Employment and skills

Investing in our people: empowering our workforce

Our industry supports over 200,000 skilled jobs across the UK. The expertise and infrastructure they have built up will help the country expand into clean energy.

Tackling the net zero challenge successfully requires an engaged workforce. Our Employee Engagement Hub provides information and materials our members can use. Members can influence content by sharing experiences of best practice, examples of industrial and employee relations. They can also join the workforce engagement group, comprising senior HR and communications experts from member companies.

  • Workforce Charter
  • Resources for Employee Engagement Policy
  • Employee Engagement Tools

This Charter outlines the commitment across the offshore energies industry to provide quality employment by implementing fair, inclusive, and sustainable workforce relationship practices; the Charter also contributes to our people and skills commitments in the North Sea Transition Deal (NSTD), to ensuring high employment standards and equality of opportunity.

Resources aimed at assisting managers in developing and implementing employee engagement policy and strategy within their organisations.

Business case for employee engagement

The document outlines the importance of employee engagement in enhancing safety and operational excellence within both offshore and onshore operations. It emphasizes how engaged employees are crucial for following safety protocols, contributing to operational efficiency, fostering innovation and sustainability, retaining a skilled workforce, and ensuring regulatory compliance.

Employee Engagement Strategy

This Employee Engagement Strategy has been developed in conjunction with the OEUK Employment Charter as a supporting document. There is no requirement for companies to sign up to this strategy, it is intended to be used by organisations when implementing the principles in the charter.

Employee Engagement Lifecycle

The employee engagement lifecycle refers to the various stages that an employee typically goes through during their career, from initial recruitment to departure or retirement. This lifecycle encompasses the interactions, experiences, and emotions that employees encounter throughout their employment journey and the different priorities. Managers can use this to complement their Employee Engagement Strategy to ensure that it is taking into account the different needs of employees.

Resources to help with the implementation stage of your employee engagement strategy. Please note that OEUK is not affiliated with any of the tools mentioned in this document and this is only for information purposes.

Employee Engagement Tools

This document contains a detailed a number of known systems that can help you with the practical implementation of Employee Engagement Policy.

Listening, Hearing, Actioning Feedback

The document outlines the “HEAR” feedback model, focusing on listening to feedback, empathizing with the perspective shared, answering responsibly, and reinforcing the importance of feedback in fostering open communication and improvement.

Engagement Plan Example

The example of an engagement plan details initiatives like Village Townhalls, Management Team Offshore Visits, Recognition, Career Development, and Employee Feedback activities to foster team cohesion, inclusion, and a culture of engagement within a company or contract team environment.

Companies who endorse the Workforce Charter

Working together, producing cleaner energies