SSE plc, is focused on using CCS technology to decarbonise its power stations, including at its Peterhead site in Aberdeenshire, ensuring they can provide flexible, low-carbon power to back up renewable generation such as a wind and solar.

As Europe’s top ranked institution for video games education, Abertay University and its graduates have a strong track record in delivering similar ‘applied games’ projects in fields such as education, healthcare and engineering, as well as providing the talent pipeline to Scotland’s booming commercial games sector.

Harry Petch from the winning team said:

“With so many talented teams entering the game jam, we’re thrilled to be chosen to represent Abertay for this special opportunity. We’re really looking forward to working with SSE Thermal to develop a fun and educational game, which will bring carbon capture technology to life for people of all ages. With COP26 coming up in Glasgow, we know how important it is that society takes rapid action on climate change and this is an exciting chance for us to play our part in delivering that important message.”

Stephen Wheeler, Managing Director of SSE Thermal, said:

“Scotland is a world leader in both energy and video games, and this partnership brings both together in a creative way ahead of the COP26 conference in Glasgow.

“We know that young people are fully engaged when it comes to net zero and decarbonisation, so we’re excited to see the unique take the winning team will bring to the subject of carbon capture and storage, a cutting-edge technology which we are working to implement at our sites in both Peterhead in Aberdeenshire and Keadby in North Lincolnshire.

“We’re excited to see the finished product from the team at Abertay, and to launching the game later this year.”

Professor Nigel Seaton, Principal of Abertay University, said:

“It is important that all Scottish organisations engage with COP26 and we are delighted to be partnering with SSE Thermal on a project that will help to educate and engage the public, while also providing an excellent real-world and client-driven experience for our students. Applied games solutions like this are a great way of getting complex messages across to new audiences and I’m sure our winning team will deliver on the challenge they have been set.”

Emelie Edholm, Associate Producer at Junkfish and a graduate of Abertay University, said:

“It is inspiring, and encouraging, to see the creativity that all the teams have shown in the game jam. This is a great opportunity for the Abertay students to make a contribution to expanding the knowledge of this important environmental topic. We at Junkfish are proud to be a small part of seeing Scotland transition to a net zero future.”

Find out more about COP26

Supporting the next generation of energy leaders

Wed, 18 Aug 2021 11:00:00 +0000

Supporting the next generation of energy leaders

Tackling climate change will need a net zero army and engineers will play a huge role in building the infrastructure of the future.

SSE has joined fellow COP26 sponsors National Grid to support a Global Youth Engineering Climate Conference being held on 7-8 September to help inspire young people into the industry and those already putting roots down in their career.

There’s never been a better time to forge a career in industry and the event will bring together other partners and a wide variety of global organisations, societies and networks with an exciting and dynamic virtual program for people aged 16-35.

Themed around key issues for the green energy transition, the event will feature films, networking events, bookable chat facilities, animations and other multimedia events which will be vital in building contacts and sharing ideas.

"As the eyes off the world fall on Glasgow for COP26 in November we are acutely aware that much of that gaze will come from future generations, because it’s them who will reap the consequences of inaction now."

Sam Greer
Education & Employability Manager, SSE

“This event is aimed at bringing their voices together and combining it with discussion on the practical solutions needed to deliver on climate action.

“Young people are demanding change and want to play their part and the engineering sector will have a huge role in making net zero a reality and we hope this event will support the change-makers of the future.”

To register visit the event website here for more detail.

SSE Thermal recruits eight new apprentices at Peterhead

Wed, 15 Sep 2021 11:00:00 +0000

SSE Thermal recruits eight new apprentices at Peterhead

Eight young apprentices have been employed by SSE Thermal to launch their careers at Peterhead – a record intake for the north-east power station as it looks to a low-carbon future

Working across a variety of business areas, the group join two other appre

ntices who began work at Peterhead at the beginning of the year.

All ten apprentices are due to start further education in September, with the majority based at North East Scotland College’s Fraserburgh campus. They will continue to blend formal education with practical work-based learning across a four-year Modern Apprenticeship programme.

All apprentices will be fully supported by the station's senior management team and each will have a designated mentor.

As Scotland’s only major thermal power station, Peterhead Power Station provides critical flexibility to the electricity system, supporting increased penetration from renewable generation while maintaining security of supply.

As part of its commitment to a net zero future, SSE Thermal is progressing plans to decarbonise its power generation at the site, working with Equinor to develop one of the UK’s first power stations equipped with carbon capture technology. This will ensure the site can continue to provide essential flexible power generation while supporting the UK’s transition to net zero carbon emissions.

"SSE Thermal has ambitious plans to develop a new carbon capture-equipped power station at Peterhead, which will create hundreds of low-carbon jobs through construction and operation and this makes it a particularly exciting time for these new apprentices to be joining our business."

Lee Gray, SSE Thermal's Station Manager at Peterhead

“We are committed to delivering a robust apprenticeship programme for each individual, giving them the opportunity to build their practical knowledge and experience. Upon completion of their programme, they will all be in a strong position to pursue careers within their desired industry, and hopefully some will be able to forge long-term careers here at Peterhead with SSE Thermal."

The two apprentices who joined in January are both from Peterhead, with 18-year-old Chloe Corbett working as an Electrical Apprentice and Jude Junor, 17, working as a Mechanical Apprentice.

At the end of August, both Chloe and Jude met with David Duguid, MP for Banff and Buchan, during a tour of the site. He has welcomed the news that more apprentices are joining the team in Peterhead.

David Duguid, MP for Banff and Buchan, said: “Creating opportunities for future generations is vital to the continued success of the region and I welcome SSE Thermal’s recruitment of ten new apprentices in 2021. It was a pleasure to meet with Chloe and Jude during a recent visit to their Peterhead site and I wish them and the rest of their cohort all the best as they take the first steps with their apprenticeships in an exciting time to be involved in the energy industry.

“With COP26 set to take place this November, it is important that all sectors are doing what they can to support net zero efforts, with the planned Peterhead Carbon Capture Power Station set to play a crucial role in the energy transition towards reduced carbon emissions.”

Helping young people build a career with long term, sustainable prospects

Fri, 24 Sep 2021 14:15:28 +0000

Helping young people build a career with long term, sustainable prospects

SSE is proud to support the next generation of Scotland’s energy workers by committing to the Young Person’s Guarantee.

Achieving net zero will take a skilled and diverse workforce and supporting more young people into a career in energy will help build the green army delivering a sustainable future.

Operating at the front-line of efforts to deliver a low-carbon future SSE’s projects are creating thousands of jobs and opportunities across the country as we deliver £4m of investment, every day, in low-carbon energy and electricity infrastructure over the next five years.

The Guarantee means as a group we will look to extend our current entry level opportunities and utilise the apprenticeship family across our businesses.

John Stewart, HR Director at SSE said:

“As a leading employer in Scotland it is vital that we offer young people a chance to build a career with long term, sustainable prospects.

“Our business is investing £4m a day in low-carbon energy and electricity infrastructure over the next five years . But in order to deliver on ours and the UK’s ambitions we’re going to need a skilled green army of energy employees.

“By committing to the Young Person’s Guarantee we’re ensuring the prospects of millions of young people are well aligned with a key growth sector in energy.”

Early careers opportunities

One in five have swapped high-carbon jobs for low-carbon careers, says SSE

Mon, 04 Oct 2021 11:00:00 +0000

One in five have swapped high-carbon jobs for low-carbon careers, says SSE

More than one in five workers at leading low-carbon power firm SSE have made the switch from high to low-carbon careers, according to a new update on its Just Transition Strategy, first published last year.

The company, which itself has shifted its entire strategy in support of net zero, is at the forefront of the debate of enabling a “Just Transition”, ensuring no one is left behind in the move to decarbonise.

As part of its efforts to create green jobs, SSE is delivering billions of pounds of investment in renewables, electricity networks and other infrastructure needed in the journey to net zero.

Research for its newly released report, Just Transition: From Principles to Action, reveals at least 1,500 of its employees, now working across low-carbon projects, had previously worked in high-carbon roles. At its Beatrice Offshore Wind Farm off the Caithness coast in the north of Scotland, as many as two thirds of the control room staff are former oil and gas workers.

Whilst SSE’s Peterhead Power Station epitomises the just transition where the traditional gas-fired station is part of plans to develop one of the UK’s first power stations equipped with carbon capture technology.

This year has seen a record intake of ten apprentices who will support the transition from a high-to-a-low-carbon power source, retaining skills in the area whilst creating careers for the future.

Alistair Phillips-Davies, SSE Chief Executive, said:

“The climate emergency demands action but that means big changes in people’s lives – and livelihoods. We knew many former high-carbon workers had already joined SSE to work on low-carbon projects and we wanted to understand how easy was it for them and what could SSE, and others, do to make the transition smoother - both for the benefit of SSE, and in the interests of a fair and just transition in the UK and beyond.

“Since we published our Just Transition Strategy last year, we’ve sensed real momentum for a just transition to net zero. There is genuine consensus emerging amongst policy makers, companies, and trade unions that we can’t allow the mistakes of previous industrial transformations to be repeated.

“With COP26 focusing the world on the transition ahead, I really hope this consensus develops beyond plans and principles into firm action from governments and companies.”

SSE was the first company in the world to publish a Just Transition Strategy outlining 20 principles to support people and communities as it decarbonises.

This report is the business’ next practical action to support a fair and just transition and includes a series of commitments to support those looking to make the switch, including:

Piloting an engineering conversion programme for new talent transitioning into SSE from other sectors;
Creating a skills bank of standardized courses which employees/prospective employees can access;
Reporting against its Just Transition Strategy, including workforce transition, within its Annual Report each year;
Embedding ‘Just Transition’ into the business and people strategies of its core businesses; and
Continuing to pay for any skills training necessary for an employee to undertake their role.

The company is now tracking the overall proportion of its workforce who have transitioned from high-to-low-carbon careers. As of September 2021, out of a total of 6,685 responders, 1,081 said they had transitioned to SSE from a high-carbon role within the last 10 years and 336 employees moved across more than 10 years ago.

The report also includes the top reasons for employees making the switch to a low-carbon career; better long-term career prospects comes out on top followed by environmental considerations and the opportunity to work on exciting projects, with the opportunity to learn new skills and the chance to spend more time with family also featuring.

The research also found there was a clear transferability of skills from high-carbon roles, particularly in areas like health and safety and project management.

The full report can be downloaded here.

SSE Renewables sets up MSC Scholarships for University of Strathclyde Students

Thu, 14 Oct 2021 14:14:44 +0000

SSE Renewables sets up MSC Scholarships for University of Strathclyde Students

Renewable energy developer SSE Renewables has awarded MSc scholarships to two students who have recently started their studies at the University of Strathclyde in Glasgow.

Skye Francis aged 22 from Fraserburgh, Aberdeenshire and Kenneth MacSween, aged 24 from Stornoway, Isle of Lewis received the scholarships after being chosen from a number of prospective candidates.

Following their success, Skye is now embarking on an MSc in Offshore Wind Energy while Kenneth is studying for an MSc in Wind Energy Systems.

Skye said:

“I’m so pleased to have been awarded this scholarship. Offshore wind is a growing industry and once I have completed my MSc, I want to work on one of the major projects either currently in construction or on the horizon. It is such an exciting time for offshore wind power and renewable energy in general.”

Kenneth said:

“I’m focusing my studies on the developing technology which is used on wind farms. It is an area that is developing continually so it is an exciting time to be studying for this MSc. I’m really grateful to SSE Renewables for this support.”

Both Skye and Kenneth will be assigned a mentor from within SSE Renewables who will support them throughout their studies, providing a link to the industrial application of their learning and helping guide them through their MSc projects.

Orla Grant, Head of Engineering – Design and Delivery at SSE Renewables said:

“We are thrilled to support this initiative and look forward to working with Skye and Kenneth this year to link their MSc learning and projects to an industrial application.”

Andy Lewin, Project Director for Floating Wind at SSE Renewables met with Skye and Kenneth to celebrate their scholarships. He said:

“We’re building more offshore wind than anyone else in the world right now so we’re keen to make a commitment to the next generation of wind energy professionals who will undoubtedly make a valuable contribution to the burgeoning renewable energy sector.

“On a personal level, I am very pleased for SSE Renewables to be supporting Skye and Kenneth’s studies. It is great to see their enthusiasm and I have no doubt that they will do well in their future professional endeavours.”

Co-Director of MSc Offshore Wind Energy at the University of Strathclyde, Dr David McMillan said:

“It is great to see SSE Renewables supporting two of our students in this way. We see Strathclyde playing a key role in the supply of outstanding graduates with the right mix of skills, ready to make their mark in the wind energy industry.

“We hope to continue building very strong links with our industrial partners to ensure that the next generation of wind projects are in good hands.”

Chronic Illness and Disability Support at SSE

Tue, 26 Oct 2021 11:00:00 +0000

Chronic Illness and Disability Support at SSE

Hi, I’m Vikki Mohamed, Chronic Health and Disability Group Lead at SSE. I’ve worked at SSE for 15 years. During that time, I've worked in the sales arena and more recently, I've joined the business support department as a Change Readiness Agent.

The Chronic Health and Disability Group

The Chronic Health and Disability Group was launched in May 2021. It all started when our manager put a post out asking if anyone is interested in setting up a resource group, so I approached her and expressed my wish to set up a new belonging community that revolved around chronic health conditions and disabilities.

Initially, the interest was very personal for me. I was diagnosed with inflammatory bowel disease in 2015. It was a really rough time going to the doctors, getting referred to hospital and then having scan after scan. You go through this emotional rollercoaster until you get the diagnosis. Unlike dealing with a visible disability that you can easily see, hidden disabilities are not obvious at all. It’s hard for people to tell if you need support. I wanted to set this group up because we need to start the conversation about this. You can't solve a problem if you don't know there is one and I don't want anyone to feel isolated or to think ‘no one understands me.’ There are people that do understand you.

Progress so far

Currently have 80 members
Connected with two other leaders who have got similar chronic conditions. We check on each other regularly and share useful resources
A communication campaign on migraines for Brain Awareness Week and how it can impact people and work
Continue to educate and raise awareness around different disabilities and hidden disabilities and how these can impact performance and general wellbeing
Rolled out focus sessions and listening panels where people from the community can share their experiences with managers and board members with the aim of making changes to improve support for employees.

Next steps

Highlight the support message and make it more visible, by implementing ‘hidden disability’ sunflower lanyards. Watch this space!

Disability Support at SSE

Different people have different needs. SSE has made a range of tools available for people to access them if they need to – some practical examples of these:

Enabling live speech to be automatically transcribed and captioned by Microsoft systems (built into Microsoft Teams and Microsoft Stream) which is used to host internal videos. Now you can see the subtitles and have a transcription afterwards to read through.
For dyslexia:
SSE provided the choice of coloured filters for computer monitors to aid with reading.
Dragon speech recognition software which is used to read text back to the user and translate the spoken word into text
Vertical joystick style mouse and ergonomic keyboards with trackpads
DRC assessors who will work on providing all the reasonable adjustments you need. If you can't change the brightness on your screen, they'll arrange for you to get a new screen and things like that.
Special desks and chairs can be ordered to make you more comfortable. This can be used for the office and at home

Flexible and Hybrid Working

COVID has forever changed the way people work. I don’t think we will ever go back to the office five days a week as we used to. SSE is adopting a hybrid work model. The offices are going to be used for more collaboration meetings and we will continue to hold online events. I believe this is a better way of working because if you're not feeling very well, the last thing you want to be doing is travel to the office to attend an event. Virtual events are more inclusive allowing more people to be involved.

Personally, I am so happy to go back to the office to collaborate, but I would much rather be working from home where I've got my home comforts, without having to worry about queues or whether the disabled toilet is occupied. For my condition, working from home has literally changed my life. If I'm having cramps, I can lay down, while sitting up at a desk at a 90-degree angle all day used to make me incredibly uncomfortable. Plus, I don’t have to worry about putting on a brave face when I'm in absolute agony.

I've recently shared a newspaper article with our group about a lady with a disability who said it is the first time that she's ever actually been able to hold down a job, thanks to remote working. Many of us could relate because we have gone from part-time to full-time work for the same reason. I used to work part-time because I used to avoid the rush hour traffic on Fridays, and I don't need to do that anymore. I feel empowered to do my role with the added support SSE have given me and read on to understand why I am proud to work at SSE.

