Leo Hambro from Tidal Transit has some advice for the new government in London. The UK’s maritime industry stands at a crossroads: it’s poised for significant growth driven in part by the burgeoning offshore wind sector, yet an overshadowing mariner skills shortage threatens to stall progress and put a ceiling on the sector’s rate of expansion. As such, addressing the shrinking supply of maritime professionals will be crucial for strengthening the industry’s long-term potential, unlocking the economic opportunities that the sector provides and ensuring the UK stays competitive in the global maritime landscape. Insight from the Maritime Skills Commission (MSC) paints a concerning picture indeed: the average age of a maritime professional sits at around 45 years, with nearly 40% of the workforce over the age of 50, and a paltry 14% aged under 30. This age imbalance presents a two-fold problem. Firstly, the looming retirement of a large proportion of the workforce will eventually lead to a significant slump in available manpower; secondly, the lack of younger generation entering the field suggests a declining interest in maritime careers. At the same time, advancements in technology are transforming maritime operations. Expertise in traditional areas like engineering and logistics remains crucial, but now with increased focus on green skills in the fields of renewable energy, clean technologies and alternative fuels. Moreover, the tightening of restrictions on overseas workers further limits the pool of available talent, leading to delays in projects, stretched workloads for existing mariners and potential declines in service quality. The future of the UK maritime sector hinges significantly on strategic investments into the next generation of professionals. It takes a long time for the school leavers of today to become the ship masters of tomorrow, in part because in many cases young mariners cannot be taken offshore until the age of 18 due to hours of work regulations. Additionally, an increased emphasis and incentives for further education means fewer and fewer young people are going out to sea in the earlier stages of their lives. It’s for this reason that young people need to be engaged at school and college from an early age and be given the opportunity to earn certifications in the classroom before heading out to sea. This way, young mariners will be well-prepared to enter the profession once they reach adulthood. Alongside building up a strong domestic pipeline of young mariners, it’s crucial that the UK opens up its borders to overseas workers to fill the growing demand for an experienced workforce. Due to cumbersome and outdated visa processes, it’s much easier for UK mariners to work overseas than to bring workers into the UK. Employing non-UK professionals involves a long, drawn-out process which must be simplified and streamlined if we are to attract the best talent from the huge global talent pool. Building diversity, equity and inclusion within the maritime sector is equally as important. A recent study by the Maritime Skills Commission revealed that only 3.5% identified as non-white, while just 12% were women. Promoting inclusivity and creating a welcoming environment for all demographics can significantly broaden the pool of talent available which is vital for tackling the complex challenges faced by the industry today. The UK maritime industry has the potential to ride the wave of rapid growth, but only if it tackles the