清洁能源转型的劳动力技能发展和包容性（英）-IEA.pdf

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 2 reskilling for coal workers; 3 retraining of workers in the oil and gas and auto sectors; 4 academic and corporate programmes; and 5 targeted skills programmes for youth, women and marginalised communities. The examples allow us to draw important lessons based on proven success in the real world. For instance, workforce mapping exercises provide a much clearer picture of energy employment in given countries or regions that can lead to better targeted policies and measures. Moreover, collaborative approaches between government, industry and workers have shown to produce stronger results. Importantly, though sufficient budgetary outlays are a critical element to putting in place effective training programmes, successful outcomes are by no means limited to national governments, as ample achievements are apparent at the sub- national, company, and grassroots levels. Skills development and inclusivity for clean energy transitions Introduction PAGE | 8 I E A . A ll r ight s r es er v ed. Introduction Overview The level of commitment to fight climate change has never been higher than it is today. Countries currently accounting for over 70 of global emissions have pledged net zero emissions targets by around mid-century. Stepped-up efforts to address climate change will entail a paradigm shift in economies around the world, and especially for the energy sector. These energy transitions will not only directly impact the daily lives of people in terms of how they produce and consume energy, but will also result in major changes to employment in the energy sector. To navigate the workforce evolutions on the horizon, decision makers need better visibility into energy employment today and the requirements of tomorrow. To that end, the IEA’s just-released World Energy Employment report is the first comprehensive data assessment and analysis of the global energy workforce that provides a baseline for policymakers, companies and other stakeholders to help plan for education and training needs. It finds that the energy sector in total employs over 65 million people, which equates to around 2 of global employment in 2019. This includes workers in fuel supply, the power sector, and end-use sectors, energy efficiency and vehicle manufacturing. The overall employment numbers belie an even more complex situation on the ground, where the skillsets of individual workers can vary immensely based on industry, job function and region. So even though clean energy sectors are set to grow rapidly over the next decade, companies may face a lack of skilled workers that match the skillsets needed for a project in the region it is located. In some cases, this requires the development of completely new programmes of education, certification and vocational training, while in other cases, it means targeted upskilling or reskilling for the existing workforce. Skills development and inclusivity for clean energy transitions Introduction PAGE | 9 I E A . A ll r ight s r es er v ed. Energy employment by region and economic sector, 2019 IEA. All rights reserved Notes C and S America Central and South America. Source IEA 2022, World Energy Employment. Workers in traditional energy sectors will need to be trained with new skills for the future The energy workforce of today represents a relatively skilled set of workers but clean energy industries require an even higher share of skilled employees. Emerging technologies currently account for only a fraction of the energy workforce but are poised for exponential growth in the coming decades. It is equally important to ensure that workers in traditional energy sectors facing decline as a result of energy transitions are equipped to find new employment in other sectors. Many of these sectors are now experiencing major workforce changes that require accelerated efforts to support employees, including through reskilling and upskilling initiatives. In particular, the coal sector is already undergoing a rapid decline in many areas, prompting governments and companies to develop plans for a just transition for coal workers. Some governments, such as South Africa and Spain, have begun to undertake detailed assessments of their coal workforces as a first step toward understanding the specific characteristics of existing labour pools. Building off these studies, several governments have led social dialogues with industry and labour to develop joint strategies and action plans for transitioning away from coal, including skills training programmes for other sectors. Over time, these changes will also get underway on a larger scale in other sectors, including oil and gas, heavy industry and road transport, among others. Reskilling Skills development and inclusivity for clean energy transitions Introduction PAGE | 10 I E A . A ll r ight s r es er v ed. of automobile workers would enable a shift to the production of electric vehicles while oil and gas workers could find employment in the hydrogen sector, for example. Energy employment in fossil fuel and clean energy sectors, 2019-2022 IEA. All rights reserved Notes Clean energy employment includes workers in bioenergy supply, nuclear and renewables for power generation, grids and storage, electric vehicles manufacturing, and energy efficiency. Estimates are modelled for 2020 to 2022 based on latest IEA energy balances and investment data, under the assumption that labour intensity and the job creation potential of new investment remain constant across years. The lockdowns associated with the Covid-19 pandemic made 2020 employment difficult to assess. Accordingly, 2020 estimates are indicative. Source IEA 2022, World Energy Employment. Skills training programmes should ensure inclusion for all members of society For energy transitions to be truly people-centred, the diversity of the energy workforce must be a paramount consideration in policy and programme design for training and skills development. Women, in particular, are heavily under- represented in the energy labour force. This marks a decisive wake-up call for course-correction to ensure that the future energy workforce is more inclusive, gender-balanced, and enabling of equal- opportunity compared to the energy sector of today. A number of initiatives are already underway around the world to support this outcome, which target education and skills training programmes to specific groups, notably women, youth and marginalised communities. Importantly, many of the massive post-pandemic economic recovery plans that are now being implemented around the world could have a transformative impact on increasing equality and diversity in the energy workforce. Many of the programmes prioritise skills training for women, Indigenous populations or other marginalised groups. For instance, as part of the EU’s recovery plan, 22 member Skills development and inclusivity for clean energy transitions Introduction PAGE | 11 I E A . A ll r ight s r es er v ed. countries have focused on gender equality and inclusiveness in their national recovery and resilience plans. Elsewhere, Canada