Proud to work at SSE

Looking back, I remember March 2020 and how SSE quickly responded by conducting a survey as to whether or not you were high risk from COVID. By lunchtime, given all the factors, all people at high risk were just sent home to await further instructions. SSE has always taken safety very seriously. If it's not safe, we don't do it. In this incident though, I was speechless at how fast they acted. Around 10,000 people were sent home and eventually, everyone received laptops to work remotely. We've got a lot of Mental Health First Aiders who set up mental health cafés twice a week that you can join virtually or over the phone. The way they look after us is amazing. Many companies would not go to the extent they do to support their workforce. It's just been brilliant, and the company has been so sensible in choosing a 100% commitment to their safety license.

A couple of months ago, SSE released a new policy called Flexible First which is all about working from home because they can see the difference it has made to the lives of so many people. They have recognised that things aren’t going back to how it was before the pandemic and they've adapted their policies accordingly. The new policy is supporting people like us, it's supporting all the parents and carers, and making the organisation more inclusive.

SSE listens to us. They run regular surveys and encourage comments to keep enhancing the way they support us. They truly look after the welfare of their workforce. I can't express how proud I am to say I work for SSE.

Read about our Belonging in SSE groups

SSE to deliver a live lesson with Johnstone High School in Renfrewshire focusing on data security.

Fri, 12 Nov 2021 12:00:00 +0000

SSE to deliver a live lesson with Johnstone High School in Renfrewshire focusing on data security

With Scottish Careers Week taking place from 15-19 November, energy firm SSE is delivering a live lesson with Johnstone High School in Renfrewshire focusing on data security.

Tech employers are also now being invited to join the first in a series of training sessions explaining the resources available for taking part in live lessons, including a best practice guide to virtual engagement, and to make use of a new online toolkit offering further support.

"The success of our pilot programme of live lessons showed this concept has a great deal to offer. It gives young people a genuine insight into the tech sector and helps employers engage with potential new talent."

Claire Gillespie, Digital Technology Skills Industry Manager at Skills Development Scotland

Partnerships essential

Mark Logan, author of the Scottish Tech Ecoystem Review, is amongst those encouraging employers to take part.

He said: “Partnerships between school and industry are essential if we are going to strengthen the talent pipeline.

“Engaging schools in this way provides young people with a richer idea of what a career in tech could offer them. It brings the curriculum to life and shows the real-world applications of what is taught in the classroom.

“I’d ask tech employers of all types to consider how they could play their part in attracting the next generation of talent.”

Tackling Climate Change

Next Tuesday’s lesson involving SSE and Johnstone High School will focus on the role data security plays in tackling climate change, with the lesson aligned to the National Progression Award (NPA) in Cyber Security.

Michael Wallis, SSE plc Group Chief Information Officer, said: “The biggest challenge facing us all is the climate emergency and it is the young people of today whose future is really being threatened by this.

“At SSE we are reimagining the world of energy so we can protect their future and the planet. That’s why I am proud of our support for the Scottish Careers Week where we can share our vision with those who want to join us on our journey to net zero.

“Emerging digital technologies, artificial intelligence and cyber security sit at the heart of our response to climate change. We’ll be holding a live teach-in to showcase cyber security - just one of our many career opportunities.

“I hope it will encourage young women and men to consider a career in technology and see how it is helping to create a better world of energy.”

Read the full article from Skills Development Scotland

Minister Hepburn takes on CCS game at COP26

Fri, 12 Nov 2021 10:53:01 +0000

Minister Hepburn takes on CCS game at COP26

Jamie Hepburn, Minister for Higher Education and Further Education, has taken on one of COP26’s more unique challenges – a climate action game devised by the next generation of video game designers from Scotland’s Abertay University.

As the pivotal conference gets underway, SSE Thermal and Abertay University have officially launched ‘Net Carbon’, an educational video game focused on carbon capture and storage (CCS).

Now, the tens of thousands of people visiting the Green Zone at COP26 will be able to get hands-on with the game, which sees the player operate a power station equipped with CCS technology.

Jamie Hepburn MSP was among the first to tackle ‘Net Carbon’, which highlights the important role CCS is set to play in decarbonising flexible power generation.

The game is designed by a team of students from Europe’s top-ranked institution for video games education, Abertay University, whose prototype won acclaim from a panel of industry experts during a competitive ‘Game Jam’ held in July.

The team – comprising Game Design and Production students Harry Petch, Cameryn Tuliao and Jaime Williams, and Computer Games Application Development student Jordan Han – had four weeks to turn that concept into a fully playable game in a project funded by SSE Thermal.

As a Principal Partner for COP26, SSE plc is playing a leading role in the journey to net zero, with SSE Thermal developing plans for CCS-equipped power stations at both Peterhead in the north-east of Scotland and at Keadby in North Lincolnshire.

Following the culmination of COP26 in November, the game will be used by SSE Thermal to engage and educate a wide range of audiences including schools, demonstrating how CCS can help reach the UK’s climate action goals. The ‘Net Carbon’ team was mentored and supported by Gordon Brown, a Computers Arts lecturer at Abertay University, and PhD student Akos Demuth.

Jamie Hepburn, Minister for Higher/Further Education, Youth Employment & Training, said: “I was delighted to come here today to support Abertay University, who are at the cutting edge of video games technology, and to try my hand at the Net Carbon game. It is good to see the next generation of video game designers collaborating with industry partners to provide inspirational games for even younger generations.

“This is exactly the sort of engagement that our pupils need: it is entertaining and educational. It highlights the urgency of climate change technologies and will hopefully inspire our future generation to look for skills that help us achieve our net zero emissions targets.”

Stephen Wheeler, Managing Director of SSE Thermal, said: “Tens of thousands of people will be attending the Green Zone during these two weeks of COP26, and we wanted to find a novel way to engage them on our efforts to decarbonise our power stations through carbon capture and storage technology.

“Technologies like CCS have a vital role to play in the UK’s decarbonisation efforts, providing flexible, low-carbon power to back up renewable generation such as wind and solar. The team from Abertay University have done a fantastic job at bringing their concept to life, and we were pleased to welcome Jamie Hepburn to try his hand at the game as COP26 gets underway in Glasgow.”

Student Harry Petch, said: “It’s been great to work with SSE Thermal on this bespoke project for COP26 and we are all very pleased to be part of something that’s going to have a lasting educational impact in communities and schools. Climate change is everyone’s problem and we’ve all really enjoyed learning more about the carbon capture process, and also helping to bring the science and key messages behind it to new audiences in a way that’s easy to understand.”

Professor Nigel Seaton, Principal of Abertay University, said: “Abertay leads on a wide variety of projects linked to tackling climate change and promoting sustainability, ranging from research into how insects can be used as a sustainable food source, through to new innovations like the use of crushed rocks to absorb carbon in fields during farming. It’s fantastic to see our games design students creating such new and engaging ways of communicating important messages related to climate change and also to see them benefit from real world experience working with the team at SSE Thermal.”

Explore our early careers opportunities

An open letter to the Government to help tackle the UK’s engineering skills shortage

Wed, 17 Nov 2021 12:00:00 +0000

An open letter to the Government to help tackle the UK’s engineering skills shortage

SSE has today joined forces with over 150 world-leading engineers, scientists and technology giants to urge the Government to help tackle the UK’s engineering skills shortage by embedding engineering into current primary school learning and support #EngineeringKidsFutures.

Professor Danielle George MBE, Immediate Past President of the Institution of Engineering and Technology (IET) and #EngineeringKidsFutures ambassador, has sent an open letter to the Prime Minister signed by Sam Greer, Education & Employability Manager at SSE plc, as well as more than 150 others including Major Tim Peake, Carol Vorderman MBE, will.i.am, and representatives from Rolls Royce, Vodafone and the MOD, to appeal to the Government to work together with educators and industry to develop practical support for teachers of our youngest children and embed engineering in their existing science, technology, engineering and maths (STEM) learning.

Children eagerly learn about science and maths, but the connection to engineering - the link between these subjects, their purpose and application to the world in which we live - is not currently being made. We need to ensure there are clearer learning outcomes for these subjects linked to engineering.

It’s vital that the Government joins this campaign and commits to securing our future as a nation of innovators. Innovators whose skills will be more crucial than ever in the coming decades as we tackle the global challenges posed by achieving net zero and meeting our COP26 pledges.

Reports from the IET this summer estimate a shortfall of over 173,000 workers in the STEM sector: an average of 10 unfilled roles per business in the UK. What is more, the Institution’s latest Skills Survey identifies that half (49%) of engineering businesses are experiencing difficulties in the skills available to them when trying to recruit.

However, this challenge has not appeared overnight. It is a growing issue that the IET has tracked for the last 15 years – longer than the time it takes for a primary aged-child to complete their education. Future skills need addressing now.

The solution? Simply embed engineering into primary school learning to help bridge the growing skills gap within UK workforces and support #EngineeringKidsFutures.

Professor Danielle George MBE, Immediate Past President, the IET and Engineering Kids’ Futures ambassador, commented on the campaign:

“To ‘build back better’ and fully embrace the ‘green industrial revolution’ promised by the government it is essential to start with solid foundations. By adding more focus on misunderstood terms like engineering and technology, where we know there is a perception problem, it will help young people from all backgrounds learn vital engineering and tech skills early on and increase their career aspirations.

“We propose collaboration between the Government, STEM education supporters, academia, and industry to provide teachers with the tools to showcase that science, design & technology and maths have vital elements of engineering within them and proactively encourage the teaching of engineering in our primary schools.

“This focus and support for schools is fundamental if we want to futureproof the next generation of engineers. And these benefits extend far beyond the classroom – from higher earnings to better job satisfaction, our research shows that those in STEM careers can hit life goals such as financial independence much sooner than their peers.”

Together with representatives from world leading institutions – including The Engineering Council, WISE, Engineering Development Trust, and Engineering in Motion amongst others – and STEM pioneers the IET has signed an open letter to government calling for Engineering Kids’ Futures to be formally introduced into schools by the next academic year (in 2022). This letter has also been signed by leaders at many of the UK’s leading engineering and technology employers – including Rolls Royce, Thames Water and EON.

Find out more about the Engineering Kids’ Future campaign and how you can get involved on the link below:

IET website

COP26 Reflections

Fri, 26 Nov 2021 09:32:25 +0000

COP26 Reflections

At COP26 I was fortunate enough to volunteer as a Team Leader in the Green Zone, which is the official area of the conference that is open to the public, hosting a whole variety of events on a wide range of issues. An incredible opportunity to play a small part in welcoming the world to Glasgow, my hometown, but also to help get people engaged in climate action – a cause which I am really passionate about in both my personal and professional life.

Our role as volunteers was to engage with the public and delegates, helping out where we could to assist people attending events, providing a warm welcome and giving some local knowledge to those who have travelled from far and wide to attend COP26 in Glasgow.

I personally attended a few events including Our Place in the Cosmos in the Glasgow Science Centre planetarium and Role of indigenous peoples and their communities and nature-based solutions, held in the Green Zone and chaired by indigenous leaders from the Chilean, Peruvian and Brazilian amazon. Both were eye-opening events that really put the challenges that we as a species face into perspective, driving home the need to work together and ensure often marginalised voices are heard and their knowledge utilised.

On the last Friday of COP26, myself and 11 other volunteers were extremely lucky to be invited to the Blue Zone to meet UN Secretary-General, António Guterres, who took the time to thank all the volunteers and the people of Glasgow for their efforts in allowing COP26 to run “impeccably” (his own words!). This was an amazing honour that the other volunteers and I will undoubtedly remember for a long time to come.

As we entered the Blue Zone on Friday, there was a planned walk-out protesting the final draft agreement which was being circulated, demanding further climate action and justice to the worst affected people in the world who have contributed the least to the interlinked climate and nature loss crises. I have to say I was really struck and pleasantly surprised that such activism takes place not only in the streets outside the conference but also within the Blue Zone itself. I really didn’t have any idea what to expect from the Blue Zone and seeing the inner workings and logistics of bringing almost 200 countries together was fascinating.

The SSE Group was well represented with our signing of the pledge to ‘Power the Change’, which will be added to the first wind turbine at Dogger Bank, being centre stage in the VIP area which has hosted many world leaders over the past two weeks.

Volunteering in the Green Zone meant playing a (small) role in helping the public get involved in climate change. The biggest take away has been that we all have the ability to play our part in the climate movement – tiny changes in our own lifestyles, talking to people about environmental issues and making sure it’s at the forefront of our own decision making. The visitor numbers to the Green Zone and the 100,000-strong climate march is testament to that, it’s hard not to be inspired to do more to help the world in which we all exist!

As COP26 ends, I, like many others, are trying to balance the fact that progress has been made with the Glasgow Climate Pact but there is still such a long way to go and so much more is needed to deliver meaningful climate action, justice and to keep global warming to 1.5 degrees.

For all of us here at SSEN Transmission, I guess it’s about getting back to the day job to ensure we meet our ambitious targets to play our part to deliver a Network for Net Zero, whilst keeping up the pressure in our personal and professional lives to ensure the commitments that have been made here are fulfilled and the further action that is still needed is mobilised.

Explore all of our SSEN Transmission roles

SSE Back's UK's largest offshore wind tower factory to be built in Scotland.

Thu, 09 Dec 2021 12:00:00 +0000

SSE Back's UK's largest offshore wind tower factory to be built in Scotland

SSE is No.1 UK funder behind Port of Nigg facility with £15m debt investment

Scotland First Minister Nicola Sturgeon hails truly transformative investment which will “help deliver a just transition to net zero and a greener, fairer future for us all”
Financial support from SSE powers Final Investment Decision for new £110m-plus manufacturing plant being constructed by Global Energy Group (GEG) and Haizea Wind Group (HWG) at the Port of Nigg
SSE is No.1 UK funder behind consortium committed to delivering the new Nigg Offshore Wind (NOW) facility, which will be capable of manufacturing up to 135 next-generation offshore wind towers per year
NOW offshore wind tubular rolling facility is the most significant localisation of offshore wind supply chain manufacturing ever seen in Scotland
SSE Renewables will be placing manufacturing orders with the factory from its pipeline of UK projects
400 direct full-time manufacturing jobs to be created, with reskilling opportunities for regional oil and gas employees supporting a Just Transition

SSE is providing substantial financial backing for a new state-of-the-art offshore turbine tower tubular rolling manufacturing plant in the Scottish Highlands with debt investment of £15 million, helping green light an investment of over £110 million in a new UK-based offshore wind manufacturing plant in the Cromarty Firth.

SSE’s multi-million-pound debt investment makes it the largest single UK backer behind plans by Scottish-headquartered energy services company Global Energy Group (GEG) and leading offshore wind tower manufacturing specialist, Haizea Wind Group (Haizea), to build what will be the UK’s largest offshore wind tower manufacturing facility at Port of Nigg near Inverness. The cost of the new facility, inclusive of rolling machinery robotics and a new blast and paint shop is £110-120m.

Nigg Offshore Wind (NOW) will be a giant, 450-meter-long, 38,000m2 factory, capable of rolling steel plate to supply towers in excess of 1,000 tonnes each and other products, to the booming UK offshore fixed and floating wind industry in the UK and abroad. As a strategic backer behind the plant, SSE Renewables will be placing manufacturing orders with the factory from its leading pipeline of large-scale UK offshore wind projects. SSE Renewables expects to announce a first order contract with NOW in the near future.

Once operational, the NOW plant will support the creation of up to 400 new full-time direct manufacturing jobs as well as more than 1,800 indirect jobs in the UK, with an estimated 1,100 of these in Scotland.

"We need bold, collective action to tackle the global climate emergency, and the growth of our renewables sector over the next ten years will be truly transformative, helping to deliver a just transition to net zero and a greener, fairer future for us all.

This significant investment in Scotland’s energy sector is testament to the skills, expertise and innovation within our industry. We are delighted to financially support this cutting edge offshore wind towers facility, through Highlands & Islands Enterprise, as it reaches this significant milestone, that will deliver high value, green jobs and bring multiple benefits to communities across the Highlands and beyond while playing a pivotal role in delivering offshore renewables growth in Scotland and further afield."

SCOTLAND FIRST MINISTER NICOLA STURGEON

The new facility is the most significant localisation of offshore wind supply chain manufacturing ever seen in Scotland and the UK. The announcement marks the culmination of over two years of close planning between SSE’s development business SSE Renewables, Global Energy Group and Haizea Wind Group to make the new facility a reality.

As well as being a strategic backer behind the NOW factory, SSE Renewables is in a leading position to provide sustainable long-term supply chain opportunities. It is currently building more offshore wind than any other company in the world right now, including at the 3.6GW Dogger Bank project (a JV with Equinor and Eni). Its pipeline of next-generation large scale UK projects includes its wholly-owned super-project Berwick Bank at up to 4.1GW as well as hoped-for success in the upcoming ScotWind seabed leasing round.

