National security depends as much on digital infrastructure and advanced manufacturing as it does on traditional defence systems. Yet, the UK’s defence sector is struggling to fully embrace these advances. Employers are reporting shortages in cyber security expertise, digital skills, and STEM capabilities. This isn’t just about a lack of coders or engineers; it’s also about leadership—having people who can see the big picture, adapt to change, and guide teams through complex challenges.

At the same time, the sector must attract and retain a diverse range of talent. While progress is being made—women now make up 21.1% of the workforce, up from 20.2% the year before—the industry still has a long way to go to reflect the diversity of the communities it serves.

Solving a problem this big requires creativity, collaboration, and a willingness to think long-term. Here’s how we can start:

Upskill the Workforce
Lifelong learning isn’t just a buzzword—it’s a necessity. Industries like defence, which rely on cutting-edge technology, need to make continuous education a core part of their culture. That means investing in:

• Professional Development: Regular training to help employees stay ahead of emerging trends and technologies.
• Practical Learning: On-the-job training that allows workers to build new skills while solving real-world problems.
• Flexible Education: Digital platforms that make learning accessible and personalised for every employee.

Collaborate Across Sectors
Innovation thrives where industries intersect. The defence sector can learn a lot from industries like tech and aerospace, where rapid change has become the norm. Partnerships between government, private companies, and universities can drive breakthroughs in training and recruitment.

Invest in the Next Generation
Generation Alpha, the digital-first cohort that will soon enter the workforce, will look for jobs that align with their values and offer opportunities to grow quickly. The defence industry can attract this talent by highlighting its purpose—keeping people safe—and by creating pathways for rapid skills development.

Harness the Power of Data and AI
Predicting workforce needs is one of the toughest challenges any industry faces. But thanks to artificial intelligence, we now have tools that can analyse data across sectors and identify emerging trends. Using AI to forecast skills demand will help companies focus their training efforts and adapt more quickly to change.

The JEDHub report shows that progress is possible. Recruitment in the defence sector jumped by 17.8% from 2021 to 2022, driven by growing investment in apprenticeships and graduate programmes. Defence R&D is also on the rise, particularly in air and maritime technologies, where funding reached over £1.7 billion in recent years.

But we can’t stop here. These gains need to be scaled across the entire sector, and they need to be paired with a stronger focus on diversity and inclusion. A younger, more diverse workforce doesn’t just fill the gaps—it brings new perspectives and ideas that drive innovation.

If the UK’s defence sector is going to thrive in the years ahead, we need to think bigger about how we train, recruit, and develop talent. This isn’t just about solving today’s problems—it’s about preparing for the challenges of tomorrow.

At LUNIQ, we’re working to bridge these gaps by connecting the right talent with the right opportunities. But no single organisation can solve this alone. It’s going to take all of us—government, industry, and academia—working together to build a smarter, more adaptable workforce.

The good news? We have the tools and the talent to get this done. Now, it’s up to us to make it happen. If you share our commitment to building the future of defence, we’d love to hear from you. Together, we can secure a brighter, more resilient future for the UK and beyond.

William Vargo

Managing Director