Nigeria’s plan to create 840,000 jobs by its energy transition programme by 2050 could face a serious workforce challenge, with a brand new report questioning the nation’s capability to supply the expert manpower and institutional help required to realize the goal.
The report, “Can Nigeria Deliver Its Energy Transition Plan? Nigeria Energy Transition Capability Baseline 2026,” revealed by Energy Transition Africa (ETA), mentioned the nation lacked enough publicly out there proof to ascertain whether or not its workforce and establishments may ship the bold programme.
Nigeria’s up to date Energy Transition and Investment Plan, revealed in November 2024, envisages about $500bn in further funding, 277 gigawatts of put in energy capability by 2060 and 840,000 new jobs by 2050.
However, the report mentioned there was no consolidated nationwide evaluation figuring out the variety of professionals required, the occupations wanted, the place they’d be deployed and whether or not current coaching techniques may meet the demand.
“Nigeria has a plan for the megawatts and a projection for the jobs. But where is the workforce plan connecting the two?” Vincent Egoro, ETA’s Executive Director and analysis lead, requested.
The report additionally raised considerations in regards to the upkeep of mini-grid installations, saying out there employment knowledge couldn’t set up the variety of technicians required to maintain the services over time.
It additional questioned the staffing capability of state electrical energy regulators, noting that though 16 states had accomplished the regulatory transition by July 2026, proof on their specialist personnel, workloads and institutional efficiency remained inadequate.
ETA examined 16 main energy-transition necessities throughout six functionality areas, producing 96 evidence-assessment classes, none of which could possibly be labeled as totally measured.
The organisation advisable a coordinated nationwide evaluation, starting with the ability sector, to establish workforce necessities and institutional gaps.
“The question is no longer simply how many people we can train,” Egoro mentioned, stressing the necessity to set up the talents required, the place employees can be deployed and whether or not establishments may maintain them,” Egoro added.
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