Other partners joining SSE Renewables, Global Energy Group and Haizea Wind Group in the funding syndicate include senior debt provider Sequoia Infrastructure Debt Fund (SIDF), as well as Mainstream Renewable Power. Additionally, the project has received funding support from the Scottish Government via Highlands and Islands Enterprise (HIE) and the UK Government via the offshore wind manufacturing investment support scheme (OWMIS).

The project is due to enter construction in January 2022, subject to reaching Financial Close by year-end. Site preparation, construction and commissioning is expected to take around 18 months, supporting 1,248 FTE job years across the supply chain in building works and equipment supply.

The world-class, Scottish-based turbine component factory, which expects first production of towers in 2023, will put offshore wind to the forefront of the Scottish and UK green economic recovery. The new NOW factory will firmly establish the Port of Nigg as a strategic offshore wind hub in the UK and will consolidate the Port’s existing marshalling and staging work for turbine components and foundations.

"Today’s announcement shows that SSE is willing to put its money where its mouth is to support development of the Scottish manufacturing capability for the offshore wind sector. We have worked with Global Energy Group and stakeholders for over two years to get to this point. Global Energy Group has exciting plans for a world-class tower factory at Port of Nigg and our investment in the planned manufacturing facility demonstrates our continuing commitment to do what we can to support the development of a competitive Scottish supply chain and create local jobs.

In addition to the debt funding, SSE also looks forward to fulfilling its role as a strategic backer and placing orders with the factory to meet our growing offshore wind pipeline in the near future. SSE is in a unique position with projects of scale, such as Dogger Bank and Berwick Bank, to create sustainable, long-term supply chain opportunities such as at Nigg and the new GE blade factory in Teesside."

ALISTAIR PHILLIPS-DAVIES, CEO OF SSE

"The announcement today of a state-of-the-art tower rolling factory at the Port of Nigg can and will be a leading example of the ‘green recovery’ in action. It will create more than 400 direct long term, high-value jobs, and will offer our existing clients and new customers from around the world with the opportunity to buy ‘Scottish’ – meaning offshore wind developers can achieve their local content targets whilst helping the UK economy recover in a green and sustainable way. The facility will also create more than 1000 indirect jobs in the Scottish and UK supply chain. We are delighted to be partnering with Haizea who will bring their tower manufacturing expertise and knowledge to the Highlands of Scotland.

We have to acknowledge the immense financial, technical and commercial support we have received from SSE Renewables who have worked tirelessly with us for the past two years to make this dream a reality. Without the support of SSE, this factory would not be built. We will now look to repay the faith they have in us by creating an indigenous supply chain that will be the envy of Europe."

TIM CORNELIUS, CEO OF GLOBAL ENERGY GROUP

The factory will be capable of producing up to 135 towers per year for the next generation of fixed and floating turbine towers as well as other important structures for the offshore wind industry such as transition pieces, suction buckets and bespoke tubular structures for the exciting floating offshore wind market in the UK and abroad.

While initial contracts will be used to help meet the UK’s 40GW of offshore wind target by 2030, it is anticipated the factory will be in high demand for the export of towers and other products due to the rapid rate of planned offshore wind deployment across Europe up until 2050.

The innovative factory design will integrate cutting-edge robotics and welding inspection technology originally developed for the offshore oil and gas industry. Regional staff historically employed in the oil and gas industry will have the opportunity to be re-trained and upskilled at the Nigg Skills Academy to allow them to operate the machinery required to roll these giant structures.

SSE Renewables is in an unrivalled position to sustain and create opportunities for the Scottish supply chain across the next decade and beyond through its pipeline of offshore wind projects being developed in Scotland and the UK.

These include the in-construction 3.6GW Dogger Bank and 1.1GW Seagreen projects due for delivery in the next few years and which are already supporting over 3,500 UK and Scottish supply chain roles. These include around 140 skilled personnel already employed at Port of Nigg involved in the marshalling, storage, and logistics for the foundation components for Seagreen Offshore Wind Farm, SSE Renewables’ joint venture with TotalEnergies currently being built off the Angus Coast.

In the medium term, SSE Renewables is leading the connection development for the 400MW Seagreen 1A project, a joint venture with TotalEnergies, which is due to delivery in the mid-2020s, as well as the up to 4.1GW Berwick Bank project which aim to enter construction and begin generating clean electricity for Scotland in the second half of this decade, with the potential to support many thousands of local supply chain jobs.

Beyond 2030, SSE Renewables is also part of a leading consortium with Marubeni Corporation and Copenhagen Infrastructure Partners bidding via the ScotWind leasing process to deliver Crown Estate Scotland’s goal of securing around 10GW of new offshore wind projects in Scottish waters using fixed and floating technologies.

Explore our SSE Renewables roles

SSE Renewables' £550k contribution energises university's STEM outreach programme

Thu, 13 Jan 2022 12:00:00 +0000

SSE Renewables' £550k contribution energises university's STEM outreach programme

An independent report has found that an outreach programme from the University of the Highlands and Islands has helped young people across the Highlands gain better access to vital education in science, technology, engineering and maths (STEM).

The university's STEM project, which has received more than half a million pounds from renewable energy developer SSE Renewables, was recently evaluated by the specialist economic development and regeneration consultancy, Ekosgen.

Ekosgen found that the outreach approach adopted by the university has helped to lower barriers to engagement in STEM education and training and generated more peer-to-peer knowledge.

"Building skills in science, technology, engineering and maths is vital to the future of the Highland economy, particularly as the number of occupations in this field are predicted to grow and as the future of work changes"

Dawne Bloodworth - University of the Highlands and Islands' STEM development manager

"However, STEM professions often experience skills gaps because the number of students choosing STEM programmes does not meet the demands of the sector. Students can see science, technology and maths as ‘hard' subjects, so educators have a challenge in inspiring young people to take up STEM subjects."

"As an institution that provides work-based learning, college and university level education, we've been able to take a holistic approach to promoting STEM which has allowed us to address the whole education pipeline"

"We're pleased that Ekosgen's report has proven the university has achieved effective change; to increase awareness, to influence aspirations and to tackle the lack of diversity in terms of gender, ethnicity, and rurality in STEM professions."

"Our Sustainable Development Fund has supported the university's outreach programme for six years. This partnership has enabled them to develop outreach activities across the Highlands, whilst building teacher confidence when delivering STEM activities."

Lord Jack McConnell - Chair of the SSE Renewables' Highland Sustainable Development Fund panel, welcomed the report's findings and praised the university's approach

He continues;

"It is fantastic to support a project aligned with the fund's key theme of creating opportunities for education and employment through developing skills."

"With around 75% of Highland Council schools participating in the STEM project and more than 600 teachers and an estimated 16,000 pupils taking part, we are delighted that the evaluation has shown what a significant impact the work has had in the region. We are hopeful that the legacy from the project will continue for many years to come."

"The STEM outreach project was a huge success in Highland. The in-depth engagement with schools that has taken place was I know well received by teachers and pupils alike and I believe it has helped to build STEM capacity and confidence amongst students and teachers across all areas of Highland. I am sure everyone is really appreciative of the funding from the SSE Renewables’ Highland Sustainable Development Fund which has supported this great work."

Councillor John Finlayson - Chair of The Highland Council’s Education Committee

Ekosgen's report found that the University of the Highlands and Islands' mode of delivering the STEM programme was well-suited to the region, particularly among rural and remote schools, and that it was able to continue (in a somewhat reduced capacity) throughout the coronavirus pandemic.

You can find out more about the project and the report here.

What makes work fair?

Fri, 14 Jan 2022 11:16:34 +0000

What makes work fair?

As we continue to build an inclusive and welcoming culture for all who work in SSE, we recently caught up with Aileen McLeod, our Director of Business Planning & Commercial for SSEN Transmission and member of the Scottish Government’s Fair Work Convention advisory body, to reflect on what makes work fair:

I’m sure that fairness is something we have all given thought to in relation to our own roles at work and our own teams.

For me, fairness at work depends upon respect. I want to feel respected in the workplace for the contribution that I make; and, in turn, I want to show respect to my colleagues for their contributions, and also respect the goals and ambition of the organisation that employs me.

A few months ago, I was invited to join the Fair Work Convention, an advisory body to the Scottish Government, and was pleased to discover that respect is one of the five fair work dimensions that the Convention advocate for in all workplaces.

Started in 2015, the Convention argues: “Respect at work enhances individual health, safety and wellbeing. Dignified treatment can protect workers from workplace related illness and injury and create an environment free from bullying and harassment.”

With this in mind, it's been interesting to find out that SSE has a very positive reputation in Scotland as being a fair place to work.

I was invited to join the Convention to share our good practice and in the context of the important role of the energy sector in a just transition to net zero. In return, I accepted the invitation to learn what we could do better. Even as a new start, I have already learned a lot about how workplaces can become more worker friendly. This means taking positive steps to move away from a single workplace environment into which you must contort your own personal circumstances, towards letting individuals find their best way to get a job done.

Having worked for SSE for nearly 16 years now, I’ve seen dramatic changes and improvements to create a better workplace. This is an improvement that is never complete.

In 2020, SSE was the first company in the world to publish a Just Transition Strategy, outlining our pathway for supporting the transition to net zero in a socially just and fair way – just one of the many ways we’re working to ensure fairness is applied at all parts of our business.

I’m optimistic about how we can drive forwards with ensuring fairness is incorporated into every part of our working lives. I’m proud to work for an organisation that champions amplifying and valuing employees’ voices to make sure that we can all benefit from this shared input.

You can find out more about the Fair Work Convention and what they’re doing to drive success and wellbeing across Scotland by clicking here.

Recruiting the next generation of Net Zero Heroes

Wed, 02 Mar 2022 12:00:00 +0000

Recruiting the next generation of Net Zero Heroes

SSE, the UK’s clean energy champion, has kicked off its latest apprenticeship recruitment campaign, as it looks to step up delivery of its £12.5bn Net Zero Acceleration Programme.

The business has said it needs a green army of energy workers for a range of positions across the UK as it looks to deliver net zero.

Speaking as the recruitment campaign launched, Director of HR at SSE, John Stewart, said: “I very much see apprentices as being a key component of the workforce to deliver our net zero acceleration programme.

"Really ambitious climate change targets have been set, and going forward, we think that young people have a great opportunity to become the next generation of low-carbon worker, and to help us make good on those commitments."

JOHN STEWART
DIRECTOR OF HR

John continued: “Our apprenticeship programme is really big, by UK standards, and gives young people a fantastic platform to earn while they learn, and secure long-term sustainable careers, at a company that is leading the way in the fight against climate change.”

This year the business is recruiting for 90 positions.

Many of the roles available are in rural areas, providing high-quality, well-paid training opportunities which support local economies and communities across the UK.

Jobs include apprentice jointers, linespersons and electrical fitters working on the electricity networks in the north of Scotland and central southern England, preserving and developing the pylons, poles and wires that deliver green energy to millions.

Technician roles are also available in SSE’s Renewables business, which is responsible for building and maintaining cutting edge assets Dogger Bank, which will soon be the biggest offshore wind farm in the world.

Apprenticeship roles will also be available in SSE’s Thermal and Energy Services businesses.

Most apprenticeships take four years to complete and offer participants the opportunity to gain a nationally recognised qualification.

Find out more here

#ScotAppWeek22: Viking Wind Farm Gives Young Shetlanders Opportunity to Live and Work in Their Communities

Mon, 07 Mar 2022 08:44:47 +0000

#ScotAppWeek22: Viking Wind Farm Gives Young Shetlanders Opportunity to Live and Work in Their Communities

Four young people from Shetland have been meeting with bosses from SSE Renewables and Vestas to mark Scottish Apprentice Week and to talk about how their apprenticeship scheme has given them the opportunity to build a career while staying in the communities they love.

16-year-old Anna McDowall from Voe, 19-year-old Owen Priest from Gulberwick, 17-year-old Edward Stanley from Reawick and 17-year-old Aaron Regler from Sandwick are currently studying for one year at Inverness College UHI as part of their training to become four of the first wind turbine technicians working at the Viking Wind Farm in Shetland, when it enters operation in 2025.

When the year comes to an end, the apprentices will commence a three-year training course with Vestas to give them the specific skills to help maintain the 103 V117-4.3 MW turbines, installation of which is due to commence towards the end of 2022.

Inverness College UHI will continue to assess the young peoples’ skills throughout their apprenticeships so that they can become fully qualified Vestas wind turbine technicians.

Speaking about why she decided to apply for the apprenticeship scheme, Anna said:

“I wanted to do practical work and not just the academic learning I was experiencing at school. I also knew I wanted a job in the renewable energy sector and to be part of the fight to slow climate change.

“So far the apprenticeship is going really well. I am learning so much just being at Inverness College UHI and I have new skills which I would never have got staying on a school.

“My family has been really supportive and told me to “go for it’, and I so I hope that this is the start of a long career in the renewable energy sector. It is really good that I get to do this job in Shetland where I grew up and where my relatives and friends are.”

Aaron agreed that being able to start his career in Shetland made the apprenticeship an attractive opportunity:

“I have always been interested in the mechanical side of things so when I saw this apprenticeship, I decided to apply especially given renewable energy is a growing industry.

“I really like being in Shetland and I’ve got all my friends and family there, so it is definitely a good thing to have a job there but to also have the opportunity work anywhere in the world in the future.

“That said, I am looking forward to staying in Shetland in the near future, and to continuing my training by taking additional courses and learning new skills.”

Vestas AS is responsible for the supply and maintenance for the 103 turbines which will make up the Viking Wind Farm. The company also has a 30-year service and maintenance contract for the project.

Keith Wallace, Senior Director, Onshore Service, Region UK and Ireland for Vestas said:

“When qualified, the apprentices are going to be involved in all aspects of service and maintenance at Viking Wind Farm including fault finding which means they have an important role in maximising the output of the wind farm.

“Recruiting these young people is great for business and our drive to create a pipeline of experienced renewable energy professionals to support our growing industry.

“Also, we’re going to be working in Shetland for at least the next 30 years, so it is vital that we contribute to the communities we work in by offering these opportunities whenever we can.”

SSE Renewables Head of Onshore Projects, Derek Hastings joined Keith and added:

“These young Shetlanders are the future of renewable energy and it is wonderful to meet them and to hear them speak so enthusiastically about their experiences so far.

“I started as a technical apprentice in the late 1980s and although the job I’m doing now didn’t exist then, I am still using the skills I learned then in my job today.

“The training that Anna, Owen, Ed and Aaron are getting today will give them the basis for a solid career in renewable energy for years to come.”

Iain King, Head of the School of Engineering Technology at Inverness College UHI, said:

“Inverness College UHI is delighted to be delivering training to support Vestas, SSE and the renewables industry in meeting Scotland’s net zero targets. An apprenticeship is just one of the exciting opportunities we provide through our programmes to equip people for the current and future work environment.

“Apprentices gain practical skills, develop knowledge, and learn how to apply this in their workplace. On completing the apprenticeship, they have the qualifications to show they are knowledgeable and competent, but also the experience and know-how to meet the needs of their employer.”

For more information on Apprenticeships at SSE visit careers.sse.com/apprenticeships

SSE to create thousands of jobs to deliver UK energy strategy

Thu, 07 Apr 2022 13:50:52 +0000

SSE to create thousands of jobs to deliver UK energy strategy

SSE is announcing it is creating 1,000 jobs a year to 2025 – as it supports the UK Government’s new energy strategy and steps up efforts to deliver £12.5bn of vital energy projects.

The FTSE-100, low-carbon infrastructure company headquartered in Perth, needs what it describes as a “green army” to deliver the UK’s ambitious energy goals.

SSE’s investment plans have been further boosted by today’s Energy Security Strategy, with the Prime Minister outlining support for critical net zero infrastructure including offshore wind, electricity networks and long duration storage.

The jobs are across all SSE’s operations and in all parts of the UK, and further growth is expected.

Applicants are being sought for a range of positions from delivering the world’s largest offshore wind farm in Dogger Bank off the North East coast of England and Europe’s most productive onshore wind farm in Viking on the Shetland Islands; to working on the mega multi-billion pound investments required to make the Transmission and Distribution Networks systems fit for net zero and in efforts to secure sustainable futures for communities around flexible generation sites in Keadby on the Humber and Peterhead in the far north of Scotland.

