Star attraction – leading the next generation to water

The winner of the Institution of Engineering & Technology (IET) Rising Star award, Tom Bowman of Metasphere, reflects on the challenges on skills and recruitment facing the water sector in this Q&A, and calls for greater mentoring and apprenticeship schemes to attract a fresh wave of talent to the sector. 

Tom Bowman, 23, is an embedded test engineer at Metasphere – the Grundfos-owned technology business specialising in remote network monitoring and control. In 2024 he won IET’s Rising Star of the Year Award. He is a passionate innovator with three Institute of Electrical & Electronics Engineers (IEEE) publications to his name, and 12 filed patents, covering topics such as IoT, cyber security and drones - all within three years of graduation. He is also a mentor and coach to other early-career professionals, and a STEM ambassador. 

Currently, workers under 24 comprise only 8% of the UK water sector, and over 20% of the current skilled workforce is set to retire within the next decade. Why is the sector struggling to recruit and retain talent? 

It is a complex issue, but several key factors are at play. It is not that young people do not want to contribute to something vital – clean water and sanitation are essential – but the water industry, as it is currently perceived, often misses the mark.  

The sector, rightly or wrongly, is often seen as traditional and set in its ways. We need to change that narrative and showcase the exciting advancements happening in areas like water treatment technology, sustainable water management and digital monitoring solutions within the sector. 

How can the sector better attract young people? 

Attracting Gen Z requires understanding their values. Deloitte's 2024 Gen Z and Millennial Survey reveals that half of Gen Zers have declined work due to ethical concerns, and 75% prioritise an organisation's community engagement and societal impact.  

The water sector must authentically demonstrate its commitment to these values. This means showcasing how the industry’s work directly contributes to public health, environmental sustainability, and community resilience using quantifiable achievements, such as reduced water leakage or restored ecosystems.  

Early career professionals also prioritise opportunities for continuous learning, skill development, and appreciate clear career pathways. The water industry, including the supply chain, needs to better articulate the potential for growth and advancement.  

Companies need to make it clear that there are defined routes from entry-level positions to leadership roles, and opportunities to specialise in diverse areas like environmental engineering, data analysis, or communications and community engagement.  

You started your career as an apprentice in the telecommunications sector – is there anything the water sector can learn? 

Telecom companies often engage with schools and universities to promote STEM education and raise awareness of career opportunities in the industry. They offer scholarships, internships, and apprenticeship programmes to attract young talent.  

The water sector needs to invest more in early engagement and education. We need to partner with schools to introduce students to water-related concepts and career paths. We need to offer more internships and apprenticeships to provide hands-on experience and attract young people to the sector. 

How do you see young people shaping the future of the sector? 

Young people are increasingly driven by a desire to make a positive impact on the world. The water industry should be a natural fit for this, given its crucial role in public health, environmental sustainability, and climate resilience.  

However, we need to communicate this impact more effectively. We need to showcase the real-world benefits of working in water, from ensuring access to clean water in developing countries to protecting our ecosystems in the UK from pollution.  

We must connect the work being done in the water sector to the broader challenges of climate change and sustainable development. 

Can mentoring schemes help? 

I am passionate about the value of mentoring, and internally, mentorship programmes are crucial. Pairing experienced professionals with new-hires like me when I started, accelerates development and creates a valuable knowledge-sharing culture. 

I’m lucky that Metasphere champions this approach - recognising the importance of guidance and support for early-career professionals. 

I've seen firsthand how crucial mentoring and special educational needs and disabilities (SEND) support can be in tackling our recruitment challenges. We are facing a skills gap, and we need to attract and retain diverse talent to ensure the sector's future.  

Making the water sector more inclusive for individuals is not just ethically right, it is strategically smart. We are missing out on a huge pool of potential talent if we don't create accessible and supportive workplaces. 

What other key strategies can help tackle the recruitment shortage? 

Paid internships are incredibly important for providing real-world experience, and we need tailored graduate programmes with competitive compensation to attract top talent.  

Continuous development is key too. Offering opportunities for certification, professional accreditation and awards, conference attendance, and ongoing training improves job performance and satisfaction, and also demonstrates investment in water workers – whether they are new to the sector or seasoned professionals.  

Taxonomy

• Water