Ask Onix
Defence industry faces growing skills shortage
The UK's defence sector is grappling with a widening skills gap as it competes with tech firms for graduates in science, technology, engineering, and mathematics (STEM). While the government ramps up investment in AI and cyber capabilities, ethical concerns and industry perceptions are deterring young professionals from joining the field.
Ethical dilemmas and shifting priorities
For computer science graduate Caleb, the defence sector's appeal-high salaries, job security, and clear career paths-was overshadowed by moral reservations. "It's one of those jobs where you don't want anything you work on to be used," he said, reflecting a broader unease among his peers about contributing to lethal technology.
Recruitment experts note a generational shift in workplace values. "Gen Z has a different mindset," said Louise Reed, solutions director at Reed Talent Solutions. "Morals and ethics come into it. They want to work for companies that give back and have a purpose."
Phil Bearpark, who specializes in defence recruitment at the same firm, added that public support for the military has waned compared to previous decades, indirectly affecting the industry's ability to attract talent.
Industry efforts to rebrand and adapt
Defence leaders acknowledge the challenge and are working to highlight the sector's broader contributions. Colin Hillier, CEO of Mission Decisions, emphasized that only a small fraction of defence work involves "kinetic" (lethal) systems. "The same helicopters used in operations also perform rescues and disaster relief," he said.
Thales UK, a major defence contractor, underscores its role in cybersecurity and critical infrastructure. "We create technology that protects people in every facet of their lives," said HR Director Lindsey Beer. The company runs outreach programs from primary schools upward to promote STEM careers and dispel misconceptions.
Perceptions of rigidity and innovation gaps
Beyond ethics, the sector's reputation for conservatism and outdated systems is a hurdle. Alex Bethell, a final-year computer systems engineering student at Bath University, enjoyed his industry placement at a defence firm but worries about working on "slightly older systems" that may require decades of maintenance.
"My cohort wants to work at the cutting edge-design or verification testing," he said. Smaller, more innovative firms may appeal more to young recruits than traditional "prime" contractors.
Hillier noted that the sector's historic reliance on ex-military personnel, while valuable for subject-matter expertise, can limit diversity and deter younger candidates. "Sometimes it's better to have people from outside the forces," he said, citing transferable skills.
Expanding recruitment strategies
Thales is diversifying its hiring approach, targeting career switchers from tech and non-tech backgrounds. Recent recruits include former teachers and a chef, according to Thales executive Andy Guy. The company also collaborates with universities to align curricula with industry needs.
Louise Reed advised firms to look beyond graduates, as rising university costs and accessibility barriers make alternative pathways more attractive. One client scrapped its graduate-only policy after realizing it was "a door closer."
Signs of progress and pragmatic choices
Despite challenges, there are signs of progress. Bethell said roughly half his university cohort spent their industry placements in defence or related fields. For many, the sector's stability and opportunities outweigh initial reservations.
Caleb expects his peers to eventually join defence firms out of pragmatism. "When everybody turns up at uni, they're like, 'I'm going to make video games in my basement,'" he said. "Then they realize that might not happen-and they might just need a job."