Prime Minister Boris Johnson said:

“It’s excellent to see SSE creating 1,000 green jobs a year to help power up our plan for cleaner, more affordable and home-grown energy.

“To deliver our ambitious new energy targets, it’s vital that we have a skilled workforce in place to roll out new infrastructure across the network.

“That’s why it’s hugely welcome to see SSE demonstrating the commitment needed from industry to secure greater energy independence for our country.”

SSE Chief Executive Alistair Phillips-Davies said:

“We welcome today’s Energy Security Strategy announcement. It is clear efforts are immediately being stepped up to accelerate the country away from a reliance on volatile international gas markets and deliver the UK to a more independent energy future.

“Our £12.5bn programme focused on net zero investment will power that future by developing the UK assets and infrastructure needed to provide clean, green electricity for millions, here, on these shores.

“While we are already investing in developing a workforce of the future through our wide range of apprentice and graduate pipelines. We also need experienced staff who can help us up the pace on this key area of focus.

“With this comes an unrivalled economic opportunity and we’re very proud to be announcing that we’re creating a 1,000 jobs a year until 2025 in support of delivering net zero.”

Many of the new roles will require relevant skills in the energy industry, but SSE is also developing re-training programmes to widen its reach to those that want to join the green revolution. The company has also been at the forefront of a Just Transition, supporting sustainable careers for people moving from high-carbon to low-carbon roles. A recent study found that already one in five SSE employees has made such a transition.

View all of our roles here

The apprenticeship alternative for neurodiverse candidates

Thu, 14 Apr 2022 11:00:00 +0000

The apprenticeship alternative for neurodiverse candidates

Henry Adu is a controls and instrumentation apprentice at SSE – he shares his story about how his new job helps him gain confidence and overcome a stammer.

I was in secondary school, but it wasn’t really working out well. School had always been difficult for me because I was often bullied about my stammer. I wasn’t really getting the help I needed and it took a toll on my confidence. Instead, I went to New City College (formerly Havering College) and here, I discovered my love of engineering.

Applying for an apprenticeship at SSE made sense. It meant I could study, learn and earn money through working. It seemed like a much better option than trying to get a part-time job while studying. I had been applying for all sorts of jobs and never getting an interview or a call-back, which was frustrating and affected my confidence.

When I was interviewed for the SSE apprenticeship, I was so stressed out, even though I had done all my preparation beforehand, such as practice interviews. As well as my preparation, I let SSE know that I might require a bit of extra time. I stammered a bit at the start, but the interviewer, who is one of the day support engineers, was able to put me at ease. He told me that he had a stammer as a kid and shared some techniques with me to help with the interview, such as standing up, having a drink of water and pausing to breathe.

As well as helping guide me through the interview, he reassured me that the interview was not about finding faults. Instead, he said the interview is about understanding me and seeing my knowledge.

Afterwards, I thought I was not getting the job, but then I got a call to say my application was successful. It took me completely by surprise and came as a total shock. I am doing a Level 3 apprenticeship in controls and instrumentation. This sets me up on a path to receive BTec and NVQ certificates and the opportunity to go on to a Level 4 apprenticeship, which is like an undergraduate course – or I can keep on working. It is great to have these options.

The work I have been doing for SSE comes with a lot of responsibility. There is a strong focus on safety systems and protecting the environment. I have to calibrate instruments, test new instruments and make sure they are all in good working order. A lot of our equipment monitors for issues such as water leaks and hazardous gases, which need to be detected quickly so that fast action can be taken if there is a problem. We keep track of all our emissions onsite. I have even worked on a project with the Environment Agency to check on level switches to indicate if pumps have failed.

My manager understands my situation – and he challenges me in positive ways so I can keep improving and becoming more confident. One of the common tasks in this job is to use the radio. This made me nervous at first because as time went on, I became more wary of my stammer, especially if it happened while I was giving out information over the radio, but my manager doesn’t mind.

He doesn’t pressure me to do things that are out of the ordinary, but the challenges he does give me help me to strive for more. For example, he got me to call a company the other day – it was done in a supportive way, he eased me into it, which was really good. In the past, people would often call me and I would freeze and get scared, so it is great that at SSE, I can get better at these things over time. There is also healthcare support available if I ever feel I need it, including speech therapy. I haven’t had to use it, but it is good to know it’s available for me.

A lot of the communication I do is via email, especially when I keep track of our calibration systems. I really like communicating by email, but it is important to be able to talk over the radio and on the phone with confidence. I am at a stage with my job where I don’t feel as if I am any different to anyone else, I am just another employee who likes to get into work and get stuck into whatever I have to do that day – it’s a good place to be.

Outside of work, I have been learning how to code. It is something I’m interested in and it is something that can be useful at work. Cybersecurity is something I am especially keen to learn more about as hacking is a big problem in our industry. It can cost companies millions of dollars and stop operations, so I would love to be able to help prevent this sort of thing from happening.

And when I am not learning about coding, you can usually find me playing with – or cleaning up after – my younger siblings. I have an 11-year-old brother and two sisters who are six and eight.

Apprenticeships at SSE

Family leave policy given a boost by SSE

Mon, 19 Dec 2022 12:00:00 +0000

Family leave policy given a boost by SSE

Leading electricity infrastructure company SSE has launched a series of “significant” improvements to its family leave policies.

The move is part of the company’s drive to attract more people into its workforce as it steps up efforts to invest up to £24bn in the UK over the next decade.

The new measures include:

Partner’s Leave – an additional 7 weeks’ paid leave for partners of parents who take maternity or adoption leave. Together with Paternity Leave, this gives partners 9 weeks’ paid leave in total
Pregnancy Loss Leave – 2 weeks’ leave at full pay for employees who suffer a pregnancy loss, including partners
Leave for Fertility Treatment - up to 2 weeks' leave at full pay

Already employing close to 11,000 people across operations, SSE is increasing its workforce, consistent with its plan of adding at least 1,000 new roles per year to 2025.

In the past 12 months alone, the company has hired an additional 1,200 people including a record number of apprentices and graduates.

One couple to benefit from the changes are, Beth and Owen MacKenzie, from Perth.

Beth, who is a lead key account manager within SSE Energy Customer Solutions said:

"The new parental leave entitlement is fantastic news and we are so delighted that we will benefit from this new incentive. The additional seven weeks is time that we never thought we would get to share together as a family. It is also helpful knowing Owen will be around to help out after the birth for this extended period.

Owen MacKenzie, 34, who works as a Product Owner for SSEN Distribution, added:

“The changes the company made around Partners Leave came as a real shock to me. It was fantastic news to receive. I’m planning to take five weeks initially so I can spend an extended period of quality time with my wife and our new born, which I’m very grateful for as I’ll never get that time back. I will then spread the further four weeks throughout the year to help support my wife when I can.”

John Stewart, Director of Human Resources at SSE said:

“We are racing ahead with our plans to deliver a cheaper, cleaner more secure homegrown energy system for the UK and Ireland. Our ambitious plans include building the world’s largest offshore wind farm and the network to deliver the electricity to where it is needed. But we know we must attract and retain the best talent in order to achieve our aims. And that means doing things differently. In the context of a large electricity infrastructure business these changes are progressive, and I am very proud of the innovative and forward-thinking things our teams are constantly looking at in order to improve our offering. These latest steps are about recognising that there are many ways to start a family and we want all our employees to feel they are supported wherever they are on their journey.”

National Careers Week Spotlight - Fraser Prince

Fri, 10 Mar 2023 12:00:00 +0000

National Careers Week Spotlight - Fraser Prince

As part of National Careers Week , we're shining the spotlight on the career journeys of colleagues throughout SSE.

We spoke to Fraser Prince about becoming a Surveyor. Fraser has worked for SSE for eight years and is based in Perth, along with three other survey colleagues, carrying out overhead line survey work for all regions and business units within Scottish and Southern Electricity Networks Distribution.

Here is what he had to say about his career journey so far...

I went to Glasgow University in 1999 initially to study Geography but soon found an interest in Archaeology. When it came to my Honours year, I decided to pursue an MA (Hons) in Archaeology. Much of my studies were focused on the Neolithic and Bronze Age periods but I also spent time in France excavating a medieval Cistercian abbey.

After graduating in 2003 I landed a job with an archaeogeophysical consultancy based in Oxfordshire who specialised in surveying routes for new pipelines and roads, as well as housing developments and mineral extraction sites, to look for archaeological features using geophysical techniques such as magnetometry, resistivity and ground penetrating radar. I got to travel all over the UK and to the Sultanate of Oman on two occasions as part of a research project tracing ancient settlements in the desert.

I then made the leap into the energy industry when I took a new job as Lead Surveyor for Scotland with a company who used non-intrusive geophysical techniques to assess the below ground condition of structures such as transmission towers. This gave me experience working in energy, which led me to my current role within SSEN Distribution in 2015.

As an Overhead Line Surveyor, I primarily use the satellite-based Global Positioning System GPS to collect linear topographic data and then utilise Computer-aided design (CAD) software to design new and existing wood pole overhead lines to the necessary standards.

I really enjoy my job - it is a nice balance of fieldwork and computer-based work, and a wonderful way to visit parts of Scotland you might otherwise never see. It can be physically demanding, and the Scottish weather is not always favourable, but it is an extremely rewarding role.

Becoming a surveyor was not something that was on my radar when I left school, but I am really glad my career path has led me to where I am now.

Feeling inspired? We're creating 1,000 jobs every year to help us create a homegrown energy system that is cleaner, cheaper and more secure. If you're considering a career with SSE, take a look at our current vacancies here.

National Careers Week Spotlight - Michelle Gallagher

Fri, 10 Mar 2023 12:00:00 +0000

National Careers Week Spotlight - Michelle Gallagher

As part of National Careers Week , we're shining the spotlight on the career journeys of colleagues throughout SSE.

We spoke to Michelle Gallagher, who has been with SSE for nearly 11 years and is now Global Bid Director at SSE Renewables.

Here is what she had to say about her career journey so far...

I’ve been with SSE for almost 11 years, and I’m based in Glasgow.

My remit is to lead the global bidding activity for the UK, Ireland and international markets including seabed leases and contracts for difference (CFD) in both onshore and offshore wind.

I have a diverse background and what you’d describe as a ‘squiggly career’ which has allowed me to learn from many different people and organisations. I spent my early career in the rail industry working on multi-million, complex infrastructure projects. This gave me fantastic experience and learning in project, commercial, and risk management.

Having some management experience, I started studying business studies part time and went on to gain a Master of Business Administration (MBA), which I’m very proud of. Studying and working full time was hard. However, I had the benefit of being able to really understand the context of the topics I was studying and applying the learning in practical day to day situations.

From rail I moved to a local authority, looking after risk management, insurance and business continuity. It was very different. With many different stakeholders, including politicians and senior leaders, I learned a lot about managing and influencing stakeholders with sometimes opposing agendas!

I then moved into management consultancy, spending five years leading a team advising Scottish Government and public sector bodies in developing long term partnerships for project finance Infrastructure projects (PFI) with the private sector. I had studied these partnerships for my dissertation in my MBA however quickly realised the policy theory bore no resemblance to what you actually do on a day-to-day basis to get these very complex joint venture partnerships set up for success.

Looking for a new challenge, I wanted to develop my career in energy. I came into SSE in 2012, joining the offshore business after six months. Since then, I’ve worked across onshore and offshore wind projects in a variety of roles learning and challenging myself continuously. I’ve worked on some amazing projects, including Beatrice and Dogger Bank, and worked with really talented and committed people across the organisation.

My career journey and experience has been varied and I'm glad now I didn’t go to university after school, studying in my mid/late twenties when I had more maturity and appreciated the learning more.

For me I’ve always found I’ve moved roles when I’ve stopped learning or being challenged. My advice is to take every opportunity that’s thrown at you. Even if you fail, the biggest learning comes from failure and learning comes in lots of unexpected ways. Challenge yourself, be brave, curious and believe in yourself and your potential. Get as broad as experience as you can, from a diverse range of people and really learn from those experiences.

I’d also say get a mentor, someone who can help you navigate your current and future roles and can positively challenge you.

Also build a really good network internally and externally, have trusted advisors who you can call on when you’re having a bad day or when you need support or advice. This really helps with resilience and confidence building.

It's nice to be able to share my story and I really enjoyed being part of this week’s first Supporting Women in SSE virtual panel and networking event and hope other women will do too going forward.

Neurodiversity Celebration Week - Gillian Baillie

Tue, 14 Mar 2023 09:32:09 +0000

Neurodiversity Celebration Week - Gillian Baillie

At the age of 32, Gillian Baillie became an apprentice data analyst and she is thriving in a in an environment that is neurodiversity-friendly.

I went to agricultural college and studied for an HND in equine studies – I’ve always loved working with animals – but then I worked at a supermarket for six years, followed by a really mundane office job, where I was mostly scanning documents all day.

Until September last year, when I started my two-year apprenticeship, I was self-employed as a dog walker and dog trainer, as well as doing some graphic design and website design work. But during the pandemic, my work as a dog walker dried up almost overnight. Everyone was home all day and able to walk their own dogs.

My business never really recovered from the pandemic, so I knew I had to find something new to make myself more employable. I have always been interested in computers and animals – there isn’t a lot of money working with animals, so I thought I’d try the other route.After I applied for the data analyst apprenticeship, I went on holiday and forgot about it, but then I was given an online form to fill in, undertook screening tests and was then selected for an interview. It was the best interview I’ve ever had – I was able to talk in great detail about how I used data analysis when designing websites.

I was offered the job and it has been great. The work is hard and very detail-oriented, but every day, I learn something new. As part of my apprenticeship, I go to college, as well as doing work in portfolio management that relates to the electricity network, such as compliance, assets, working with regulators and overseeing all the inspections.

The other way in which SSE has been really supportive is with my neurodiversity. I have ADHD and autism, but I would probably still be waiting for a proper diagnosis if it wasn’t for SSE. Before I applied for the apprenticeship, I was seeking assessment via my GP, but I felt like I’d hit a brick wall. SSE paid for me to see a psychiatrist privately in January this year and that was amazing – they were able to provide recommendations for my GP, which put me in a much better position.

It is so important to be taken seriously with my ADHD and autism – there is still a lot that needs to be done in the wider world to change people’s attitudes towards these conditions. At work, I’ve never felt as if I was less than anyone else. I have been able to learn the ropes and do my job. I feel valued and SSE has never made me feel as if my ADHD and autism is a problem. It doesn’t hold me back.

There has always been a proactive, understanding approach towards helping me at SSE. I have been asked if anything needs to be done to make the job work for me. If an employee needs any reasonable adjustments made, they are happy to make those adjustments without treating you like a massive burden. It helps everyone be the best that they can be.

Everyone is different, especially when it comes to the autism spectrum, so what might work for one person won’t necessarily work for someone else. But at SSE, nobody is going to say, “Well, that worked for them, so it should work for you too.” This is so important for making sure everyone gets the right support.

For 32 years of my life, I often wondered if I was just weird, but what I have learned is that everybody has their own needs and it is important for employers to do what they can to make somebody’s life easier. That has definitely been the case at SSE.

I find learning new things challenging, but part of the journey for everyone is figuring out what works for you and how best to learn. I'm not a natural, but I have an amazing team to support me on my journey.

SSEN and Sparsholt College highlight arborist apprenticeship and training opportunities

Tue, 06 Jun 2023 08:49:52 +0000

Arborist apprenticeship and training opportunities with SSEN

Scottish and Southern Electricity Networks (SSEN) has been highlighting the careers, training and apprenticeships available in its Utility Arborist teams at a recent event in Gloucestershire.

The annual ARB show is a two-day event hosted by The Arboricultural Association and took place this year in Tetbury’s National Arboretum, welcoming thousands of attendees and exhibitors including SSEN and Sparsholt College.

The distribution operator had invited Sparsholt College, which is based in Hampshire, to join them on their stand, with the collaboration helping both organisations to promote careers opportunities, courses and apprenticeships within the Utility Arboriculture industry. The event enabled prospective students and arborists to engage with teams on the stand; networking, sharing knowledge and further discussing SSEN’s apprenticeship and training programmes, and the many courses offered by the college.

Ross Warn, SSEN’s Utility Arborist Team Manager explains more:

“During the course of the event, we were able to welcome so many people to our stand – from colleagues and trainers, both old and new, to a host of people of all ages keen to discuss roles and training in the industry. Through our direct link with Sparsholt College and our own extensive training schemes at SSEN, we were able to talk through the different career paths that can lead to rewarding jobs and opportunities across utilities.”

