What is the problem of energy development in Poland?

When thinking about the development of energy, we usually associate it with an emphasis on building new technologies and developing science. While these are undeniably important issues, nothing could have happened without the people who design, build and oversee safety; for example, Poland's newly established offshore wind farms.

In addition to the construction of Polish offshore, the development of photovoltaics, grid automation or nuclear investments, the most important part of energy changes are the competence and professionalism of the people who create them. They are primarily responsible for safety oversight and the adaptation of new solutions, which often determines the success of the energy transition. Empirical studies confirm that human capital has a significant impact on the development and success of the energy transition. An analysis of data from 126 countries found that a high level of human capital positively reinforces the effects of renewable energy activities and contributes to more effective implementation of energy and environmental policies (The interplay of renewable energy and human capital: Unveiling the moderating pathways to carbon emission mitigation in a global panel study 2025).

W&W Consulting and HSE Energy respond to market needs

In the last December issue MIT Sloan Management Review Poland companies dealing with safety in the energy sector on a daily basis, W&W Consulting and HSE Energia — talked about how the use of local Polish services and the promotion of a safety culture promote energy development in Poland. In the text Competences — a silent barrier to energy transformation Hubert Wawrzyniak (CEO of HSE Energy, co-founder of Jobsdoor.eu) and Magdalena Molik (Director of Development at W&W Consulting, co-founder of Jobsdoor.eu) emphasize that one of the key and often underestimated elements of the energy transition is conscious investment in local human capital and skills built on site.

As the authors point out, the key value is the provision of the so-called. Inhalt lokale — develop and use local competences and resources. HSE Energy operates at the intersection of operations and regulation, helping companies operate in accordance with global standards while building the local expertise needed to deliver large infrastructure projects. Creating and using Polish services is not only an expression of care for cooperation between domestic companies, but also a sign of confidence in their development and competence. Long-term practice in the area of security (W&W Consulting) of work has become the foundation for building organizational culture, in which man and the conditions in which he performs his work constitute the basis of quality and professional ethics. The extension of these good practices to the energy sector through the establishment of HSE Energy is therefore the next stage of activities and an expression of the ambition to strengthen the Polish economy and its resilience in the process of energy transition.

Digitalisation and digitisation of OSH as the key to change

To understand the context of energy development, it is worth looking at the data: Analysis by the International Renewable Energy Agency (IRENA) and data submitted to the UNFCCC indicate that the Polish renewable energy sector already employs more than 212,000 people. PRognoses show that by 2050 this number could increase up to four times. With such a rapid pace of development of the industry, Poland — as a country of nearly 40 million implementing ambitious investment projects — must have a strong local competence base and companies capable of active and long-term participation in the energy transition. As Hubert Wawrzyniak (CEO HSE Energy, Co-Founder) points out Jobsdoor.eu): 

The shortage of specialists means that digitization becomes not only a support, but also a condition for maintaining operational continuity. The phygital model allows you to scale expertise, make more efficient use of available resources and ensure a high level of security even in projects of high complexity and dispersion.

The scale of investments in the energy sector is growing every year, and with it the pace of work and the complexity of projects. In such realities, the traditional approach to QHSE is increasingly simply not keeping up. Paper procedures, manual reports and distributed data make it difficult to manage security efficiently, especially when there is a shortage of experienced professionals on the market. This is why digitization and approach are becoming increasingly important phygital — that is, combining the work of people in the field with digital tools. The Health and Safety Inspector is still there, but it's backed by a platform like Safety Cloud Hub™ that organizes data, speeds up reporting, and allows you to respond faster to real-world threats. Work safety ceases to be “paper” and begins to work in real time.

Importantly, technology is not meant to replace humans. Its role is to facilitate the work, to take part of the routine duties off the shoulders of specialists and to give them the tools that allow them to act more effectively. Thanks to this, work in the energy sector becomes not only safer, but also more efficient — and this directly translates into the development of the sector, new jobs and greater stability of the entire energy system.

The role of women: a potential that we cannot waste

The energy transition is not just about technology, investments and megawatts. These are, above all, people whom today, in the age of technology, we still forget all too often. Figures from the International Energy Agency (IEA) and IRENA make it clear: women make up only about 20% of those employed in the energy sector and less than 15% hold managerial positions. In renewable energy sources, the share of women is higher, reaching 32%, but still the most common are administrative roles, not technical or decision-making. It's not a lack of competence — it's a missed opportunity.

At a time when the energy sector is facing a shortage of personnel, increasing scale of investment and pressure on security, we simply cannot afford to ignore the potential of women. Diverse teams are more resilient, better at managing risk and responding more effectively to change — and this in the energy sector has a real impact on project quality and job security.

Therefore, issues such as equality, security, local content and professional activation are the foundation of projects implemented both at W&W Consulting and at HSE Energy. From the same values, the initiative was born Jobsdoor.eu; a recruitment service and a platform for dialogue on the labour market, which genuinely supports the opening of the energy sector to women. Through transparent recruitment processes, promotion of development paths in technical professions and discussions about barriers and opportunities, Jobsdoor.eu responds to the real needs of the market with concrete actions.

If the energy transformation is to succeed, it must be people-driven. The inclusion of women in the energy sector is therefore not an addition or a trend, but a condition for sustainable, safe and responsible development. Sources:

1. https://mitsmr.pl/miejsce-pracy-zespoly-i-kultura/kompetencje-cicha-bariera-transformacji-energetycznej/
2. https://www.iea.org/topics/energy-and-gender?
3. https://dalkiapolska.com/pl/women-s-energy-in-transition-polish-edition
4. https://dalkiapolska.com/pl/women-s-energy-in-transition-polish-edition
5. situ https://www.sciencedirect.com/science/article/pii/S2666188825006720?