On Tuesday 4th November 2025, Sizewell C reached financial close, meaning that it becomes a fully funded, standalone organisation. Construction will take at least 10 years and will start to generate power in the mid 2030s. Here is how it will affect the nuclear industry:
- At least 10,000 jobs created, plus thousands more in the supply chain with the promise of 70% contracts going to UK-based companies
- The creation of 1,500 apprenticeships
Read more about the financial close here.
IDN welcomes the news, which is a positive step towards meeting the UK’s clean energy needs and for creating jobs and building a skilled talent pool for our industry.
Adding 11,500 new employees to an already formidable workforce – currently at 87,000 – is no mean feat. This is a time of immense change, with strong ambitions and national impact. So, the industry has a collective responsibility to lead this change with a plan to open this opportunity to all.
We ask all organisations in the nuclear industry and its supply chain to consider:
Outreach: How are you planning to reach out the potential talent pool and which channels have you not considered exploring before that could open opportunities to new audiences?
Engagement: How are you talking to potential recruits (or those figuring out their career options) and framing the nuclear industry as the employer of choice?
Recruitment: How are you attracting job applications? Are your usual channels reaching as wide a demographic as possible? Are your recruitment policies up to date? How are your interview processes ensuring inclusion and equity at each stage?
Retention: Once new recruits are in post, how will you ensure that they stay, thrive, and progress? What actions are you taking to build inclusive cultures where people feel safe to speak up, where differences are valued, and where diverse leadership is visible at all levels?
Development: How are you ensuring that training, mentoring and sponsorship opportunities are equitable? How can you remove barriers that could limit access for people from under-represented backgrounds?
Measurement: What data are you collecting and sharing to understand the demographics of your workforce, track progress, and identify areas for improvement? How are you taking accountability to address those areas for improvement?
Leadership: How are leaders across the industry demonstrating visible commitment to inclusion? Are they creating space for conversations about equity, fairness and belonging? How are leaders driving long-term cultural change?
Change for the industry is inevitable, with new innovations and clean energy goals to consider, plus the influx of people needed for the future that lies ahead. Is your organisation ready to meet this change with the intention and environment your workforce needs to thrive?
IDN champions workplace inclusion, diversity, and equity through research, training, and evidence-based resources. For more information, contact us at info@idnuclear.com