Ross continued:

“SSEN’s participation in the ARB 2023 event has led representatives from colleges at Berkshire College of Agriculture, Bicton College and Merrist Wood College to express their interest in partnering and exploring potential collaborations for their arboriculture courses, presenting us with an exciting opportunity to reach more students and to advise them on careers in our industry.”

Performance and Delivery Manager for SSEN, Russ Turner added:

“Utility Arboriculture, much like many other practical career paths, has sadly seen a decline in interest from young people over recent years. At SSEN we have a high volume of trees and vegetation to manage, which helps us to maintain a consistent and resilient energy supply for our customers, and we need to invest in building our teams to keep this work on target year on year. Our forward-thinking succession plan has given us a different approach to recruitment; working alongside several contract partners, training providers and exploring a collaboration with an ex-services charity. We’re very much focused on the challenge ahead and keen to see more people considering a career in the Utility Arboriculture industry, so I’d encourage anyone seeking a new challenge, a change in job or kick-starting a career to explore the opportunities in this field.”

Apprenticeship Manager for Sparsholt College, Helen Mitchell said:

“Sparsholt College welcomed the opportunity of supporting SSEN at the annual ARB show to help promote training and employment within the sector and provide expertise on the current apprenticeship programme widely available. We spoke with numerous individuals on the day that were excited to consider a career in the Utility Arboriculture industry. We are delighted to be working closely with the SSEN team to develop a bespoke programme of training to upskill their existing staff and have opportunity to provide our existing college students with the prospect of working for SSEN as a newly recruited individual to the organisation”.

Green Careers Week - Scott Lennox

Mon, 06 Nov 2023 12:00:00 +0000

Making the Leap to a Low-Carbon Career

The narrative around the ‘just transition’ from high carbon to low carbon is one which is hard to miss at the moment. However, when I made the decision to take the leap 7 years ago, it wasn’t really labelled as such. Industrial trends are more often than not, a case of evolution over revolution, and that’s how it felt for me.

I previously worked for amajor oilfield services company. I enjoyed the work; it was exciting; it was a global industry, with lots of scope for learning, travel and career progression. I’d worked in other sectors too, so perhaps over the years I’ve gotten slightly better at ‘reading the signs’.

For me, it wasn’t that difficult a leap. I only worked in the O&G sector for a few years, and key for me was job security. Back in 2016, the project pipeline that SSE had in place seemed secure and allowed me to throw myself into the projects.

Having job security enabled me to engage fully with the opportunities come with joining a growing business and an expanding team. It allowed me to take a more long-term view of what I wanted to be involved in and how I could build my career. I haven’t regretted it. I still enjoy the work. The scale of projects now rival (and exceed) any of those I was involved in when working in the high carbon sector. The workload (and work type) is varied. The business culture is inclusive, adaptable and supporting. In short, any misgivings I may have harboured have long since evaporated.

Or biggest current challenge, is scale and speed of growth. And what a great challenge to have. I wasn’t involved in high carbon industry during the growth stage, but I’m sure it must have felt a bit like this.

So if you work in the high carbon sector, are reading the signs, then I’d say look past this years buzz phrases. Do you want to be involved in high profile national infrastructure projects? Do you want to join a growth industry? Do you want to join a leading player with all the benefits you would (and should) expect?

Change can be scary, but it can also be exhilarating, rewarding, and just what you needed…..

Green Careers Week - Ramsay Keay

Thu, 09 Nov 2023 12:00:00 +0000

Making the move from Oil & Gas to Offshore Wind

Ramsay, a Senior Project Manager on the Berwick Bank Offshore Wind Farm project, talks about why he made the move from the oil and gas sector 3 years ago into a low-carbon career.

I am currently a Senior Project Manager responsible for the design and delivery of the Berwick Bank Offshore Wind Farm through the development and construction phases.

I have lived in Aberdeen (Oil & Gas Capital of Europe) since I was 9 years old. Throughout my secondary school and university education, I was surrounded by friends and parents all working in high carbon roles.

After leaving secondary school, l took a very traditional route into university. I had a passion for all things design, construction, and monster machines! I left university with a strong desire to be a Quantity Surveyor involved in large construction projects – I hoped it would be like an episode of Grand Designs every day of my working career!

Very quickly I was lured out of the construction industry and into a commercial management role in the Oil & Gas industry of Aberdeen as my transferrable skills were hugely valuable and in short supply. I spent my first 5-10 years in O&G focused on the commercial / contractual side, working on large projects in the North Sea and other parts of the world. After a chance secondment, I re-discovered my passion for building big 'things' and moved into Project Management. This is when I became responsible and accountable for developing and building large subsea infrastructure projects required for getting oil and gas from below the seabed and back to dry land for processing.

The high carbon roles I performed were all hugely satisfying. It was a chance to be part of building and maintaining critical infrastructure assets in the North Sea. Every role was different and every company I worked for provided a new opportunity to expand my knowledge and experience.

The Oil & Gas industry had many benefits for me over almost 20 years I was involved. I loved the opportunity to travel the world. We had large, diverse, multi-discipline project teams that created fantastic team morale and lasting memories. We used large boats and construction equipment to develop new infrastructure projects; Grand Designs but on a bigger scale! While it was hugely rewarding, it was also very hard work. Long hours and immense pressure to maintain programmes and budgets. When you work with large boats and equipment, they can never be sitting still. A working vessel takes priority over any weekend family plans.

During my time in Oil & Gas, I worked through many cyclical boom periods and downturns. It was hard to plan your career and personal life never knowing what the future had in store. I eventually decided to specifically transfer to a low carbon role following the COVID pandemic, and my 40th birthday! It was a very difficult decision, but I took my time to find a fantastic role within a great growing organisation that has a clear desire to deliver infrastructure needed for the transition to net zero.

In my opinion and personal experience, having teams of diverse working backgrounds is hugely positive. A good mix of traditional low carbon and high carbon personnel provides an opportunity for learning, best practice cross-industry knowledge sharing and a growth mindset. There are many high carbon role skills I have found to be transferrable to both the Networks and Renewables side of the SSE business. For example, my attitude towards Health and Safety or Project Management experience from different industries has helped with new initiatives.

I’ve now worked for SSE for almost 3 years and I love it. SSE is a fantastic company with great leadership working towards a clear objective. When I was looking to transfer, I saw being part of SSEs net zero ambitions as a massive influencing factor. Change can be difficult or uncomfortable for many, but I find it very motivational. Hence the career opportunities at SSE should never be underestimated for developing your career.

Many people ask me about moving into a low carbon role. Every time, I would strongly encourage people to identify positions that have clear transferrable skills and a personal interest. Once you’ve done that, it’s really important to then update your CV and target your application to a specific role you are applying for.

Deaf Awareness Week - Ruth's story

Tue, 07 May 2024 11:00:00 +0000

Living with Severe Hearing Loss

As part of Deaf Awareness Week, Ruth shares her experience with severe hearing loss.

I still recall the day when, after our swimming club, a teacher bounced towards my mum and exclaimed, "Isn't Ruth deaf? We just found out! She could join our disabled squad!" I gawked at my mum and protested, "No way! That's not me! What about people who really are disabled? I'd be a fraud!" I never really thought of myself as disabled - just someone with pesky ears that misbehaved in crucial moments. Even though I underwent two surgeries yearly until I was 21 and spent countless hours in hospitals, it never hit me. I even switched schools for smaller classes to hear better (no, still didn't click!).

I’ve always been really proud when people have said, oh I didn’t realise Ruth was deaf! As it meant I had been successful with masking it. But actually in hindsight I look back and realise if I had felt it was ok to speak more openly about it, to know I wouldn’t be judged, there are things that could have been done to help me. It wouldn’t be cheating, it would bring me up to the same level as everyone else to begin with.

My hearing aids are fantastic, but they also give me ear infections. When this happens I go back to my own ears, meaning I can barely hear anything at all. When my hearing aids fail, it's exhausting and isolating. I’ve found ways to try to prevent this happening as far as possible. Headphones are of comfort when this happens as I can bring loud sounds close to my ears, whilst on a good hearing day, I enjoy listening to the waves hitting the beach and really appreciating it!

My headphones go around my hearing aids to stop them whistling and SSE provided a microphone adaptation. Lip reading is also of huge importance to make up the sounds I can’t hear, so when cameras are off it can be a struggle.

More jovially - let’s be honest I’m probably not your best note taker in a larger meeting! Sometimes I accidentally speak over people as I’m waiting for the gap and crossing roads is risky as I can't hear approaching cars well.

Parenting is challenging because I can't hear my kids at night, especially when my husband is away. They often ask about sounds they hear and what they are, which I can't help them with and that can be tough.

For me, hearing requires intense focus, I have to really tune in, so tapping my shoulder or saying my name before speaking helps. Closed captions in larger meetings are essential for me to participate. Brushing off someone's request for you to repeat yourself can be isolating - it's important to give people the option to decide what's relevant.

I’m looking forward to getting Bone Anchored hearing aids this year, which utilises bone sound technology.

Introducing Elva - Celebrating Pride Month

Fri, 14 Jun 2024 11:00:00 +0000

Introducing Elva

To celebrate Pride Month, Elva shares her journey to accepting her true self.

Keep it secret, keep it safe

For years I kept something secret with absolutely no one knowing. I feared the reaction of others if they found out and, more importantly, I wasn’t ready to admit the truth to myself.

After work and on weekends, I had been dressing as a woman in the privacy of my own home since I had first moved out of my parent’s house in my early twenties, with the desire to do so going back even further.

In late 2020, things came to a head and I either had to face the truth or end things. It was a close call as to which ways things would go but, in the end, I pulled through and, having decided to live, I needed to face the truth.

It took me many months of reflection and extensive research to work out my truth. It was a couple of years before I could finally admit to myself who and what my true self was - a transgender woman - though I was still not ready to admit this to anyone else.

Coming out

When I felt ready to share the truth about myself, I reached out to some close friends, and I was delighted with how supportive their reaction was. I started to dress as my true self for our weekly Friday night Zoom meetings. It was also at this point that I decided upon the name of Elva for my true self. These friends have remained supportive, with some of the ladies even offering fashion and makeup advice.

I approached Nuffield Health, a service offered by SSE, to help me fully understand things and they connected me with a therapist which helped build my confidence. I came out to my oldest brother and his wife who supported my choices, and I began interacting with them as Elva. They were with me when I came out to my mother, who is slowly coming to terms with the idea. I also came out to my youngest brother and his wife, but they have unfortunately not been able to fully accept me as Elva. I didn't let that impact my confidence and I continued to come out to trusted friends who have all been accepting of my true self.

Introducing the world to Elva

While my confidence was growing and more people were getting to know the real me, I was still not going out in public as Elva. Working from home meant I could dress how I wanted and be my true self all day in the house, but I had yet to venture further.

That changed last September when I went to Reading Pride and came out to some of my colleagues who had also attended. It was a wonderful day, and everyone was welcoming. My only regret was my choice of footwear, which left me with aching feet after the Pride March. Lesson learned!

Following my reception from SSE staff at Reading Pride, I came out to my manager and team leader who were both understanding and supportive. This success led me to think about coming out at work to the whole of SSE so I approached HR to start working on everything that would need to be done. I came out to everyone at work not long after. My first visit to one of the SSE offices as my true self was really nerve wracking but, overall, the day went well.

Becoming Elva

Taking things further was not only about sharing my true self with others but also about exploring inwardly and truly becoming Elva. I approached my GP about getting on the waiting list for HRT, only to find that there was a massive waiting list, with people waiting seven years just to get an initial appointment. After a lot of research, I decided to go private and after several appointments with a variety of specialists, I started HRT earlier this year. I am now three months on oestrogen, and I have noticed a few minor changes, most of which were expected, and it makes me excited for what is to come. It will take years for the oestrogen to work its magic, but it will be worth it.

I also legally changed my name through Deed Poll, so now I am legally Elva Wendy Downing!

Overall, I am the happiest that I have ever been. I now visit my mother on a regular basis, and we are re-building our relationship after the turmoil of my coming out and the months that followed.

Where there is still a lot that I have not done as my true self, I’m confident that it will come with time. The key thing is for me to just keep moving forward, just one small step at a time.

Carers Week - Charlotte's Story

Thu, 13 Jun 2024 11:00:00 +0000

Charlotte's experience as a Carer

As part of Carers Week, Charlotte Stockman speaks about her experience as a parent and carer, supporting her child who has Prader Willi Syndrome and Autism.

Life with Ella

My daughter, Ella was diagnosed with Prader Willi Syndrome in 2004 at 10 weeks old, Autism in 2023 and Severe Learning difficulties in 2022 (this was always there but had never been an official diagnosis). I would like to share with you a bit of our journey as a Carer and a full time working parent. Ella is now 20 years old, we have had a number of bumps along the journey throughout childhood and then transitioning over to adult care at 18. I was 18 when Ella was born so my whole adult life has been spent as her parent and carer. The diagnosis she received is absolutely terrifying for anyone but to receive that when barely an adult myself has definitely shaped who I have become as a adult.

Ella was born in the Spring of 2004, and straight away it was noticed that something was not quite right. She was very cold and was like what can only be described as rag doll. She was whisked away by the midwives to a warming bed, telling me she was likely just tired from the long labour. Over the next few days there was a lot of comments ‘failure to thrive’ and many doctors being shipped over from the main hospital to check her over. She wasn’t able to feed, an NG tube was put in so she could be fed. However, on day 5 a doctor deemed she was just a tired baby and sent us home. For the next 6 weeks we had countless battles to get any support, she still couldn’t feed and was rapidly losing weight. At 6 weeks old we took her to a large hospital where she was admitted and put straight into intensive care. This was where our journey really started, she had genetic blood tests done which came back 6 weeks later (this was 20 years ago its faster now) confirming that she had Prader Willi Syndrome. As with most people reading this I had absolutely no idea what this meant, the hospital were very doom and gloom and provided me with some internet print outs which I now know were all dated studies based on adults with PWS that had never had early diagnosis, support or intervention.

So, what is Prader Willi Syndrome - Prader-Willi syndrome (PWS) is a rare, complex genetic disorder that affects both males and females from birth and throughout their lives. It causes low muscle tone with consequent motor developmental delays, a mild to moderate learning difficulty, incomplete sexual development, and emotional and social immaturity, which can lead to challenging behaviours. During childhood, an overwhelming and insatiable chronic appetite usually develops which, without rigorous food management and exercise regimes, leads to food seeking, stealing and life threatening obesity. PWS occurs randomly in about 1:22,000 births and it is estimated that there are about 2,000 living with PWS in the UK. Our journey from diagnosis has led us down years of Physiotherapy, Speech and Language, Paediatric support, Endocrine support and many more people supporting us.

Impact on life

The last 20 years has definitely been a journey but its not all been bad. Ella has grown into an amazing young lady and I am so proud to watch her grow and hit milestones. She has also taught me a lot along the way. Ella can pretty much tick the list of PWS characteristics, she has them all. She has always been developmentally behind. She walked at age 2, she didn’t speak till age 5 as examples. Her muscle tone is poor, so she has difficulty with balance and coordination. She also uses a wheelchair as she tires quickly. She additionally has scoliosis which is at present stable but now means her movement is further restricted. She has the insatiable appetite; my kitchen is like fort knox keypad code entry is a must with the door remaining locked majority of the time. She has been known to eat from bins and other sources to try and stem the hunger. Her behaviour is challenging but we have found routes to manage that with understanding her autism needs better. Then there is the learning difficulties throughout school Ella appeared to learn so this wasn’t immediately obvious to people meeting her. She had cognitive assessment as part of the move to adult care which clarified what I had said for years. She appears to learn but actually has zero understanding of what she has learnt. Her assessment came out with her in the bottom 2 percent of the country for cognitive achievement.

Ella went to a special need’s nursery and then into mainstream school. She unfortunately due to the learning difficulties has always struggled to keep up with her peers and found friendships very difficult to make. When we reached secondary school age it was very clear that she wouldn’t cope in a mainstream secondary, so the decision was made for her to attend a specialist school with support in place.This is when Ella really started to thrive and within the first term, we would see that we had made the best decision for her. She was making friends; she was learning, and she just had a permanent smile on her face.

