BOOSTING SKILLS FOR GREENER JOBS IN
POMORSKIE
Nathalie Cliquot, Policy Analyst, LEED
Centre for Entrepreneurship, SMEs and Local Development
OECD
Content
• Introduction: the OECD LEED programme
• Boosting skills for greener jobs project
• Pomorskie case study results
– Report main findings
– Company survey
– Recommendations
• International examples
For more information, see
www.oecd.org/greengrowth
2
The OECD Local Economic & Employment
Programme (LEED)
• Created in 1982
• Key themes: Employment & skills; Entrepreneurship;
the social economy; economic development;
governance
LEED’s mission is to contribute to the creation of more and
better jobs through effective policy implementation, innovative
practices, stronger capacities and integrated strategies at a
local level
• Forum on Partnerships and Local Development: over 2600
members in 53 countries
• OECD Trento Centre for Local Development
3
LEED green growth projects
• “Improving the Effectiveness of Green Local
Development”
–
Case studies in Australia, Brazil, China,
Mongolia, Spain and the
United Kingdom
• “Measuring the Potential of Green Growth:
towards a local transition to a low-carbon
economy”
– Case studies Denmark, Germany, Chile
and BENELUX
• “Skills for greener jobs in a local
labour market context: Boosting skills
for greener jobs”
– Ongoing case studies in Flanders
(Belgium), Pomorskie (Poland), Attica
(Greece), Western Cape (South Africa)
For more information, see
www.oecd.org/greengrowth
www.oecd.org/cfe/leed
4
Boosting skills for greener jobs
Overall Project objectives
• What skills are needed for accelerating the
transition towards a greener economy?
• What strategies could support the transition
of energy/carbon-intensive industries and
the job and entrepreneurship potential of
green industries?
• What role for education and labour market
institutions actors and research institutions?
For more information, see
www.oecd.org/greengrowth
5
Methodology (1)
•
Collaboration with regional/local partners:
(steering committees in Flanders, Pomorskie
and Western Cape)
•
Selection of highlight sectors with a mix of
industry types and geographical context
Sector covered
Flanders
Pomorskie
Attica
Western Cape
Agriculture and manufacture of food
products, Chemicals,
Construction
Blue economy sectors
(fishing/aquaculture, shipbuilding,
construction, energy, blue
biotechnology, seabed mining and
water management)
Construction
Waste management
Aquaculture
For more information, see
(Blue economy)
www.oecd.org/greengrowth
6
Methodology (2)
•
Interviews with stakeholders (education and
training, industry associations, business
representatives) and company case studies
(Flanders)
•
Phone survey with businesses in each
country: 4860 companies contacted – 333
respondents
•
7 local roundtables and workshops
•
On-line survey questionnaire for policy
makers (Flanders and Greece)
For more information, see
www.oecd.org/greengrowth
7
Pomorskie case study – case study
results
•
Methodology
•
Research findings
•
Company survey
•
Recommendations
For more information, see
www.oecd.org/greengrowth
8
Methodology
1. Focus on blue economy and water sectors
2. Collaboration with Polish Ministry of Infrastructure
and Regional Development and Marshal Office of
Pomorskie Region
3. 25 Interviews with stakeholders (education and
training, industry associations, representatives)
4. Survey with businesses in Pomorskie;
5. 1 Workshop (Gdansk 6 November 2014)
6. Final report
For more information, see
www.oecd.org/greengrowth
9
Main findings:
Greening the blue economy
•
Unprecedented environmental challenges for coastal
areas
•
Unique opportunities for the transition to a green
economy – greening traditional sectors (tourism,
fisheries, transport) and new emerging green sectors
(offshore energy)
•
This require holistic strategies to promote synergies
and co-development and solve potential
conflicts(spatial planning)
For more information, see
www.oecd.org/greengrowth
10
Polish national and regional policy
framework for the blue economy
•
Recent changes and improvements (Law on renewable
energy)
BUT
•
Fragmentation and dispersion of responsibilities for
blue economy sectors
•
Strategic documents often focus on specific sectors
more focused on socio-economic development than
greening
•
Maritime spatial planning not thoroughly used to
facilitate synergies between sectors and address
potential conflicts
For more information, see
www.oecd.org/greengrowth
11
A strong potential for greening the blue
economy – a smart specialisation?
