The Green Edge Reports Roundup, Nov-24: Part One - General
Continuing with our selection of reports and other publications from this month’s reading list.
Again this month, we’re splitting our reading list into two posts. This one covers general categories. For Sectors, see Part Two.
֎ Reports we feel are particularly worth a look.
Skills
֎ Understanding the Green Transition: Supply and Demand Dynamics (2024)
LinkedIn, September 2024
Shows the trend of growth continues across multiple countries (and the UK features strongly). We also found the methodology and taxonomy interesting, and it would be useful if we could have the various options pooled and standardised for wider use.
Skills-Based Hiring Toolkit (2024)
Lightcast, June 2024
Understanding skills is important for multiple reasons and here it is using a skills approach to hiring, to widen and deepen the pool of candidates, and also meet the needs of avoiding biases. Given that skills is a critical part of the UK Government push for growth, productivity improvement and social mobility it is well worth a look.
Critical Materials: Demand-Side Resource Efficiency Measures for Sustainability and Resilience (2024)
National Engineering Policy Centre of the Royal Academy of Engineering, October 2024
‘Skills’ might seem a strange category for report, but when we get to page 49 we see why—here we get to “design and design skills” that are crucial to efficient use of critical materials. Hence, the importance of integrating sustainability into all design education and training programmes, and the pioneering work of the Design Council is seeking to achieve this with its green design skills framework programme.
City & Guilds Impact Report 2023-24
City and Guilds, October 2024.
Within this annual impact report there is a section on the net zero transition which shows the rate of progress on green skills (up 38% since last year – 13,545 certificates issued across 363 centres). Having a series of progressive awarding bodies capturing new and emerging skills and giving them formal recognition and with relevant standards is a critical part of the development of a skilled green workforce.
Labour Market
֎ World Energy Employment 2024
IEA, November 2024.
Always a useful indicator of the changes occurring across the global energy sector where employment growth continues adding 2.5mn jobs during 2023 (1.5mn from clean energy, and 0.94mn from fossil fuel energy sources). The part of the report we would suggest a look at covers skills shortages (pages 24-39) which draws on a survey of 190 major energy businesses in 27 countries: simple message, shortages are widespread currently and in the pipeline (perhaps suggesting migration is not a route to go). There are two charts covering the conversion of electricians and plumbers into frontline clean tech roles (pages 35 and 36) by time and return across several countries (including the UK).
Just Transition for the Gas Sector Fact Sheet
Eurogas, 2024.
This was potentially a very important agreement but sadly fell through. We are needing a series of agreements like this model for others sectors to ensure we make the best use of skills already working well in rapidly changing sector (like gas).
Beyond the Levy: Effective Implementation of the Growth and Skills Levy
Aldersgate Group, October 2024.
The Apprenticeship Levy has been in place since 2017 and is due to be changed to the Growth and Skills Levy over the coming year. Critical is increasing the level of engagement (especially SMEs), making full use of all of the funds raised, increasing the focus on L2 roles (entry and bridging roles), etc. So, this report is very timely but needs extending into the organisation and the decision-making bodies both at national and local levels, and how they will operate with a sector input. Given the numbers already undertaking apprenticeships, it will take several years to shift from the current to the new system. Worth noting that there are c200 apprenticeships that are directly relevant to the net zero transition.
Midlands Engine Regional Economic Impact Monitor (October 2024)
Edition 52, Midlands Engine Observatory, October 2024.
A useful review of the budget, but our attention was taken by the section of the emerging Growth and Skills Levy (pages 13-14) which could have a profound impact on the levels of investment in skills. If the revised levy is used to leverage truly additional employer and other funding it will help drive the various developing skills plans for the net zero transition.
HM Treasury Areas of Research Interest (November 2024)
HM Treasury, November 2024.
Raises 101 questions across 7 core themes with the labour market being 10 of those questions. Hopefully this publication guides research funding allocations and research work in universities and elsewhere.
Employment Opportunities in the Renewables Sector (Canada, 2022)
Journal of Canadian Studies, 56 (2), July 2022.
There are too few studies feeding into employment policies to realise the opportunities for all people within the growing clean energy (and wider) sector. This study looks at opportunities and constraints, and provides a few insights which might well be transferable to the UK.
Short Term Anticipation of Skills Trends and VET Demand
Cedefop, 2024
Link (online only)
While this a European resource, it might prompt a few questions in the UK and at local levels.
European Skills System Briefing Note (2024)
Cedefop, September 2024.
A short note on the European Skills Index and its three pillars: skills development, skills activation, and skills matching. With the development of Skills England, it would be good to have a UK equivalent that could be used at the national and local levels, and possibly on a sector-by-sector basis. We need a simple set of measures that allow the active management of the skills system to make improvements on a rolling basis.
Get Britain’s Stats Working (2024)
Resolution Foundation, November 2024.