has implemented programmes to increase clean energy opportunities for under-represented groups, including women, youth and Indigenous peoples. Beyond government programmes, several non-profit groups and industry collaborations have put in place innovative programmes designed to ensure that the clean energy workforce is more inclusive than the traditional energy sector. Workforce by gender, economy wide and in energy, 2019 IEA. All rights reserved. Notes Employment shares are from ILO, covering 48 countries for the energy sector. Senior management shares are global IEA calculations based on the Refinitiv PermID database. Sources IEA 2022, World Energy Employment; Gender and Energy Data Explorer. Economy-wide Energy sector 0 10 20 30 40 50 60 70 80 90 100 S har e of w or k f or c e Men Women Women in senior leadership Skills development and inclusivity for clean energy transitions Clean energy skills training PAGE | 12 I E A . A ll r ight s r es er v ed. Clean energy skills training Delivering a qualified workforce for a low-carbon economy Millions of new jobs in clean energy sectors will create a once-in-a-generation opportunity for employment growth across the world. The overriding concern for government officials, policy makers and companies is the lack of a sufficiently skilled workforce to undertake the scale of new projects required for a low-carbon economy. Future growth in clean energy industries is closely correlated with the simultaneous development of a qualified workforce to implement projects. Many governments are investigating the development of training, reskilling and educational programmes in anticipation of the upcoming changes. The most advanced programmes align energy, industrial, labour and education policies to jointly develop a strategy for energy transitions. Countries that are still in the early stages of their energy transitions have also benefited from capacity building and knowledge exchange with other countries that have longer experiences building out clean energy sectors. Moreover, clean energy skills training programmes are by no means limited to national governments, with subnational initiatives also offering useful examples of successful outcomes for workers. The following case studies highlight such examples. Canadian energy advisor recruitment, training and mentorship programme To support new programmes for the transition to a low-carbon economy, the government of Canada is taking steps to offer skills and training in various areas of clean energy sectors. Natural Resources Canada is leading the recruitment and training of EnerGuide energy advisors to meet increased demand for home retrofits following the launch in May 2021 of the Canada Greener Homes Initiatives. The programme aims to help 700 000 homeowners upgrade energy efficiency on their properties. The initiative offers grants of up to CAD 5 000 for eligible home retrofits, a maximum CAD 600 toward the cost of EnerGuide evaluations, and from CAD 5 000 to 40 000 in interest-free loans to undertake major renovations that increase energy efficiency. To ensure that planned upgrades improve energy efficiency and homeowners know about their options, a trained advisor is required to conduct a pre-retrofit and post-retrofit EnerGuide home energy evaluation. As such, energy advisors are a critical component of the initiative. Skills development and inclusivity for clean energy transitions Clean energy skills training PAGE | 13 I E A . A ll r ight s r es er v ed. To complement the Greener Homes Initiatives, the government launched the Energy Advisor EA Recruitment, Training and Mentorship campaign that includes a special focus on increasing the diversity and representation of the existing energy advisor workforce, particularly for Indigenous peoples. It will provide CAD 10 million over five years to support innovative projects and attract experienced partners, with at least 10 of this funding directed towards Indigenous governments. The focus will include projects targeting underserved areas of the country, such as in the northern region as well as rural and Indigenous communities more broadly. It also prioritises projects for under-represented groups, which include women, Indigenous peoples, persons with disabilities, racialised individuals and individuals who identify as LGBTQ. The programme aims to partner with organisations across the country to provide practical hands- on training and mentorship opportunities as well as help prepare candidates, including those from under-represented groups, to pass the exams required to become energy advisors. The programme is divided into five project categories with specific criteria. To be eligible for funding in the first round of bidding, the project proposals were required to support at least one of the following categories training, mentorship, recruitment, upskilling and professional development, and accessibility of EnerGuide evaluations. The first call for proposals closed on 8 July 2021, with a total of CAD 9.1 million allocated to 18 organisations that will help recruit, train and mentor 850 new energy advisors across Canada and upskill 110 existing ones. It is part of a larger five-year plan to train an additional 2 000 energy advisors. The first round of funding awarded includes CAD 1.15 million to SaskPower in Saskatchewan, CAD 675 000 to NorQuest College in Alberta, CAD 624 000 to the Government of Yukon, and CAD 227 000 to EnviroCentre in Ontario. As part of the government’s commitment to support Indigenous communities, five out of 17 projects awarded around CAD 4.4 million will organise, train, recruit and mentor rural and Indigenous peoples across Canada. For example, the Indigenous Clean Energy ICE Social Enterprise project will recruit, train and mentor 15 Indigenous Champions from across Canada to become registered EAs. Elsewhere, the Temiskaming Native Women’s Support Group project will also recruit, train and mentor Indigenous women in Northern Ontario to become registered EAs. At the same time the programme will also provide support to address existing barriers such as travel, childcare, and stipends as well be informed and supports the goals of the trainees. Equally, their project will include a training programme for industry partners on mentoring and providing safe and supportive work environments for Indigenous women. Skills development and inclusivity for clean energy transitions Clean energy skills training PAGE | 14 I E A . A ll r ight s r es er v ed. Another, separate, government initiative is funding the development of the DiscoverEE Hub, which is an online portal to help Canadians join the energy efficiency industry and become energy advisors. The hub was designed and is operated in partnership with Efficiency Canada. India’s Skill Council for Green Jobs India’s ambitious renewable energy target of 450 GW by 2030 is expected to create a surge of investments in the sector, representing an important opportunity for job creation. Based on the Indian governments pledge under the Paris Agreement to scale up renewables, it is estimated that net employment measured in full-time employees w