•
Traditionally strong blue economy sector
(shipbuilding, fisheries, tourism)
•
New emerging sectors (renewable energy, green
tourism, aquaculture, blue biotechnology)
•
Potential to be explored for a “smart specialisation” for
Pomorskie approach to gear innovation, education and
industrial policies building on strength and
competitive advantage
For more information, see
www.oecd.org/greengrowth
12
Education and training response
•
Pomorskie is a strong educational centre for blue
economy sectors (University of Gdansk and Gdynia)
•
Skills shortages (technicians) already identified and
difficulties to retain talent in the region.
•
Limited attention to skills for the green economy
transition (no monitoring or skills anticipation for
green economy transition, limited adaptation of
vocational education and training)
•
Employers and trade associations not involved in
defining training needs
•
Knowledge sharing and cluster activities very limited
For more information, see
www.oecd.org/greengrowth
13
Company survey: Greening
company practices in Pomorskie
• Carried out in September – October 2014
• 124 responses
• Around 3000 companies contacted (out of 6400
registered companies in the selected sectors)
• Objective: understand what is accelerating the
transition to a green economy and identify
impacts related to skills and employment
For more information, see
www.oecd.org/greengrowth
14
Company survey: characteristics of
respondents
3 or less
Between 10 and 49
Between 4 and 9
Between 50 and 250
More than 250
• A majority of micro-companies (9 or less employees)
• Main blue economy sectors (transport and port, water treatment,
fisheries and fish processing, energy, tourism and recreation, marine
science and biotechnology, shipbuilding, mining and sea-bed mining)
• Mainly operating at local (40%) and national and
international level (25%)
with only 16% with a regional
For more information, see
www.oecd.org/greengrowth
dimension
15
Perceived environmental challenges
for businesses in Pomorskie
• Environmental challenges are mainly considered “minor”,
especially for micro-companies
• Energy and waste most often quoted as prominent
challenges
For more information, see
• No significant differences
across sectors
www.oecd.org/greengrowth
16
Are companies greening their
practices?
- 61 % of companies have introduced “green measures”
- 43% have introduced a small numbers of measures, 3%
claim to have completely reshape their businesses
- Measures mainly related to pollution reduction (air
quality, hazardous chemicals) (50%) and nature
conservation (40%) followed by energy, waste and water
(40%).
For more information, see
www.oecd.org/greengrowth
17
Drivers for introducing green measures
in businesses
For more information, see
www.oecd.org/greengrowth
18
Obstacles
For more information, see
www.oecd.org/greengrowth
19
Greening measures and skills need
- 65% of companies which have introduced “green
measures” have had to hire new staff (20%), train
current staff (40%) or hire consultancies (40%).
Job profiles impacted
Skills
For more information, see
www.oecd.org/greengrowth
20
Company surveys findings: skills in
demand for the green transition
•
Limited uniquely “green skills” : technical, entrepreneurial,
communication skills
Technical
90
80
70
60
50
40
30
20
10
0
Legal
Communication and
interpersonal
Flanders
Pomorskie*
Attica
Foreign languages
Entrepreneurial
ICT
Western Cape**
Managerial
For more information, see
www.oecd.org/greengrowth
21
Company surveys findings: skills
impact
•
•
The most frequent
action to remedy skills
shortages is to up-skill
or retrain current
employees, as
opposed to hiring new
employees.
Companies also
frequently hire
consultancy services
Western Cape
Upskill or retrain current
employee
Attica
Hire consultancy services
Pomorskie
Hire new employee
Flanders
0
20
For more information, see
www.oecd.org/greengrowth
40
60
80
100
22
Training providers
For more information, see
www.oecd.org/greengrowth
23
Obstacles to training
Price of training
The training is not available in my region
Lack of information on available training
Timing of possible training
The training I need does not exist
0
10
20
30
40
50
60
70
• Variation between sectors for the main obstacles:
-
Energy and water treatment: cost of training and availability in the region.
Mining and seabed mining, fisheries and aquaculture, transport and port,
shipbuilding sector, tourism and recreation: costs of training and the lack of
information on available training
For more information, see
www.oecd.org/greengrowth
24
Knowledge-sharing activities
•
Less than one in 5 entrepreneurs indicates collaboration
within a business cluster or industry associations to keep
abreast of developments and innovation in their sector.
•
Collaboration with university, local government or with
foreign partners is negligible ( less than 5%).