Broad labour market policy relies on having accurate and up-to-date measures of the labour force, and this report suggests that the LFS is out by 1%—which might not seem large but when the current national target level is 80% increasing from 75% it is. For the emerging green economy, policies around labour supply are important due to the tight labour markets that exist in most sectors.
Employer Skills Survey 2022 (Updated 2024)
Department for Education, December 2023 (updated November 2024).
The Employer Skills Survey 2022 highlights increased recruitment challenges across the UK. Vacancies rose to 1.49 million, with skill-shortage vacancies (SSVs) accounting for 36%, more than double from 2017. Internal skills gaps also grew, with 15% of employers reporting staff not fully proficient. Training provision declined, with fewer days and expenditures, despite over 40% of employers desiring more training. Apprenticeships saw modest growth in interest, yet barriers like size constraints persist. Future skills demand aligns with technological and regulatory shifts, underscoring a pressing need for upskilling in technical, digital, and personal skills to support workforce resilience: a major challenge for Skills England. As regards green skills and those needed for the net zero transition there are four issues: Demand for Green Skills—The rise in technical skill shortages suggests an urgent need for green-specific expertise to support the Net Zero agenda, including renewable energy and carbon management roles; Upskilling Initiatives—Employers anticipate technological changes, aligning with green tech adoption. Enhanced training in sustainable practices and green technologies is vital; Workforce Planning—Apprenticeship and training barriers must be addressed to prepare a future workforce capable of meeting green economy demands; Sectoral Focus—Sectors like construction and manufacturing with high SSV density require targeted green skill interventions to meet regulatory and sustainability goals.
Commissioning Employment and Skills Provision for Over 50s Toolkit
Centre for Aging Better, 2024.
The over-50s are a potentially important source of skills and green employees, both for paid and voluntary work. This toolkit is aimed at helping this process to work more effectively.
OECD Forum on Gender Equality: Harnessing the Green and Digital Transitions (2024)
OECD Public Governance Policy Paper No 61, October 2024.
The report discusses the intersection of gender equality with global green and digital transitions, focusing on opportunities and challenges. While these transitions offer chances to advance gender equality through education, job creation, and leadership roles, they risk deepening existing disparities. Key challenges include underrepresentation of women in green and digital sectors, wage gaps, and gender-based violence, especially in digital spaces. The report advocates for policies promoting STEM education for women, inclusive leadership, and cross-sector collaborations to dismantle structural inequalities. It highlights the need for gender-responsive policymaking, emphasizing sustainable and equitable growth. Cracking gender equality is critical for the social justice aspects of the transition to net zero.
Monitoring Outcomes of the Scottish National Adaptation Plan (2024)
Climate X Change, August 2024.
The report views four outcomes: nature connects, communities, public service and infrastructure, and economy, business and industry. In the last of the four categories, we find the number of green jobs as one outcome (32,800 in 2015, and 46,200 in 2022 using ONS data). We also found the criteria for selecting the outcome indicators (Table 1, page 10), and a great set of appendices (there is an extensive listing of key policies).
Beyond Decent Work Playbook: Career Development Advocacy in Canada
CERIC, October 2024.
Anything that helps people make better career decisions (and in particular ones that might lead to a role in the net zero transition) works for us. This playbook will be of use to those supporting career entry and development in the green economy.
The Impact of AI on the Labour Market (2024)
Tony Blair Institute for Global Change, November 2024.
We include this study in our roundup as AI is a major wave of change impacting the labour market alongside the greening of work, and this analysis suggests a major shift in demand, raising productivity in multiple settings, better working of the labour market (matching), and improving job quality. Much like ITC technologies have impacted all jobs, AI will be much the same and become a part of every role and job, and will be a part of how greening takes place and green skills are applied.
AI, Scientific Discovery, and Product Innovation (2024)
MIT, November 2024.
We find here a case study of an R&D activity focused on materials discovery technology involving the work of 1000+ scientists in a single US firm. The key finding is that productivity is increased by using AI with the immediate negative significant side effect that it reduced creativity and skill utilisation of the scientists. Our interest here is in the potential of AI speeding up the transition to net zero, and make a series of improvements.
Gallup Culture of AI Benchmark Report (2024)
Gallup, 2024.
Identifies culture as a barrier not financial and not awareness. Views AI at four levels: across the whole system; leadership; teams; and HR readiness. Survey conducted across 40 enterprises in 11 countries working in 17 industries and employing 3 million people. Our interest here is a potential link between AI adoption and making progress with a sustainability and net zero agenda.
Artificial Intelligence and the Future of Work (2024)
National Academies, 2024.
A longer read but well worth it and a great read taking in some of the history. While green and sustainability does not feature, we are left with an understanding of how skills are acquired and transition within existing occupations.
Devolution/Regional Development
֎ Inclusive Growth Network Impact Report (2024)
Inclusive Growth Network hosted by the Centre for Progressive Society, November 2024.
