The UK’s technical skills shortage is really a pathways problem
This blog was kindly authored by Farheen Akhtar, Policy & Engagement Manager, The UK Institute for Technical Skills & Strategy.
Significant investments into Artificial Intelligence, Cyber Security, Engineering Biology, Technologies and Quantum Computing have been announced by the UK Government in the past few months. Billions have been committed to infrastructure and innovation, with digital skills and talent high on the national agenda as more people with specialist technical skills are needed in the UK. However, an issue remains. Solving the UK’s technical skills shortage is not simply how many people we train, but how people progress into technical career pathways that can support these high-growth sectors.
Data reveals up to 120,000 extra technical professionals may be needed by 2035 to match growth in the UK’s Digital and Technologies sector, cited in a report by Frontier Economics. Independent analysis reveals a ‘widespread’ and ‘persistent’ technical skills shortage in the six frontier technologies: Advanced Connectivity Technologies (ACT), Artificial Intelligence (AI), Cyber Security, Engineering Biology, Quantum Technologies, and Semiconductor industries.
With the UK’s unemployment rate expected to climb to around 5.3%, youth joblessness near 16%, and ‘Not in Education, Employment, or Training’ (NEET) figures approaching 1 million (Office for National Statistics, 2025), this highlights a systematic issue with the current technical career pipeline and pathways.
The UK doesn’t just have a skills shortage, it’s a pathways problem
Between 63% and 73% of early career workers in frontier industries enter from higher education, compared with around 40% across the wider economy. The central role that universities and research institutes play in training the technical workforce is clear, with an opportunity to create more job-ready graduates to develop and support regional skills clusters. Now the Growth and Skills Levy has come into effect, the report recommendations to expand industry-sponsored apprenticeships, strengthen links between Centres for Doctoral Training (CDTs) and investigate alternative pathways for technical professionals are timely.
Alternative career pathways remain underutilised
Evidence across the frontier industries highlights a persistent misalignment between education pathways and employment. Employers report shortages not only in specialist expertise, but in practical and applied skills, as well as in innovative thinking and the ability to work across disciplines. Skills needs are evolving faster than formal education pathways can adapt, leaving employers facing gaps that are both immediate and structural.
At the same time, alternative routes into technical careers remain limited in scale and visibility. Apprenticeships, degree apprenticeships, and conversion courses are widely recognised as effective pathways, yet they remain under-utilised.
The result is a system that can appear fragmented and overly complicated to those trying to enter it. For many young people, technical careers remain poorly understood, and the report calls for more outreach and awareness to help tackle this.
This matters not only for skills supply, but for opportunity
Where pathways are unclear or poorly signposted, the talent pool entering the workforce becomes limited. This is strongly reflected in the demographic profile of frontier industries. Around 78% of roles relevant to these sectors are held by men, and there is limited evidence on broader diversity characteristics due to fragmented and inconsistent data.
This lack of data is itself a policy problem. Without consistent, comparable information on workforce demographics and skills needs, it becomes difficult to design targeted interventions or track progress over time.
The challenge does not end at entry pathways into technical careers. Progression within frontier industries also presents barriers. Evidence points to limited visibility of technical career routes, inconsistent working conditions and – in some cases – an aging workforce without clear succession planning.
Geography further complicates the picture. Skills provision and employment opportunities are unevenly distributed across the UK, with activity often concentrated in specific clusters. Without more consistent regional support, these imbalances risk becoming entrenched.
Taken together, these findings point to a system that is not yet configured to support the scale or pace of change required by frontier industries. The issue is not simply that there are too few skilled individuals. It is that the routes into and through these industries are fragmented, misaligned and insufficiently visible.
Addressing these skills shortages requires a shift in perspective
First, there is a need to strengthen alignment between technical education offers and employers. This includes expanding opportunities for practical and applied learning, embedding real-world experience within curricula and deepening collaboration between universities, research institutes, and employers.
Second, technical pathways must be developed and elevated. Technical education routes, such as T levels and apprenticeships, should be positioned as core educational offers for young people.
Third, earlier engagement is essential. Improving awareness of technical careers, particularly before young people specialise, will be critical to strengthening the future pipeline.
Finally, there is a need for greater coordination. The current landscape suffers from fragmented data and limited visibility of skills needs across industries. Standardised workforce reporting across the six frontier industries will unlock opportunities for in-depth analysis and future skills mapping.
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