•
Preferred sources of information remain specialised
magazines and websites
For more information, see
www.oecd.org/greengrowth
25
Support from public authorities needed
For more information, see
www.oecd.org/greengrowth
26
Pomorskie recommendations 1/4
•
Better articulating a vision for the green economy within blue
economy sectors
–
At national level:
–
Improve overall governance and coordination for the blue economy
–
Continue to build and strengthen strategic alliances with other Baltic States to develop
marine spatial planning and blue economy strategies
–
Better monitor the skills aspect of the transition to a green economy
–
At regional level:
–
Strengthen the use of spatial planning to articulate common goals
–
Assist business representatives and trade associations in roadmapping activities to green
the sector and develop multi-sector strategies
–
Further explore the role of blue economy as a smart specialisation development for
Pomorskie
For more information, see
www.oecd.org/greengrowth
27
Pomorskie recommendations 2/4
•
Assisting businesses in seizing opportunities for greening
traditional as well as new and emerging sectors
–
At regional level:
–
Support business cluster activities in the blue economy sector
–
Support green economy incubator to promote entrepreneurship in traditional or new
emerging sectors of the green economy
–
Raise awareness on the benefits of the green economy
–
Continue improving processes for environmental impact assessments
–
Mobilise public funding to support green innovation in the blue economy sectors
For more information, see
www.oecd.org/greengrowth
28
Pomorskie recommendations 3/4
•
Promoting skills and knowledge sharing in collaboration with
businesses
–
At regional level:
–
Better anticipate and monitor training needs in relation to the green transition for
instance with the Regional Labour Office and advisory boards
–
Help setting up intermediaries to boost business/academia dialogue and foster green
innovation
–
Encourage the promotion of green values at all level of education
For more information, see
www.oecd.org/greengrowth
29
Pomorskie recommendations 4/4
•
Using the European Social Fund
–
At the national and regional level:
–
Involve public employment services to help boost green economy skills and prepare
career pathways for displaced workers
–
At the regional level:
–
Encourage and support apprenticeship and develop specific training
For more information, see
www.oecd.org/greengrowth
30
International examples
Nova Scotia (Canada) Building a talent pipeline for the renewable energy
sector in collaboration with business clusters
– Clear Policy framework (with targets and objectives for
renewable energy production including maritime)
– Using the existing industrial basis of the offshore oil and gas
industry (meeting with SMEs in the supply chain to consider
renewable energy opportunities)
– Developing training courses together with universities and
technical college
– Innovation connectors: centre of research
– Subsidies for students to be hired in SMEs of the energy
sector (energy training programme)
– Provincial ministry of energy developed activities with
businesses (assistance for participation in international fair,
liaising with international partners for instance Scotland)
For more information, see
www.oecd.org/greengrowth
31
International examples
Flanders (Academy for the future) – Public training agency training
local technician for the offshore wind sector hand in hand with local
companies
– Stevin project: offshore wind and grid
– Assignment of responsibilities to regional public
training agency Syntra to help with the skills (objective:
ensure job creation benefits local population – prepare
local technicians for t
– Close collaboration with offshore wind companies to
estimate needs, analyse skills gaps , create a new
professional profile and develop and deliver training
courses (target group mainly technicians operating in
other sectors)
– Step by step process before the implementation of the
plan
For more information, see
www.oecd.org/greengrowth
32
International examples
Monitoring green skills: Observatory of green skills and jobs in
France
•
The observatory for green skills and jobs (ONEMEV): a structure for
dialogue and work among various stakeholders coordinated by the
French General Commission for Sustainable development.
•
build a methodological framework to conduct studies and collect data
and ensure a shared diagnosis on jobs, professions and training for green
growth.
•
several working themes – one of which brings together regional
observatories for training, employment and other local stakeholders to
develop methods and tools for collecting comparable regional data on
economic activities, occupations and jobs linked to the green economy,
socio-demographic evolutions, recruitment process and types, skills and
training needs to meet companies’ requirements and assist career
transitions.
For more information, see
www.oecd.org/greengrowth
33
International examples
•
•
Involving businesses and unions: London Green skills
partnership:
– Partnership co-ordinated by Unionlearn, a Trade Union body in charge
of education and skills,
– Training for job seekers in both basic and specific environmental skills
– Trained individuals also act as ‘green ambassadors’ in their
neighbourhoods and workplaces
Creating intermediaries and innovation connectors: North East
England (UK)
– Newcastle “Science city”: assisting entrepreneurs to test their ideas.
Centre of excellence : National Renewable Energy Centre (Narec),
Technology park North East Technology Park (NETPark)
•
Dedicated funds (Denmark)
– Fund for Green Business Development promotes eco-efficiency in
Danish firms by giving grants to selected firms. (19 million Euros for
the period 2013-2016).
– Accelerator programme on green business model innovation
For more information, see
www.oecd.org/greengrowth
34
Thank you
For more information, see
www.oecd.org/greengrowth
35