She was due to leave school the summer of the first lockdown, this for us turned into a complete nightmare. Ellas’s world is planning and routine and she just couldn’t cope. In her head she had GCSE exams to sit, PROM to enjoy, that final term of school with the close friends that she had made over the 5 years previous, and she just spiralled behaviour wise. What did we do we fell back to Ella and her obsessive behaviours (they can work in your favour) we got some books and she learnt to sew and then to crochet. Now we can pretty much ask her to make anything give her the instructions and off she goes. Her sewing is now her escape, the backpack of supplies goes everywhere with us. She started in college in the September, the first year was great she was in a supported unit within the college, and it worked well. However, the second year she really struggled she just wasn’t happy and was crying all the time, at this point she was 17 and didn’t have to be in college post 18 so we started to research what options we had for adult support and care. She could have stayed in college till 25 with an EHCP but it just wasn’t right for her.

This brings us to now Ella still lives at home and will likely for quite a few years to come. We are on the waiting list for supported living but the resources in the local area for this are low. There are more shared homes, but she needs her own space and quiet, we are looking at her own flat within a warden assisted site with carers then coming in to support her with daily activities like making meals. As I work full time we had to get some care provision in place. Ella does 2 days a week with a day service, they go all over the place doing activities like cinema, boat trips, I guess just general fun activities. She also does 2 days a week as part of a program called right to work. This is an amazing charity service in the Havant area. She is based at Staunton Country Park in storey gardens, they spend those days gardening and growing lots of flowers and vegetables which they then sell in the shops at the country park, Storey gardens is a lovely stroll if you are ever at Staunton on a weekday, its very peaceful. Then on the 5th workday we have a lady that comes in for a few days and takes Ella out to get her shopping (normally more wool) she is also teaching her life skills like how to get the bus and other activities she will need to do as we build her independence.

Support and Resources

From a carer perspective, outside of the support hours we have in place so that I can work full time Ella is with me and I am there to provide her support. Day to day this includes everything including helping her shower, although we are teaching her all the time to help build independence, mobility unfortunately makes some skills a challenge though. We go swimming 3 times a week to try and just keep her active as well. We spend a lot of time building a home and environment that works for her, she needs quiet and space to just be on her own (within reason). We still have lots of appointment all the time, we are under a fantastic learning disability team who support us with all the Physio, Speech, autism support, learning difficulty resources, then the annual health reviews. We also have the spinal reviews ongoing to ensure the Scoliosis remains stable.

I have worked for SSE for 12 years now, and the support I have had through some of the bigger challenges has been amazing. When I have needed time to attend appointments it’s never been an issue to just book the time out to attend. Having a supportive line manager that you can be open with is really key to being a carer. I will be a carer for many years to come as Ella will never be fully independent, so this won’t go away. I also have a 17-year-old with ADHD so between the 2 support from work is very much needed at times. When Ella was around 5, I started to get involved in the carers network for other families supporting young people with PWS. We also found the charity Foundation for Prader Willi Research UK. I have stepped down from charity director a few years back but am still heavily involved in supporting other families with the challenges that having PWS brings. We really enjoy our big get togethers which give us a good chance to let our hair down and get a listening ear from someone that understands what you are going through. If you are dealing with any diagnosis, I would always recommend reaching out to the support networks or charities. The first 5 years were very lonely and honestly quite scary but bringing other families into our lives really opened things up for us.

Looking to the future with Ella we are really focused on building her levels of independence. We want her to be able to live in her own home with support and that’s what she also wants. She also wants to continue with her right to work program at Staunton. You never know we may be able to get her a small job in a garden centre or similar in years to come, that’s a long way off though. For now, life with Ella is stable and as long as nothing changes with her support we will continue to plod along with her smiling.

My only other piece of real advice which is important is to ask for help, being a carer is not easy and at times it can be an overwhelming struggle as well as very lonely. If you are finding it difficult, please ask for help, colleagues around me have watched me crumble over the years and you know what that’s ok and completely normal. I remember a day arriving at Penner Road and standing in the kitchen area crying because I couldn’t find a coat hanger to hang my wet coat on, that was my unravelling, but colleagues were there to listen, support and find me a coat hanger. If you want to know more about PWS, transition to adult care (this wasn’t easy) or the autism side of our journey please reach out I am always happy to share. My biggest tip with the autism is find their love though, in Ella’s world this was the crochet and sewing discovery this has made life easier. As long as she has her bag and somewhere to sit, we can pretty much go anywhere now. Some resources of support or if you fancy just reading a bit more about PWS.

External links:

Foundation for Prader Willi Research – We can and together we will (fpwr.org.uk)
PWSA UK | Support for those living with Prader-Willi Syndrome
Work Opportunities for People with Learning Disabilities | TRTW (therighttowork.co.uk) – If anyone fancies a community day they always have jobs that need to be done.

Carers Week - Natasha's Story

Fri, 14 Jun 2024 15:59:34 +0000

Natasha'a experience as a Carer

As part of Carers Week, Natasha Levens (Lead Business Analyst, Group Technology Services) speaks about her experience as a Carer, supporting her mother.

My parents have always been incredibly active, until Lockdown. Unfortunately having to stay in the home, with a helpful family who remove the need to go to the shops, had a detrimental effect on my parents’ mobility. The lack of getting out and about also took a turn on their mental agility and they became quite confused.

In 2023 my Dad had a serious accident which nearly killed him and kept him in hospital for about 6 months. While my Dad was in hospital my Mum’s health deteriorated to the point that she was unable to be left on her own.

With both of my parents needing care, it was too much for one member of the family to provide, so my husband and I converted our house so that my Mum could come and live with us.

Impact on life

When I became a Mother I discovered “parent guilt” for having to put my children into childcare while I worked. Now I’ve discovered “carer guilt”, for having to leave my Mum to entertain herself while I work. I wish I could take her out on nice trips to National Trust properties, but I remind myself that if I wasn’t working, we wouldn’t have been able to convert our house for Mum to come and live with us.

Living in a busy family with 3 children has helped to improve my Mum’s mental agility, because there is always so much going on. Having accessible living accommodation, removing the need to go up and down stairs has really improved my Mum’s mobility, which is fantastic.

However, my Mum does need a lot of help with things that many people can take for granted. My Mum can make a cup of coffee, but she can’t carry it to another room. The impact on me is that even though my children now sleep past 7am at the weekend, my Mum doesn’t!

My Mum is a wheelchair user, so I try to take her out in my lunchbreak – even if it’s just a walk over to Tesco to get a loaf of bread. What that means for me though is I don’t really get a chance to spend any time alone.

There are more positives than negatives though. It’s wonderful to be able to spend so much time with my Mum. Seeing the relationships between my Mum and my children blossom is a joy, they make each other happy. For my husband, he gets to go and see the football or meet his friends in the pub whenever he likes! It also makes us make time to go out together, without the children, which we didn’t give much focus to before.

Support and Resources

I became aware of Attendance Allowance, which is a Government scheme to which all people of state pension age are entitled to. This helps with the day to day costs.

Discovering SSE have a policy for Carers Leave came as a very welcome surprise.

My 4 week Internship at SSE

Fri, 09 Aug 2024 14:55:27 +0000

My 4 week Internship at SSE

Last month, 30 young people joined SSE for a 4 week internship as part of Career Ready's structured 2 year programme.

Hear from Hamza, one of the interns, as he shares his experiences.

Hello, I’m Hamza Pervez and I’m 17 years old. This year, I’ve been part of the Career Ready scheme which has involved a four-week work placement at SSE based in the Glasgow Waterloo Street office.

Before starting this job, I was nervous but also excited as it was my first ever opportunity at work experience. I wasn’t sure what to expect but I was looking forward to it!

On the first day of work, it was a chance to get to know the new mentees and the mentors. I was a little shy but after some icebreakers we were given a brief presentation on what SSE is, what its goals are and all the health and safety rules. We then found out about the group projects.

For my project, I was grouped with Flynn and Rowan, and we had to make a presentation about Hydrogen and how we can communicate it to people of our age. We had just under three weeks to present it so we got firing away to work - working almost every day on this presentation. When we presented it, we got feedback and my mentor Nick, who was the sponsor for this project, really liked it and said we had done well.

We went to the SSE headquarters in Perth twice. For the first trip to Perth, there were three different activities that we did and we had to rank the three activities from our least favourite to our most favourite and give honest feedback. We were split into different groups, and we were also split with other mentees from different offices. It was nice meeting with the other mentees from different locations and getting to know them. My favourite activity was the SSE version of snakes and ladders.

The next trip to Perth, we got a tour of the Distribution control room and the call centre. The control room was interesting, but it looked so complicated. Some people had eight screens they were looking at!

Over the course of the four weeks, I feel like my confidence grew. Yes, on the first day I was shy but my confidence grew more and more to talk to the mentees and mentors I’d never met before. This also helped me improve my skills such as teamworking, speaking and to be aiming high. For mentors who would want to sign up to this, they definitely should as it’s a brilliant experience.

My favourite thing about the whole experience was meeting the new mentees and creating new friends in the process. On the first day we were all shy and didn’t talk much, but on the second day we all clicked. All the mentees were amazing and I got partnered up with great people.

Thank you to the mentors in SSE for making this so much fun and I hope that we stay in contact, and I hope I made some lifelong friends.

Green Careers Week - James Irvine

Mon, 04 Nov 2024 12:00:00 +0000

Making the move from Oil & Gas to Transmisson

James Irvine, Delivery Project Manager, reflects on his transition from a high-carbon to a low-carbon role with SSEN Transmission after spending most of his working career in offshore oil and gas.

The oil and gas industry provided me with a tremendous environment in which to learn and develop. That sector was, and still is, undertaking projects of immense complexity and continues to innovate in that regard, while employing robust processes and procedures. Collaboration in the sector is mature across safety, operational best practice, supply chain engagement and management, and the workforce is highly skilled and professional.

Fortunately, I’ve found that skill and professionalism replicated at SSEN Transmission, and also so much of what I’ve learned from the oil and gas sector is applicable in an electricity transmission context, including:

Project management methodologies.
Engineering knowledge.
Quality and Safety principles.
Commercial principles.
How documents are controlled and managed.

I’ve benefited from having previous experience in onshore projects, but a lack of this experience wouldn’t be a barrier to others thinking about joining the sector. There are huge opportunities within both the onshore and offshore divisions of the Capital Development and Delivery directorate within SSEN Transmission, and they’re always looking to hear from people who are interested in growing their career.

Walking in on day one, there was an initial sense of difference due to all the different terminologies and context around what the role delivers. But the key attributes of a project manager include versatility and the ability to adapt to new situations and circumstances, so, it hasn’t taken too long to get to grips.

The learning journey continues, but it feels like less of a challenge and more of an exciting opportunity. I’ve taken steps to professionalise project delivery in myself and others and that has bound me up ever closer to the Association for Project Management.

In recent years I completed my APM qualifications and became a Chartered Project Professional which has allowed me to grow as a project practitioner, learning a common project “language” which has a level of fluency across industries. This has given me a platform to build on as I get my head around the design and construction of very different infrastructure. To others considering a similar move, the APM can provide that common thread between different sectors, and it is becoming more and more widely recognised and followed.

My short journey at SSEN Transmission has so far been novel and exciting. There is an unprecedented pipeline of work that extends out well beyond 2030, that will provide a level of job security and potential for career progression as time goes on. There is an enormous amount of energy about the place and demonstrable growth, with near-daily new starts within the transmission business.

Change in life is a given, so it makes sense to embrace it and take full advantage. I have thoroughly enjoyed my time at SSEN Transmission, and I’d encourage anyone who is considering a similar move to reach out or apply.

My journey to a low carbon career: Fraser's story

Thu, 07 Nov 2024 12:00:00 +0000

My journey to a low carbon career

Fraser Hutton, Deputy Project Director in Capital Development and Delivery at SSEN Transmission, joined in September 2023 after a 20-year career in the Oil & Gas industry.

Hear more about why he decided to switch to a low carbon career.

20 years ago, I joined one of the Oil Supermajors as an engineer before quickly moving into the Operations team. I spent most of my career there working on rotation offshore in the North Sea on various platform in the Southern and Central North Sea.

Eventually, I took on the role of Offshore Installation Manager, responsible for the safe operation of oil and gas platforms off the coast of Aberdeen.

When the first of my children arrived, I stopped working offshore and moved back into a Monday to Friday role leading the decommissioning and removal of redundant Oil and Gas facilities. This was my entry into Project Management, and I quickly found that while I needed to develop new skills, much of what I had learned in various leadership roles previously was easily transferable.

Changing Careers

While the oil and gas industry was good to me for many years, there were a number of things that were becoming clear that informed my decision to change industry. Firstly, from a practical perspective, Capital Expenditure was reducing in the North Sea. Investment was declining in line with reducing production rates and higher taxes were leading to projects being cut back or cancelled. In a declining industry, the opportunity to lead good projects diminish, and the opportunity for career growth and good opportunities also disappear with it.

I was also starting to personally struggle with the morality of the industry. While the impact of Climate Change had been theorised for a long time, the actual consequences were becoming more evident as extreme weather events were becoming a regular occurrence impacting real people’s lives. While I had justified my decision to stay in the oil and gas industry on the fact my role was focussed on decommissioning and removing polluting plant and equipment, when it was time for me to leave the industry, it came as a relief.

Transferable Skills

Probably 90% of my skills have been transferable between Oil and Gas and the Electrical Transmission Industry. While the jargon may differ, leading people, ensuring the safety and wellbeing of the team and delivering challenging projects is very similar irrespective of which of these industries you work in. I've heard people in our industry voice concern that the arrival of too many people from alternative industries will dilute the culture, adversely impacting the ability to deliver projects both safely and efficiently. I have a much more optimistic view. We can enhance our industry by assimilating the best parts of the many other industries that people are joining us from. People bring best practice, new ideas and diverse experience. In the last 12 months, I've learnt what may not initially appear as a transferable skill may end up being useful in the most unexpected ways.

Taking control of your career

I believe it's up to each individual to take control of their own career path. However, it also helps if there is a bit of luck along the way! My decision to join the energy transition and proactively look for a role in a "green" company aligned well with the start of the Accelerated Strategic Transmission Investment (ASTI) period. Given I was looking for a challenging role, delivering exciting projects in a green industry, the timing was ideal. Since joining SSE I have only been impressed. It confirms that I made the right decision to apply, and I feel fortunate to be working with a company with big net zero goals.

I had been extremely cautious in my Career path previously, rarely changing companies (never mind industries!) because of the security I thought it provided. If I knew then what I know now, I would have made the move sooner. The growth of the industries supporting the country's Net Zero ambitions just now is breathtaking.

Black History Month - Chisomnazu Umeh

Mon, 21 Oct 2024 11:00:00 +0000

Meet Chisomnazu Umeh, Graduate Trainee

I am Chisom, a graduate trainee in Renewables Engineering at SSE, where I have been focusing on solar and battery projects, rotating through different departments every six months, learning and gaining hands-on experience in my placements in Development, Construction, Commissioning, and I am currently in the Engineering team.

During my time at SSE in the past 14 months, I have engaged in tasks such as land mapping, designing solar PV systems using Rated Power, creating commissioning documents etc. I support project managers with various assignments weekly and visit project sites to enhance my skills and contribute to a cleaner energy future.

I am pursuing my Engineering chartership with the IET and I am a member of WES and AFBE-UK. I also developed a graduate catalogue for Solar and Battery graduates, which has proven to be a valuable resource for our team. Additionally, I participate in STEM activities, including career fairs, to inspire younger generations to pursue STEM education and explore opportunities at SSE.

I was born and raised in Nigeria and moved to the UK for my masters in 2022, I hold an MSc in Energy Engineering (Distinction) from the University of Hull and a BEng in Chemical Engineering from Covenant University.

I am PMP certified and have gained safety and operations experience through internships at Petro Base Group and Shell Nigeria Gas.

My professional background includes working as a Supply Chain Specialist at Richardson Oil and Gas, where I led procurement bids and managed client relations, as well as serving as an Administrative Officer at ITS Drilling Services. I am PMP certified and have gained safety and operations experience through internships at Petro Base Group and Shell Nigeria Gas.

I am a proactive, goal-driven and enthusiastic lady. I believe I have a natural ability to inspire and motivate others to improve after just one conversation. Outside of work, I am a soft girl who enjoys partying, playing lawn tennis and watching reality TV shows like Love Island and Big Brother Naija.

I look forward to completing the graduate program and advancing in my engineering career, contributing to SSE’s Net Zero target as part of the collective effort.

My journey to a low carbon career

Fri, 31 Jan 2025 12:00:00 +0000

From Rig to Reef: Grant's transition to offshore wind

Grant Garden is a Control Room Manager for Seagreen Offshore Wind Farm, which is Scotland’s largest offshore wind farm and has the deepest fixed bottom foundations of any wind farm in the world.

