GRJ0032

Written evidence submitted by Dr Alison Greig and Ms Sarah Strachen

Thank you for the opportunity to provide evidence to the Environmental Audit Committee inquiry into Green Jobs. Our responses are based largely on research we are currently undertaking on behalf of (i) Anglia Ruskin University, to inform the curriculum of the new University of Peterborough; and (ii) the Cambridge and Peterborough Combined Authority to inform their Climate and Local Economic Recovery Strategies. Our focus then, is on skills needs rather than specifically jobs.

Our research has segmented sectors using the below eco-transformation matrix[1], and we are seeking the views of organisations in each segment who have a base within the Cambridgeshire and Peterborough region.

The below responds in particular to points 2 and 9

Definition of Green Jobs and Skills.

The ILO definition of Green jobs includes those that contribute to preserving or restoring the environment in traditional sectors such as manufacturing and construction, or in new, emerging green sectors such as renewable energy and energy efficiency. It does however, restrict this definition to specific economic sectors which are providing ‘green’ or ‘environmental friendly’ goods and services.  Whilst this definition may be sufficient to highlight the potential for new types of jobs or sectors, it is too narrow to be useful, especially when considering the skills required for to support a sustainable and carbon neutral post-Covid future. In our work we are therefore differentiating between two categories of green ‘skills’

1. New knowledge and skills e.g. required to design, manufacture, fit and maintain new technologies which will contribute to preserving or restoring the environment. These may be in new and emerging sectors such as renewables, or in existing sectors e.g. vehicle manufacture, transport etc
2. Existing knowledge and skills applied in a new direction – e.g. management, customer service, logistics etc

This is also important as it indicates that transition to a net zero economy will require the participation of all jobs and sectors. It is not just about the creation of new jobs, but about the transitioning of all jobs, in particular those currently considered part of the ‘brown’ economy’.

For training providers and educational institutions who have responsibility for  provisioning these skills this is important, and will require not only the establishment of new training courses/degrees etc but also the realignment of the curricula of existing training courses and education. There is also potential here for the the apprentice levy to play a significant role in transitioning the workforce to a green economy.

The below responds in particular to point 9

The individual nature of skills needs

Our research is asking detailed questions about skills needs at different levels within the business, including entry level, admin/support roles, graduate, managerial and executive roles.

We are finding that employers’ skills needs and skills gaps are very specific to their business, meaning it will be difficult to make generalisations about specific skills needs and their level even at a local scale. It will be important to consider regional and local skills needs as well as identify an overall national picture.

Our data is, however, indicating there are two distinct types of skills needs which the companies we are interviewing are consistently mentioning. These are;

1. New technical skills including use of new technology, software (AI) and design skills
2. People skills including team working and leadership

In our research we are avoiding using job titles to indicate jobs or skills, as they are defined differently by different sectors and evoke preconceptions e.g. the term engineer may refer to a person with a technical level of skill, a person with an engineering degree or a chartered professional within the ‘hard’ engineering disciplines. Alternatively it may be used to refer to individuals with different skill levels related to ‘soft’ engineering skills e.g. within IT.

Again our data is indicating growth will be both in new types of jobs (e.g. AI) and the application of existing jobs in new directions (e.g. design engineer focusing on green design).

The below responds in particular to point 10

Covid-19 as an opportunity

A number of the organisations we have talked to, whilst acknowledging the significant negative short term impacts of covid-19 are using the pandemic as an opportunity to rethink and reset their business. For example, many are using it as an opportunity to pursue more sustainable growth models and with more consideration for a ‘triple bottom line’. Whereas engaging with the green agenda was aspirational during the business pre-Covid period, they feel it will need to play a bigger part in the long term future of their business. This is true for companies in each segment of the matrix (see above), again indicating that transformation needs to be supported in all, not just ‘green sectors’.

In terms of job creation our research is indicating that companies see 2021 as a period of consolidation, and that future recovery from Covid-19 impacts will be driven by growth; including new buildings and other physical infrastructure, investment in technology (which it is acknowledged may replace jobs) and upskilling and re-skilling. This is again important in terms of jobs and skills as it indicate this growth will require the application of both new green skills (e.g. making sure the availability of new ‘green’ infrastructure) and within existing roles (e.g. skills to specify and evaluate the  ‘green-ness’ of an infrastructure tender document). Our research has indicated that skills requirements such as resilience, forward thinking, positive and open-minded have become increasingly valued in the current situation?

January 2021