Provides a series of case studies (Cardiff, Liverpool and others) and clearly demonstrates the power of collaborative networks, not just in sharing learning but in providing a context in which skills and capabilities can be developed. For us, the whole shift of the economy through the net zero transition relies on having a robust set of capabilities and policy levers to be used at a local level, and the IGN lies at the heart of learning about how this can be made to work, and work well for all. This also explains why some of the most progressive local authorities are active partners.
Grimsby Together - The Vision of the Future (2024)
North-East Lincolnshire Council, September 2024.
While not covering the green economy as such (but Grimsby is the “capital” of green energy), this report does cover the role of engagement and placing the development of the citizens, communities and the whole town of Grimsby in the whole transition of the local economy.
The Sherco Clean Powering: How one community turned a coal plant into a hub for a new clean economy
RMI, November 2024.
Link (online only)
A useful case study showing going green from a brown is more than possible.
Enabling Collaborative Dynamic Capabilities (2022)
Journal of Management and organisation, 28, 2022.
An academic style paper but makes the powerful case for the importance and role of networks for learning and collaboration, and shows their part in cluster development and renewal. Our interest here is clear: the skills required to develop effective networks, and to help organisations adapt to the changes brought about by the transition to net zero. We have seen multiple networks created by local authorities, by further education colleges, by the catapults and others, and seeing these as a part of the infrastructure for growth and skills is key.
EU Eco-Innovation Index 2024
EC, October 2024.
Fascinating report using five measures: eco-innovation inputs, eco-innovation activities, eco-innovation outputs, resource efficiency outcomes, and socio-economic outcomes (for definitions see page 6). We see this as a set of leading indicators as we are talking about a range of activities that are not directly visible in many cases. There are a clear group of leading countries: Finland, Denmark, France, Germany, Holland, Italy, Austria, and Luxembourg. It would be helpful to have the data for the nations of the UK to see what the areas of progress are, and what are the gaps?
Methods for the Experimenting Society (1991)
Evaluation Practice 12 (3), 1991
This paper was originally written in 1969, and republished here in 1991. Our interest here is the role of data and evaluation of policy and its development on a rolling basis. Sounds a little technocratic, but is vital as we seek to refine and improve skills policy in the UK. A seminal paper where Donald T. Campbell advocates for a society that actively experiments with reforms and rigorously evaluates their outcomes. He envisions an honest, decentralized, and accountable system grounded in scientific methods. Campbell emphasizes the need for social scientists to act as methodologists, designing unbiased experiments and robust evaluations rather than prescribing policies. He addresses the ethical and methodological challenges of experimentation, including the use of randomized trials and quasi-experiments. Ultimately, Campbell calls for institutional innovation to create a learning society capable of continuous self-improvement through evidence-based policymaking.
Pot Pourri
Clean Power 2030 (NESO)
NESO, 2024.
Makes a set of well-established statements around workforce issues and challenges in progressing clean power by 2030 (Section 4.4) but thinks the skills shortages are well described and understood, and a sector-skills approach could help. At a sector level (e.g. offshore wind) skills requirements are well known, like they are for the grid, but a workforce plan is critical to allow priorities to be agreed, and a rethinking of how those skills can be best developed.
Autumn Budget 2024
HM Treasury, October 2024.
To understand skills policy in England and across the UK over the next five years, the Autumn budget is a “must” read. For us there are two key parts to the budget: the people pillar of the foundations (paras. 3.38 - 3.47); and net zero and clean energy (paras. 3.74 – 3.83). Our main takeaway from the budget for skills is that it is central to economic growth, opportunity generation, and social equity and justice. Our conclusion: the UK Government must ensure their approach to developing a skills system that delivers for all must succeed as it is so central to their mission-based approach.
A Mandate to Deliver: Mapping Opinion Across Labour’s Coalition (2024)
IPPR and Persuasion UK, July 2024.
On the net zero front the public are running ahead of Government’s plans which would be good to test further as we all need to change how we live and work every day. Be good to compare with the standard tracker surveys run by the UK Government.
DSIT Overview for Parliament (2034-24)
NAO, November 2024.
Helpful status report and profile of the Department for Science, Innovation, and Technology (DSIT) in the UK. While talent and skills are one of the pillars for progress across the economy, they are not the lead department. By far the bulk of its funds are disbursed through UKRI.
Regulation Overview for the New Parliament (2023-24)
NAO, November 2024.
The environment is a significant focus of regulation overseen by Ofwat, the Environment Agency and Natural England. Useful insight for the priority areas for these three regulations e.g. the biodiversity net gain requirements, water quality, etc. Some very insightful charts as regards the nature of regulations.
Durability of Carbon Dioxide Removal (2024)
Communications: Earth and Environment, November 2024.
Durability here means (ideally) one thousand years, which puts a big challenge into any scheme planned across CCUS and nature and agriculture.