Retaining Graduates in the Energy Sector: Insights from Australian Energy Week 2025

Moderator:  

Bronwyn See, Australian Gas Trust 

Panel Members:  

Stephanie Somerville, Australian Power Institute (API) 

Martin Kolos, Emerson 

Ying Luo, Amplitude Energy 

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As the energy sector continues to evolve, the demand for fresh talent is higher than ever. But with competition from tech, finance, and consulting industries, how can the energy sector retain its graduates? This was the core theme discussed on the Insights Stage on Day 1 of the Australian Energy Week Conference. The conversation revealed key strategies and challenges that organisations face in nurturing the next generation of energy professionals. 

1. Purpose-Driven Work: A Key Motivator for Graduates 

One of the standout insights came from Stephanie Somerville of the Australian Power Institute, who emphasised the importance of purpose-driven work in attracting and retaining graduates. "These graduates are leaving university with a strong desire to make a difference," said Somerville. "They want to be part of the clean energy transition and see their work having a global impact." The key to retention, she explained, lies in aligning the values of the organisation with the personal values of the graduates. "By ensuring that graduates are passionate about the purpose and aligned with the company’s values, we can retain them long-term." 

2. Understanding the Graduate Experience: Bridging the Gap 

While graduates often enter the energy sector with high expectations, Martin Kolos from Emerson highlighted the challenge of managing the reality of their roles. He explained, "It’s crucial to help them understand the incremental impact they’re making, even if it seems small. The energy sector evolves gradually, and linking their contributions to the broader societal change can prevent disillusionment." The energy sector, he noted, is not about drastic, immediate changes but about steady innovation and incremental improvements. 

Graduates are often highly energetic and enthusiastic when they join, but as the days pass, they may feel disconnected from the long-term goals of their work. This is where engagement and mentorship come into play. "We need to provide opportunities for graduates to engage creatively, whether through innovation projects or cultural initiatives," said Kolos, stressing the importance of offering avenues for growth and connection within the company. 

3. Leadership Training and Career Development 

Ying Luo from Amplitude Energy shared her perspective on the importance of leadership training for graduate retention. She pointed out that many graduates leave the sector not because of the work itself but due to poor leadership. "When graduates feel they are not supported or mentored, they lose their motivation. It's about creating leaders who can inspire and engage these young professionals." Luo suggested that leadership development programs are essential, not just for senior management but for all levels of the organisation, to foster a culture of support and growth. 

4. The Evolving Role of AI in the Energy Sector 

With the rise of AI and automation, graduates today have a unique challenge: how to leverage technology without losing sight of the human element. Somerville and Luo both spoke about the potential of AI to reduce grunt work and allow graduates to focus on more meaningful tasks. "AI is a tool, not a replacement," said Somerville. "Graduates today are native users of AI. They understand how to use it creatively, and they bring a fresh perspective to how it can be applied in the energy sector." 

Luo also touched on the evolving perception of AI. "While some graduates might resist AI due to concerns about energy consumption, it's important to educate them on its benefits and sustainability in the long term," she explained. As the energy sector continues to grow, the role of AI in optimising energy systems will be a valuable asset for young professionals. 

5. Flexible Work Environments and Hybrid Models 

The shift towards hybrid working was another hot topic during the discussion. Luo reflected on her own career and how the work-from-home model was once an exception but is now a norm. "Technology allows us to work from anywhere," she said. "Flexibility has become essential to retention, and we need to adapt to the changing needs of our workforce." For many graduates, especially those early in their careers, the ability to maintain a work-life balance is a crucial factor in deciding whether to stay with a company long-term. 

6. Mentoring and Career Pathways 

A major theme that emerged from the discussion was the role of mentoring in graduate retention. Kolos stressed that the mentoring process should not just be formal but integrated into everyday work life. "Mentorship doesn't have to be structured. It’s about having conversations, asking the right questions, and helping graduates understand their career trajectory," he said. Graduates often don’t know what their long-term career paths will look like, so it’s crucial for organisations to help them explore different roles within the sector. 

Somerville echoed this point, stating that graduate programs should provide rotation opportunities across different areas of the business, not just focus on one specialty. "The energy sector offers many career paths beyond just engineering—there are roles in law, science, and technical training," she explained. Providing graduates with visibility into various roles within the organisation will help them feel more connected to the larger mission and provide a clear pathway for growth. 

Conclusion: A Multifaceted Approach to Graduate Retention 

Retaining graduates in the energy sector is not a one-size-fits-all challenge. As discussed by industry leaders, it involves understanding and addressing the unique motivations of young professionals. From fostering a purpose-driven culture and providing leadership opportunities to embracing technology and offering flexibility, the energy sector must evolve to meet the needs of the next generation of workers. 

By offering meaningful work, opportunities for growth, and a supportive work environment, companies can retain talented graduates who are eager to make a difference in the world. 

This article has been written by AI from the audio transcript of the panel discussion at Australian Energy Week.