Hear more about why he decided to switch to a low carbon career.

What did you do in your former role, and why did you transition to renewables?

Prior to working at Seagreen I worked in the oil and gas industry for around 11 years, working on offshore rigs within the production room. This involved the safe and efficient running of the platform, maximising production whilst always operating the site as safety as possible; like what we do at Seagreen.

I was looking for something new, and had been keeping up to speed with how the wind and renewables industries were booming. When I saw the job at Seagreen advertised, I jumped at the chance. It seemed like the role had a lot of similarities to what I had been doing offshore but with the excitement of a new industry with a real buzz around it.

What skills from your former role did you find most transferable?

Although the two industries are very different, the way that big sites and plants operate and are maintained share lots of similarities and processes, so the move to renewables wasn’t totally alien. The roles I did previously meant that I was used to doing a safety role, safe system of work processes, controlling/prioritising works, coordinating teams and control room operations, which are similar here. There are still a lot of the finer details that are different in this industry, but that’s been the good thing with moving over, the general way of operating follows the same premise but there’s also loads of interesting new things to learn and get involved with.

What advice would you give?

I think the main thing is to not be scared to make a change and be out of your comfort zone. Having moved over to renewables I was surprised how many transferable skills there have been, and how people from other industries can share their experience and pass on knowledge from other ways of working, which has hopefully added some value. The main advice would be to go for it.

Six months as a Trainee Engineer

Wed, 12 Feb 2025 12:00:00 +0000

Six months as a Trainee Engineer

Meet Aiden Crabb, an Onshore Wind Trainee Engineer at SSE Renewables.

From exploring wind farms to tackling exams, our Trainee Engineers gain invaluable hands-on experience from day one. With a dedicated support network behind them, they’re empowered to grow and succeed.

Discover Aiden’s journey—from the recruitment process to his first six months in the role

First, tell us a bit about yourself! What did you study at school? Where are you based, and did you relocate for the Trainee Engineer Apprenticeship programme?

I am Aiden Crabb, an Onshore Wind Trainee Engineer in SSE Renewables. I finished my secondary education in Dundee during 2024 and achieved A grades in all my subjects including Higher Physics, English and Maths. I enjoy playing football and have completed multiple half marathons, with my first official one coming later this year in Edinburgh. I am based in the Onshore Wind Control Centre at Inveralmond House. Luckily for me I did not need to relocate for the programme as I live within a commutable distance.

Which sectors did you consider applying to for your Trainee Engineer role? What made you choose SSE Renewables Onshore Wind?

Throughout my education, I always wanted to become an Engineer of some sort as I felt there were lots of opportunities within that type of career. I also had a keen interest in energy and the importance of renewables in future energy provision, and as a result SSE Renewables became the perfect opportunity for me. I considered many employment options after leaving education, some within SSE, some out with, but the programme here offers me the opportunity to learn in an educational environment but also that of a practical one aswell. I find Renewable energy interesting, and the work that SSE Renewables do and the values they have, made me really want to pursue a career there.

How did you find the recruitment process? Do you have any advice for students considering applying for the SSE Apprenticeship Programmes?

I found the recruitment structure to be very fair and the process provided me with plenty of opportunity to showcase my skills and my professional personality in the way I wanted to. Recruitment is split up into many stages, including the initial application, online tests and video questions, before being invited in for an assessment day and interview. Each stage providing its own insight into the skills and behaviours that SSE are looking for in a candidate. If I could give advice for anyone applying, it would be to prepare for interviews by researching the company, practice interview scenarios so you can go in with confidence, show a genuine interest in SSE and what they do, and lastly enjoy it.

Tell us a bit about your experience on the Apprenticeship programme, including any placement highlights and opportunities.

I have found the Trainee Engineer Programme massively positive and beneficial to my development. In the 6 months I have been with SSE I have already learned so much. This has been made possible through site visits and the support of approachable colleagues who are more than happy to share their knowledge and experience. The highlight of the programme so far has been a two-day visit up to Griffin and Calliachar Wind Farm near Aberfeldy, where I got to understand the roles of Maintenance Technicians, Engineers and Operations Supervisors. I have been given the opportunity to take on tasks and contribute to ongoing projects which has been great for me.

Tell us a about the work you have been doing?

In my time in Onshore Wind, I have been learning and understanding how various aspects of the business work from safety to operations. Specifically I am working alongside Onshore Wind Control Room Engineers and understanding how we monitor our assets and safely release them to allow maintenance or repair to take place. I have spent a lot of time alongside the Control Engineers and Control Technicians to better my knowledge of the systems they use and why they are crucially important. I am also doing a lot of college work to enhance my skills that will go towards attaining a HND in Engineering Systems. This involves writing reports, studying for exams and gaining knowledge of the Engineering field.

Neurodiversity Celebration Week - The story of Raisa Nahian Chowdhury

Fri, 21 Mar 2025 13:57:45 +0000

Navigating the workplace as a Late-Diagnosed AuDHD Engineer with Dyslexia

My Journey to Self-Acceptance

All my life, I felt different and felt I struggled in ways that others didn’t. It wasn't until I learned about my ADHD, autism, and dyslexia that things started falling into place. A few years into my university degree, I was diagnosed with dyslexia. While it wasn’t entirely unexpected, I couldn’t help but feel that an earlier diagnosis would have made a significant difference throughout my life. During my dyslexia screening, something else stood out - I was also identified as having ADHD.

Back then, I had only a vague understanding of ADHD, but the more I explored, the more it explained my experiences, and everything started to click. The things I once saw as personal flaws - struggling with focus, short term memory, time management, and procrastination - weren’t character flaws but ADHD traits. Fortunately, my university provided reasonable adjustments, which covered most of the support I needed at the time. So, I set ADHD aside and focused on landing internships, graduating, and finding a graduate job.

Fast forward a few years – I had graduated and finally received an official ADHD diagnosis. It was a huge relief to finally have medical acknowledgment, and to stop blaming myself for things I had always struggled with. While I quickly confided in close friends and immediate family, I hesitated to speak about it openly. Was it fear of judgment? Of being labeled? Maybe. I didn’t want my diagnosis to define me, and there was stigma surrounding neurodivergence.

By the time I received my official diagnosis, I had already secured a place on my graduate scheme at SSEN but hadn’t yet started the job. My workplace only knew about my dyslexia, and I wasn’t sure when to disclose my ADHD. I decided to reach out to the HR department, and they reassured me that it was my choice whether and when to disclose it.

As I entered the workplace, I quickly realised that having the right environment was just as important as understanding my diagnosis. Without the right adjustments, I wasn’t just facing personal struggles - I was navigating systemic barriers that made it harder to perform at my best. Throughout the graduate scheme, I debated telling my managers but kept putting it off, partly due to frequently changing teams. At the end of my graduate scheme, I finally reached my line manager to explain the challenges I face, ensuring that I had the right support in place moving forward.

But there was more to the picture that only became apparent very recently - autism. In recent years, autistic friends had asked me if I had considered being tested for autism. My immediate reaction? “No, It’s ADHD I have - that explains everything, right?”

For a long time, I thought ADHD fully explained my challenges. However, there was more to it than met the eye. Unlike ADHD, autism is more internal, making it much harder to spot. Whilst ADHDers often bond over shared experiences, autism varies significantly from person to person. This explained why I had never fully related to other autistic people I had met – autism manifests uniquely in each individual.

And this time, I didn’t delay in informing work. I reached out almost straight away and requested another meeting with occupational health.

The Importance of the Right Environment & Adjustments

My conditions shape how I think, process information, and engage with the world. Being neurodivergent comes with challenges that I navigate daily, with sensory overload being one of the most significant difficulties. Having a comfortable working environment, both physically and mentally, where I can manage my sensory experience is crucial for sustaining focus and reducing overwhelm.

Clarity and transparency are essential for fostering an inclusive and productive environment for me. Encouraging open communication ensures that I feel confident seeking clarification without fear of judgment, reducing misunderstandings and improving efficiency. Allowing reasonable extensions when feasible acknowledges my working style, supports my processing speed, and ultimately enhances the quality of my work.

Follow-up notes after meetings allow me to revisit key points, reducing the risk of miscommunication and ensuring clarity on action items. Scheduling breaks between meetings prevents cognitive overload, allowing me to process discussions effectively and stay engaged. Breaking tasks into smaller steps with regular check-ins supports my progress and helps me absorb and retain information. Providing structured deadlines with flexibility helps me regulate my focus and prevents burnout from hyperfocus or frustration from inattention.

Embracing my conditions and tapping into my strengths

Initially, finding out I have autism was a bit surprising. But the more I started learning about autism and the autistic spectrum, the more I started understanding and accepting myself. I am finally starting to recognise my unique strengths and the value I offer to the world.

At times, my ADHD feels like a roadblock, clashing with my autistic need for structure and predictability. The impulsivity and distractibility of ADHD can clash with my preference for routine, making it difficult to find balance.

But ADHD isn’t all bad – it has strengths that I haven’t fully embraced yet. Autism gives me structure, logic, and the ability to focus intensely on subjects I’m passionate about, while ADHD gives me creativity, energy, and the ability to think on my feet. If I learn to harness them correctly, they can complement each other.

I am learning to believe that my autism and ADHD are not fighting against each other. They are two essential parts of who I am, working together to make me whole and powerful. Once I develop strategies to manage the challenges, I’ll be able to fully tap into my unique skillset. I’ll be able to balance my ability to hyperfocus on what truly interests me with adaptive thinking, logical analysis with creative problem-solving, and a need for structure with moments of spontaneity.

My ability to succeed, contribute meaningfully and bring true value depends on having the right environment and reasonable adjustments in place. Without these, my potential is limited - not because of a lack of ability, but because the environment does not support my strengths. My challenges create barriers but don’t define my ability. They mean I need the right strategies to work at my best.

With the right accommodations in place, I can fully harness my strengths, excel in my work, and truly thrive. Neurodivergence is not a limitation - it’s a distinct way of experiencing the world that, when supported, unlocks incredible potential, and becomes a powerhouse.

Final Thoughts: The Power of Knowing Myself

Diagnosis has been life-changing for me. It has allowed me to not only understand myself better but also stop blaming myself for my struggles, and advocate for what I need. I’m now working towards shifting the narrative to empowerment.

I no longer see my struggles as personal flaws but as part of my neurodivergence. I’m not “lazy” or “difficult” - I process the world differently, and that’s okay. I am starting to push back against unfair comments and misunderstanding from others. I now have the language, the knowledge, and the confidence to advocate for myself. Instead of being weighed down by challenges, I am leaning into my unique strengths, like deep analysis, pattern recognition, hyperfocus, strategic thinking, and creativity. By standing up for myself, I’m also standing up for others who have been misunderstood, dismissed, or blamed in the same way.

For me, it’s not about seeking validation - it’s about having the right tools, support, and language to advocate for fairness, respect, and the accommodations I need to thrive.

This is why self-knowledge is so powerful. I’m not just accepting my neurodivergence, I’m using it to shape a stronger, more empowered future for myself and others.

Mental Health Awareness Week - Battling Depression

Tue, 13 May 2025 14:06:18 +0000

Battling Depression

Around ten months ago, I found myself in a place I never thought I’d be—facing depression for the first time in my life. It was affecting my thoughts, my energy, and my ability to feel like myself. I didn’t fully understand what was happening at first, only that something wasn’t right. It was unfamiliar, overwhelming, and incredibly isolating.

Looking back, I know realise I had probably been masking my feelings for quite some time. It got to the point I was staying in bed, not wanting to get out and wishing for it all to be over.

That’s when I realised I needed help.

As well as contacting my GP, who agreed to start me on anti-depressants, I decided to go along to an Andy’s Man Club meeting.

What is Andy’s Man Club?

Andy’s Man Club is a charity that coordinates weekly peer-to-peer support groups for men in the UK that aims to help and improve mental health in men. It was one of the most nerve-wracking decisions I’ve ever made – I got my sister to drive me there because I didn’t actually believe that I would walk in. After building up the courage to go inside, I was welcomed by a facilitator who explained a bit about the sessions and pointed me in the direction of the tea and biscuits! As I sat though the session, I came to the realisation that everyone here was going through something similar to what I was going through. I realised I wasn’t alone.

8 months on…

My first meeting was 8 months ago and, even though I am now in a much better space, I still attend and share my experiences. I enjoy AMC because you aren't judged, it's a space where you can really talk about anything that is getting you down and just be open and honest about how you're feeling. I generally feel better for attending and i can definitely feel the difference when i can't make it.

Paying it forward

Knowing first hand the difference Andy’s Man Club can make, I decided to start up monthly meetings for SSE colleagues and give others the opportunity to experience it for themselves.

We’ve just had our first meeting and it went really well. Having a space where men from all walks of life can come together to talk, listen, and support one another without judgment can really make a massive difference in your life.

From Oil & Gas to Green Energy: Nicholas’ Journey to SSE

Mon, 03 Nov 2025 12:00:00 +0000

From Oil & Gas to Green Energy: Nicholas’ Journey to SSE

Meet Nicholas Henderson, Safety Manager for Onshore Wind, Solar, and Battery Asset Management at SSE.

Nicholas has been with SSE for four years, but his career path started in a very different world—oil and gas.

A Career That Started on the Drill Floor

Back in 2008, I joined the oil and gas industry during a boom period. With little prior experience, I joined as a slinger banksman on a state-of-the-art drill ship—a high-pressure environment where operations ran 24/7.

While the pay and travel were great, the culture was toxic, with bullying and a rigid hierarchy. I saw too many colleagues injured and experienced a preventable injury myself—with no support.

After moving up to the drill floor team, the pressure intensified. Despite enjoying aspects of the job, I became increasingly concerned about safety and culture.

Determined to make a difference, I transitioned into a Safety Officer role, spending six years advocating for better practices. But change was slow. I could have stayed in that role for 20 years, but nothing was improving. I needed a fresh start—for my mental health, my family, and my career.

During COVID, I upskilled with auditing and advanced safety qualifications, preparing myself for a new chapter.

Why Green Energy?

While working in oil and gas, I noticed the growing buzz around renewables—solar farms, battery projects, and wind energy.

I researched the sector and saw huge opportunities in a fast-growing industry. When SSE advertised a role, I was impressed by their values, safety record, and commitment to people.

I came away from the first and second interviews knowing that SSE was where I wanted to work.

Once in role as Safety Advisor, I set about travelling to the wind farm sites, up and down the UK. As well as being amazed at the scenic beauty of the many sites, what also amazed me were the personalities, attitudes and good people who were working for SSE. No matter the job position, I found everyone to be friendly and professional, all working to the same goal, everyone gets home safe. The same can also be said for the Contractors that work on our wind farms, adopting our safety philosophy and collaborating on many different issues.

Since moving to SSE, several former oil and gas colleagues have now also made the move and, like me, they are really enjoying it!

From Oil & Gas to Low-Carbon Leadership: Ian's story

Mon, 03 Nov 2025 12:00:00 +0000

From Oil & Gas to Low-Carbon Leadership

Meet Ian Cook, Head of Business Development at SSE Thermal.

Ian has been helping shape the future of low-carbon energy for the past four years, but his career began in oil and gas sector. His story is one of global experience, resilience, and a passion for sustainable energy.

A Global Career in Oil & Gas

I started my career in Scotland in 2012 with an American multinational oil and gas engineering and technology provider. By 2013, I was working in Houston and later New Orleans, before moving to Oslo in 2017.

I began in engineering, achieved chartered status, and moved into project management, bid management, and technology management. My specialist area was topsides process equipment—gas processing, oil separation, water treatment, and power generation.

I worked all over the world, from Alaska and the Gulf of Mexico to Brazil, Libya, UAE, Norway, and Australia, covering every stage of the project lifecycle.

Looking for change

I first started considering a transition to a low-carbon role in 2017, because I wanted to work on the energy technologies of the future. I even applied for a Sustainable Energy Futures MSc at Imperial College, but didn’t get in—a setback that ultimately led me to working in Norway.

I worked on some really interesting water treatment and injection projects in Norway for a few years and then in 2020, COVID hit. I took some time to reflect and decided to leave oil and gas, study for an MBA, and pivot into renewables. The timing felt right, the opportunity cost was low during COVID, and I wanted a commercial role in the low-carbon sector where I could utilise my technical background.

Advice for Others Considering the Move

I joined SSE four years ago as a Commercial Manager in SSE Distributed Energy and I’ve never looked back! I’ve continued to develop my career and I’m now Head of Business Development at SSE Thermal

I’d definitely recommend making the move to a low-carbon career. So many of the skills that I developed in my time in oil and gas continue to serve me well in my role now - project development, capital budgeting, cost control, bid management, commercial management, to name a few.

