Amid these challenges, the silver lining is that technology is part of the solution. Advances in technologies such as cloud computing, data centre infrastructure management tools, uninterrupted power system hardware and virtualisation software has enabled data centres to be more energy efficient even as they grow in computing power. In fact, a 2020 study found that the amount of energy consumed by the world's data centres grew only 6 per cent between 2010 and 2018, even as overall computing power grew by 550 per cent in the same period. As more governments collaborate with businesses to drive the development and adoption of such technologies, we will likely see data infrastructure that is not only less costly but is cleaner, more compact, and with a far smaller carbon footprint.
NAVIGATING THE TALENT SHORTAGE
As organisations look to ramp up this technological advantage, they will also need to ensure that their talent pool is equipped with the necessary knowledge and expertise to meet incoming capacity demand while managing other ongoing resource challenges the pandemic has brought on in areas such as construction or component sourcing.
Asia's tech talent crunch has long been a challenge for businesses, and the pandemic has only exacerbated the issue. According to Uptime institute's Global Data Center Staffing Forecast, 50 per cent of data centre
owners and operators are now finding it more difficult to find qualified candidates, up from 38 per cent in 2018. With the global demand for data centre staff set to hit 2.3 million full-time staff by 2025, regional data centre hubs like Singapore will find it increasingly difficult to maintain their pole position should they fail to build a sustainable pipeline of talent.
Today's increasingly complex operating environment demands data centre professionals to be informed about a range of emerging technologies. The list of critical skills which now spans multiple areas, ranging from physical and virtual security to power management, analytics and Al, require an extensive relook at training programmes and job design as a start. Only when such roles are reviewed properly can organisations then map out the skills that their teams need to build internally and make the call on what expertise and functions can be tapped on externally through strategic partners.
Diversity and inclusion initiatives aimed at improving female representation in the data centre sector will also be increasingly important to filling the talent gap. Action needs to be taken to bridge gender disparity on all fronts, from recruitment, mentorship and training, to building an overall workplace culture that champions diversity and shuns discrimination. These actions can go a long way in the journey towards a more inclusive approach and will be critical to attracting and retaining more women to be part of a more adaptable and resilient workforce.
TOWARDS A SUSTAINABLE, DIGITAL FUTURE
The pandemic has left an indelible impact on the way we work and live. Even though data infrastructure owners will continue to face complex issues on many fronts, Covid-19 has presented an opportunity to take
stock and reassess existing approaches. Like any transformational shift, paying equal attention to the people, process and technology aspects has been key to many organisations’ success in the past year.
However, change is on the horizon again, and the return to the workplace together with the imminence of widespread 5G adoption is likely to present a new set of challenges. Another potentially larger wave of technological transformation is incoming, and to reap its benefits across all areas of society, governments and businesses will need to remain committed to collaboration to manage the growth of our data infrastructure in a sustainable manner.