“ With the rapidly changing world of work, priority traits should also be aligned with digitalisation and AI fluency to make green jobs truly jobs of the future.”
GIULIA MARZETTI, MANAGER OF CLIMATE & SUSTAINABILITY, DELOITTE & EUROPEAN CLIMATE PACT AMBASSADOR, EUROPEAN COMMISSION
RETHINKING GREEN CAREER PATHS However, it’s not as simple as training people for these green jobs of the future. Marzetti implied the green career path is in need of a revamp. Not to mention an improvement in essential areas such as safe working conditions and equitable salaries. “Creating 400,000 green jobs in
the next five years is an ambitious endeavour. We need to make engineering and side jobs attractive from the start and catalyse the interest to join green jobs from an early age, or for school leavers, given the timeline. Wouldn’t it be refreshing to hear a child say, when I grow up, I want to become a wind turbine engineer? Secondly, we need to retrain our high carbon sector workers who already have transferable skills. We also need to be mindful about competitions between sectors, for example between nuclear and offshore technology and financial sectors that may intensify gaps in green skills and personnel.”
Marzetti voiced issues with the
training and qualification landscape stating that numerous overlapping green job schemes had resulted in a somewhat weaker and confused message about industrial strategy. She welcomed the Energy Skills
Passport, which is being trialled to help oil and gas workers transition to offshore wind and hoped for its expansion to include other sectors. And the UK’s return to the EU’s Erasmus+ programme from 2027 which will allow students and academics to collaborate and develop their green skills. Marzetti highlighted the need
for both public and private sector involvement when it comes to building the workforce. Particularly private, to help detail specifications of the jobs required and to develop and create jobs and training. Citing what she called the three
P’s, Marzetti explained how the next steps in developing green skills should be to – prepare the pipeline of talent, preserve the talent and propel the talent. She also highlighted issues with career longevity, diversity and engaging women in the sector. “Once people enter into the
green jobs pipeline, we need to make sure they have a fulfilling and long career. Have you ever heard of the leaky pipeline? This is when women leave engineering, science, technology jobs early. The average age of women leaving STEM jobs as they climb the career ladder is 43, and 64 for men. Strategic interventions are required to keep women in the green jobs workforce.” Engaging all members of society
to grow green skills is essential too as she stressed the need to both employ and train career switchers, career returners and veterans to unlock their
full potential create thriving communities.
WORKFORCE PRIORITIES & BUILDING AGILITY Policy priorities for addressing skills gaps and attracting and retaining talent in clean energy were covered by Hugo Jones, deputy director, Office for Clean Energy Jobs. While
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