Mark Lammey

Energy Voice editor
Promoted

Xodus: Net-zero focus on skill share for transition

The world is at a pivotal time for energy demand and use. An integrated approach to energy systems will help tackle the dual challenge of decarbonising oil and gas and more rapidly advancing low carbon solutions. But a net-zero focus also requires a shift in how skills are addressed.

Opinion

Developing an all-energy workforce for a net zero future

The transition to a lower carbon economy, including commitments by the UK and Scottish Governments to achieve net zero by 2050 and 2045 respectively, coupled with increased urgency around climate action plans leading to COP26 in November, have sent a clear message.

Coronavirus

Coping with Covid and training for the future

Three of the north-east’s top oil and gas industry training providers share their insights on the challenges created by the Covid-19 pandemic and energy transition with emeritus editor Jeremy Cresswell.

Opinion

Is cash behind ScotWind delays?

Does anything ever go right for the ambition to turn Scotland’s renewable energy resources into actual jobs? Waiting for Godot was a brief intermission by comparison with delays in matching that rhetoric to reality.

Promoted

Propelling young careers in corrosion

Kick-starting a career in energy is challenging for young people, as companies rarely provide opportunities to inexperienced students and graduates.

Promoted

Aberdeen: Next generation hydrogen

Wall Street analysts are calling the prospects for hydrogen, and particularly “green” hydrogen, a once-in-a-generation opportunity – and Scotland is in a strong position to take advantage of this resource.

North Sea

Transparent pay gap reporting highlights progress towards gender balance in oil and gas

Transparency in reporting is producing results, with most operators showing year on year improvements towards gender balance.   We encourage all employers to publish their data without delay, and use it to drive their action plans.   With metrics like the median pay gap (-3% to 46%), percentage of women at the top (5% to 35%) and percentage of women overall (11% to 41%) varying massively between organisations,  it’s clear balance is attainable within our industry but it takes sustained determination at all levels of leadership.