Making the move takes courage, adaptability, and a willingness to learn, but the opportunities are vast and growing.

From Deep Waters to High Voltage: Mini's Story

Wed, 05 Nov 2025 12:00:00 +0000

From Deep Waters to High Voltage: Mini's Journey to a Low-Carbon Future

At SSEN Transmission, we’re proud to be home to people who bring diverse experiences and a shared passion for building a better world.

One such story is that of Mini Nambiar, our Technical Innovations Manager, whose journey from global engineering roles to leading innovation in electricity transmission is a testament to the power of purpose-driven career transitions.

A Global Engineering Career

My career began in Taiwan as a Hardware Design Engineer after graduating in Electrical and Electronics Engineering in India. Over the years, I navigated through industries as varied as consumer electronics, electronic manufacturing services, oil and gas, and the defence sector—each role adding a new layer of expertise and perspective.

Before joining SSE, I worked in the oil and gas sector, delivering cutting-edge solutions for underwater operations, including innovative diving rebreathers for commercial and defence markets. My work was technically demanding and deeply impactful, but something was stirring beneath the surface.

A Pandemic-Era Reflection

Like many, I found myself reflecting deeply during the Covid pandemic. I was considering my personal purpose and how I could contribute to mitigate climate change. This introspection led me to seek a role that aligned with my values—one that would allow me to support the transition to a greener, fairer future.

Transferring Skills, Transforming Impact

My previous roles’ equipped me with a strong appreciation for engineering challenges and stakeholder management—skills that are highly transferable to the energy sector. My ability to navigate complex technical landscapes and lead cross-functional teams has been instrumental in my success at SSE.

Looking for a change?

Meaningful change often begins with a moment of reflection—and that the skills we’ve built in one industry can be the foundation for impact in another.

I now play a key role in driving technical innovation to support the UK’s net zero ambitions at SSEN Transmission and have been for the last four years. My advice to anyone considering making the move to a low carbon career would be to embrace change and commit to continuous learning and development.

New Opportunities in SSE Renewables Commercial

Fri, 14 Nov 2025 16:38:11 +0000

New Opportunities in SSE Renewables Commercial

Kerry Berry, Director of Commercial at SSE Renewables, is growing her team and talks about the opportunities available.

The SSE Renewables Commercial team was established in 2024, and has been a pivotal step in strengthening our commercial capabilities across our organisation. After spending time understanding our operating model, strategy and processes we’re now in a position to share some brilliant role opportunities to grow our talented team.

Our ambitions are strong and we’re involved in some amazing projects that are paving the way to net zero.

We’re still a relatively new team and we’ve got so much to go after – and I’d love some dynamic and enthusiastic professionals with a sound commercial acumen to join us and help diversify our thinking, and help grow our Commercial capabilities.

The job advert will tell you what you need to know about the roles we have to offer, and if you’re successful here’s what my team and I can offer you:

Empowerment: There’s so much to go after in our Commercial Directorate, and I certainly can’t do it myself. You’ll be empowered to own and deliver impactful and meaningful work that contributes to making the world a greener place.
A psychologically safe environment: As a leader it’s so important to me that you feel you can speak openly in our team, challenge when you need to, and share your opinion and ideas in a positive environment.
Diversity: In my view, everyone has something to bring to the table, we’re all different and we have our own perspectives, experiences, and personal strengths. I and my team will always encourage diverse thinking, individuality and we welcome new ideas.
Team Culture: In our team, we do our best to make sure we have opportunities to connect as a Directorate as often as we can. We’re still building our culture as we grow the Directorate and we’re aiming to create a supportive, connected, efficient and innovating environment where you’re treated with respect and care.
Growth and Development: If you’re driven to develop and progress this is the place for you. The scope of our team will provide you with opportunities for you to get involved in interesting things outside of your day job.
Flexible working: I have a family of my own and I understand that everyone needs a good work / life balance. I can offer flexible working options to suit you, and your home life.

Alongside the above you’ll have plenty opportunities to grow your network, and gain exposure to many aspects of large-scale renewables projects.

If a role in our SSE Renewables Commercial Team sounds good to you, please apply. And if you’d like to find out more, I’d love to chat. Please reach out to me on Teams, LinkedIn or by email Kerry.berry@sse.com.

Find out more about the roles available here.

Building Belonging – Now and for the Future

Thu, 27 Nov 2025 12:00:00 +0000

Building Belonging – Now and for the Future

By Anna Weniger, Assistant Innovation Project Manager at SSEN Transmission

When I joined SSEN Transmission as a Commercial Graduate in 2023, I knew inclusion and diversity mattered here—but I had no idea how far my own journey into I&D work at SSE would go. Two years later, I have a leadership role on the Transmission I&D Committee, run SSE’s LGBTQIA+ Book Club, sit on two Belonging Group Steering Committees, and recently organised our first Explorer Day for Students of Underrepresented Genders.

Tackling Gender Imbalance

Gender imbalance is a persistent challenge in the energy sector. Policies alone won’t fix it—we need more diverse talent entering the pipeline. Inspired by my own experiences as the only girl at STEM events, I proposed that we host a day dedicated to students of underrepresented genders. One year later, my idea came to life.

What We Did

38 students from five schools joined us at our Perth office for hands-on activities such as:

Innovation Challenge - Students learned about the process through which we identify, test, and deploy innovative solutions to challenges in our business; used thermal cameras to take the temperature of items in the room; and discussed how the use of technology like thermal cameras can support innovation.
Routing Challenge - Students were challenged to find a route for an overhead line on a map, connecting generation to substations and centres of demand, taking into consideration environmental, community, and technical constraints.
VR Headsets - Students used VR headsets to virtually walk around inside one of our substations and to climb a transmission tower, experiencing the challenges faced by our colleagues working in those environments.
Overhead Line Challenge - Students built transmission towers out of straws and connected them with string (representing conductors), making sure that their structures were stable and met the required clearance values.

After the activities, five colleagues joined me for a panel discussion about their career journeys. Our panellists ranged from those who struggled in secondary school to those with postgraduate degrees, all now thriving at SSEN Transmission, showing students that there's no one path to a successful career.

Why It Matters

Diversity drives better business outcomes—but for me, the true power of diversity is about belonging. It’s about moments like asking a girl who has virtually climbed a transmission tower if she would consider doing it in real life, and getting a “yes” in response; or sharing stories in book club and listening cafés. It’s about creating spaces where everyone feels valued and sees possibilities.

I’ve found that sense of belonging at SSE, and I hope my work helps others—now and in the future—feel the same.

I would like to extend my thanks to the colleagues who helped make the Explorer Day possible: Nicky Gadsden, Jim Masters, Gillian Hurding, Isobel Green, Clare Montgomery, Casey Bauchope, Lori Cuthbert, Mia Pasquale, Caitlin Macquarrie, Alex Pender, Katie Fergus, Carol Roy, Sophia Ali, Sarah King, Sara McGonigle, Ariane Newlands, and Caiti Cairns.

Offshore to Offside: Allan's Dual Role Ahead of Scottish Cup Clash

Sat, 07 Feb 2026 08:47:04 +0000

Offshore to Offside: Allan's Dual Role Ahead of Scottish Cup Clash

Today, Elgin City are set to face Partick Thistle in what promises to be a thrilling Scottish Cup fixture. With a place in the next round at stake, the team are aiming to make history by becoming the first Elgin side to reach the quarter-finals of the competition since the 1960s.

We caught up with Allan, Elgin City manager and Senior Project Manager in our Offshore Delivery Directorate, to discuss his anticipation for today’s match and how he manages the unique demands of leading a football team whilst fulfilling his professional commitments.

Allan shared how he finds balance between his role with Elgin City and his career with SSEN Transmission, describing the joys and challenges of nurturing young talent and contributing to both his teams’ development. His passion for football and dedication to his work are clear, and his success across both roles highlights the value of strong leadership and commitment.

Relishing the prospect of a cup upset

In the video below, Allan talks about his excitement for the upcoming game, the importance of player development, and the fulfilment he finds in both his professional and sporting pursuits. Watch the full interview for an inside look at his journey and insights ahead of the weekend.

Connecting a Different Kind of Network: My Move from Fibre to SSEN

Fri, 13 Feb 2026 12:00:00 +0000

Connecting a Different Kind of Network: My Move from Fibre to SSEN

Connor, a groundworker and jointing mate at SSEN Distribution, talks about changing career and his experience so far at SSEN Distribution.

When I look back at my career so far, it’s definitely taken a few turns—but every step has led me to where I am now.

I started out in construction after leaving school, doing an apprenticeship in bricklaying and landscaping. I enjoyed the hands‑on work and being outdoors, and after that I spent a couple of years driving for work before joining Openreach in 2018.

I’ve always liked using tools, solving practical problems, and working as part of a team. Openreach gave me a lot of that, and over the years I picked up a huge amount of knowledge, confidence, and skill.

After a few good years, I reached a point where I felt ready for something new. Not because anything was wrong, but because I wanted progression and a fresh challenge.

SSE stood out straight away. It offered everything I was looking for:

A new challenge that still felt familiar
A secure, future‑proof career with long‑term opportunities
Better work–life balance, especially outside core hours
A supportive culture where you can always get help when you need it
It felt like the right moment to take the next step, and I’m glad I did.

I expected a learning curve, but the biggest surprise was how quickly things clicked into place.

So many of the skills I’d used at Openreach transferred directly:

Using tools, machinery and diggers
Working safely and following procedures
Handling cable work
Supporting customers on‑site

The work felt familiar, but the environment felt even more supportive. From day one, people were welcoming and always willing to help.

Working at SSE

The teamwork here is brilliant. You’re trusted to get on with your work, but you’re never left on your own if you need support.

There’s also a clear path to progress, and you can see people around you genuinely motivated to do things well. The job itself is varied too - PSI jobs, vulnerable customer support, no‑supply situations - it keeps every day interesting.

On top of that, the balance between work and home life is definitely better.

Making the transition

Making the change was pretty simple!

The work made sense, people were friendly, and the managers here really take time to get to know you as a person, not just an employee. That made settling in much easier.

A lot of my experience from Openreach turned out to be directly useful, including:

Operating diggers and plant machinery
Cable work and practical installation skills
Using hand tools
NRSWA, SLG and risk assessment knowledge
HGV licence
Strong safety awareness
Customer‑focused experience
Having those skills meant the transition felt natural rather than daunting.

I’d definitely recommend SSE as an employer. It’s a great place to work. The training is excellent, actually some of the best I’ve had, and you’re trusted to use the skills you already bring. There’s a strong focus on safety, loads of support, and a much better balance between work and home life.

For anyone looking for progression, a new challenge, or a more secure and supportive environment, SSE is definitely worth considering.

A New Direction in a Growing Industry: My Move from Openreach to SSE to SSEN

Fri, 13 Feb 2026 14:50:56 +0000

A New Direction in a Growing Industry: My Move from Openreach to SSEN

Jamie joined SSE in January 2022 as an Internal Resource Manager, after sixteen years at Openreach. Recently promoted to Resource and Scheduling Manager, Jamie shares his career journey, why he chose SSE, and what the transition has meant for him.

When I joined SSE as an Internal Resource Manager I originally supported a team made up of jointers, gangs, and mates. After two years I was promoted to Resource and Scheduling Manager for the East of the Patch. Today, I lead a team of schedulers, Internal Resource Managers, and frontline colleagues, making sure the right people are in the right place at the right time so we can deliver safely, efficiently, and to a high standard.

Looking back, the journey that brought me here started long before SSE.

I spent 16 years at Openreach, beginning as a copper engineer working on faults and new installations. I later trained on fibre, and then moved into management.

Over the next eight years, I progressed from Operations Manager, leading a team of 19 engineers, to Patch Manager, where I was responsible for 55 engineers and three patch leads. What I enjoyed most was the team culture. I worked alongside some fantastic managers, and together we dealt with the fast pace and constant challenges that came with the job.

But as fibre rolled out rapidly, it became clear that the future demand for copper based work would shrink. I knew that staying where I was would not give me the long term career path I wanted. I wanted a job I could grow into, develop further, and eventually retire from, and I realised that meant looking beyond Openreach.

Why SSE Stood Out

When I began exploring new opportunities, SSE quickly rose to the top of the list. Several things stood out to me:

The rising demand for electricity as EV chargers, heat pumps, and electrification become essential parts of everyday life
The stability and long term growth potential of the energy sector
Strong recommendations from people I trusted who described SSE as a brilliant place to work
Clear opportunities for career progression
It felt like a company with a solid future, and one where I could build mine too.

What I Value Most at SSE

The people here make the biggest difference. From day one, it was clear that SSE truly lives its values, especially when it comes to safety. Safety is not a box ticking exercise, it is the foundation for every decision and every job. That culture creates an environment where people look out for each other and take real pride in doing things properly. The teamwork is strong, the communication is open, and there is a genuine commitment to supporting both colleagues and customers.

Bringing My Openreach Experience With Me

A lot of my experience from Openreach transfers directly into the work I do now. Some of the key skills that have helped me settle in quickly include:

Resource planning and scheduling across large operational teams
Leadership and people management
Making informed decisions while under pressure
Communicating clearly with stakeholders at all levels
Solving problems in fast paced environments
Understanding field based challenges and how to support frontline colleagues effectively
These skills helped me add value from day one and made the transition feel smooth rather than daunting.

Settling In and Finding My Place

Like any change, there was a learning curve with new systems, terminology, and a different type of network. But the fundamentals of planning work, supporting people, and keeping everyone safe remain the same.

What made the transition easier was the support from colleagues. SSE is full of people who are willing to help, and that kind of culture makes a big difference when you are stepping into a new environment.

Would I Recommend SSE to Others from Openreach?

Absolutely. For anyone who wants long term stability, real progression, and a strong team culture, SSE is an excellent fit. The skills you develop at Openreach translate extremely well, and the opportunities within the energy sector are continuing to grow.

For me, moving to SSE was more than a new job. It was the start of a more secure and rewarding future. If you are considering a change, it is definitely worth exploring.

A Fresh Challenge After 20 Years: My Move from Openreach to SSE

Fri, 13 Feb 2026 14:50:48 +0000

A Fresh Challenge After 20 Years: My Move from Openreach to SSE

We hear from Matt Stephens, who joined SSE in September 2024 as a Resource and Scheduling Manager. With over 20 years of experience at Openreach, Matt shares why he made the move, what surprised him when he joined, and what he enjoys most about working at SSE.

Most of my career was at Openreach. Like many people there, I started out in the field and worked my way up into leadership roles. I loved the pace, the variety, and the people. It’s a place where you learn quickly and pick up a lot along the way.

After two decades, though, I knew it was time for something different. Not because I didn’t enjoy the work, but because I wanted a new challenge and a fresh environment. That’s when SSE came onto my radar.

Why I Made the Move

A few things stood out to me:

The chance for new challenges. I wanted to test myself in a different industry
A growing business with big projects and a clear sense of direction
A purpose I could really get behind, especially with net zero and electrification
A culture that felt supportive, open, and easy to settle into
It felt like the right step at the right time, and I’m glad I took it.

What Surprised Me When I Joined

The biggest surprise? How familiar a lot of it felt. If you’ve worked at Openreach, you’ll recognise the challenges:

Dealing with customers and deadlines
Managing people and performance
Keeping on top of safety, quality, and compliance
Solving problems in fast moving situation

These skills transfer seamlessly. Everything I learned continues to make a difference in what I do now.

What I Enjoy at SSE and the Experience I Bring

What I enjoy most about SSE is the people. Everyone works together, supports each other, and there is a genuine sense of teamwork. You are encouraged to speak up, try new ideas, and help shape how we work. It’s a place where your experience matters and you can make a real difference.

My experience from Openreach fits perfectly into this environment. Over the years, I led teams of more than 40 people, managed large operational areas, improved efficiency, strengthened compliance, trained new engineers, and supported major customer programmes. Most importantly, I spent years in Service Delivery building teams, helping people grow, and improving the way work gets done.

Now at SSE, I get to do all of that again, but in a fresh environment with new challenges and exciting opportunities.

Would I Recommend SSE to Others from Openreach?

Absolutely. If you are looking for new challenges, long term stability, opportunities to grow, or just a fresh start, SSE is worth considering. The work is varied, the culture is supportive, and the skills you have built at Openreach will take you far here.

For me, moving to SSE hasn’t just been a new job. It is the start of a strong, rewarding future.