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Skills Development and

Inclusivity for Clean

Energy Transitions

September 2022

The IEA examines the

full spectrum

of energy issues

including oil, gas and

coal supply and

demand, renewable

energy technologies,

electricity markets,

energy efficiency,

access to energy,

demand side

management and

much more. Through

its work, the IEA

advocates policies that

will enhance the

reliability, affordability

and sustainability of

energy in its

31 member countries,

11 association countries

and beyond.

Please note that this

publication is subject to

specific restrictions that limit

its use and distribution. The

terms and conditions are

available online at

www.iea.org/t&c/

This publication and any

map included herein are

without prejudice to the

status of or sovereignty over

any territory, to the

delimitation of international

frontiers and boundaries and

to the name of any territory,

city or area.

Source: IEA. All rights

reserved.

International Energy Agency

Website: www.iea.org

IEA member

countries:

Australia

Austria

Belgium

Canada

Czech Republic

Denmark

Estonia

Finland

France

Germany

Greece

Hungary

Ireland

Italy

Japan

Korea

Lithuania

Luxembourg

Mexico

Netherlands

New Zealand

Norway

Poland

Portugal

Slovak Republic

Spain

Sweden

Switzerland

Republic of Türkiye

United Kingdom

United States

The European

Commission also

participates in the

work of the IEA

IEA association

countries:

Argentina

Brazil

China

Egypt

India

Indonesia

Morocco

Singapore

South Africa

Thailand

Ukraine

INTERNATIONAL ENERGY

AGENCY

Skills development and inclusivity for clean energy transitions Abstract

PAGE | 2

Abstract

Ongoing energy transitions and decarbonisation efforts are poised to bring

profound shifts in the sector’s employment, including massive new opportunities

for job creation in clean energy. At the same time, traditional energy sectors will

experience declining job opportunities. In most cases, this will require the

development of both new programmes of education, certification and vocational

training along with targeted upskilling or reskilling programmes for the existing

workforce. Several governments, companies and industry organisations, among

other stakeholders, are already developing robust educational and skills training

programmes to meet the challenges of the workforce transition. Therefore, a

review of existing skills and training programmes can provide valuable insights for

others embarking on their own energy transitions. This report compiles a collection

of case studies from around that world that showcase programmes designed to

address skills development of workforces for energy transitions.

