Skills for the green transition

The green transition requires green skills. We will not reach our climate targets unless we focus on the people who will drive the necessary changes. Therefore, there is a need to assess the skills implications of the measures included in Denmark’s climate action plan.

IDA recommends the development of a national skills strategy that identifies needs and barriers in both the short and long term, ensuring that employees continuously receive the education and professional development required to build the necessary competencies.

The green transition is about much more than technology – it is also about people. You can read more in this opinion article on Altinget by IDA President Thomas Damkjær Petersen.

A green skills strategy should be based on three key elements

1. Analysing green skills needs and imbalances
There is a need for ongoing analysis of new requirements and changes across all professions and sectors. This is relevant both for the Danish Parliament, which adopts climate action plans and circular economy strategies, and for all organisations involved in education, training and skills development.

2. Expanding green skills across more professions
A green skills strategy must address the wider consequences of political decisions that extend beyond the green sector itself.

For example, plumbers and heating engineers need the skills required to replace oil- and gas-based heating systems with heat pumps as fossil-fuel heating is phased out.

Similarly, new research-based knowledge in the green field cannot be translated into workplace innovation unless companies have the capacity to absorb and apply it. This requires green competencies among both managers and employees.

3. Upskilling and reskilling workers moving into new sectors
The green transition will also lead to job losses in some industries.

For example, as oil and gas extraction in the North Sea is phased out, targeted strategies and opportunities for upskilling and reskilling will be needed for employees currently working in that sector.

This requires dedicated initiatives for specific groups and cannot be addressed through general education and training programmes alone.