The UK’s last coal-fired power station, at Ratcliffe-on-Soar, closed on Monday (30 September), as part of the government’s efforts to reduce the nation’s reliance on fossil fuels.
On the same day, Tata Steel halted production at the UK’s only remaining steelworks, at Port Talbot, as part of a plan to replace the blast furnace with an electric arc furnace.
In June, the Labour Party committed to creating 650,000 green jobs as part of a green investment plan. We asked how HR can prepare for the move towards green jobs in the UK.
“It is inevitable that as a society we transition to a green economy, but it needs to be a just transition that ensures no one is left behind,” said Sophie Lambin, CEO of sustainability consultancy Kite Insights, speaking to HR magazine.
“HR teams can play a part in this process by establishing a rigorous transition plan that genuinely consults with, cares for and empowers employees so they don’t just survive but thrive in the green economy,” she said.
“A good transition plan will include a thorough audit of present and planned operations, understanding where employees can be upskilled and re-skilled and avoiding any ‘cut and run’ strategy that leaves employees stranded.”
Nearly a third of jobs advertised in the UK required at least one green skill, according to LinkedIn’s Global Green Skills 2023 report. However, only one in eight UK employees have green skills, the same research revealed, suggesting that demand for green skills is growing faster than supply.
Research published in July by Totaljobs showed that while 71% of the workforce is interested in working in a green job or for a sustainability-minded employer, 29% correctly identified the definition of ‘green jobs’ among a list of options.
Read more: Green jobs of the future: meeting the demand-supply gap
Shazia Ejaz, director of campaigns and research at the Recruitment and Employment Confederation, called on the government and employers to have a clear definition of what constitutes a green job.
Speaking to HR magazine, she said: “There will be a shift towards new, greener energy supplies which can open opportunities. But it is important that the government’s growth and skills policies are targeted and provide the necessary support for people to train up for green jobs.”
“Our Defining Green Jobs report reveals at least six different interpretations of what a green job is from organisations that impact UK policymaking. We must identify the necessary skills for these roles by truly understanding what our definition of a green job is, and joining that up with plans for an industrial strategy.”
HR should plan for green jobs in accordance with their industry, Douglas Renwick, associate professor in sustainable workforce management at Nottingham Business School, told HR magazine.
“HR directors can ensure that their organisation is prepared for the move towards green jobs, and map the potential for green jobs being created in their sector, by spotting identified trends in key global databases; understanding the skills, training and passporting requirements that UK workers need; and asking for more employee voice to ensure a just transition.
“HR leaders can also network more, and ask other HR players and stakeholders to identify sustainability trends, opportunities and challenges arising.”
Read more: Breaking the green ceiling: HR leaders’ role in closing the green skills gap
Totaljobs’ July 2024 survey identified barriers for candidates applying for green jobs. Nearly three quarters (74%) of employers reported less diversity in applicants for these roles, while nearly a third of workers said they could not afford to take the pay cut to have a green role. Meanwhile, 24% of employees were concerned they did not have the right skills or experience.
Employers should communicate their ESG strategy to attract candidates to green jobs during recruitment, suggested Natalie Matalon, chief people officer at The Stepstone Group.
Speaking to HR magazine, she said: “Integrating authentic environmental, social and governance principles into a business’s people strategy is crucial in attracting and retaining talent. Our research shows that employees are increasingly looking to work for companies that align with their values and are open to having honest conversations about these during the recruitment process.
“Therefore, having a strong ESG strategy will ensure you are more attractive to potential candidates as well as help retaining current employees.”