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SkillsDevelopmentandInclusivityforCleanEnergyTransitionsSeptember2022TheIEAexaminesthefullspectrumofenergyissuesincludingoil,gasandcoalsupplyanddemand,renewableenergytechnologies,electricitymarkets,energyefficiency,accesstoenergy,demandsidemanagementandmuchmore.Throughitswork,theIEAadvocatespoliciesthatwillenhancethereliability,affordabilityandsustainabilityofenergyinits31membercountries,11associationcountriesandbeyond.Pleasenotethatthispublicationissubjecttospecificrestrictionsthatlimititsuseanddistribution.Thetermsandconditionsareavailableonlineatwww.iea.org/t&c/Thispublicationandanymapincludedhereinarewithoutprejudicetothestatusoforsovereigntyoveranyterritory,tothedelimitationofinternationalfrontiersandboundariesandtothenameofanyterritory,cityorarea.Source:IEA.Allrightsreserved.InternationalEnergyAgencyWebsite:www.iea.orgIEAmembercountries:AustraliaAustriaBelgiumCanadaCzechRepublicDenmarkEstoniaFinlandFranceGermanyGreeceHungaryIrelandItalyJapanKoreaLithuaniaLuxembourgMexicoNetherlandsNewZealandNorwayPolandPortugalSlovakRepublicSpainSwedenSwitzerlandRepublicofTürkiyeUnitedKingdomUnitedStatesTheEuropeanCommissionalsoparticipatesintheworkoftheIEAIEAassociationcountries:ArgentinaBrazilChinaEgyptIndiaIndonesiaMoroccoSingaporeSouthAfricaThailandUkraineINTERNATIONALENERGYAGENCYSkillsdevelopmentandinclusivityforcleanenergytransitionsAbstractPAGE2IEA.Allrightsreserved.AbstractOngoingenergytransitionsanddecarbonisationeffortsarepoisedtobringprofoundshiftsinthesector’semployment,includingmassivenewopportunitiesforjobcreationincleanenergy.Atthesametime,traditionalenergysectorswillexperiencedecliningjobopportunities.Inmostcases,thiswillrequirethedevelopmentofbothnewprogrammesofeducation,certificationandvocationaltrainingalongwithtargetedupskillingorreskillingprogrammesfortheexistingworkforce.Severalgovernments,companiesandindustryorganisations,amongotherstakeholders,arealreadydevelopingrobusteducationalandskillstrainingprogrammestomeetthechallengesoftheworkforcetransition.Therefore,areviewofexistingskillsandtrainingprogrammescanprovidevaluableinsightsforothersembarkingontheirownenergytransitions.Thisreportcompilesacollectionofcasestudiesfromaroundthatworldthatshowcaseprogrammesdesignedtoaddressskillsdevelopmentofworkforcesforenergytransitions.SkillsdevelopmentandinclusivityforcleanenergytransitionsForewordPAGE3IEA.Allrightsreserved.ForewordToday,thecommitmenttoaddressingclimatechangehasneverbeenhigher,asachorusofdiversecountriesannouncesnetzeropledges.Itisclearthatthesolutionstotoday’senergysecurityconcernslieincleanenergytechnologiesthatcanreducevulnerabilitytofuelpriceshocks.Asthetransitioningenergysystemreducesitsrelianceontraditionalhydrocarbonsandincreasesitsrelianceoncleanfuelsandtechnologies,theenergylabourworkforcewillfacebothnewopportunitiesandchallenges.Theopportunitieswillcomefromnewinvestmentsincleanenergysectorsthatwillcreatetensofmillionsofnewjobsinallpartsoftheworld.Thechallengeswillcomefromdisruptionstoworkforcesinfossilfuelsectorsandensuringaproperalignmentofskillswithnewjobstocapitaliseonthecleanenergyopportunity.Countrieswillbeembarkingontheirenergytransitionsfromdifferentstartingpositions,highlightingtheimportanceofnetzeropathwaysbeingfairandinclusive,leavingnoonebehind.ItisforthisreasonthatinJanuary2021,IconvenedtheGlobalCommissiononPeople-CentredCleanEnergyTransitions,bringingtogether30governmentleaders,ministersandprominentthinkers.TheCommissionproduced12actionablerecommendationsthatdrawonbestpracticesfromaroundtheworldandincludeactionsthatwillenableenergytransitionsthatmaximisebenefitsforallpeople.Acriticalcomponentofpeople-centredenergytransitionswilltobetocreatequalityjobswhileatthesametimereskillingandtrainingtheworld’sexistingenergyworkforce.ThisthemewasapillaroftheGlobalCommission’srecommendationsandisnowamajorfocusfortheIEA.TheCleanEnergyMinisterial“EmpoweringPeopleInitiative:SkillsandInclusivityforaJustCleanEnergyTransition”addsafurtherdimensiontotheseeffortswithitsafocusonempoweringpeopleandpromotingjustandequitabletransitions.ThiscollaborativereportoftheIEAandCEMEPIadvancestheinitiative’sworkbyofferingreal-worldexamplesandlessonsfromprogrammesaroundtheworldthatseektoprepareworkerstomeettheenergyworkforcedemandsoftomorrow.Ihopethiscompilationofcasestudiesprovidesvaluableinsightstogovernments,companies,workersandorganisationsintheireffortstotrainemployeesandmanageasmoothenergytransitionfortheworkforce.Dr.FatihBirolExecutiveDirectorInternationalEnergyAgencySkillsdevelopmentandinclusivityforcleanenergytransitionsAcknowledgements,contributorsandcreditsPAGE4IEA.Allrightsreserved.Acknowledgements,contributorsandcreditsThisreportispartoftheworkoftheCleanEnergyMinisterial’s(CEM)“EmpoweringPeopleInitiative:SkillsandInclusivityforaJustCleanEnergyTransition”(EPI).TheEPIseekstohighlightthesocio-economicelementsofenergytransitionsastheyrelatedtoadvancingskills,inclusivityandworkforcedevelopment,withagoaltoempowerpeopleandpromotejustandequitabletransitions.ThereportbuildsofftheIEAGlobalCommissiononPeople-CentredCleanEnergyTransitions,whichissued12actionablerecommendationsaddressingkeyissuesofpeople-centredcleanenergytransitions,underpinnedbyareviewofover150casestudies.TheintroductionandexecutivesummarydrawinformationandinsightsfromtheIEAWorldEnergyEmploymentreport,withaspecialthankstoitsleadauthors,DanielWetzelandOliviaChen.Theiranalysisprovidesacomprehensivedatabaselineontheglobalenergyworkforcethatwillhelpinformskillstrainingandworkertransitionprogrammes.Likewise,thecountryprofilesinthereportarebasedonacompilationofprogrammesandpublicationsinplacearoundtheworld,sowethankallgovernments,companiesandorganisationsforprovidingustheirprojectdescriptions.TheIEAisgratefultothesupportoftheco-leadsofEPI:Canada,theUnitedStatesandtheEuropeanCommission.Inparticular,theIEAappreciatestheguidanceofferedbyAnnetteHollas,HarpreetSahota(NaturalResourcesCanada),RobertHorner,LeahBordlee(USDepartmentofEnergy),FrankSiebern-Thomas,PabloJacomeAlvarez,LiisLaur(ECDirectorate-GeneralforEmployment,SocialAffairs,andInclusion)andMelisandeLiu(CEMSecretariat).DivyaReddywastheleadauthorofthereport,withvaluablecontributionsfromCelineGelisandMatthieuPrin,undertheguidanceofBrianMotherway.ThereseWalshmanagedtheeditingprocessandAstridDumondmanagedtheproductionprocess.SkillsdevelopmentandinclusivityforcleanenergytransitionsTableofcontentsPAGE5IEA.Allrightsreserved.TableofcontentsExecutivesummary..................................................................................................................6Introduction...............................................................................................................................8Overview.................................................................................................................................8Cleanenergyskillstraining...................................................................................................12Deliveringaqualifiedworkforceforalow-carboneconomy.................................................12Skillstrainingforcoalworkers.............................................................................................27Reskillingandupskillingprogrammesforthetransitionawayfromcoal..............................27Skillstrainingforworkersinothertraditionalenergysectors.........................................38Reskillingandupskillingprogrammesforworkersinoil,gasandautosectors...................38Corporateandacademicprogrammes................................................................................44Developinganewtalentpoolforcleanenergy.....................................................................44Targetedprogrammesforinclusiveness.............................................................................49Cleanenergyskillstrainingprogrammestargetingwomen,youthandmarginalisedcommunities..........................................................................................................................49SkillsdevelopmentandinclusivityforcleanenergytransitionsExecutivesummaryPAGE6IEA.Allrightsreserved.ExecutivesummaryCleanenergytransitionswillreshapetheworkforcesoftodayandtomorrowThecleanenergytransitionisusheringinaneweraofjobcreationstimulusaroundtheworld.Theenergysectortodayisamajorsourceofglobalemployment,andanoutsizedcontributorinmanyregions.Tomaximisebenefitsfromthesechanges,bothcurrentandfutureworkerswillneedtobeequippedwiththerequisiteskillsthatthenewenergyeconomydemands.Programmesundertakentodaytoeducate,trainandcertifyworkersinanticipationofthesechangeswillbeinstrumentaltocapitalisingonthisopportunity.Underanetzeroemissionspathway,thetransitioncouldcreate14millionnewjobsrelatedtocleanenergytechnologies,shiftaround5millionworkersfromfossilfuels,andrequireadditionalskillsandtrainingforanestimated30millionemployees,accordingtotheIEA’slandmarkreport,NetZeroby2050.Changesalreadyunderwayarebehindasignificantshiftintheglobalenergylabourmarket,withalittleoverhalfoftheworkforcenowemployedinthecleanenergysector.Thistrendwillonlygrowmorepronouncedasdemandforskilledcleanenergyworkersaccelerates,withopportunitiesacrossawiderangeofindustries,includingthepowersector,electricvehiclemanufacturing,technologydevelopmentaswellasendusessuchasenergyefficiency.Training,upskillingandreskillingprogrammesareessentialtosupportworkersduringenergytransitionsToday’senergyworkforceismoreskilledthanglobalaverages,andemergingcleanenergyindustrieswillrequireanevenhighershareofskilledemployees.Inmanycases,thiswillnecessitatethedevelopmentofcompletelynewprogrammesofeducation,certificationandvocationaltraining.Equally,targetedupskillingorreskillingtrainingprogrammesfortheexistingworkforcewillbecritical.Manytraditionalenergysectors–notablycoal–arealreadyexperiencingmajorworkforcechanges,boththroughgreaterdegreesofautomationaswellasglobalfuelmixtrends.Thoughcoalisonthefrontlinesofchangestoday,incomingyears,manyothersectorswillalsoundergomoresignificantemploymentshifts,includingoilandgas,heavyindustryandroadtransport.Duringthetransition,maintainingsufficientcapacityofskilledworkersinthesesectorsisofstrategicimportance.Devisingtherightlong-termtransitionplancanamelioratetheserisks.Manyoftheseworkersalsohaveenergysector-specificskillsthatwillbeneededSkillsdevelopmentandinclusivityforcleanenergytransitionsExecutivesummaryPAGE7IEA.Allrightsreserved.incleanenergysectors,andcapitalisingontheseskillscanhelptraditionalenergyfirmsdiversifytheirportfoliotocleanenergytechnologies.Forenergytransitionstobetrulypeople-centred,thediversityoftheworkforcemustbeaparamountconsiderationinpolicyandprogrammedesignfortrainingandskillsdevelopment.Women,inparticular,arestronglyunderrepresentedintheenergylabourforce,includingincleanenergysectors.Equally,historically,minoritiesarealsounder-representedwithintheenergyworkforceThispresentsanimportantmomentforcourse-correctiontoensurethatthenewenergyworkforceismoreinclusive,gender-balanced,andenablingofequalopportunitycomparedtotheenergysectoroftoday.Anumberofinitiativesarealreadyunderwayaroundtheworldtosupportthisoutcome,targetingeducationandskillstrainingprogrammestospecificgroups,notablywomen,youthandmarginalisedcommunities.ExistingprogrammescanprovideguidanceonhowtoprepareworkersforfuturecleanenergyjobsAreviewofskillsandtrainingprogrammesthatarealreadyunderwaycanprovideavaluableblueprintforothersembarkingontheirtransitions.Severalgovernments,companiesandindustryorganisations,amongotherstakeholders,havedevelopedcomprehensiveeducationalandskillstrainingprogrammestomeetthechallengesoftheworkforcetransition,butmuchmoreneedstobedone.Aspartofsuchaneffort,thisreportcompilesacollectionofcasestudiesfromaroundthatworldthathighlightprogrammesdesignedtoaddressskillsdevelopmentofworkforcesforenergytransitions.Thereporthighlightsabroadsetofprogrammesthatdemonstratethediversityoflocalcircumstancesthatwillinformsuccessfulpolicyoutcomes.Thecasestudiescoverworkforceplanningandskillsdevelopmentprogrammesunderfivebroadcategories:1)cleanenergyskillstraining;2)reskillingforcoalworkers;3)retrainingofworkersintheoilandgasandautosectors;4)academicandcorporateprogrammes;and5)targetedskillsprogrammesforyouth,womenandmarginalisedcommunities.Theexamplesallowustodrawimportantlessonsbasedonprovensuccessintherealworld.Forinstance,workforcemappingexercisesprovideamuchclearerpictureofenergyemploymentingivencountriesorregionsthatcanleadtobettertargetedpoliciesandmeasures.Moreover,collaborativeapproachesbetweengovernment,industryandworkershaveshowntoproducestrongerresults.Importantly,thoughsufficientbudgetaryoutlaysareacriticalelementtoputtinginplaceeffectivetrainingprogrammes,successfuloutcomesarebynomeanslimitedtonationalgovernments,asampleachievementsareapparentatthesub-national,company,andgrassrootslevels.SkillsdevelopmentandinclusivityforcleanenergytransitionsIntroductionPAGE8IEA.Allrightsreserved.IntroductionOverviewThelevelofcommitmenttofightclimatechangehasneverbeenhigherthanitistoday.Countriescurrentlyaccountingforover70%ofglobalemissionshavepledgednetzeroemissionstargetsbyaroundmid-century.Stepped-upeffortstoaddressclimatechangewillentailaparadigmshiftineconomiesaroundtheworld,andespeciallyfortheenergysector.Theseenergytransitionswillnotonlydirectlyimpactthedailylivesofpeopleintermsofhowtheyproduceandconsumeenergy,butwillalsoresultinmajorchangestoemploymentintheenergysector.Tonavigatetheworkforceevolutionsonthehorizon,decisionmakersneedbettervisibilityintoenergyemploymenttodayandtherequirementsoftomorrow.Tothatend,theIEA’sjust-releasedWorldEnergyEmploymentreportisthefirstcomprehensivedataassessmentandanalysisoftheglobalenergyworkforcethatprovidesabaselineforpolicymakers,companiesandotherstakeholderstohelpplanforeducationandtrainingneeds.Itfindsthattheenergysectorintotalemploysover65millionpeople,whichequatestoaround2%ofglobalemploymentin2019.Thisincludesworkersinfuelsupply,thepowersector,andend-usesectors,energyefficiencyandvehiclemanufacturing.Theoverallemploymentnumbersbelieanevenmorecomplexsituationontheground,wheretheskillsetsofindividualworkerscanvaryimmenselybasedonindustry,jobfunctionandregion.Soeventhoughcleanenergysectorsaresettogrowrapidlyoverthenextdecade,companiesmayfacealackofskilledworkersthatmatchtheskillsetsneededforaprojectintheregionitislocated.Insomecases,thisrequiresthedevelopmentofcompletelynewprogrammesofeducation,certificationandvocationaltraining,whileinothercases,itmeanstargetedupskillingorreskillingfortheexistingworkforce.SkillsdevelopmentandinclusivityforcleanenergytransitionsIntroductionPAGE9IEA.Allrightsreserved.Energyemploymentbyregionandeconomicsector,2019IEA.AllrightsreservedNotes:CandSAmerica=CentralandSouthAmerica.Source:IEA(2022),WorldEnergyEmployment.WorkersintraditionalenergysectorswillneedtobetrainedwithnewskillsforthefutureTheenergyworkforceoftodayrepresentsarelativelyskilledsetofworkersbutcleanenergyindustriesrequireanevenhighershareofskilledemployees.Emergingtechnologiescurrentlyaccountforonlyafractionoftheenergyworkforcebutarepoisedforexponentialgrowthinthecomingdecades.Itisequallyimportanttoensurethatworkersintraditionalenergysectorsfacingdeclineasaresultofenergytransitionsareequippedtofindnewemploymentinothersectors.Manyofthesesectorsarenowexperiencingmajorworkforcechangesthatrequireacceleratedeffortstosupportemployees,includingthroughreskillingandupskillinginitiatives.Inparticular,thecoalsectorisalreadyundergoingarapiddeclineinmanyareas,promptinggovernmentsandcompaniestodevelopplansforajusttransitionforcoalworkers.Somegovernments,suchasSouthAfricaandSpain,havebeguntoundertakedetailedassessmentsoftheircoalworkforcesasafirststeptowardunderstandingthespecificcharacteristicsofexistinglabourpools.Buildingoffthesestudies,severalgovernmentshaveledsocialdialogueswithindustryandlabourtodevelopjointstrategiesandactionplansfortransitioningawayfromcoal,includingskillstrainingprogrammesforothersectors.Overtime,thesechangeswillalsogetunderwayonalargerscaleinothersectors,includingoilandgas,heavyindustryandroadtransport,amongothers.ReskillingSkillsdevelopmentandinclusivityforcleanenergytransitionsIntroductionPAGE10IEA.Allrightsreserved.ofautomobileworkerswouldenableashifttotheproductionofelectricvehicleswhileoilandgasworkerscouldfindemploymentinthehydrogensector,forexample.Energyemploymentinfossilfuelandcleanenergysectors,2019-2022IEA.AllrightsreservedNotes:Cleanenergyemploymentincludesworkersinbioenergysupply,nuclearandrenewablesforpowergeneration,gridsandstorage,electricvehiclesmanufacturing,andenergyefficiency.Estimatesaremodelledfor2020to2022basedonlatestIEAenergybalancesandinvestmentdata,undertheassumptionthatlabourintensityandthejobcreationpotentialofnewinvestmentremainconstantacrossyears.ThelockdownsassociatedwiththeCovid-19pandemicmade2020employmentdifficulttoassess.Accordingly,2020estimatesareindicative.Source:IEA(2022),WorldEnergyEmployment.SkillstrainingprogrammesshouldensureinclusionforallmembersofsocietyForenergytransitionstobetrulypeople-centred,thediversityoftheenergyworkforcemustbeaparamountconsiderationinpolicyandprogrammedesignfortrainingandskillsdevelopment.Women,inparticular,areheavilyunder-representedintheenergylabourforce.Thismarksadecisivewake-upcallforcourse-correctiontoensurethatthefutureenergyworkforceismoreinclusive,gender-balanced,andenablingofequal-opportunitycomparedtotheenergysectoroftoday.Anumberofinitiativesarealreadyunderwayaroundtheworldtosupportthisoutcome,whichtargeteducationandskillstrainingprogrammestospecificgroups,notablywomen,youthandmarginalisedcommunities.Importantly,manyofthemassivepost-pandemiceconomicrecoveryplansthatarenowbeingimplementedaroundtheworldcouldhaveatransformativeimpactonincreasingequalityanddiversityintheenergyworkforce.Manyoftheprogrammesprioritiseskillstrainingforwomen,Indigenouspopulationsorothermarginalisedgroups.Forinstance,aspartoftheEU’srecoveryplan,22memberSkillsdevelopmentandinclusivityforcleanenergytransitionsIntroductionPAGE11IEA.Allrightsreserved.countrieshavefocusedongenderequalityandinclusivenessintheirnationalrecoveryandresilienceplans.Elsewhere,Canadahasimplementedprogrammestoincreasecleanenergyopportunitiesforunder-representedgroups,includingwomen,youthandIndigenouspeoples.Beyondgovernmentprogrammes,severalnon-profitgroupsandindustrycollaborationshaveputinplaceinnovativeprogrammesdesignedtoensurethatthecleanenergyworkforceismoreinclusivethanthetraditionalenergysector.Workforcebygender,economywideandinenergy,2019IEA.Allrightsreserved.Notes:EmploymentsharesarefromILO,covering48countriesfortheenergysector.SeniormanagementsharesareglobalIEAcalculationsbasedontheRefinitivPermIDdatabase.Sources:IEA(2022),WorldEnergyEmployment;GenderandEnergyDataExplorer.Economy-wideEnergysector0%10%20%30%40%50%60%70%80%90%100%ShareofworkforceMenWomenWomeninseniorleadershipSkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE12IEA.Allrightsreserved.CleanenergyskillstrainingDeliveringaqualifiedworkforceforalow-carboneconomyMillionsofnewjobsincleanenergysectorswillcreateaonce-in-a-generationopportunityforemploymentgrowthacrosstheworld.Theoverridingconcernforgovernmentofficials,policymakersandcompaniesisthelackofasufficientlyskilledworkforcetoundertakethescaleofnewprojectsrequiredforalow-carboneconomy.Futuregrowthincleanenergyindustriesiscloselycorrelatedwiththesimultaneousdevelopmentofaqualifiedworkforcetoimplementprojects.Manygovernmentsareinvestigatingthedevelopmentoftraining,reskillingandeducationalprogrammesinanticipationoftheupcomingchanges.Themostadvancedprogrammesalignenergy,industrial,labourandeducationpoliciestojointlydevelopastrategyforenergytransitions.Countriesthatarestillintheearlystagesoftheirenergytransitionshavealsobenefitedfromcapacitybuildingandknowledgeexchangewithothercountriesthathavelongerexperiencesbuildingoutcleanenergysectors.Moreover,cleanenergyskillstrainingprogrammesarebynomeanslimitedtonationalgovernments,withsubnationalinitiativesalsoofferingusefulexamplesofsuccessfuloutcomesforworkers.Thefollowingcasestudieshighlightsuchexamples.Canadianenergyadvisorrecruitment,trainingandmentorshipprogrammeTosupportnewprogrammesforthetransitiontoalow-carboneconomy,thegovernmentofCanadaistakingstepstoofferskillsandtraininginvariousareasofcleanenergysectors.NaturalResourcesCanadaisleadingtherecruitmentandtrainingofEnerGuideenergyadvisorstomeetincreaseddemandforhomeretrofitsfollowingthelaunchinMay2021oftheCanadaGreenerHomesInitiatives.Theprogrammeaimstohelp700000homeownersupgradeenergyefficiencyontheirproperties.TheinitiativeoffersgrantsofuptoCAD5000foreligiblehomeretrofits,amaximumCAD600towardthecostofEnerGuideevaluations,andfromCAD5000to40000ininterest-freeloanstoundertakemajorrenovationsthatincreaseenergyefficiency.Toensurethatplannedupgradesimproveenergyefficiencyandhomeownersknowabouttheiroptions,atrainedadvisorisrequiredtoconductapre-retrofitandpost-retrofitEnerGuidehomeenergyevaluation.Assuch,energyadvisorsareacriticalcomponentoftheinitiative.SkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE13IEA.Allrightsreserved.TocomplementtheGreenerHomesInitiatives,thegovernmentlaunchedtheEnergyAdvisor(EA)Recruitment,TrainingandMentorshipcampaignthatincludesaspecialfocusonincreasingthediversityandrepresentationoftheexistingenergyadvisorworkforce,particularlyforIndigenouspeoples.ItwillprovideCAD10millionoverfiveyearstosupportinnovativeprojectsandattractexperiencedpartners,withatleast10%ofthisfundingdirectedtowardsIndigenousgovernments.Thefocuswillincludeprojectstargetingunderservedareasofthecountry,suchasinthenorthernregionaswellasruralandIndigenouscommunitiesmorebroadly.Italsoprioritisesprojectsforunder-representedgroups,whichincludewomen,Indigenouspeoples,personswithdisabilities,racialisedindividualsandindividualswhoidentifyasLGBTQ+.Theprogrammeaimstopartnerwithorganisationsacrossthecountrytoprovidepracticalhands-ontrainingandmentorshipopportunitiesaswellashelppreparecandidates,includingthosefromunder-representedgroups,topasstheexamsrequiredtobecomeenergyadvisors.Theprogrammeisdividedintofiveprojectcategorieswithspecificcriteria.Tobeeligibleforfundinginthefirstroundofbidding,theprojectproposalswererequiredtosupportatleastoneofthefollowingcategories:training,mentorship,recruitment,upskillingandprofessionaldevelopment,andaccessibilityofEnerGuideevaluations.Thefirstcallforproposalsclosedon8July2021,withatotalofCAD9.1millionallocatedto18organisationsthatwillhelprecruit,trainandmentor850newenergyadvisorsacrossCanadaandupskill110existingones.Itispartofalargerfive-yearplantotrainanadditional2000energyadvisors.ThefirstroundoffundingawardedincludesCAD1.15milliontoSaskPowerinSaskatchewan,CAD675000toNorQuestCollegeinAlberta,CAD624000totheGovernmentofYukon,andCAD227000toEnviroCentreinOntario.Aspartofthegovernment’scommitmenttosupportIndigenouscommunities,fiveoutof17projectsawarded(aroundCAD4.4million)willorganise,train,recruitandmentorruralandIndigenouspeoplesacrossCanada.Forexample,theIndigenousCleanEnergy(ICE)SocialEnterpriseprojectwillrecruit,trainandmentor15IndigenousChampionsfromacrossCanadatobecomeregisteredEAs.Elsewhere,theTemiskamingNativeWomen’sSupportGroupprojectwillalsorecruit,trainandmentorIndigenouswomeninNorthernOntariotobecomeregisteredEAs.Atthesametimetheprogrammewillalsoprovidesupporttoaddressexistingbarrierssuchastravel,childcare,andstipendsaswellbeinformedandsupportsthegoalsofthetrainees.Equally,theirprojectwillincludeatrainingprogrammeforindustrypartnersonmentoringandprovidingsafeandsupportiveworkenvironmentsforIndigenouswomen.SkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE14IEA.Allrightsreserved.Another,separate,governmentinitiativeisfundingthedevelopmentoftheDiscoverEEHub,whichisanonlineportaltohelpCanadiansjointheenergyefficiencyindustryandbecomeenergyadvisors.ThehubwasdesignedandisoperatedinpartnershipwithEfficiencyCanada.India’sSkillCouncilforGreenJobsIndia’sambitiousrenewableenergytargetof450GWby2030isexpectedtocreateasurgeofinvestmentsinthesector,representinganimportantopportunityforjobcreation.BasedontheIndiangovernment´spledgeundertheParisAgreementtoscaleuprenewables,itisestimatedthatnetemployment(measuredinfull-timeemployees)willincreasebyanadditional30%by2030.AndtheInternationalLabourOrganization(ILO)forecaststhatIndia’sshifttoagreeneconomycouldadd3millionjobsintherenewablessectoraloneby2030.Giventhescaleofthecommitment,thegovernmentisattemptingtomoveearlytodeveloptraining,skillsandeducationalprogrammes,aswellasreskillingandupskillinginitiatives.TheSkillCouncilforGreenJobs(SCGJ)wasestablishedinOctober2015undertheaegisofthegovernmentofIndia’sMinistryofSkillDevelopmentandEntrepreneurship,toaddressskilledmanpowerrequirementsforemergingclimateresilienttechnologiesandIndia’scommitmentsundertheUNFCCC.TheprogrammeisbackedbytheMinistryofNewandRenewableEnergyandConfederationofIndianIndustry.SCGJwassetupasanon-profit,independent,industry-ledorganisationwithamandatetoidentifyskillingneedsingreenjobssectorsandtodesignandimplementawiderangeofcapacitybuildingandskillingprogrammestomeettheserequirements.SCGJ’sactivitiesarelinkedtosomeofthekeycleanenergyandindustrialschemesandmissionsofthegovernmentofIndia,includingtheNationalSolarMission,MakeinIndia,AtmanirbharBharat,SwachBharatMission,andhasbeencloselyinteractingwithcentralministries,includingtheMinistryofNewandRenewableEnergy,MinistryofEnvironmentForestandClimateChange,MinistryofHousingandUrbanAffairsandMinistryofJalShakti,inadditiontoskillmissionsinvariousstates.InlinewiththeNationalEducationPolicy2020ofIndia,SCGJisnowalsoworkingtowardsintroducinggreenjobsvocationaleducationinschools,universitiesandengineeringinstitutions.SCGJ’skeyactivitiesencompassallstagesoftraining,designanddelivery,andinclude:performingskillsgapanalysisoccupationalmappingdevelopmentofqualificationpacksbasedonindustryrequirementsSkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE15IEA.Allrightsreserved.affiliatingwithsuitabletrainingpartnersandassessmentagenciestrainingfortrainersandassessorstrainingandcertificationofcandidatesinvarioussubsectorscreationofcentresofexcellenceimprovingindustrylinkagesinallsub-sectorsundertakingconsultancyassignmentsimplementingexternallysponsoredprojects.SCGJhasafocusonthreeworkstreams–renewableenergy;environment,forestryandclimatechange;andsustainabledevelopment–whichcoverstheentiregamutof“greenbusinesses”inthecountry.SCGJhassofardeveloped44nationally-approvedqualificationsacrossvarioussub-domains(e.g.renewableenergy,wastemanagement,etc.),alongwithsupplementingcourseworkandcontent.Ithasanetworkofover406affiliatedinstitutions/centresalongwithover4000trainersandassessorscountrywideacrossgreenbusinessdomains.To-date,SCGJthroughitspartnershavetrainedover500000candidates,includingover100000insolarandotherrenewableenergydomains.Inaddition,SCGJhasdevelopedane-learningmanagementsystemthroughwhichover4000candidateshavereceivedvirtualtraining.Forexample,withsupportfromtheInternationalSolarAlliance,SCGJhasundertakentrainingofover1300stakeholdersfrom82ISAmembercountriesacrossvariousaspectsofsolarenergy.Inaddition,SCGJimplementedarangeofcorporatesocialresponsibilitysupportedprojects,includingonSimultaneousInterventionofRenewableEnergySystemsandSkillingforSmartModelVillages,aprojectadoptedbythepresidentofIndiatocreate‘smartvillages’inthestateofHaryanathroughexpandedaccesstocleanenergyandskilling.Moreover,underaprojectwithITcompanyHCL,SCGJhasdesignedanddevelopedtrainingmodulesandimplementedtrainingsonsolidwastemanagementbestpractices,healthandhygiene,andcommunicationsskills,toover4000fieldstaffoftheNoidaAuthority.Tounderstandcurrentandfutureemploymentofthecountry’scleanenergysector,SCGJisalsoimplementingacomprehensivemappingofthegreenjobslandscapeinIndia,supportedbyJPMorganChase.Aspartofworkforcemappingexercises,SCGJhaspartneredwiththeCouncilonEnergy,EnvironmentandWaterandNaturalResourcesDefenseCounciltoundertakeanannualreviewofjobsandskillingintheIndiansolarandwindenergyindustry.SCGJ’sindustry-ledskillingprogrammesaredesignedtoincludeadvancedtechnologicalinterventionsthatareharmonisedwithindustrystandardsandSkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE16IEA.Allrightsreserved.requirements.Aspartoftheseefforts,SCGJpartnerswithkeynationalinstitutionsandindustrytoleveragetheirexpertiseandstrengthsinvarioussubsectors.SCGJ’svisionto2047seestheshifttocleanenergyresultingin30-35millionadditionaljobscreatedacrossanumberofsectorsbytheendoftheperiod,withover10millionskillstrainingsandjobfacilitationsundertaken.Thesectorsdeemedtohavethehighestpotentialforjobcreationincludegreenhydrogen,energystorage,hybridrenewablesystems,biomass/biofuels,EVcharging,pollutioncontrol,e-wastemanagement,anddecarbonisationofenergyintensiveindustries.By2030,SCGJaimstofacilitatetrainingonemillioncandidatesincleanenergyandgreentechnologiesandtwomillionviavirtualorblendedupskillingandreskillingtrainingacrossallsectors,establish20centresofexcellencealongwith750affiliatedtrainingcentres,andcertify7500trainersacrossthecountry.SouthAfrica’sREI4PandSARETECSouthAfricaintroducedin2011theRenewableEnergyIndependentPowerProducerProcurementProgramme(REI4P)tostimulateprivateinvestmentthroughcompetitivetendersinwind,biomass,smallhydroandothertechnologies.Todate,ithasresultedinover6GWofnewrenewablesgenerationcapacity,mainlywindandsolar.ItisestimatedthattheREI4Phascreatedover18000jobsinmanufacturing,installationandmaintenance.Thoughconstructionjobsareusuallytemporary,theprogrammealsoincludesrequirementsforlocalcontentthataredesignedtopromotelocalmanufacturingofrenewableenergycomponentsandsupportskillsdevelopmentforworkersovertime.Companieshaveacontractualobligationtosupportlocalsocioeconomicoutcomesoverthelifetimeofaproject(around20years),includingforeducationandskillsdevelopment.Projectsarerequiredtodemonstrate40%SouthAfricanownership,whichenablesknowledgesharingbetweenlocaldevelopersandforeignoperators.Inparticular,anumberofforeignprojectdeveloperssentawidearrayofstafftoworkinSouthAfricatocoverareassuchasnegotiationsandcontractagreements,construction,supplychaindevelopment,financingandlegalservices.GiventhelimitedpresenceofthesespecialisedskillsinSouthAfrica,theimplementationofprojectsledtosizeablelevelsofknowledgesharingwithlocalfirmsinthelegal,banking,engineeringandadvisoryfields.Subsequently,in2015,thegovernmentlaunchedtheSouthAfricanRenewableEnergyTechnologyCentre(SARETEC)todeveloplocalgreenskillsinresponsetothedemandcreatedbyREI4P.SARETECwasestablishedattheCapePeninsulaUniversityofTechnology,BellvillecampusinCapeTown.Theinstitutionoffersspecialisedandaccreditedtrainingfortherenewableenergyindustry.Inparticular,itscoursesaredesignedtoaddresstheskillsneedsSkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE17IEA.Allrightsreserved.stemmingfromtheREI4P,especiallyastheyrelatetothelong-termoperationandmaintenanceofprojects.AslowdownintheREI4Ppolicyimplementationhasimpededsomeprogressinrecentyears,however.EUSkillsAgendaTheEuropeanUnionhasplacedastrongemphasisonagreenanddigitaltransformationofitseconomies,includingdirectingsizeableCovid-19economicrecoveryintotheseareas.ThelackofbasicdigitalskillsiscurrentlylimitingEUcountries’abilitytocapitaliseonemergingopportunitiesinthecleanenergysector.Asaresult,theEuropeanUnionisplanningforamajorskillsrevolutioninboththegreenanddigitalspaces.Withintenyears,nineoutoftenjobswillrequiredigitalskillsbutonlyaround44%ofEuropeansareestimatedtohavebasicdigitalskillsandonlyoneinfivehavedigitalskillsabovethatlevel,accordingtotheWorldEconomicForum.Basedoncurrentworkforceprojections,thisimpliesaskillsgapof1.67millionunfilledjobsintheinformationcommunicationstechnologyfieldby2025.TheEuropeanGreenDealtargetsareprojectedtocreate2.5millionnewjobsintheEuropeanUnionby2030,drivingemploymentgrowthof1.2%,bothdirectlyincleanenergysectorsaswellasinsupportingindustries.Therefore,theEuropeanUnionhasmadeupskillingapriorityforitsjusttransition.TheEuropeanPillarofSocialRightsActionPlanhasaheadlinetargetthatstatesatleast60%ofadultswillparticipateinalearningexperienceoverayearby2030(comparedto37%in2016).TheEUSkillsAgendaalsoincludesambitioustargetstoupskillandreskill120millionadultsannually,whichmeans30%oflow-qualifiedadultswouldbeparticipatinginlearningatleastonceayear,oraround14millioneveryyear,andthatthenumberofadultswithbasicdigitalskillswouldincreasebyathird.Aspartoftheseefforts,theEuropeanUnionhasearmarkedsizeablefundstosupportworkertraining.WhiletheEuropeanSocialFundPlus(ESF+),whichisdedicatedtoimprovingemploymentopportunitiesintheEuropeanUnion,remainsthemainsourceoffinancing,nationalrecoveryandresiliencefundingplansalsoincludereskillingandupskillingactivities.Moreover,theEuropeanUnionhassetupaEUR19.3billionJustTransitionFund,aimedatmitigatingsocio-economicimpactsstemmingfromenergytransitions,whichisalsoexpectedtosupportskillstraining.Furthermore,thenationalRecovery&ResilienceplansofEUmemberstatesmustincludeachapteronskillsinordertoreleasefundingfromtheRecovery&ResilienceFacility.SkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE18IEA.Allrightsreserved.TechnicaltransformationtopromotetheenergytransitioninPanamaThegovernmentofPanamaisprioritisingenergysecurityandthediversificationoftheenergymixinitstransitiontoalow-carboneconomy,withafocusonpromotingrenewables,efficiencyandelectromobility.By2024,Panama’sEnergyTransitionAgenda(ATE)planstoreach4.3%ofdistributedgeneration(DG)installedcapacity,upfrom1%today,andtoreach1700MWinstalledDGcapacityin2030.Italsoplanstoincreaseelectromobilitypenetrationto10%in2024.Achievingthesegoalsispredicatedoncreating15687netadditionalcleanenergyjobsby2024,whichwouldleadtoa0.4%reductionintheoverallunemploymentrate.Ofthetotaladditionaljobscreated,15.9%wouldbedirectemploymentintheenergysectorandtheremaining84.1%wouldbeindirectjobs,distributedthroughouttheeconomy.Reachingdecarbonisationtargetsandrealisingthegreenjobcreationpotentialwillrequireskillstrainingfortechnicianswhocanworkinthesenewsectors.TheprivatesectorinPanama–inparticulartheAssociationofCarDealersofPanama,thePanamanianChamberofSolarEnergy(CAPES)andthePanamanianSocietyofEngineersandArchitects–hasexpressedconcernaboutthelackoftechnicalcapacityinthecountry.Vehicleimportersareexpectedtomeetagoalof25%-40%privatevehiclesalestobeEVsin2030,buthaveidentifiedariskthatthecountrywillnothaveenoughpersonneltomaintainthem.Moreover,alackoflocalcapacitywillmakeitdifficulttoincreasetheinfrastructureofchargingstationsattherequiredpace.Similarly,CAPESidentifiesakeyaspectfordistributedgenerationgrowthisthetrainingandretrainingofelectricaltechnicianswhocanguaranteetheinstallations,thusprovidingsecurityforthedevelopmentandgrowthofthetechnology.ItisestimatedthattheinstallationofDGcancreateupto3000jobsby2030,with450permanentjobs.However,manymunicipalitiesdonothavesufficientlytrainedpersonnelwithknowledgeofDG,soitisnecessarytoholdtechnologytrainingseminars,evaluatetechnicalanduniversitycurricularelatedtodistributedenergy,developprogrammestoinstructtrainers,andcreatenewDGtrainingprogrammes.Inresponse,theNationalEnergySecretariat(SNE)ofPanama,withthetechnicalcooperationoftheInter-AmericanDevelopmentBank,isembarkingonatrainingprogrammeforcleanenergyin2022,inparticularforelectromobilityanddistributedgeneration.Theprogramme,launchedincollaborationwiththecountry’stwomaineducationalinstitutionsandtheprivatesector,willbeimplementedthroughanitinerantmobileclassroomtopromotethecountry'senergytransitionwiththeparticipationoftheprivatesector.TheprogrammewillbefocusedonretrainingmechanicsandtechniciansfromtraditionalenergysectorSkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE19IEA.Allrightsreserved.areasinnewcapacitiesonelectromobilityanddistributedgeneration,especiallyformaintenanceofEVs,distributedenergyinstallationandEVchargingstations.Bothtrainingprogrammes(forEVmechanicsandDGandEVchargingtechnicians)arebasedonapreliminarysurvey,carriedoutwiththeprivatesector,toidentifypotentialbeneficiaries,aswellastoestimatethecurrentandprojecteddemandforprofessionalsbytheprivatesector.Thesurveyalsoallowsfortheadjustmentinformat,scheduleandcontentofthetrainingprogrammestobetteralignwiththeneedsoftheworkerstoimprovelearningandlimitdrop-outs.Specifically,thetrainingprogrammewillbeledbySNEanddevelopedincoordinationwiththecountry’stwomaineducationalinstitutionsandtheprivatesector,covering:(i)retrainingofvehiclemechanicstobequalifiedtomaintainEVsand(ii)trainingoftechniciansinenergyauditing,distributedgenerationinstallation,andinstallationofchargingstationsforEVs.Thetrainingprogrammewillusevirtualclasses,andamobileclassroomthatcantraveltovariouscitiesandcommunitiestoteachthepracticalpartsofthetechnicalcourses.ThisvirtualformatwillbedesignedbasedonlessonslearnedfromtheSolarBusProgram,whereamobileclassroomwasusedfortheTermosolarPanamaprojectthatteachesacourseontheinstallationandmaintenanceofsolarwaterheatersystems,developedbytheNationalInstituteforProfessionalTrainingandTrainingforHumanDevelopment(INADEH).Fortheselectionofcandidates,prioritisationforelderlyandunemployedtechniciansisincludedaswellasforcurrentworkersinthefossilfuelsector.Consistentwiththegovernment’sobjectiveofmainstreaminggenderequalityintheenergysector,theseprogrammeswillalsohaveanexpandeddiversityapproach,tohelpclosetheexistingemploymentgap,trainingbothwomenandpeoplewithdisabilities.Toachievesustainabilityandscaling-upofthetrainingprogramme,workwillalsobeundertakenwithpubliceducationandtraininginstitutions.ThetrainingprogrammewillbedevelopedwithINADEH,togetherwiththeSuperiorTechnicalInstitute(ITSE).Thiswillallowtheprogrammetoreachalargergroupofparticipants,withoutimposinglogisticalcostsonbeneficiaries.Towardthisend,acurriculumwillbepreparedforeachofthetrainingsandteacherswhowillbetrainedfirst,withtheaimthattheprogrammecancontinuetobetaughtbybothinstitutionsevenafterthefinancingofthetechnicalcooperationends.Thetrainingactivitieswillbedevelopedbasedonfourcomponents:1)designofare-trainingprogrammeformechanicsandvehicletechnicians,withtheobjectivetoprovidethemwiththenecessaryskillstomaintainandrepairEVs;2)designofatrainingprogrammefortechniciansinenergyauditing,installationofDGandinstallationofchargingstationsforEVs;3)pilotimplementationofthetrainingSkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE20IEA.Allrightsreserved.programmeinatleastfourlocationsthroughvirtualclassroomsandthemobileclassroom;and4)monitoringandevaluationtosupporttheadministrationontechnicalcooperation.Morocco’sInstituteofRenewableEnergyandEnergyEfficiencyTrainingJobsThegovernmentofMoroccohasforoveradecadeembarkedonastrategytolimitGHGemissionsandincreasetheroleofrenewablesinitsenergymix.Thegovernment’stargetistoreduceemissionsby42%by2030(17%unconditional,25%conditionaloninternationalfinancing).Tounderpinthetarget,thegovernmenthasanumberofstrategydocuments,includingthegreenplanandnationalenergystrategy,whichaimstoreach52%installedrenewablesgenerationcapacityinelectricityby2030.Thisisexpectedtoleadtothecreationofover50000newjobsinthecleanenergysector.Tosupporttheseambitions,thegovernmenthasundertakenaprogrammetotrainworkersforjobsintherenewableenergysector.ThegovernmentlaunchedtheInstituteofRenewableEnergyandEnergyEfficiencyTrainingJobs(IFMEREE)in2011toeducateandtraintechnicians,operatorsandexecutivesforjobsinrenewableenergyandenergyefficiency,withafocusonmaintenanceandoperationofwindandsolarinstallations.TheprogrammeisbasedonanagreementsignedbetweenthegovernmentandprofessionalsintherenewableenergyandenergyefficiencysectorstobuildthreevocationaltraininginstitutesinOujda,TangierandOuarzazate,withanaimtoeventuallytrain1000workerseachyear.Inadditiontoinitialcoursesfortechniciansspecialisinginrenewablesandefficiency,theprogrammealsoofferscontinuoustrainingtoemployeesatcompaniesinthethreecitiesandparticipatesinresearchworkandoffertechnicaladviceandassistance.IFMEREEoffersspecialiseddiplomasfortraininginfiveareas:energyefficiencyinbuildings,windsystems,solarPVsystems,solarthermalsystems,andbiogas.Admissiontothespecialisedtechniciancoursesisbasedonacompetitiveexamination.IFMEREEprovidesanestimated10000traininghoursperyear.TheOujdafacilitywasthefirstofthethreecampusestoopen,in2015,andconsistsof10classrooms,twoworkshopareasforpracticalwork,andoneopen-airworkshopthathousesabiodigesterforthebiogastrainingcourse.Ithasaneventualplannedintakecapacityof250studentsatatime,withapossibilityforexpansionovertime.IFMEREEalsoprovidescontinuingeducationandtrainingservicesforemployeesofcompaniesintherenewablessector.AreasforcontinuingtrainingincludeforSkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE21IEA.Allrightsreserved.theinstallationandmaintenanceofsolarpumpingsystems,energyaudits,basicsafetyforwindenergy,andinstallationandmaintenanceofsolarpumpingsystems.TheinitialinvestmentcostwasMDH95(EUR9million)perinstitute,orMDH285MDH(EUR27million)intotal,withsignificantfinancialsupportcomingfromtheEuropeanUnion(EUR10millionasadonation),theFrenchDevelopmentAgency(EUR10millionasaloan)andtheGermanycooperationagencyGIZ(EUR2millionforequipmentandteachertraining).Theremaindercomesfromthestatebudget.EnergyAcademyinGermanyandJordanInJordan,the2017NationalGreenGrowthPlanforJordanestablishedaframeworkforincreasingtheroleofrenewableenergyandenergyefficiencyinthecountry.Theplanalsotargetednewjobcreationintherenewablessectortohelpaddressthecountry’semploymentchallenges,asacounterparttothecountry’sVision2025strategythattargetedareductioninunemploymentfrom13%to8-9.2%by2025.Atthesametime,buildingoffahigh-levelenergydialoguebetweenJordanandGermanyin2016,thegovernmentsupgradedtoanEnergyPartnershipin2019.UnderthepartnershipthetwocountriesagreedtosetuptheGermanEnergyAcademyinJordan.ThetrainingfacilityleveragesGermanexperienceinbuildingcleanenergysystems,withanaimtoupskillandreskilltechniciansincleanenergytechnologyareassuchasrenewableenergy,energyefficiency,smartgridsanddigitalisation.TheacademyalignswithJordan’svisionofbecomingaregionalenergyhubandexpectstosupportcapacitybuildingforanenergytransitionthatcreatesjobsandstimulateseconomicgrowthanddevelopment.TheacademybringstogetherexpertisefromtwoofJordan’slargestuniversities,professionalskillstrainingorganisationsinGermany,aswellasrepresentativesfromtheJordanianandGermanrenewableenergyindustries.ItofferscertificatesthatareaccreditedbyinternationalinstitutionssuchastheGermanForeignChamberofIndustryandtheGerman-ArabChamberofIndustryandCommerceinCairo.Inthefuture,thecountriesplantolaunchtheacademy’sformatonalargerscaletoincludeothercountriesintheMiddleEastandNorthAfricaregion.Philippines’GreenJobsActof2016ThePhilippines’GreenJobsActof2016wasamajorpieceoflegislationdesignedtocreateandmaintainjobsintheemerginggreeneconomy.Itidentifiesskillsneeds,developstrainingprogrammes,andtrainsandcertifiesworkersforjobsinarangeofindustriesrelatedtosustainabledevelopmentandthetransitiontoaSkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE22IEA.Allrightsreserved.greeneconomy.Itoffersfinancialsupportforthecreationofgreenjobs,includinggeneroustaxdeductionsforskillstrainingprogrammes.TheActlaysoutacross-agencyefforttoimplementitsgoals.TheDepartmentofLaborandEmployment(DOLE)wastaskedwithdevelopingaNationalGreenJobsHumanResourceDevelopmentPlanonthedevelopmentanddeploymentofthepublicandprivatesectorlabourforces.Theplanincludesprogrammesandprojectsrelatedtobasicandhighereducationaswellastechnical-vocationaltraining.TheDOLE,togetherwiththePhilippineStatisticsAgency,maintainsadatabaseofgreenjobsaswellasalistofcompaniesthatareexpectedtocreatenewcleanenergyjobsinsupportofskillstrainingassessmentsandcertifications.TheDepartmentofFinanceadministersfinancialincentives(includingnewtaxincentivesintroducedinthelaw)toqualifiedpeopleandbusinessesengagedinregisteredactivities.Severaleducationdepartmentsandauthoritiesoverseedevelopmentandimplantationofcurriculaandcertificationsforskillsneededforacleanenergytransition,whiletheDepartmentofTradeandIndustryestablishedaspecialbusinessfacilitationprogrammeforpeopleandbusinessesthatcreategreenjobs.Othergovernmentaldepartmentsalsoensuremainstreamingofgreenjobsinsectoraldevelopmentplans,suchastransport,sustainabletourismandgreenbuildings.Austria’sEnvironmentalFoundationAspartofitseffortstoreduceGHGemissionsandreduceitsdependencyonRussianoilandgasimports,Austria’sgovernmenthasprioritisedrapidexpansionofwind,solar,hydropowerandbiomass.TheFederalMinistryforClimateProtection,Environment,Energy,Mobility,InnovationandTechnology,alongwiththeMinistryofLaborandsocialpartners,startedtheEnvironmentalFoundationasajointprojecttotrainatleast1000workersinthefieldofenvironmentalandclimateprotectionwithinthreeyears.Thegovernmentforeseessignificantjobcreationpotentialinthecleanenergysector,includingforspecialiststoinstallPVpanels,constructwindturbinesandswitchtomodernheatingsystems.However,jobseekersdonotalwayshavetherequiredqualificationstoperformthesejobs,raisingtheneedfortraining.Thefoundationworksinconjunctionwithtrainingprovidersandconsidersregionalandindustryfactors.Theprojectwillnotablyfocusonunemployedpeoplewhodonothavesufficientqualificationstootherwisefindjobs.Theprogrammewillalsoplacespecialemphasisontrainingandjobsforwomen,olderpeopleandthosestrugglingwithlong-termunemployment.ThefoundationbeganoperationsinApril2022,closelyaligningitsworkwiththeAustrianPublicEmploymentService.SkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE23IEA.Allrightsreserved.IthasatotalcostofEUR17.5million,ofwhichEUR10millionwillcomefromthegovernment’slabourbudgetandEUR7.5millionwillbesuppliedbycompanies.Theeducationalfoundationfollowsthe2021Job.ReActpilotprogrammeinAustria,whichofferedjobsinecologicalandsustainablesectorstounemployedpeople,co-fundedbytheEuropeanUnion’sEuropeanSocialFund.BarbadosNationalEnergyPolicy2017-2037TheBarbadosNationalEnergyPolicy(BNEP)2017-2037outlinesplanstoshiftthecountry’seconomyawayfromfossilfueldependencetowardonebasedmainlyonrenewables.Theheadlinegoalsspecifiedinthestrategyincludefosteringlocalentrepreneurship,educationandcapacitybuilding.Tothisend,oneofthe16objectivesofthepolicyfocusesontraininglocalemployeeswithqualificationsandskillsrelatingtorenewableenergyproductionandmanagement.Thepolicyalsoaimstodevelopstandardsofqualificationforjobsintherenewablessector,increasecollaborationbetweeneducationalinstitutionsandtheenergysectortowardestablishingdegreeandvocationalprogrammes,developingrenewableenergysyllabusesintertiaryinstitutions,andinternshipandscholarshipopportunities.Aspartofthis,thegovernmentestablishedaworkinggroupcomprisedofmembersofeducationalinstitutionsandtheenergysectortoensureongoingrelevanceoftheeducationsystemamidenergytransitions.Italsomobilisesfundingfortraininganddevelopmentandestablishesasystemofknowledgesharingonenergyskillsamonglocaleducationalandvocationalinstitutionsandinternationalinstitutions.VocationaltraininginthesectorofrenewableenergiesandenergyefficiencyinCôted’IvoireAccordingtoGIZ,ThegovernmentofCôted’Ivoireplanstorapidlyincreaseitselectricitygenerationcapacityby2030,includingbyexpandingtheshareofrenewablesto42%,including16%fromnon-hydrosources.Giventhatthecurrentshareofrenewablesinthepowermixislessthan1%,theindustryisexpectedtoseesignificantgrowth,whichwillbringsizeablenewjobopportunities.Jobsinthesolarpowerandbiomasssectorsareprojectedtogrowbyaround8000to13000peopleby2030(comparedtoaround970today).Totakeadvantageofthisopportunity,thegovernmenthasplanstosupportyoungpeopleenteringthelabourmarket,includingbydevelopingvocationaltrainingprogrammesincollaborationwiththeprivatesector.However,therenewablessectorinCôted’Ivoirehasyettodevelopmorecapacityandattractmorefundingforsmallandmedium-sizedenterprises.Moreover,teachingstaffatpublicschoolsanduniversitieswouldbenefitfromadditionallearningopportunities,andwomenarecurrentlyunder-representedintechnicaltrainingcourses.Inresponse,aspartofthereformpartnershipbetweentheSkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE24IEA.Allrightsreserved.governmentofCôted’IvoireandtheGermanFederalMinistryforEconomicCooperationandDevelopment(BMZ)withintheG20CompactwithAfricainitiative,aprojectwaslaunchedtoincreaselocaltechnicalexpertiseandmanagementskillsinrenewableenergyandenergyefficiencysectors.Theproject,spanning2019-2022,wasundertakenincooperationwiththeMinistryofTechnicalandVocationalTrainingandApprenticeship,theMinistryofHigherEducation,theMinistryofEnergyandtheMinistryofEnvironment.Theprojectbolstersthecapabilitiesofteachersatvocationalschoolsanduniversities,toallowthemtosupportlarger-scaledisseminationofpracticalskills.Italsoadvisesvocationalschoolsanduniversitiesonorganisationalareasthataligntrainingprogrammeswithmarketneeds.Inaddition,theprogrammefacilitatesdialogueandnetworkingbetweentheprivatesectorandtrainingorganisations.Lastly,tofostermarketdevelopment,itpromotesenergyauditsthatcanstimulatenewprojectsandimprovesthecapacitiesofbankstoassessenergyprojects.AsofMay2021,threecross-sectoralformatswereestablished,andin202045companieshadliaisedwithtraininginstitutions,while37teachershavereceivedtraininginsolarPV,energyefficiencyandsupportingskills.Theprojectsupportsthreepublicvocationaltrainingfacilitiesindevelopingtheirofferings,whilerenewableenergyandenergyefficiencyarebeingsteadilyintegratedintothetrainingcurriculaforjobsintheindustrialandconstructionsectors.Around400workers,including69women,havereceivedtraining.Spain’sEmpleaverdeProgramTheEmpleaverdeProgramofSpain’sMinistryfortheEcologicalTransitionandDemographicChallenge(MITECO)isrunbytheBiodiversityFoundationto“promoteandimproveemployment,entrepreneurshipandtheenvironment”.Theprogrammeisco-financedbytheEuropeanSocialFundundertheEmployment,TrainingandEducationOperationalProgramme2014-2020.Itaimstoleverageenvironmentalopportunitiestocreategoodjobsandcompetitivecompaniesbybetteraligningemploymentandenvironmentalpolicy.TheBiodiversityFoundationissuescallsforgrantsaswellasundertakesitsownprojects.Overthe2014-2020period,theEmpleaverdeProgramco-financed288projectsinarangeofenvironmentalsectors,includingthecirculareconomy,renovationandsustainablebuildings,eco-innovation,entrepreneurship,andecologicalproducts,amongothers.Theprogrammeimprovedtheemployabilityof2783people,whileanadditional2000receivedsupporttocreateorimproveacompany.TheEmpleaverdeProgrammightcontinueitsworkoverthe2021-2027period(currentlyundernegotiation),focusingitsactivitiesontrainingforthegreentransition,targetingunemployedworkersandentrepreneurs.Mostrecently,theBiodiversityFoundationissuedtwocallsforgrantsinApril2022,oneofwhichwillbeforprojectsthatprovidetraining,adviceandsupportforjobplacement,whiletheotherseekstopromotethehiringofunemployedpeople.UnderthelatestSkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE25IEA.Allrightsreserved.programme,MITECOwillawardEUR7.5millionto66projectsthatsupportjobsinenvironmentalsectorsandpromotetrainingprogrammesinareassuchasagriculturalsustainability,forestmanagement,thejustandecologicaltransitionorsustainablefashion.Theprojectsareexpectedtotrainover7000people.BarcelonaEnergyAdvicePointsInanexampleoflocalgovernmentsofferingcleanenergyskillsprogrammes,thecityofBarcelonalaunchedtheEnergyAdvicePoints(EAP)initiativetoaddressenergypovertythroughbuildingretrofitsandjobtraining.TheprojectwasestablishedwiththegoalofupgradingtheenergyefficiencyofhomesinBarcelona,withafocusonthemostvulnerablehouseholds.ThetrainingaspectoftheprogrammebuildsofftheEnergialaJustainitiative,whichtrained100unemployedpeoplecitizensandgavethemjobsasenergyadvisorsforsixmonthstohelp3000householdsinenergypovertyimplementenergyefficiencyimprovementsintheirhomesandlowerenergybills.TheEAPassemblesateamof40people,spreadacross11pointsinthecitywiththegoalofachievingenergyefficiencyimprovementsofhomes,increasingtheemployabilityofvulnerablepeople,andempoweringcitizens.Inaddition,theEAPhires20unemployedpeople(overtheageof45)everyeightmonthsandintegratesthemintothegroupofenergyadvisors,tocreateateamof60.ByOctober2019,theEAPhadtrained80peopleforworkasenergyadvisors.Notably,theprogrammehelpsunemployedpeoplegetthetraining,professionalqualificationsandexperiencetogainemploymentasenergyconsultantselsewhereattheendoftheirtraining.In2020,80%ofparticipantsfoundworkaftercompletingtheprogramme,asignificantjumpfrompreviousyear(37%2019and28%in2018).USDOElithium-batteryworkforceinitiativeAstheenergytransitionbringsaboutsurgingdemandforcriticalminerals,employmentneedsinthesectorarealsopoisedtogrow.Inparticular,thelithiumbatterysupplychainwillunderpingrowthinanarrayofcleanenergytechnologiesfromelectricvehiclestoenergystoragetosupportwindandsolarpower.SeveralrecentreportscommissionedbytheBidenadministrationhaveunderscoredtheneedfortheUnitedStatestodevelopandsustainarobustworkforceforthedomesticbatterysupplychainandfortheentiretransitiontocleanenergy.AspartofthePresident’s100-DaySupplyChainReviewfortheEnergySectorIndustrialBase,theUSDepartmentofEnergy(DOE)recentlyreleased"America’sStrategytoSecuretheSupplyChainforaRobustCleanEnergyTransition".In2021,theNationalBlueprintforLithiumBatteries2021-2030publishedbytheFederalConsortiumforAdvancedBatteriesrecommendedthecreationofasecurebatterymaterialsandtechnologysupplychainby2030.Inresponse,theDOE,alongwiththeUSDepartmentofLaborandtheAFL-CIO,inMarch2022SkillsdevelopmentandinclusivityforcleanenergytransitionsCleanenergyskillstrainingPAGE26IEA.Allrightsreserved.launchedtheLithium-BatteryWorkforceInitiativetosupportlithiumbatteryproduction.TheUSD5millioninvestmentwillsupportfivepilottrainingprogrammesintheenergyandautomotivesectorsaswellaspromoteworkforcepartnershipsbetweenindustryandlabouralongthedomesticlithiumbatterysupplychain.Thepilotprogrammeswillincludemanufacturingcompanies,labourorganisationandtrainingproviderstowardthedevelopmentofanationalworkforcestrategy,andwillanalysejobtasksandworkercompetenciesinlithiumbatteryproduction.Theanalysiswillinformthedevelopmentofindustry-approvedcredentialsandsupportworkertrainingprogrammesfortheentiresupplychain.Theworkforceinitiativesupplementsotherefforts,suchasUSD3billionallocatedundertheBipartisanInfrastructureLawforprojectsthatboostdomesticbatteryproductionandrecycling.SkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforcoalworkersPAGE27IEA.Allrightsreserved.SkillstrainingforcoalworkersReskillingandupskillingprogrammesforthetransitionawayfromcoalAsthemostGHG-intensivefuel,coalwillbeamongthefirstsectorsimpactedbytheongoingenergytransitions.Already,drivenbymarketconditionsandemissionsreductionpolicies,manycountrieshaveseensharpdeclinesintheircoalsectors.Since2010,anaverageof25GWofcoalplantcapacityhaveretiredglobally,mostlyconcentratedinEuropeandNorthAmerica.Thepathwaytonetzeroemissionswillmeanevenmoreprecipitousdeclinesincoalusage.TheIEAprojectsthat90GWofannualaveragecoalplantretirementswillbeneededtomeetNZErequirements.Asalargeemploymentandeconomicsectorinmanyregions,retrainingandregionalrevitalisationprogrammesareessentialtoreducethesocialimpactofjoblossesatthelocallevelandtoenableworkersandcommunitiestofindalternativelivelihoods.BasedonIEAanalysis,thecoalsector–whichisrelativelylabour-intensive–employsaround6.3millionworkers,heavilyconcentratedintheAsiaPacificregion,wherethebulkoftoday’scoalproductiontakesplace.Thejobsarepredominatelyinmining,butalsoincludethetransport,washingandprocessingofcoal,aswellasthemanufacturingofspecialisedminingandconveyingequipment.Meanwhile,coalpoweremploystwomillionpeopleglobally,mainlyofwhomareinformalworkers,withaheavyconcentrationinemerginganddevelopingeconomiesinAsia.Overthepastdecade,coalmininginNorthAmericaandEuropehasfallenconsiderablyandfurtherdeclinesareinevitable.Asaresult,governmentsinthesecountries,fromSpaintoCanadaandtheUnitedStates,havealreadyputinplacestrategiestomanagethetransitionforworkersawayfromcoalminingintoareassuchasrehabilitationfornewcleanenergyfacilities.Suchstrategiesrequireclosecollaborationwithlabourandindustry,aswellasfinancialresourcestoofferretrainingandreskillingprogrammesforcoalsectorworkers.Forlargeemergingmarkets,suchasIndiaandSouthAfrica,whichstillhavesizeablecoalsectorsthatemployalargenumberofworkers,thetaskisstillmorechallenging.Nonetheless,actionstakentodaycanprepareworkersforalonger-termtransitionawayfromcoal,includingthroughsocialdialoguebetweengovernments,companiesandunions,aswellasdetailedworkforceandskillsassessmentsthatcaninformfuturestrategiesandpolicies.AnumberofcountriesSkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforcoalworkersPAGE28IEA.Allrightsreserved.aroundtheworldhavebeguntoundertaketheseprocessesandoffergoodexamplestoensureasmoothtransitionpathwayforcoalworkers.Spain’sJustTransitionStrategySpain’sStrategicFrameworkforEnergyandClimate,releasedin2019,wasbuiltonthreepillars,oneofwhichistheJustTransitionStrategy.Spainviewstheenergytransitionasanengineforqualityjobcreation,especiallygiventhatthecountry’sunemploymentratehoversaround15%,withthehighestshareoftemporaryworkersintheEuropeanUnion.TheSpanishgovernmentestimatesthatbetween253000and348000jobswillbecreatedinthenextdecadeaspartoftheenergytransition,mainlyinmanufacturingandconstruction,withanoverallreductionintheunemploymentrateofbetween1.1%and1.6%.Italsoanticipatesthattheenergytransitioncanbringabouttheeconomicrevitalisationofsparselypopulatedareasbasedonthecreationofgreenjobs.However,inordertoachievetheseresults,thegovernmentrecognisestheneedtosupportthetransitionofworkersincoal-dependentregionstonewopportunities.TheJustTransitionStrategy,therefore,distinguishesgreenvocationaltrainingasanimportantelement,includingretrainingofworkersinvulnerablesectorsorthoseundergoingrestructuring.Already,between2018and2020,Spainshutdown5.4GWofinstalledcoalcapacity,withanadditional3GWslatedforclosurein2022(relativeto10GWofcapacityfrom15coalplantsin2018).Assuch,thestrategyidentifiesterritorieswithmaximumshort-termvulnerabilitiesandproposesanUrgentActionPlanforCoalRegionsandPowerPlantstoaddressthem.Forcoalpowerplants,thejoblossesfromplantclosuresarenotnecessarilyimmediateasdismantlinganddecommissioningactivitiescanresultinjobretentionandevenjobcreation.Nonetheless,thesejobsaretemporaryandmayrequirespecialisedskillsthattheexistinglabourforcedoesnothave.However,inSpain,thecompaniesthatclosecoal-firedpowerunitsareoftenthesameasthosethatopennewpowerplants,increasingopportunitiestorelocatestaff.Akeytoolunderthestrategyforsupportingcoalphase-outsareregionalJustTransitionAgreementsforCoalPowerPlantsbetweenthegovernment,workers,companiesthatowncoalpowerplantsandworkers(representedbytradeunions).Theagreementnotesthattheclosureofcoal-firedplantscouldresultinbothdirectandindirectjobsinrepairandmaintenanceservices,aswellasjobsincoaltransportationandotherassociatedservices.InApril2020,Endesa,IberdrolaandNaturgy,operatorsoftheplantsintheprocessofbeingcloseddown,signedaJustTransitionAgreementtoprotect2300workersat12plants(7.8GW).InMarch2021,EDPjoinedtheagreement,bringingthetotalto3000workersat15plants(10GW).SkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforcoalworkersPAGE29IEA.Allrightsreserved.Theagreementcommitsthenationalgovernment(MinistryforEcologicalTransitionandMinistryofLabourandSocialEconomy)tocollaboratewiththeSpanishNationalEmploymentServicetooffercomprehensivesupporttoworkersinimpactedareasbyprovidingthemwithvocationaltrainingandemploymentservices.SuchsupportwillbeincludedineachJustTransitionAgreement.ThisincludesimplementingaspecialregisterundertheJustTransitionInstituteforaffectedworkerstotrackrequalificationandjobsupport,incoordinationwithStateand/orAutonomousCommunities.Theplanincludesvocationaltrainingandemployabilitysupportforworkersinaffectedareas,bymeansofanagreementbetweentheStatePublicEmploymentServiceandtheJustTransitionInstitute,fundedbythelatter.Italsocallsforastudyontheprofilesofjobs,labourskillsandcapabilitiesthatwillbeneededtoensurecareerdevelopmentandtheintegrationofjobseekers,includinganalysisofprofessionsatriskofdecliningdemandintheshortterm,skillsneededforfutureprofessionsandmeasuresneededtobridgethegap.Forcompaniesthatowncoalplants,theagreementcallsformaintainingemploymentthroughrelocationplansfordirectworkersandancillarycompanies’workers,givingthemprioritytonew,immediatejobsinrestorationanddecommissioningactivities.Aspartofthis,thecompaniescommittoupskillingandreskillingprogrammesforworkerstosupportthemintheseefforts.Priorityindecommissioningandrestorationtenderswillbegiventocompaniesthatemployancillarycompanyworkersinthelocalarea.Coalplantownersalsocommittofacilitatecomplianceandmonitoringoftheircommitmentsundertheagreement.Meanwhile,unionshavearesponsibilitytomonitorcomplianceunderthearrangementaspartoftheCommitteeforMonitoringtheAgreement,whichincludesrepresentativesfromthegovernment,unionsandcompanies.Thecommitteemeetstoevaluateimplementationprogresseverysixmonths.AsanexampleoftheJustTransitionAgreementsworkinginpractice,EndesainJanuary2022announcedtrainingcoursesthatwillbegininFebruary2023aspartofthecompany’sFutur-eplan,inanefforttosupportlocaljobsaspartoftheprocessofdismantlingitscoalplantinCarbonerasandtheinstallationofrenewablesfacilities.ThetrainingprogrammeispartofacooperationagreementsignedbyEndesa,theAndalusianEmploymentServiceandCarbonerastowncouncil.EndesahasdevotedoverEUR150000forthetrainingcoursesinCarbonerasthatwillbenefit500people.PriorityisgiventothoseregisteredasjobseekersundertheJustTransitionEmploymentExchangeinCarboneras,followedbyjobseekersregisteredinthesameregistryoftheprovinceofAlmeria.Thecompanyisplanningtobuildover1200MWofrenewablegenerationinAlmeria,whichcouldofferjobopportunitiesforworkersfromtheCarbonerasplant.SkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforcoalworkersPAGE30IEA.Allrightsreserved.iForestlocalskillsassessmentofcoalsectorinIndiaTheInternationalForumforEnvironment,Sustainability&Technology(iFOREST),anindependentnon-profitenvironmentalorganisationbasedinNewDelhi,India,releasedalandmarkreportonplanningajusttransitioninthecountry’slargestcoalandpowerdistrict,Korba.Intheearlystagesofplanningapeople-centredenergytransition,itisnecessarytogatherdataonemploymentandskillsamongtheworkingpopulationatthelocallevelasafirststeptowardplanningforemploymentredeploymentandskillstrainingneeds.ThegovernmentofIndia’stargettoreachnetzeroemissionsby2070andundertakeamassivebuildoutofrenewableenergycapacity(500GWby2030)willrequireaphaseoutofcoalproductionandconsumptioninthecountryinthecomingdecades,withapeakingofdemandneededintenyears.KorbaisnotonlythetopcoalproducingregioninIndia,butitisalsooneofthepoorest,highlightingtheacutedependenceofpeoplethereonthecoaleconomy.Aspartofthecomprehensivestudy,iForestassessedthejobsdependencyonthecoalsectorinKorba,findingthatoneinfiveworkersisemployedinthecoalsector(coalmines,coalwasheries,coaltransport,powerplantsandflyashbrickunits),eitherformallyorinformally.Intheabsenceofofficialdataoncoaldependency,thestudysurveyed600householdsinKorbadistricttodeterminedependenceoncoalandtoprofiletheworkforcedependentoncoalmining,coal-firedpowerplantsandotherrelatedindustries.Itwasestimatedthatatleast87558workersareemployedformallyorinformallybythecoalindustryandpowerplantsinKorba.Theworkerprofileshowedthat44%ofthecoalworkforcewereformalworkers,employedbypublicsectorcoalminingcompanySouthEasternCoalfieldsLimitedandthroughprivatecontractorsinoccupationssuchasmachineoperators,techniciansandaccountants.Theremaining56%wereinformalworkers,oftenengagedthroughsub-contractors,inactivitiessuchasmovingequipment,helpinginloadingandunloadingandcivilworksincompany-runfacilities.Thestudyalsohighlightedthatthelargestinformalworkforceisinthecoaltransportsector,particularlyroadtransport,wherenearlyallworkersareinformal.Thereportnotedthatimpactedinformalminingworkerswillrequireskillstrainingfornewjobs,whileforformalminingworkersreskillingisneededforyoungeremployeesorientedtowardCoalIndia’sshiftingportfolio.Forcoalpowerplants,informalworkerswillrequirevocationaltrainingfornewskillstofindworkelsewhere,withaluminiumandsteelplantsnotedasindustriespresentingopportunities.Fordriversincoaltransportandinformalflyashbrickworkers,whooftenhavelimitedskillsets,newskillstrainingwilllikelybeneeded.Thereportalsoidentifiestheneedforinvestmentsineducationtopreparetheyoungergenerationforjobsinotherareas.SkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforcoalworkersPAGE31IEA.Allrightsreserved.SouthAfricaSectorJobsResiliencePlansSouthAfricahasundertakenearlynationalengagementonajusttransitionforitscoalindustryinacontextwherecoalaccountsfor73%ofthecountry’senergysupplyandabout1.5%offormalemployment.In2017,theDepartmentofEnvironment,ForestryandFisheriesandtheDepartmentofTrade,IndustryandCompetition(formerlyEconomicDevelopmentDepartment)commissionedTrade&IndustrialPolicyStrategiestocarryoutaNationalEmploymentVulnerabilityAssessment(NEVA)toevaluatetheimpactsthatclimatechangewouldhaveoncompanies,workersandcommunitiesalongthevaluechaininthefollowingsectors:coal,metals,petroleum-basedtransport,agricultureandtourism.The2019NEVAfoundthatSouthAfrica’scoalminingsector,whichishighlyconcentratedamongafewcompanies,employedaround89000workersin2018andaccountedfor20%ofminingjobsinthecountry.Thatsameyear,state-ownedutilityEskomemployed50000workers,whilepetrochemicalcompanySasolhad26000workersinSouthAfrica.TheNEVAidentifiedfourmainriskfactorsforthecountry’scoalvaluechain,includinglonger-termrisksfromabroadthatimportersreducedemandforSouthAfricancoalandglobaleffortstocutcoalconsumptionmountaswellasdomesticrisksthatconsumerslowertheirdemandforcoal-firedelectricityduetoanexpansionofrenewablesandefficiencyandpoliciesforlowercarbonintensityfromelectricitygeneration.TocomplementtheNEVA,thecountry’sNationalClimateChangeResponseWhitePaperrequiresthedevelopmentofSectorJobsResiliencePlans(SJRPs)foreachvaluechain.TheSJRPsaimtoassessopportunitiestotransitionthesesectorstogreenjobsandindustriesandtoprotectvulnerablegroupsthatwillbeimpactedbythechanges.Forcoal,theSJRPestimatedin2020thatvaluechainemploymentismorethan120000workers,outofwhich80000workincoalmining,thelargestemploymentsector.Thepowergenerationsector(Eskom)accountsfor12000jobs,thepetrochemicalssector(Sasol)for26000,andsmallcoaltruckersfor2000jobs.15%oftheworkersinthecoalvaluechainarewomen.ThecoalsectorishighlylocalisedintheMpumalangaprovince,whichhousesmostofthecountry’scoalmines,includingEskompowerstationsandSasol’scoal-to-liquidsplants.Inparticular,fourdistrictsinMpumalangasupplynearlyallofthecountry’scoal.TheSJRPnotesthatworkersinthecoalvaluechainhavebetter-than-averagecompensationandbenefitscomparedtootherformalworkers,despitelowerlevelsofeducation.Incoalminingandheavychemicals,themedianmonthlysalarywasZAR10000andintheelectricitysector,aroundZAR15000.ThiscompareswiththemediansalaryforotherformalworkersofalittleoverZAR5000.Moreover,inSkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforcoalworkersPAGE32IEA.Allrightsreserved.2017,around80%ofworkersinthecoalvaluechainhadretirementfundsrelativestolessthan60%forotherformalworkers.However,educationlevelsamongcoalminerslaggedbehindformalworkersinothersectors.Thecoallabourforcewithmatriculationorlessstoodat80%2017,comparedto74%inothersectors.Inaddition,unionmembershipwasover70%forcoalminers,67%forelectricityworkersand45%forbasicchemicalworkers.Thiscompareswithonly35%intheformaleconomyasawhole.TheSJRPframework,inadditiontoestimatingthescaleofdisplacementexpectedinaregion,alsooffersrecommendationsforadjustment.Itnotesvariousareasfordiversification,includingintherenewableenergyvaluechainthroughskillsdevelopment,includinginthemaintenanceandrepairofrenewablegenerationequipment,andthemanufactureofrenewablesgenerationcomponentsandrelatedservices.Anotherareafordiversificationisbeneficiationofcoalwasteproducts,whichwouldrequireskillstrainingandeducationtotransitionworkersfromcoalminingandpowerplants,precededbyathoroughassessmentofthepotentialforashbeneficiation.Lastly,theframeworkalsoidentifiesminerehabilitationandrepurposingasadiversificationoption.TheSJRPframeworknotesthataggregatedemploymentadjustmentplansforallofMpumalangawillnotbeeffectiveaseachlocalmunicipalityhasuniqueeconomicdrivers,labourmarketsandinfrastructure.Alongtheselines,thestrategyhighlightseffectivelabourmarketstrategieswillrequireacomprehensiveprofileofaffectedminers,specificallyasurveyofminingfirms,togetanaccurateprofileofminers’age,backgroundandskillset.It,therefore,callsforastudyintotheskills,experience,ageandlong-termcareerplansofworkersthatwillbedisplacedbythesector’sslowdowninnexttenyears,fundedbytheMiningQualificationsAuthorityortheNationalSkillsFund.Suchanalysiscoulddetermine,forinstance,iftheageprofileofworkerswarrantsretrainingandreskillingforyoungerworkersorpossibleearlyretirementpackagesforolderworkers.EURES-SKILLprojectTheRES-SKILLprojecthasanobjectivetostrengthenvocationaleducationandtraining(VET)forcoalworkerstosecurejobsintherenewableenergyspace.Accordingtotheinitiative,theEuropeanUnion’scarbonagendawilldisplacearound76000jobsincoalminesandcoalpowerplantsby2025and154000jobsby2030.However,growthinrenewableenergywillcreatenewjobsintheenergysector.Theprogrammenotesasimilarskillsetbetweencoalworkersandthoseintherenewablessector.Forexample,someskillsofcoalworkers,suchasexperienceinhazardousenvironmentsaswellasemploymentofmanualandsophisticatedtechnologies,areapplicableinthesolarphotovoltaic(PV)andwindSkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforcoalworkersPAGE33IEA.Allrightsreserved.industries,especiallyforsolarPVinstallersandtechniciansaswellasforwind-farmandwindturbineoperators.Inthisregard,coalworkerscanmorequicklytransfertheirskills,bypassinglengthytrainingofaroundtwoyearsforVETcourses;instead,theymightonlyneedashortcourseoron-the-jobtraining.Theprojectemploysathree-stepmethodology:1)identifyingthemainoccupationprofilesinthecoalindustryandrenewablessector,2)documentationofskillsinthecoalindustryandrenewablessector,and3)developmentoftransitionprofilesbasedonskillsmatching.Aspartofthisinitiative,theRES-SKILLprojectdevelopsatailoredcurriculumandtrainingcontenttosupporttheintegrationofcoalworkersinrenewablesjobs,supportsVETprovidersintegrateRES-SKILLmaterialsintotheirofferings,andimprovescoordinationbetweenVETprovidersandemployerstoidentifyopportunitiesthatfacilitatecoalworkerstransitiontotherenewablessector.Inparticular,theprojectidentifiessynergiesandmisalignmentsonskillsbetweenthejobdescriptionsofcoalandrenewablessectorworkerstobettertargettraining.Italsocreatestailoredteachingmaterialsthatareofferedasopeneducationresources(sofarinsixlanguages)aswellasdevelopsself-assessmenttoolsandskillsportfoliostotailorretrainingefforts.TheprojectalsodevelopsresourcestosetupJointCompetenceCentrestoreorientthecareersofcoalworkers.Targetgroupsoftheprojectinclude:VETproviders;coalindustryworkers(especiallylow-skilledworkers);companies,socialpartners,andworkerassociations;andVETauthoritiesandcareeradvisoryorganisations(includingregionaldevelopmentagenciesthatoverseetrainingprogrammes).Theprojectisco-fundedbytheEUErasmus+Programme.RomanianWindEnergyAssociationtrainingschoolsincoalregionsBuildingonthesuccessoftheRenewableEnergySchoolofSkills(RESS)inConstanța,whichtrainedover5000windenergytechniciansinRomania,theRomanianWindEnergyAssociation(RWEA)isdevelopingaprofessionaltrainingacademyinaformercoalregion.TheacademywillbebasedintheJiuValley,aformercoalminingareawithapreviouslystrongeconomythathasbeenafflictedinrecentyearsbymineclosuresthathaveresultedinstressonlocalcommunitiesandpromptednearlyhalfoftheregion’spopulationtoleaveforbetteropportunitieselsewhere.WithwindenergyinstallationsontheriseinRomania,theindustryoffersanattractiveopportunityfornewjobs.TheacademywillleveragetheRESSprogrammetoreskillcoalminersforjobsinthewindenergysector.AmongthecoursesofferedbyRESSarewindturbinebladerepair,PVpanelinstallation,safetyandotherspecialisedtrainings.RWEA’sValeaJiuluiAcademywillbeSkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforcoalworkersPAGE34IEA.Allrightsreserved.supportedbyitsmembercompanies,suchasMonssonandCEZGroup,andplanstoaccessfundingfromtheEUPlatformforCoalRegionsinTransition.Theintentionoftheacademyistoretrainupto800coalminersastechniciansintherenewableenergyandenergydistributionfieldsannually,foratotalof8000techniciansoverthetenyearsoftheproject.Thecertificationsawardedthroughthecourseswillprovidetechnicianswithemploymentopportunitiesininstallation,operationandmaintenanceofrenewableenergyandgridprojectsbothinRomaniaandabroad.USPOWERinitiativeIn2015,theObamaadministrationlaunchedthePartnershipsforOpportunityandWorkforceandEconomicRevitalizationInitiative(POWER)todirectfederalassistancetocommunitiesandregionsfacingjoblossesrelatedtotheenergytransitioninmining,coalpowerplantsandcoalsupplychainindustries.POWERisamulti-agencyefforttosupportfederaleconomicandworkforcedevelopmentprogrammestoassistcommunitiesfacingdownturnsinthecoalminingandpowersectors.ThePOWERfundscanbeusedbyregionstodiversifyeconomies,createnewjobs,attractnewinvestmentsthatcreatejobs,andprovideworkforceservicesandskillstrainingthatleadtoindustry-recognisedcredentialsforhigh-qualityjobs.ThePowerInitiative’sfundingisprovidedbytheUSCongress.Uponitslaunch,thePOWERInitiativewasspearheadedbytheEconomicDevelopmentAdministration,withsizeablefundingcomingfromtheAppalachianRegionalCommission(ARC),SmallBusinessAdministrationandDepartmentofLabor.SincetheTrumpAdministration,theARCretainedsoleoversightovertheprogramme.TheARCisaneconomicdevelopmentagencyofthefederalgovernmentand13stategovernmentsworkingin423counties(accountingfor26millionpeople)inthe13Appalachianstateswithamissionto“buildcommunitycapacityandstrengtheneconomicgrowthinAppalachia”.UnderthePOWERInitiative,theARCawardsimplementationgrantsofuptoUSD1.5million,technicalassistancegrantsofuptoUSD50000,andbroadbanddeploymentgrantsofuptoUSD2.5million.Theprogrammeawardsfundingthroughacompetitivebiddingprocesseachyear.POWERinvestmentprioritiesareasinclude:buildingacompetitiveworkforce,fosteringentrepreneurialactivities,developingindustryclustersincommunities,andbroadband.Withintheworkforcedevelopmentarea,trainingprojectsareexpectedtofocusontheupwardmobilityforparticipantsthroughupskilling,retoolingandestablishingdistinctcareerpathways.WorkforceprojectsshouldalsostriveincreaselabourSkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforcoalworkersPAGE35IEA.Allrightsreserved.participationratesbytargetingbothunderemployedworkersaswellasbyrecruitingandtrainingpeoplewhohavelefttheworkforce.Since2015,underthePOWERInitiative,ARChasinvestedoverUSD319.3millionin395projectsin358coal-dependentcountiesthroughouttheAppalachianregion.Thoseinvestmentsareexpectedtocreateorretainover36600jobs,leveragemorethanUSD1.5billioninprivateinvestmentintotheregionandgroomnearly14300workersandstudentsforopportunitiesinentrepreneurship,broadbanddevelopment,tourismandothersectors.Forexample,ARCin2021offeredseveralgrantstorevitalizeeconomicandjobopportunitiesintheAppalachianregion.Amongotherfunds,itgrantedUSD1.5milliontoCoalfieldDevelopmentCorporationinWayne,WestVirginiafortheAppalachiaFORWARD(FreightOpportunitiesReducingWasteandRevitalizingDevelopment)project.Thefundswillbeusedtooffertechnicalassistancetoentrepreneursandsocialorganisationsinthetransportandrecyclingsectors.Theprogrammewillalsotrainandhirepeopleinsustainablerecyclingandreuseofmaterials,aswellasperformresearchonsustainableupcyclingandrepairbusinessmodels.Thegrantisexpectedtocreate50newjobs,sixnewbusinessandupskill300workers.Alsoin2021,ARCawardedagranttoFrostburgStateUniversityinFrostburg,MarylandtoimplementPhaseIIoftheWesternMarylandAdvancedTechnologyCenterDevelopmentProjectatFrostburgStateUniversityInnovationPark.Thefacilityaimstosupportthegrowthofnewindustriesthatcanplayakeyroleintheregion’srevitalisationandcreatenewjobs,includinginformationtechnology,renewableandresilientenergy,greenconstructionmaterialsmanufacturing,environmentalhazardremoval,andbiotechlaboratorytestingandanalysis.LocatedinadesignatedOpportunityZone,thefacilityplanstooffertrainingandeducationinnewtechnologiestoresidentsinthreesurroundingcounties.Theprojectisprojectedtocreate18newbusinessesand125jobs,retain230jobs,provide40existingbusinessesaccesstoskilledworkers,andstimulateanadditionalUSD2.5millioninprivateinvestmentintheregion.ARC’slargestgrantpackagetodateunderPOWERwasforUSD52millionin2021,followedbytheannouncementofanadditionalUSD21millioningrantsin2022.The2022grantswillgoto21projectsimpacting211countries.Greece’sjusttransitionstrategyforligniteworkersAspartofGreece’senergytransition,thegovernmentannouncedaphaseoutofligniteby2028.Thetransitionwillrequiredecommissioningoflignitepowerplantsandmines,whichwillcreateeconomicandemploymentdisruptionsinlignite-producingareas,especiallyinWesternMacedonia,where80%ofthecountry’sligniteisproduced.TohelpmanageanefficienttransitionforimpactedregionsSkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforcoalworkersPAGE36IEA.Allrightsreserved.andcommunities,GreececreatedaFairTransitionFundin2018,whichwillsupportthediversificationoflocaleconomiesandjobcreationinlignitedependentareas.Thefundisfinancedby6%ofrevenuesfromauctionsofallowancesundertheEUEmissionsTradingSystem,amountingtoaroundEUR20millionannually.ForboththeDytikiMakedoniaandPeloponnesuscoal-miningregions,GreeceparticipatesintheInitiativeforcoalregionsintransitionthatofferstechnicalassistanceandcapacitybuildingtowardthedevelopmentofinclusivetransitionstrategiesandroadmaps.In2020,GreecesubmittedadetailedplanformanagingajusttransitionforitscoalregionstotheEuropeanCommission,supportedbytheWorldBankandtheEC’sDirectorate-GeneralforStructuralReformSupport.Theroadmapincludedfindingsfromacomprehensive,multi-disciplinaryresearchprojectthatexaminedkeytopicsforatransitionawayfromligniteinWesternMacedonia.Theproposedtransitionstrategiesidentifiedintheplaninclude,amongothers,analternativeenergytransitionpathwaythatleveragestheenergy-relatedskillsandsocialidentityoftheregionaswellasadigitalregionaltransitionapproachthatwouldexpandscience,technology,engineeringandmath(STEM)androboticseducationinpublicschools.GiventheexceedinglyhighunemploymentratesinWesternMacedonia,theroadmapcallsforanemploymentstrategythatconsidersthebroaderpicture,providingemploymentopportunities,trainingandretrainingforyouth,thelong-term-unemployed,aswellasindividualsaffecteddirectlyandindirectlybythetransitionoutofcoal.Theworkforceassessmentfoundthat,asofJune2020,around5200workersweredirectlyimpactedbythelignitephaseout.After2023,workersinthesectorwillmainlycompriseminetechnicians,withasmallernumberofengineersandadministrativeandsupportstaff.Alargenumberoftemporaryworkerswouldalsobenegativelyaffected.AccordingtoestimatesbytheInstituteforEconomicandIndustrialResearch(IOBE),theGreekcoal(lignite)regionswillsufferalossofEUR1.3billionintheirGVAby2029comparedto2019.Asregardsjobcreation,IOBEestimatesthatcoalregionswillcumulativelylosearound14000jobsby2029comparedto2019.UnderGreece’s2021RecoveryandResiliencePlan,thegovernmentannouncedmeasurestoimprovegreenskillsthroughtrainingprogrammesinresourceefficiency,low-carbonindustry,climaterelianceandmanagingnaturalassets.ThePlanalsoincludesinvestmenttorehabilitateindustriallandandcreatesthebasisforfurtherdevelopinglowcarboninvestment.Themeasuresaimtoensureajusttransitioninviewofthephasingoutoflignite,notablyinWesternMacedoniaandCentralPeloponnesus.IntheframeworkoftheJustTransitionFund(JTF)programmeandplansadoptedinJune2022,GreecewillmobiliseatotalinvestmentofEUR1.63billiontoalleviatetheimpactoftheenergyandclimatetransitiononthelocaleconomyandsocietyintheterritoriesmostaffected.TheprogrammewillsupportdecarbonisationinWesternMacedoniaandPeloponnesusaswellasthephasingoutoffossilfuelpowerstationsintheislandsSkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforcoalworkersPAGE37IEA.Allrightsreserved.ofNorth-SouthAegeanandCrete.SupportfromtheJTFprogrammewillfosterthediversificationandmodernisationoftheeconomythroughcreatingnewjobsaswellasthroughupskillingandreskillingpeopleaffectedbythetransition.Thisincludestrainingandretrainingindigitalskillsandcutting-edgetechnologies,withafocusonvocationaltrainingandhumanresourcecertificationactionsandjob-searchassistance.China’scoalandsteelcapacitycutsandworkerre-employmentInearly2016,China’sgovernmenturgedcoalandsteelcompaniestocutexcesscapacity,inparttotracklowerdemanddrivenbyslowingeconomicgrowthandenvironmentalregulations.However,mindfulofthejoblossesthatwouldresultfromcapacityclosures,thegovernmentprioritisedredeploymentofworkers,includingthroughprofessionaltraining.BasedonChina’s13thFiveYearPlan(2016-2020),theMinistryofFinancein2016setuptheIndustrialSpecialFundtodisburseCNY100billion(EUR14billion)towardrelocatingdisplacedworkersinthecoalandsteelsectors.Aspartoftheseefforts,China’sStateCouncilpledgedCNY10billion(EUR1.4billion)forthetrainingofworkers.Thegovernmentalsoworkedwithcoalcompaniestoexplorenewbusinessopportunitiesthatwouldcreatejobsfortheexistingworkforce.ShanxiProvinceinnorthernChinaisthecountry’slargestcoal-producingregionandthesectorisamajorsourceofemployment,makingitparticularlyvulnerabletocoalandsteelclosures.Therefore,theregionalShanxigovernmentalsopledgedCNY2.2billion(EUR0.3billion)tosupportjobtransfers,retraining,earlyretirementandthecreationofpublicservicejobs.TheShanxiCokingCoalGroupsetupaninnovationcentreinJune2016thathelpedsupportthecreationof26businesses,70%ofwhichwerestartedbythecompany’semployees.Workerswereassistedinfindingnewjobsinotherdepartmentswithintheirfactoriesoratdifferentfacilitiesinthearea,whileemployeesintheir40sand50scouldreceiveextratrainingtofindnewjobs(orretireearlyundercertaincircumstances).Anestimated31600workersinShanxiprovinceweresuccessfullyre-employed,representing99.8%oftheworkforcethatwasmaderedundantfromcoalandsteelcapacityreductions.AcrossChina,in28provinces,theMinistryofHumanResourcesandSocialSecurityestimatesthatmorethan726000workersfrom1905companiesinthesteelandcoalsectorsfoundnewemploymentin2016.SkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforworkersinothertraditionalenergysectorsPAGE38IEA.Allrightsreserved.SkillstrainingforworkersinothertraditionalenergysectorsReskillingandupskillingprogrammesforworkersinoil,gasandautosectorsFollowingcoal,otherfossilfuelsectorswillalsofacedeclinesovertimeshouldcountriesbesuccessfulinbringingdowntheiremissionsinlinewithnetzeroambitions.Thisdeclinewillexposeoilandgasworkers,communitiesandlocaleconomiestomarketvolatilityandemploymentdisruption.AccordingtotheWorldEnergyEmploymentreport,oilsupplyhasthehighestemploymentamongfossilfuels,withnearly8millionworkersin2019.Ofthese,5millionareemployedinextractionandproduction,and1.4millioneachintransportandrefineries.Geographically,almost20%ofoilsupplyjobsarefoundintheMiddleEast,whilearound15%areinNorthAmericaandanother15%inAfrica.RefiningsectorjobsarepredominantlyintheAsiaPacificregion.Ontopofthis,oilandgaspoweremploymentaccountsforanadditional1.4workers.Theskillsofoilandgasworkerscanbetransferabletootherenergysectors.Forinstance,petroleumengineeringskillsarepertinenttogeothermalactivities,whilechemicalengineeringskillsusedinoilrefineriesareapplicabletotheproductionofcleanfuelsandhydrogen.Theoffshorepetroleumsector’sskillsarerelevantforoffshorewind,carboncaptureandstorage,andhydrogen.Meanwhile,oilandgaspowerplantoperators,turbinemanufacturersandconstructionworkerscanapplytheirskillstocleanenergypowerplants,aswellasupgradedtechnologiestousehydrogenandotherinnovativecleanfuelsinthefuture.Beyondoilandgas,theautomotivesectorisalsopoisedforamajorshake-upasemissionsreductionpoliciesincreasetheuptakeofelectricvehiclesovertraditionalcombustionmodels.TheIEA’sWorldEnergyEmploymentreportestimates13.6millionpeoplewereemployedinroadvehiclemanufacturingin2019,accountingforaround2.5%oftotalglobalmanufacturingjobs.Giventhatelectricvehicleshavefewercomponentsandsimplerassemblies,EVmanufacturingcouldhavealowerlabourintensitycomparedtointernalcombustionengine(ICE)vehicles.However,whenconsideringthefullvaluechainofproduction,includingbatteriesandelectriccharginginfrastructure,EVscouldhaveacomparablelabourintensitytoconventionalvehicles.Still,automobileworkerswillrequiresupporttoshifttheirskillsetsfromtheproductionofICEvehiclestoEVs,withappropriateconsiderationtowagesandworkerdisplacement.SkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforworkersinothertraditionalenergysectorsPAGE39IEA.Allrightsreserved.Suchlarge-scaleredeploymentofworkersacrossmajorindustriesrequiresdetailedassessmentsofworkforcesandskillsneedsaswellasreskillingandupskillingprogrammesforcurrentworkersforjobsinhighergrowthsectors.Severalgovernmentshaveputinplacesuchinitiativesinanticipationoftheupcomingchanges.FrenchfundtoretrainfoundryworkersintheautosectorAspartofanupdatedactionplantosupportchangesintheautomobilesectorannouncedinMay2020,FrancelaunchedaEUR50millionfundinApril2021toretrainfoundryfactoryworkersasitshiftsitsinternalcombustion-basedautomotiveindustrytowardtheproductionofelectricvehicles.TheFrenchgovernmentwillcontributeEUR30millionandcarmanufacturersRenaultandStellantiswillcontributeEUR20million.Francecurrentlyhas355foundryfactoriesemployingabout30000workers,withhalfofthemlinkedtotheautomotiveindustry.AprospectivestudybytheFrenchmetallurgyobservatoryonjobsandskillsintheautomotivesectorwillbecomplementedbyananalysisoftheskillsgapsbetweendecliningjobsandnewjobs,inordertooffertailoredtrainingtoemployeeswhomaysufferjoblosses,withaspecificfocusonregionalandlocalemploymentworkforcedynamics.Thesupportmeasuresareplanneduntil2023,andwillbeimplementedbyFrance’sunemploymentagency,Pôleemploi.Aspartofthebroaderplanforemploymentinthesector,thegovernmentalsoproposedtheestablishmentoffournewcampusesforautomotiveskills.UKGreenJobsTaskforceandNorthSeaTransitionDealAspartoftheUKgovernment’sclimatestrategyandgreenrecoveryeffortsfromCovid-19,thegovernmentin2020setuptheGreenJobsTaskforce,comprisedof17expertsfromindustry,academia,labourunions,andtheeducationandskillssector.ThegroupundertookastudyovertheperiodfromNovember2020toJuly2021.Thetaskforceispartofthegovernment’sTenPointPlanforaGreenIndustrialRevolution,launchedbythePrimeMinisterinNovember2020.TheplandirectsGBP12billioningovernmentfunding,coveringtheenergy,transportandindustrysectors,tosupportagreenrecoveryandsupportjobcreation.Specifically,theplanisexpectedtosupportthecreationofupto250000greenjobs–includingengineers,fitters,constructionworkersamongmanyothers–by2030.Sectorsfornewinvestmentincludeoffshorewind,hydrogen,advancednuclear,zeroemissionsvehicles,greenbuildingsandCCUS.ThestrategybuildsofftheLifetimeSkillsGuarantee,announcedbythegovernmentinSeptember2020,whichaimstobetteralignthepost-16educationsystemwithcompanyneedsinordertosetupworkerstomeettheskillsgapsoftodayandthefuture,insectorssuchasconstruction,digital,cleanenergyandSkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforworkersinothertraditionalenergysectorsPAGE40IEA.Allrightsreserved.manufacturing.Inearly2021,theprogrammelaunchedalmost400qualificationsthatarefully-fundedforanyadultwhohasnotalreadyachievedaLevel3qualification.The15finalrecommendationsoftheGreenJobsTaskForce–dividedalongthreethemesofthe‘greenjobslifecycle’–aremeanttosupportthegovernment’sambitionfortwomilliongreenjobsintheUnitedKingdomby2030andhelpestablishtheworkforcepathwaytonetzeroemissionsby2050.ItnotesresearchcommissionedbytheClimateChangeCommissionthatfoundthatoveralltheUnitedKingdom’stransitiontonetzeroemissionswillincreaseGDPbyaround2-3%,andcreateabout300000additionaljobsby2050.ThegreenjobslifecycleisdefinedasemploymentinanactivitythateitherdirectlyorindirectlycontributestotheUnitedKingdom’snetzeroemissionstargetandmitigatesclimaterisks,andthereforecoversabroadrangeofeconomicsectors.Itbuildsuponreformstotheskillssystemestablishedunderthegovernment’sSkillsforJobsWhitePaperthatintroducednewTLevelstechnicalqualifications,flexibleapprenticeships,SkillsBootcampsandoccupationaltraineeships.Thetaskforce’sreportnotesthatoneinfivejobsintheUnitedKingdom(6.3millionworkers)willrequireskillsthatmayseeincreaseddemand(10%ofUKjobs)orreduceddemand(approximately10%)asaresultofthenetzerotransition.Thereportalsoincludesestimatesofjobcreationpotentialinvariouscleanenergysectors(suchasoffshorewindandbuildingsretrofits)aswellasjobsandskillsshiftsinsectorsexperiencingsignificanttransformation(suchasautomotive).Forexample,onasectoralbasis,theoffshorewindsectorispoisedformajorgrowth.Basedonindustryestimates,thesectorcouldemploy40000directlyandanadditional30000throughthesupplychain,relativetoaround26000today.Thesejobswillbeconcentratedinconstruction,installation,operationsandmaintenance,requiringtechniciansandengineers,inparticular.Nonetheless,abroadsetofskillsisneededforongoingsectoraldevelopment,includingassetmanagement,projectmanagement,engineeringandtechnicalskills,science,advancedfirstaidandrescue,andoffshore-specificskills.Anumberoftheseskillsareparticularlywell-suitedforcurrentoilandgassectorworkers.Similarly,someoftheskillsgapsinCCUSandhydrogencouldbemetwiththecurrentoilandgasworkforce,suchaspipefittersanddesigners,leaktesttechnicians,andoffshorebargeoperators.TheUnitedKingdom’soffshoreoilandgassector,notably,hasbeenanimportantpillarofthecountry’seconomyandenergysecurityformanydecades,andwillfacesignificantchangeonthepathtonetzero.Itisestimatedthatthesectorsupportsaround260000jobs,including147000directandsupplychainjobs.SkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforworkersinothertraditionalenergysectorsPAGE41IEA.Allrightsreserved.Already,between2014and2017,theUKoilandgassectorlostover70000directandsupplychain.Another80000workersarepredictedtolosetheirjobsinthesectorbetween2018and2035.However,over90%oftheUnitedKingdom’soilandgasworkforcehavemediumtohighskillstransferabilitysocanbesuitabletoworkinotherenergysectors,includingdecommissioningandsubseanetworkprojects,offshorewind,CCUSandhydrogen.TheoffshoreoilandgasindustryhassupportedtheUnitedKingdom’stargettoreachnetzeroemissionsby2050basedonthesector’sRoadmap2035.Thisincludesafocusondevelopingpeopleandskillswithacommitmenttoadiverseworkforcewithtransferableskillsandtosupport130000jobsacrosstheenergysector.Italsocommitstheindustrytobecomingagloballeaderincarbonmanagementthroughbyfosteringknowledge,skills,innovationandcapabilities.KeyactionswillincludeupskillingworkersontheUKContinentalShelf,developingofaplanforamoreflexible,multi-skilledandtechnology-enabledworkforce,andensuringdiversitythatreflectsbroadersociety.Aspartofthegovernment’sclimatechangestrategy,italsoreachedanagreementwiththeNorthSeaoilandgasindustrytomanagetheeconomictransitionandtransformationoftheregion.TheNorthSeaTransitionDealincludespublicandprivateinvestmentsofuptoGBP14-16billionby2030incleanenergytechnologies,avoluntarycommitmentbythesectortosource50%localcontentforenergytransitionprojectsby2030,andsupportforupto40000directandindirectjobsaspartofeffortstodecarboniseoffshoreoilandgasproduction.Thecommitmenttoemploymentwillincludereskillingoftheexistingoilandgasworkforce.Technologiesthatwillbepromotedbasedonexistingskills,infrastructureandexpertiseintheNorthSeaincludeCCUS,hydrogenandoffshorewind.Theagreementnotesthatsectorssuchasoffshorerenewables,CCUSandhydrogenwillrelyheavilyonanumberofskillsetsthatmatchtheprofileofcurrentoilandgasworkers,suchasgeologists,projectmanagers,differenttypesofengineers,andfabricators.Assuch,thesectorwillaimtoalignwithinitiativesonworkforcetransition,skills,diversityandinclusionunderotherSectorDeals(suchastheOffshoreWindSectorDeal),wheresynergiescanbefound.However,adeeperunderstandingofthefutureskillsprofileoftheCCUSandhydrogensectorswillalsobeneeded.Towardthisend,theEnergySkillsAlliancehasspearheadedworkondetailedmappingtheenergysectors’currentcapabilitiesandfutureneedsthroughitsFutureEnergySkillsDemandandSupplyworkstream.SkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforworkersinothertraditionalenergysectorsPAGE42IEA.Allrightsreserved.UShydrogenworkforcedevelopmentprogrammesTheUSDepartmentofEnergy(DOE)launchedtwoneweffortsin2020targetingworkforcedevelopment,trainingandSTEMeducation.TheHydrogenEducationforaDecarbonizedEconomy(H2EDGE)aimstodevelopandgrowtheemergingindustryworkforcetoadvancehydrogentechnologiesandend-useapplicationsthroughregionalhubs.Theprogrammeseekstoimproveworkforcereadinessthroughtrainingandeducation,includingbydevelopingmaterialsandofferingprofessionaltrainingcoursesanddevelopinguniversitycurriculumcontent.Italsoplanstocollaboratewithindustryanduniversitypartnerstodevelopcertifications,credentials,qualificationsandstandardsfortrainingandeducation.InSeptember2020,theDOEawardedaUSD2millioncontractundertheinitiativetoaconsortiumofresearchorganisations,includingtheElectricPowerResearchInstitute(EPRI),theGasTechnologyInstitute(GTI),OregonStateUniversity,PurdueUniversityandtheUniversityofDelaware.PrimaryfundingfortheprojectcomesfromDOE'sOfficeofEnergyEfficiencyandRenewableEnergy'sHydrogenandFuelCellTechnologiesOffice(HFTO),withsupplementalsupportfromtheLow-CarbonResourcesInitiative,jointlyledbyEPRIandGTI,alongwithparticipatinguniversities.H2EDGEisbothfocusedondevelopinganewlytrainedworkforceandonhelpingthecurrentlabourforcetransitionintojobsinthehydrogensectorthroughincreasedindustrycoordinationandworkforceplanningefforts.H2EDGEispartofthebroaderworkforcedevelopmentproject,GridEd,thatnowincludeshydrogentothetechnicalprogrammethatcoverspowersystems,distributedresourcesanddigitalsystems.Theprogrammewilladdresshydrogenworkforcedevelopmentskillsinfourtechnicalareas:production,delivery,storageanduse.DOE’sHFTOinJune2020alsoannouncedUSD20millioninfundingtotheUniversityofTennesseetosupportworkforcedevelopmentinnewenergytechnologyareas(includinghydrogenandfuelcells),inpartnershipwithOakRidgeNationalLaboratoryandOakRidgeInstitute.Thefive-year,interdisciplinaryprogrammewillfocusonresearchanddevelopmentinemergingtechnicalfields,suchasenergysystemresilience.SpainautosectortransitionplanTheSpanishgovernmentinJune2020announcedaEUR3.75billionpackagetoaidtheailingautosectorandtosupporttheproductionandsaleofcleanercarsunderthePlantoBoosttheValueChainoftheAutomotiveIndustrytowardsSustainableandConnectedMobility.Inadditiontopaymentstoconsumersforgivingupoldcarsandbuyingnew,lower-emissionsvehicles,thepackagealsooffersEUR2.6billioninlow-interestloansandloanguaranteestocarcompaniestomodernisefactoriesandupgradefleets.Aspartofthepackage,thegovernmentalsodirectedEUR95milliontoworkertrainingprogrammestoadapttheexistingSkillsdevelopmentandinclusivityforcleanenergytransitionsSkillstrainingforworkersinothertraditionalenergysectorsPAGE43IEA.Allrightsreserved.workforcetonewlabourdemands.TheSpanishautosectorisestimatedtoaccountforaround10%ofGDPandsupport650000directjobsandupto2millionindirectjobs.Assuch,thegovernmentwillimplementaplantoretrainandupdatethequalificationsofautosectorworkers.Inaddition,thegovernmentwillenactacampaignonaccreditationofprofessionalskillsacquiredthroughautosectoremployment;atrainingplanfornewtechnologies,digitisationandsustainabletransport;andcomprehensivetrainingplansformanagementskills,digitalisationandinnovationplatformsintheautosector.Followingupontheintroductionoftheplan,inJuly2021,thegovernmentannouncedapprovaloftheStrategicProjectfortheRecoveryandEconomicTransformation(PERTE)ofElectricandConnectedVehicles,whichwillmobiliseEUR24billionofinvestment,includingEUR3.4billionofpublicinvestment.SkillsdevelopmentandinclusivityforcleanenergytransitionsCorporateandacademicprogrammesPAGE44IEA.Allrightsreserved.CorporateandacademicprogrammesDevelopinganewtalentpoolforcleanenergyBeyondgovernments,companiesandeducationalinstitutionshavealsobeguntoputinplaceprogrammestopreparefortheupcomingskillsrevolutionthatcleanenergytransitionswillbring.Forcompanies,theexistingworkforcecanpresentauniqueopportunitytodevelopanewpooloftalentinemergingareasoflow-carbonsectors.Ensuringajusttransitionforcurrentworkerswillrequireassessmentsoffutureskillsneedsagainstcurrentones,aswellasprogrammestoofferskillsdevelopment.Inparticular,oilandgasworkersalreadyhavemanyskillsthatcanberedeployedinemergingenergyinnovationareas,suchasCCUSandhydrogen.Amongothersectors,theautomotivesectorwillalsofacemajortransformationasmoreandmoregovernmentsputinplacetargetstophaseoutsalesofinternalcombustionenginesinfavourofelectricvehicles.Assuch,retrainingexistingworkforcesinsoftwareengineeringskills,forexample,canhelpmanagethetransition.Overtime,cleanenergytransitionswillextendemploymentchangestoanumberofothersectors,includingheavyindustry.Companiesthatplanfortheshiftsearlyandpreparetheirworkforcesaccordinglywillbebetterpositionedfortheupcomingchanges.Educationandresearchinstitutesalsohaveanimportantroletoplayindevisingcurriculaandofferingcoursesthatprovidepeoplewithemployableskillsinthecleanenergyeconomy.Severalinitiatives,includingpartnershipsbetweencompanies,universitiesandresearchcentres,offergoodexamplesofsuchefforts.BP’sstrategyforajustenergytransitionAkeyareaofBP’ssustainabilitystrategy,inadditiontoachievingnetzeroemissionsby2050,istoimprovepeople’slives.Ofthefiveaimsinthisarea,Aim12focusesonsupportingajustenergytransitionthatdeliversdecentwork,qualityjobsandsupportsthelivelihoodsoflocalcommunities.ActivitiesinsupportofthisaimincludeinitiativestohelptheBPworkforcebuildskillsforthefutureenergysystem,includinginlowcarbonandrenewables.ThisincludesusingskillsforecastingandcapabilityplanstoinformrecruitmentandSkillsdevelopmentandinclusivityforcleanenergytransitionsPAGE45IEA.Allrightsreserved.developmentdecisionsandbuildingcareerpathwaysanddevelopmentofferstosupportemployeeswhoareinterestedinmovingintonewareasofthebusiness.BP’splansunderAim12alsoincludeafocusoneducationandemployabilityactivities,workingwithpartnerstohelppeopledeveloptransferableskillsforjobsincleanenergyandelsewhere,withafocusondisadvantagedandunder-representedcommunities.Forexample,BPandEnBWhavecommittedoverGBP1millionoverfiveyearstoX-AcademyinScotland,tofinancethereskillingofcurrentoilandgasprofessionalsaswellasthecreationofnewentry-levelrolesrelatedtotheenergytransition.BPcontinuestodevelopitsapproachandstrategy,andactivelyengagesandcollaborateswithothersinlocaljusttransitionprocesses,includinginAberdeen,andinglobalinitiativessuchastheCouncilforInclusiveCapitalism’sJustEnergyTransitionFramework.BPalsoparticipatesintheUKgovernment’sGreenJobsTaskforce,andiscurrentlydeveloping2025and2030metricsandtargetsforitsjusttransitioninitiatives.VolkswagenelectromobilitytrainingprogrammesAsVolkswagenlookstotransformitsvehiclefleettoelectricvehiclesinthecomingdecades,thecompanyhastakenstepstoenableitsemployeestodeveloptherequisiteskillsforjobsusingnewproductionmethods.TheshifttoelectriccarswillbeespeciallyimportantforGermany,giventhatanestimated5%ofalljobsinthecountryaredirectly(830000workers)orindirectly(1.3millionworkers)linkedtotheautomotiveindustry.VolkswagencommissionedtheFraunhoferInstituteforOrganizationandIndustrialEngineeringIAOinStuttgarttoundertakeastudyonworkforcechangesthate-mobilityanddigitalisationwillbringaboutforthecompany.Thestudy,EmploymentatVolkswagenin2030,wasbasedoninterviewswith60expertsfromallofthecompany’sbusinesslinesaswellasanalysisofover30employeegroups.Overall,theanalysisfoundthatworkforcedisruptionscanbemanagedsmoothlyiftherightmeasuresareintroducedatanearlystagetotransitionthequalificationsofemployees.Infact,thestudyfoundthatemploymentdisruptionswouldbelowerthanthe35-62%lossespredictedbypreviousstudiesacrosstheGermanautomotiveindustryby2030.Thestudyconsideredemploymentlossesfromtheswitchtoelectromobilitybothintermsofvehicleproductionandcomponentproduction,withgreaterimpactspredictedinthecomponentsegmentastheelectricpowertrainrequireslessmanpowercomparedtoconventionalpowertrains.Someoftheemploymentlossescouldbeoffsetbynewareasofknowledge,suchasthedevelopmentandproductionofbatterycells.OnCorporateandacademicprogrammesSkillsdevelopmentandinclusivityforcleanenergytransitionsPAGE46IEA.Allrightsreserved.digitalisation,thestudyfindsthatjobcreationcanbeachievedinthemediumterm,thoughshouldbesupportedbysufficientresourcesgiventhecomplexityofimplementation.Inanefforttomanagetheworkforcetransition,in2019Volkswagensetupits“Faculty73”trainingprogrammeforsoftwaredeveloperstoworkintheautosector.Underthetwo-yearprogramme,studentsreceiveadvancedITeducationthatincludesrigorousprogrammingtrainingandprojectassignmentstowardbecomingaJuniorSoftwareDeveloper.Uponsuccessfulconclusion,thecompanyoffersstudentsapermanentpositionatthecompany.Forparticipantswhodonothaveaprofessionalqualification,theprogrammeoffersanadditionalfourmonthsofvocationaltrainingfollowedbyaChamberofIndustryandCommerceexamination.Inthefirstyearoftheprogramme,studentsreceivebasictrainingcustomisedtotheirexistinglevelofknowledge.Inthesecondyear,studentsaretaughtmoredetailed,practicalprogramming,includingseveralprogramminglanguages.Thetrainingistailoredtowardthecompany’sneedsbasedonwhichdivisionthestudentswilleventuallywork.Theprogramme,whichwasdevelopedbytheVolkswagenAcademy,isheldattheVolkswagenMobileLifeCampus,closetothecompany’sWolfsburgfactoryinGermany.Inthefirstyearoflaunching,mostofthestudentsalreadyworkedforthecompany,thoughhalfofapplicantswereexternal,manyfromtheLowerSaxonyregion.Inaddition,atitsZwickauplantinGermany,whichVolkswagenfullyconvertedintotheproductionofelectriccarsin2019,thecompanyundertookamassiverequalificationandtrainingprogrammeforits7700employeesovertheperiod2019-2021.Amongthem,3000employeesreceivedbasice-mobilityskillsunderatwo-daytrainingdirectedatassemblyworkers,while3500employeesreceivedproducttrainingcoursescoveringtopicssuchasoperatingconcepts,testproceduresanddriverassistancesystems.Anadditional160employeesreceived“high-voltagetraining”over18weeksthatconcludedincertificationsforelectricalspecialistsinvariousfields.Meanwhile,1400employeesreceivedhigh-voltageawarenesstrainingand60employeesundertookcoursesover24monthstobecometechnicalelectricspecialists.TheprogrammeisbeingimplementedinclosecooperationwiththeVolkswagenTrainingInstitute.Inordertopreparefortheprogramme,trainingstaffexpandedtheircapabilities,especiallywithrespecttohigh-voltagetechnology.Andthecompanymadelargeinvestmentsintotrainingtechnologiesandvirtualrealitysimulations,incooperationwitharound90trainingpartners,includingcompaniessuchasSiemensandKukaaswellasrenownedhighereducationinstitutions.Around1000internaland1600externaltrainerdayswereplanned.CorporateandacademicprogrammesSkillsdevelopmentandinclusivityforcleanenergytransitionsPAGE47IEA.Allrightsreserved.Intotal,VolkswageninvestedEUR1.2billiontorepurposetheZwickaufacilityasane-mobilityplant.Todate,VolkswagenhasconverteditsZwickauandEmdenplantsfortheproductionofelectricvehicles,withthenewTrinityplantlocatednearitsmassiveWolfsburgfacilityplannednext.Retrainingworkersfortheshifttoe-mobilityisoneofthecentralelementsofthesetransformationplans,whichthecompanydevelopedincollaborationwiththeWorksCouncil.BrunelhydrogencoursetoretrainoilandgasworkersTheNetherlands-basedenergyrecruitmentcompanyBrunel,alongwiththeGroningen-basedbusinessschool,TheEnergyDeltaInstitute,launchedadegreeforoilandgasworkerstoretrainthemforjobsinthehydrogensector.Brunellaunchedthedegreeafterreceivingtheresultsofasurveyitundertookwithoilandgasjobsearch.com,whichshowedathirdofoilandgasworkerswerelookingfornewjobsintherenewablesindustry.TheEuropeanUnionwillinvestEUR250billion(ofwhichEUR4.5billionisplannedintheNetherlands)intohydrogenproduction,whichwillgeneratestrongdemandforhydrogenspecialistsincomingyears.Thecoursewillbeafullyaccreditedpostgraduatedegreecoveringthefundamentalsofhydrogenproduction,usage(mobility,industryandbuiltenvironment)andthefullvaluechain,aswellaspolicies,regulatoryandlegalissues.Itwillbethefirstsuchprogrammeintheworld.Itisplannedasapart-timecourse,onceaweekforninemonths,with25availablespotsforBrunel’sclientswithmorethanfiveyearsinengineeringandlegalroles.Afterthepilotphase,Brunelplanstolaunchadditionalinternationalprogrammes.Australia’srenewableenergytrainingtowerAsoneoftheworld’slargestcoalandnaturalgasproducers,theglobalenergytransitionwillhavemajorimpactsonAustralia’straditionalworkforce.Bysomeestimates,thecountrywilllosearound10000jobsincoalminesandatpowerplantsby2036.Atthesametime,Australia’srenewablessectorhasexperiencedsignificantgrowthinrecentyears,atrendthatisexpectedtoaccelerateincomingyears,whichwillpresentsizeablenewjobopportunities.Around20000to25000newjobsarepredictedtobecreatedinthecountryintheconstruction,maintenanceandoperationofrenewablepower.Toavoidalabourshortageintherenewablessector,investmentsinskillstrainingwillberequired.Inresponse,windenergycompanyVestasin2022openedthefirstrenewableenergytrainingtoweratFederationUniversityinBallarat,Victoria.ThetoweristhefirststageoftheAsiaPacificRenewableEnergyTrainingCentre(APRETC).Vestas,alongwithenergycompaniesACCIONAEnergia,GPGandTiltRenewables,investedAUD1.8millioninAPRETC,leveraginganAUD50000investmentbythegovernmentofVictoria.TheopeningofthetowerwillallowFederationUniversitytobeginofferingGlobalWindOrganisationStandardBasicSafetyTrainingandCorporateandacademicprogrammesSkillsdevelopmentandinclusivityforcleanenergytransitionsPAGE48IEA.Allrightsreserved.BasicRefresherTrainingthisyear.Overtime,Federationexpectstotrainmorethan600peopleannually,supplyingthewindenergysectorwithasteadystreamofqualifiedworkers.Inaddition,by2023,followinganagreementwithGermany’sBZEENetwork,Federationwillalsoofferthegloballyrecognisedpost-tradeturbinetechniciantrainingcourse.Thecourseisdesignedasasix-monthintensiveprogrammeforelectricians,mechanicalfittersandautomotivetechniciansandwillincludeaninternshipwithwindturbinemanufacturersandserviceorganisationsthatprovidestrainingonelectrical,mechanicalandhydraulicsystems.Phase2ofAPRETCiscurrentlyintheplanningstages,andisexpectedtoofferspecialisedcourses,suchasforbladerepairtechnicians,basedonanewclassroom,workshopandtrainingequipment.EuropeanMasterinRenewableEnergyTheEuropeanMasterinRenewableEnergywasdevelopedbytheEuropeanRenewableEnergyResearchCentres(EUREC)andaconsortiumofnineuniversitiestotrainpeopleforskillsinrenewableenergyfields.Createdin2002,thismaster’sdegreeisintendedtomeetthejobmarket’sgrowingdemandforrenewableenergyexpertise,andisaccessibletograduatestudentsfromscientificdisciplinesorwithrelevantworkexperience.Thecourseisdividedintothreesections:inthefirstsemester,studentslearnthefoundationsofkeyrenewableenergytechnologies;inthesecondsemester,theychooseatechnologyforspecialisationataseparateuniversity;andduringthefinalsession,studentsundertakeasix-monthpracticaltrainingorresearchproject.Universitiesofferdifferentspecialisations,suchasinphotovoltaics,windenergy,gridintegration,solarthermalandassociatedrenewablestorage,oceanenergy,andsustainablefuelsystemsformobility.Eachuniversitycanadmitaround8to15students.Fortheacademicyear2019-2020,59studentsparticipatedintheprogramme.ForAcademicYear2022-2023,thecoursefeeisEUR8000forEUstudentsandEUR13000fornon-EUstudents.CorporateandacademicprogrammesSkillsdevelopmentandinclusivityforcleanenergytransitionsTargetedprogrammesforinclusivenessPAGE49IEA.Allrightsreserved.TargetedprogrammesforinclusivenessCleanenergyskillstrainingprogrammestargetingwomen,youthandmarginalisedcommunitiesForenergytransitionstobetrulypeople-centred,thediversityoftheenergyworkforcemustbeaparamountconsiderationinpolicyandprogrammedesignforworkforcetrainingandskillsdevelopment.Women,inparticular,arestronglyunder-representedintheenergylabourforce.AccordingtoIEAdataongenderdiversity,thoughtheymakeup39%oftheoveralllabourforce,womenaccountforonly16%ofconventionalenergysectoremployment,andlessthan14%ofseniormanagementrolesintheenergysector.Moreover,women’semploymentincleanenergysectorsisnotmarkedlyhigherthanthatinfossilfuelindustries,thoughtherearesomesignsofchangeatcleanenergystart-ups.Dependingontheregion,otherminoritygroupsmaybeunderrepresentedintheenergylabourforceaswell.Understandingbetterthedemographicsofworkerswithinenergyisanimportantfirststep.Energypoliciescanconsiderthesedynamicsandincludeprovisionstoameliorateunderrepresentation.Itisequallyimportanttoensurethattoday’syoungpeopleareofferedjobopportunitiesintheenergysectorofthefuture.Themassivejobcreationpotentialofcleanenergysectorsholdtremendousopportunitiesforyouth,butneedtoalignwitheducationandtrainingprogrammesthatyoungpeoplereceivetoensuretheycanbenefitfromtheseopportunities.Improvingaccesstoeducationandskillstrainingincleanenergytechnicalareasforyouthandallunder-representedgroupscancreateanopportunittytomaketheenergyworkforceinthecomingdecadesbetterbalancedandsupportiveofequalopportunitiestoallmembersofsociety.StudentEnergySolutionsMovementStudentEnergyisaCanada-based,youth-ledorganisationthataimstoempowerthenextgenerationofleaderstodriveenergyandclimatetransitions.Itworkswithanetworkof50000youngpeoplefromover120countriestobuildsustainableenergyknowledge,skillsandnetworks,incooperationwithgovernments,companiesandorganisations.Withintheplatform,theStudentEnergySolutionsSkillsdevelopmentandinclusivityforcleanenergytransitionsTargetedprogrammesforinclusivenessPAGE50IEA.Allrightsreserved.Movementplanstosupport100000youngpeopleinbuildingthetechnicalandsoftskillstrainingneededtoworkinthegrowingcleanenergysectorby2030.TheinitiativeplanstoraiseUSD150millionby2030toprovideyoungpeoplefromaroundtheworldwithaccesstosmall-scalefundingandeducation,trainingandmentorshipsotheycanimplementcleanenergyprojectsintheircommunities.ThereareseveralprojectsinStudentEnergy’sportfoliothatutiliseprovencoachingandmentorshipmodelstoprovideskillstrainingtoyoungpeoplearoundtheworld.Forentry-level,community-buildingexperiences,theyofferStudentEnergyChaptersandFellows.Theseprogrammesenableyoungpeopletorealisehowtheycanbepartofbuildingthecleanenergyfutureandgivesthemtoolstoengagetheircommunities.Formoredirectedprogramming,CareerTrainingoffersafour-monthtrainingprogrammethatpreparesyoungpeopleforjobsincleanenergypolicy,finance,projectmanagementanddataanalysis.Forthoseinterestedinprojectdevelopmentandentrepreneurship,theyofferStudentEnergyStart-Ups,underwhichyoungpeoplearesupportedincompletingasmall-to-mediumscaleenergyprojectandlearningtheskillsnecessarytostarttheirownbusiness.TheSolutionsMovementenablestheseprogrammestoengageandtrainyouthatthescaleandspeedrequiredtofilldemandforpeoplewhowillimplementthecleanenergytransition.CooperativeTrainingatCoalSitesinNorthRhine-WestphaliaTheCooperativeTrainingatCoalSitesprogrammehasbeenrunbytheMinistryforLabour,HealthandSocialAffairsoftheStateofNorth-RhineWestphaliainGermanysince2008.TheaimofthetrainingprogrammeistosupporttheemploymentofyouthinGermancoalminingregions.Itprovidesyoungpeopleintheregionwiththeskillsneededtofindacompanyapprenticeshiportrainingopportunity.Itencouragescompaniestoinvestinternallytoprovidejobstoyoungpeopleaswellasfosterscooperationbetweentrainingproviders,localemploymentauthoritiesandlocalcompaniestojointlyofferinitialtrainingtoyoungpeople.Specifically,state-ownedcompanyGIB(GermanAssessmentInstitution)supportsthestategovernmentofNorthRhine-Westphaliabyfacilitatingcooperationbetweentrainingprovidersandsmallandmedium-sizedenterprises.Meanwhile,youngpeoplearegivenanexternaltraining,afterwhichtheycanbetakenonforasecondyearofapprenticeshipunderacompanyprogramme.Indoingso,theprogrammeespeciallytargetsyoungpeopleexperiencingdifficultiessecuringatrainingpositionuponcompletionofschool.TheprogrammehasreceivedEUR500000peryearfromthestategovernmentofNorthRhine-Westphalia,co-financedbytheEuropeanSocialFund.SinceSeptember2016,upto20youngpeopleperyearhaveundertakenout-of-schooltrainingundertheprogramme,inpreparationforin-companytraining.TheprogrammewasSkillsdevelopmentandinclusivityforcleanenergytransitionsTargetedprogrammesforinclusivenessPAGE51IEA.Allrightsreserved.implementedinfourcitiesbylocaleducationalinstitutions,inclosecooperationwithlocalcompaniesandthestate’semploymentagency.Brazil’sRevoluSolarprojectRevoluSolarisaBraziliannon-profitorganisation,foundedin2015,thathelpsimprovelivelihoodsinlow-incomecommunitiesbyprovidingsolarenergy.Thegroup’sworkisfocusedonthelow-incomecommunitiesofBabilôniaandChapéuMangueirainRiodeJaneiro.Peoplelivinginfavelashavehistoricallybeenmarginalisedfromaccesstoessentialpublicservicessuchasenergy,thoughtheyrepresentone-quarterofRiodeJaneiro’spopulation.Assuch,theprogrammeoriginatedasastrategytocombinepovertyeradicationeffortsinthefavelasofthecitywiththepromotionofsolarenergyasamoreaffordable,sustainableandcommunity-baseddevelopmentsolution.Since2012,theBraziliangovernmenthasalloweddecentralisedmodelsforenergygenerationandsinceOctober2015hasalsostartedtoallowthecooperativemodelfordistributedandgrid-connectedenergy.Thesehavebolsteredinvestmentinsmall-scalesolargenerationinthecountry.ThefirstsolarcooperativeofRevoluSolarwaseffectivelycreatedin2021.Theorganisationisfinancedthroughinstitutionalinvestorsandrentsfromthesolarbeneficiaries.Theprojectsupportsthreeprogrammes,carriedoutbyateamof15contractorsand50volunteers.Theprogrammereferstoitsworkingmethodologyasthe“SolarCycle”,whichmeansthatfacilitiesarebuilt,operatedandmaintainedbyprofessionalstrainedbyRevolusolar.Moreover,thetrainingiscombinedwithchildren'seducationandpromotestheinvolvementoflocalcommunitymembersinallstagesofaproject.TheSustainableEnergyPrograminstallssolarPVenergysystemstolowerenergybills,empowerconsumersandpromotecommunitysustainability.Accordingtoprojectdevelopers,thetechnicalpowergeneratedissufficienttomeetandexceedlocalenergydemand.In2020,totalinstalledsolargenerationcapacitywas26kilowattpeakpower(kWp)andactualgenerationwasabout35000kWh/year.Thiswasenoughproductiontocovertheneedsofthe36sponsoringfamiliesoftheproject.Inthelastquarterof2021,RevoluSolarhadfoursolarplants,cumulatingininstalledcapacityof38kWpandproductionofabout23000kWh.TheestimatedannualsavingsforfamilieswasaboutBRL8000(EUR1448).Inparallel,RevoluSolarpartneredwithCircoCrescer&Viver,alocalcircus,tolaunchtheSolarProject,whoseobjectiveistodriveasociallyfairandinclusiveenergytransitionmovementintheRioregionby2030.TheprojectmarksRevoluSolar’sfirstundertakingoutsideitsmainfocusareasofBabilôniaandChapéuMangueira.Notonlydidtheinitiativehelplowerenergybillsforthecircus,butitalsoservedasanenvironmentaleducationtoolforchildrenandyouthasSkillsdevelopmentandinclusivityforcleanenergytransitionsTargetedprogrammesforinclusivenessPAGE52IEA.Allrightsreserved.wellashelpedmakethelearningprocessintechnicalcoursesmoretangible.17residentsoflow-incomecommunitiesaroundthecircuswillbeinitiallytrainedin2022aselectriciansandsolarinstallationassistants,withthepossibilityofadvancinginthetrainingprogrammetobecomeprofessionalelectricalinstallersinthefuture.TheCityHallofRiodeJaneiro’sMunicipalEnvironmentDepartmentisapartnerintheproject.RevoluSolar’sProfessionalTrainingProgramprovidesvocationaltrainingforsolarinstallersandelectricians.Giventhatresidentsoffavelasaremainlyself-employedorunderemployed,theprogrammeequipsresidentswithskillstocompeteforjobsintheelectricityandsolarindustriesatatimewhenthesectorispoisedforstronggrowthinthecountry.Theprogrammesupportscommunityparticipantstoinstallandmaintainsystemsoveraperiodofaround25years.Aportionofthetrainingclassesareofferedinthecommunity,whileanotherisundertakenthroughpartnertechnicalschools,andothersareofferedvirtually.Asof2020,RevoluSolarhadtrained31residentsaselectriciansandsolarinstallers.In2021,theprojecthashired81residentsandtrained10ofthem,generatinglocalincomefortheyearofBRL59000(EUR10700).Lastly,theEducationandCultureProgramraisesenvironmentalandecologicalawarenessinlocalchildrenandteenagers,topreparethenextgenerationofcommunitymemberstoadvancesustainabledevelopment.Theprogrammeofferscontinuingeducationclassesforchildrenandyouthbasedonalocalteamoffourteachersandonecontractedcoordinator,residentsofthecommunities,andateamofvolunteersandpartnerships.Itworksonsixthemesrelatedtosustainability:energy,agro-ecology,solidwaste,water,climatechangeandbiodiversity.Theprogrammeoffersbiweeklyclasses,andincludestripstosustainability-relatedsitesinsideandoutsidetheoperatingfavelas.Fortheyear2021,theworkshopswereattendedby400childrenandteenagers.In2022,about200childrenandadolescentsfromtheCircusprogrammewillalsobenefitfromtheseawarenessclasses.Simultaneously,during2021,RevoluSolarofferedcoursesonthetopicofsystematisationofinformationandfieldworkmetrics.Thiscoursehad60students,attending80classesforatotalof160hours.About20%ofthestudentsdroppedout,thoughtheoverallsatisfactionofthegraduatingstudentswasaround87%.TheprogrammecostaboutBRL461(EUR83)perstudent,thusaveragingBRL6(EUR1.09)perstudentperactivity.Chile’s“Energia+Mujer”programmeTheChileangovernmentlaunchedapublic-privatepartnershipin2018todevelopastrategytopromotegreaterparticipationofwomeninthecountry’scleanenergytransition.Theprogramme“Energia+Mujer”beganimplementationbyChile’sSkillsdevelopmentandinclusivityforcleanenergytransitionsTargetedprogrammesforinclusivenessPAGE53IEA.Allrightsreserved.MinistryforEnergyin2020andrunsuntil2030.Todate,itunitesmorethan70companies,associationsandinstitutionsinvolvedintheenergysectortotacklegenderinequalityformorethan26000workers.Thepartnershiphasbeenconceivedasamulti-decadeproject,coveringtheperiod2016-2031andbeyond.Itstartedwithanawarenesscampaignanddiagnosticperiod(2016-2018),leadingtothedevelopmentofaplanin2019andimplementationover2020-2022.Thisisfollowedbytheestablishmentofmeasurementandmetricsover2022-2026andmonitoringofprogressover2027-2030.From2031onwards,theprogrammewillbefocusedoncontinuousimprovement.Thediagnosticallowedfortheidentificationoftrendsintheenergysector.Itfoundthatwomenonlyrepresented23%oftheenergysector’sworkforceandearnedonaverage24%lessthanmen.Thisgenderpaygapwasmostlyreportedinmanagersandadministrativepositions.Womenonlyaccountedfor18%ofcompanyboardmembers,10%ofCEOsand18%ofmanagers.Themajorityofwomenintheenergysectorwerefillingadministrativepositions,whereasmenweremostlyengineersandanalysts.Fromthesurvey,only17%ofcompanieswereofferingleadershiptrainingwithspecificsupportforwomenand10%specificqualificationprogrammesformanagementandhigh-levelpositions.Abouttwo-thirdsofcompanieswereunawareofthispaygap.Itwasalsoreportedthat65%ofcompaniesdidnotencouragementotakeparentalleaveand73%didnotofferflexibleworkinghours.The“Energia+Mujer”programmewasthusconstructedfromthesefindings.Followingtheanalysis,allstakeholdersagreedtovoluntarilyandgraduallyimplementapublic-privateplan,consistingoftenobjectives,14measuresand40specificactions.AtthetimeofthesigningoftheManfestoforEquity(2019),theinitiativecomprised31companiesand21industryassociationsandinstitutions,representing25000workers.Companieshavecommittedtoreducingthebarrierswomenfaceinpursuingacareerintheenergysectorbyrevisingtheirrecruitment,selectionandpromotionprocesses,settinggenderequitytargets,andprovidingtrainingworkshopstostaffinordertoraiseawarenessaboutgenderinequalityandviolence,andtofindsolutionstobetterincludewomeninthecleanenergysector.Forexample,oneofthepillarsisfocusedonincreasingparticipationofwomenintheenergysectorbysupportingthetrainingofwomeninprofessionaltechnicalskillsintheenergysector.Nonetheless,thesignatoriesarefreetochangetheactionstofittotheirowncontext.Undertheprogramme’ssecondyearofimplementation(2021),thecommitmentsofthe67participantsweresystematisedforconsistencyofmeasurement.Intotal,SkillsdevelopmentandinclusivityforcleanenergytransitionsTargetedprogrammesforinclusivenessPAGE54IEA.Allrightsreserved.717specificactionswerecarriedoutacrossthetenobjectives,bringingthetotalactionsover2020-2021tomorethan1500activitiescarriedoutbyorganisations.TheMinistryofEnergyreportsresultsfortheprogrammethroughannualreports.Theseareintendedtobeyearlyaccountabilitychecks,sharingbestpracticesandresults.Basedonthe2021-2022yearbook,about50%ofinvolvedbusinessesandorganisationshaveintroducedapaidprimarycareer’sleave(+3%increasefrompreviousyear).ThenumberofwomenCEOsisalsoincreasing(+1.2%),withwomenbeingmorepresentonboards(+1.3%).Womennowaccountforabout40%ofallmanagers.Genderpaygapshavealsofallenby0.7%,whichstillleavesasalarydifferenceofUSD25534.Theenergysectorisintendedtoserveasaflagshipfortherestoftheeconomytofollow.InJuly2022thefirstGenderandHumanRightsOfficeoftheMinistryofEnergywascreated,aspecialisedteamthatwillnotonlymonitorthepublic-privateplan,butwillalsopromotethegendergoalsintheNationalEnergyPolicy(initsupdated2022version).Themostambitioustargetsaretoachieve:1)parityinremunerationandseniorpositionsby2040;2)genderequitypoliciesin100%ofmediumandlargeenergycompaniesby2030;and3)increasewomen’sparticipationincleanenergyandotherrelevantsubsectorsto30%,includingthroughtraining18000peopleandcertifying9000womenby2030.Nepal’sGirls4ruralsinitiativeThe“Girls4rurals”initiativewaslaunchedin2018bythesocialenterprisegroupRuralDevelopmentInitiativeanditsimplementingpartner,HimalayanInnovations,tobringtogetheryounggirlstobuildcleanerandgreenercommunities.TheinitiativetrainsyoungHimalayangirlsonadaptationofrenewableenergytechnology,notablybyworkingasdistributorsofsolarPVsystemsfortransformingrurallives.Girls4ruralsusesadigitalplatformtoconnectNepalesegirlswholiveinruralcommunities,enablingknowledgeexchangeandexperienceonskillsandwaysofliving.Local,bottom-upeducation,trainingandwomen’sempowermentarecrucialfactorsinprovidingtheskillsnecessaryforjobsinthecleanenergyeconomy,focusingonclimateaction.Thegroup’sactionsarefocusedonthreeprimaryobjectives:increasingawarenessonrenewableenergyandclimateactivism,allowingmarketdevelopmentforrenewableenergyproductsandcreatinganenvironmentalimpactthroughyounggirls.Girls4ruraliscurrentlyrunningaprogrammeteachingteenagersaboutthebenefitsofrenewableenergiesontheirhealth,soyouthcanbecomeimpactfuladvocatesfortheircommunities.AnotherprogrammefocusesonGreenEntrepreneurshipbyteachingwomentailorstotransformtheirmanualsewingmachinesintoautomaticones,andtomaintainthem;6000Nepalesetailorsarebeneficiariesofthisprogramme.TheinitiativeSkillsdevelopmentandinclusivityforcleanenergytransitionsTargetedprogrammesforinclusivenessPAGE55IEA.Allrightsreserved.alsorunsaprogrammeonpromotinginductionstovesinruralareas,includingtrainingontheuseofinductionstoves,whichsaveruralwomenfromrespiratoryhealthproblemsandareimportantforyounggirlstopromoteaspartofgoodpracticeofadaptingrenewableenergyusesforfamilies.WePOWERNetworkinSouthAsiaWePOWERNetworkisawomen’snetworkdedicatedtoprofessionalsinSouthAsia’senergyandpowersectorsandtostudentsinScience,Technology,EngineeringandMathematics(STEM)education.TheprogrammenotesthatthetotalshareofwomeninSouthAsianpowerutilitiesrangesfrom3%to25%,andtheshareofwomenengineering/technicalemployeesisevenlower–lessthan1%to21%.Therefore,WePOWER,launchedin2019,undertakesgenderactivitiestonarrowthegapinwomenemployedintheenergysectorandSTEMeducation.Theinitiative’sworkisbasedaroundfivepillars:STEMeducation,recruitment,professionaldevelopment,retention,andpolicyandinstitutionalchange.Activitiesincludestudytoursandfieldvisits,STEMoutreachworkshops,trainingseminars,mentorshipsanddevelopmentofwomenfriendlyfacilities,alldesignedaroundwomenempowerment.ThepartnersofthenetworkareEastAsianbusinessesandorganisationslinkedtotheenergyandpowersector.In2021,thenetworkmanagedtoreachover13400womenparticipantsthrough628activitieswiththehelpof28partners.For2022,WePOWER’spartnersplantosetmoreambitioustargetstoimplementover900activitiesthatreachmorethan19000womenandgirlsinSouthAsia.TheWorldBank’sSouthAsiaGenderandEnergyFacilityservesastheInterim-SecretariatoftheWePOWERNetwork,withthesupportoftheAsianDevelopmentBank,theWorldBank’sEnergySectorManagementAssistanceProgramandAustralianAid.RES4AfricaMicro-GridAcademyTheRES4AfricaFoundationwaslaunchedin2012tosupportjusttransitionsinAfrica’senergysectortowardachievingtheSDG7goaltoensureaffordable,reliable,sustainableandmodernenergyforall.TheroleofthefoundationistoprovideasupportiveenvironmentforcleanenergytechnologyinvestmentsinAfrica.TheexecutivecommitteeofthefoundationiscomprisedofCEO’sanddirectorsfromEnelGreenPower,Siemens,Gamesa,SchneiderElectricandPwC,amongothers.Themainfocusareasare:1)buildingdialoguebetweenpublicandprivateactorsinEuropeandAfrica;2)sharingexperienceswithinthecleanenergytechnologyindustrytoallowasustainabletransitionofAfrica’selectricitysector;3)creatingacooperationplatformthatunitesexpertsintheenergyindustry,developmentcommunityandenergystakeholdersinEuropeandAfrica;and4)supportingAfricanstakeholder’sneedsinthecleanenergyspace.SkillsdevelopmentandinclusivityforcleanenergytransitionsTargetedprogrammesforinclusivenessPAGE56IEA.Allrightsreserved.Overall,thefoundationhasdevelopedmorethan100partnershipsacrosstheglobe,trained1400peoplein30countries,andpublishedmorethan70studies,reportsandpapers.Aspartofthefoundation’swork,theMicroGridAcademy(MGA),launchedin2018,isavocationalcapacity-buildingprogrammeinSub-SaharanAfrica.TheMGAaimstocreateaskilledworkforcetodeploydecentralisedrenewableenergysolutionsintheEastAfricaregionandbeyond,therebyimprovingenergyaccessinruralcommunitieswhilefosteringlocalenterprisedevelopmentandjobcreation.TheMGAhasaparticularfocusontrainingyoungpeople,giventhat75%ofthecontinent’spopulationiscurrentlyundertheageof35.TheMGA’sprogrammeisbasedonthreeelements:education,innovationandimpact/empowerment.Underitseducationcategory,theMGA’sgoalistoprovidetheoreticalandpracticaltechnicalskillstoupto200peopleperyearinoccupationsrangingfromtechnicians,projectmanagers,developers,engineersandacademicstudents.To-date,around1550peoplehavebeentrained,and24trainingeditionshavebeenimplementedon-fieldintheEastAfricanCommunity,Ethiopia,theDemocraticRepublicofCongo,MozambiqueandZambia,aswellasanonlinecoursewithethinvolvementofmorethan40Africancountries.TheinnovationpillaroftheMGAannuallyawardsthreeinnovativeyouthprojectswithEUR5000andsupportswinnerswithmentorshipandvisibility,incollaborationwiththeEuropeanInvestmentBank.Thewinnerofthe2021editionsubmittedtheideaofaplatformconsistingofanetworkofsolar-poweredcoldstoragesolutions,deployedinfoodaggregationcentres(farmclusters,openmarketsorfoodwarehouses).Thisaimstoenhancefoodsecuritywhileprovidingsustainablejobstolocalsininstallationandmaintenance.Theimpactandempowermentpillarincludesanalumnicommunityoflocalprofessionalsthatfosterpeer-to-peerexperiencesandknowledge,withafocusonjobopportunities,softandbusinessskills,andentrepreneurshipissuestosupportyouthaccesstothelocaljobmarket.Theeffortalsoincludespartnershipswithwomen-andyouth-ledassociationstoincreasetheparticipationofwomenandyouthintherenewablessector.RES4Africahasadditionaltrainingprogrammes,includingtheAdvancedTrainingCourse(ATC).TheATC,whichtakesplacebothonlineandin-personinMilan,incollaborationwithBocconiUniversityandPolitecnicodiMilano,isatwo-weekcapacity-buildingcoursededicatedtomanagerialexpertisethatcoverstechnical,regulatory,financial,andsustainabilityissuesforrenewableenergy.ThecourseincludesanoverviewofthestateofrenewablesdevelopmentinAfrica,reinforcescapacitiesinthedevelopmentandimplementationofrenewablesprogrammes,introduceswaystoboostinvestmentsandovercomebarriers,aswellasstressestheimportanceofinclusiveandsustainabledevelopment.In2021,theclassesranSkillsdevelopmentandinclusivityforcleanenergytransitionsTargetedprogrammesforinclusivenessPAGE57IEA.Allrightsreserved.fromNovembertoApril,withoneweeklylesson.TheATChastrained570managerssinceitsinceptionin2014fromseveralAfricancountries.Inparalleltoitscapacitybuildingtraining,theRES4AfricaFoundationalsoholdseventsdesignedtoraiseawarenessontopicsrelatedtoeducation.InJune2022,RES4AfricaheldaneventonYouthEmpowermentfordrivingAfricanenergytransition,incollaborationwithPwCItaly.TheeventsfocusontheeducationalchallengesencounteredbyAfricanyouthandidentifythebestwaystosupportthemthroughexistingprogrammes.Canada’sScienceandTechnologyInternshipProgram-GreenJobsCanada’sDepartmentofNaturalResourcesthroughtheScienceandTechnologyInternshipProgram(STIP–GreenJobs)issupportingthecleanenergytransitionthroughinclusiveandsustainablejobcreationforyouth(ages15to30).STIP–GreenJobs,partnerofCanada’sYouthEmploymentandSkillsStrategysince1997,offersfundingtoqualifiedemployersthroughoutCanadaandprovidesyouthwiththeworkexperienceandtrainingneededtolaunchsuccessfulcareersinthenaturalresourcessector(cleanenergy,forest,miningandminerals,andearthsciences).Since2017,STIP–GreenJobshascommittedtoincorporatingequity,diversityandinclusionintoallaspectsoftheprogrammetobetterserveyouthexperiencingbarriersbasedonfeedbackfromyouth,employersanddeliverypartners.Actionsincludesettingtargetsandaimsforparticipationofyouthfromemploymentequitygroups(women,Indigenouspeoples,personslivingwithdisabilities,andmembersofvisibleminoritycommunities),removingbarrierssuchasthepost-secondaryeducationrequirement,andexpandingthedeliverybyworkingwithsmaller,regionally-focusedandIndigenous-focusedorganisations.Overthepastfiveyears,theprogrammecreatedover4000greenjobsforyouthacrossCanada.Typically,80%ofyouthsuccessfullytransitionedintofull-timeemploymentandover85%ofyouthjobswereinthecleantechnologysector.Atleast60%ofyouthparticipantsidentifiedasbelongingtooneormoreemploymentequitygroups,whileIndigenousandnorthernyouthparticipationincreasedfrom6%in2018to22%in2021.Inadditiontotheprogrammechanges,STIPalsoranapilotprojectin2020toworkwithIndigenousfocusedorganisationstobetterunderstandtheemploymentandtrainingneedsofIndigenousyouth,theimportantculturalaspectsthatcouldbeincludedintheprogrammedesign,andhowNRCan’sintakeprocessfordeliverypartnerscouldbeadjustedtoincludesmallerandmoreIndigenous-ledorganisations.Throughthispilot,STIPhadtheopportunitytoworkwithandlearnfromtheIndigenousCleanEnergy(ICE)NetworkthroughthedevelopmentoftheirGenerationPowerProgram,aholisticandculturallyfocusedtrainingprogramme.SkillsdevelopmentandinclusivityforcleanenergytransitionsTargetedprogrammesforinclusivenessPAGE58IEA.Allrightsreserved.Inthefirstyear,thecurriculumwasdesignedwithandforyouthandemployers.Inthesecondyear,ICEimplementedGenerationPowerandsuccessfullycreatedover40internshipandtrainingopportunitiesforIndigenousyouthinthecleanenergysector.GrowingourCleanEnergyWorkforceinitiativeinVictoria,AustraliaInMarch2022,thegovernmentofVictoriainAustraliaannouncedtheAUD11millionGrowingourCleanEnergyWorkforcepackage,whichincludessubsidisedapprenticeships,professionalmentoringandaccesstoongoingeducationforwomeninthecleanenergyspace.Thestatefoundthatwomenareunder-representedinthesolarindustrybyawidemargin,accountingforlessthan1%ofelectricians,plumbers,airconditioningandrefrigerationmechanics,solardesignersandinstallers,andlicensedelectricalinspectors.Therefore,theaimoftheGrowingourCleanEnergyWorkforceinitiativeistoincreasethenumberofwomenworkingintherenewablesenergyindustry.Inparticular,theVictoriangovernmentwillsubsidise50%ofthecostofnewapprenticeshipstosupportmorewomenenteringtheindustryandprovideapprenticesastipendfortoolsaswellasincentivepaymentseverysixmonths.Theprogrammewillbemanagedbytwotrainingorganisations:AiGroupApprenticeTrainingCentreandApprenticeshipsGroupAustralia.Inaddition,thegovernmentwillalsoofferfreeorlow-costtrainingbyprofessionalorganisationstowomencurrentlyworkinginrelatedenergyindustries,toallowthemtoupskillandtransitiontojobsintherenewablesindustry.Aspartofthepackage,theindustryorganisationTradeswomenAustraliawilloffertargetedsupportforwomenalreadyworkingin,orconsideringjoining,thesolarindustrythroughonlineworkshops,informationsessionsandprofessionalmentoringopportunities.TheskillspackagebuildsofftheSolarHomesprogrammelaunchedin2018,whichoffershouseholdsrebatesfortheinstallationofsolarpanels,batteries,solarhotwater,zeroemissionsvehiclesandheatingupgrades.TheSolarHomesprogrammemorebroadlyisestimatedtohavecreated5500cleanenergyjobsinthestatesinceitsinception.Canada’sCleanEnergyforRuralandRemoteCommunitiesprogrammeInCanada,thereareover200communitiesthatrelycompletelyondieselforheatandpower.Theyoftendependonsmalldiesel-basedmicro-gridsfortheirenergysupplythatareinefficient,vulnerabletooutages,expensivetooperate,andcontributetolocalpollution.Thevastmajorityofdiesel-reliantcommunitiesareIndigenousorhavesignificantIndigenouspopulations.In2018,NaturalResourcesCanadalaunchedtheeight-yearCAD220millionCleanEnergyforRuralandRemoteCommunities(CERRC)programmetosupportcommunity-SkillsdevelopmentandinclusivityforcleanenergytransitionsTargetedprogrammesforinclusivenessPAGE59IEA.Allrightsreserved.drivenactivitiesaimedatreducingdieselrelianceforheatandpowerinrural,remoteandIndigenouscommunities.TheCERRCprogramoperatesthroughfourdistinctstreams:1)capacitybuilding,2)bioheat,3)innovativedemonstrations,and4)deployment.Theprogrammecanprovidecommunitieswithresourcestofundcapitalprojectsandbuildtheinternalcapacityneededtodriveimplementationofadiesel-reductionorrenewableenergyproject.Aspartofthiseffort,CERRC’sCapacityBuildingstreamhasprioritisedequity,diversityandinclusionwithinitsprogrammedesign,implementationandprojectselection.CERRChasincludedspecificrequirementsforapplicantstodemonstratehowtheywillencourageandintegratethegreaterparticipationofIndigenouswomenandyouthincleanenergy,aspartoftheprojectandprojectteamitself.Further,theCERRCprogrammeissupportingseveralprojectsthataimtosupportIndigenouswomenandyouthtobecomefuturecleanenergyleaderswithintheircommunities.Forexample,theCentreforIndigenousEnvironmentalResources’projectShiningLights:EnergyLiteracyandLanguageintheNorthwestTerritorieswasdesignedtofocusonincreasingtheenergyliteracyandempowerparticipantstobeabletosupporttheircommunity’senergyplanninggoals.Theprojectheldaseriesofworkshopsduring2019-2020thatincludedparticipationof60Indigenouswomenandyouthfrom22NorthwestTerritoriescommunities.InadditiontothemanycapacitybuildingprojectstheCERRCprogrammehasfunded,CERRCisfundingIndigenousownedandledcleanenergyprojects.Theseprojectsareexpectedtobringsignificantbenefitsandimpactsforthecommunities.Forexample,thedevelopmentofthecommunityowned2.35MWsolarprojectinFortChipewyan,AlbertawasaunifyingfactorthatbroughtthreeIndigenouscommunitiestogetherforthecreationofThreeNationsEnergy(3NE).3NEhassincebecometheorganisationthatleadseffortsoncommunityenergyplanning,usingsolarinremotecabins,replacingdieselwithbiomassandsustainablefoodproduction.Itisalsoasourceofsignificantcommunityprideandrevenuegeneration.Overall,theCERRCprogrammehasmobilized115renewableenergyandcapacitybuildingprojectsinvolvingmorethan130diesel-reliantcommunities.In2021,thegovernmentofCanadaannouncedanadditionalCAD300millionoversixyears,startingin2022,tocontinuetoadvancetheworkoftheprogramme.ThispublicationreﬂectstheviewsoftheIEASecretariatbutdoesnotnecessarilyreﬂectthoseofindividualIEAmembercountries.TheIEAmakesnorepresentationorwarranty,expressorimplied,inrespectofthepublication’scontents(includingitscompletenessoraccuracy)andshallnotberesponsibleforanyuseof,orrelianceon,thepublication.Unlessotherwiseindicated,allmaterialpresentedinfiguresandtablesisderivedfromIEAdataandanalysis.Thispublicationandanymapincludedhereinarewithoutprejudicetothestatusoforsovereigntyoveranyterritory,tothedelimitationofinternationalfrontiersandboundariesandtothenameofanyterritory,cityorarea.IEA.Allrightsreserved.IEAPublicationsInternationalEnergyAgencyWebsite:www.iea.orgContactinformation:www.iea.org/about/contactTypesetinFrancebyIEA-September2022Coverdesign:IEAPhotocredits:©ShutterStock

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