Growth of ZEV’s impacts trucks, buses – and their drivers too

The International Energy Agency released its annual Global Electric Vehicle Outlook report for 2021 in April, providing data, historical trends and future projections. Despite the pandemic, there was a 41% increase in electric vehicle registrations in 2020 – compared to a 16% contraction of the overall global automobile market. There are now more than 10 million electric cars on the world’s roads, and for the first time, Europe overtook China as the centre of the global electric car market.  In addition, there are roughly 1 million electric vans, heavy trucks and buses globally.  A separate forecast by Bloomberg New Energy Finance, as summarized by The Guardian, projects that electric vehicles will reach price parity with internal combustion engine (ICE) vehicles by 2027.  Another April report from Boston Consulting Group  forecasts that zero-emission vehicles will replace ICE vehicles as the dominant powertrain for new light-vehicle sales globally just after 2035.

Most policy discussions of the electrification of transportation focus on the potential for GHG emissions reductions, consumer preferences, and the economic impacts for the automotive industry. There has been a lack of attention on operational workers – with a few exceptions. A 2020 report from the International Labour Organization and the United Nations Economic Commission for Europe, Jobs in green and healthy transport: Making the green shift , offers modelling of employment impacts in a broad definition of transportation, including personal vehicles, trucks and public transport. It focuses on Europe, and discusses the employment impacts in both manufacturing and operation.

A second notable report: The Impacts of Zero Emission Buses on the Transportation Workforce – is a Policy Statement regarding public transit, was released on April 21 by the Transportation Trades Department of the AFL-CIO, the Amalgamated Transit Union (ATU) and the Transport Workers Union in the U.S.. Their statement  warns that major job losses could occur and workers could be left without adequate training, and calls for the federal government in the U.S. to mandate worker protections, including:  the Federal Transit Administration should require “advance notification of procurements and workforce impact assessments including potential job displacements or significant changes in responsibilities due to the introduction of new technologies to employee representatives”; a right of first refusal for existing employees to newly created jobs; and requirements for employers and employees to bargain in good faith over the terms of implementing the project. The Statement also call for a national workforce training center to be established to train current employees on the new systems, and a guarantee that workers will be represented on task forces and committees around climate change and technology.

These are policies which might be relevant to the response of the Amalgamated Transit Union in Toronto, where the Toronto Transit Commission (TTC), announced  a “green fleet expansion”, in  partnership with Toronto Hydro and Ontario Power Generation. Their April 9 press release states: “The TTC is currently operating 60 battery-electric buses, the largest zero-emissions fleet in North America, made by three different manufacturers: BYD Canada Co. Ltd., New Flyer Industries Inc. and Proterra Inc. All three have been part of TTC’s innovative ongoing head-to-head evaluation …. The Board is expected to discuss the results of the evaluation and subsequently greenlight the procurement of approximately 300 long-range battery-electric buses that will be delivered between Q1 2023 and Q1 2025.”   

Other EV News from Canada  

British Columbia’s new report, Zero-Emission Vehicle Update 2020 , states that B.C. has the highest electric vehicle uptake in North America – with 54,469 light-duty ZEVs registered and over 2,500 public charging stations in the province at the end of 2020.  On May 14, the province announced increased weight allowances for trucks, “to offset the loss of payload capacity that commercial operators experience with greener vehicles. Low-carbon options weigh more than standard diesel trucks due to the size of their battery packs and hydrogen tanks.” In Vancouver, a draft Climate 2050 Transportation Roadmap was presented to City Council on April 21 – the second in a series of ten Roadmaps that will guide the region’s climate actions to 2050. The Roadmap describes and recommends strategies to increase EV uptake –including an outreach program to large employers to encourage the installation of EV charging stations at workplaces, and facilitate fleet replacement.  

In Ontario, two new reports from the Pembina Institute discuss fleet replacement: Making the Case for Electric Urban Delivery Fleets in the GTHA and Making the Switch to Electric Urban Delivery Fleets in the GTHA. Both are directed at fleet managers, but act as useful overviews of the complex issues in such a conversion.  Making the Switch acknowledges (though only briefly) the need for training for both drivers and maintenance workers. Information about the impact of driver attitudes and habits appears in Long-haul trucking fleets take emission reductions into their own hands – an April report with case studies of three companies with heavy-duty trucks. These reports are the latest in a series of reports from Pembina, reflecting their sustained interest in the transportation sector.

New report offers sector-based strategies for greening California with high road jobs

The Center for Labor Research at the University of California, Berkeley, was commissioned by the California Workforce Development Board under legislated mandate to provide strategies “to help industry, workers, and communities transition to economic and labor-market changes related to statewide greenhouse gas emissions reduction goals.” The demand-side practices of community benefits agreements and project labour agreements were singled out for special attention.  The resulting 636-page report, Putting California on the High Road: A Jobs and Climate Action Plan for 2030 , was presented to the Legislature on September 3.  The official summary is here ; coverage in the Los Angeles Times is here.

The  High Road report is built on the framework of California’s 2017 Climate Change Scoping Plan, which has target of  a 40 percent reduction in greenhouse gas emissions by 2030 from 1990 levels. It incorporates existing academic research, economic models, and industry studies to present information about current labor conditions and the impact on jobs of California’s major climate measures. Most importantly, it provides strategic guidance and best practice examples for policymakers, agencies and institutions with a goal to “generate family-supporting jobs, broaden career opportunities for disadvantaged workers, deliver the skilled workforce that employers need to achieve California’s climate targets, and protect workers in declining industries.”  

Construction sector and blue-collar jobs are key

The Scoping Plan and the new report are organized into sectors based on the state’s major sources of greenhouse gas emissions: Transportation, Industry, Energy, Natural and Working Lands (including Agricultural Lands), Waste, and Water. The report notes the out-sized importance of the construction sector and of blue-collar work – defined as occupations in construction, production, transportation, maintenance, repair, and similar occupations, and specifically emphasizes that “blue collar” does not equate to “low skilled”. This has important policy implications, including the need for industry-based training, and emphasis on addressing job quality, because: “The quality of blue-collar jobs varies tremendously, even within the same industry, depending on the degree of subcontracting and outsourcing, ease of employment law enforcement, unionization rates, and other factors. These differences in job quality within industries and between high and low road employers are often difficult to discern from government data, which also is not able to capture wage theft and other employment violations. Examples are given of many sectors where greening of jobs may have resulted in lower emissions but not necessarily in job quality.

Recommendations

There are dozens of sector-specific recommendations, both demand-side and supply-side  including:

Expand the use of Community Workforce Agreements (CWAs) on climate investments involving large-scale construction projects;

Use inclusive procurement policies for public procurement of large capital equipment, contracts for public services, and in grant programs;

Include responsible employer standards in all climate incentive programs. Include skill standards to ensure safe and proper performance in programs receiving public or ratepayer funds; Incorporate wage and benefits standards and verification of compliance with all employment and labor law, including health and safety standards, into incentive program requirements.

Use metrics to measure the impact of climate policies on job growth, job quality, and job access.

Support existing apprenticeship programs and, where conditions are favorable, create new apprenticeship programs.

Support curriculum upgrades and teacher training for emerging technologies in occupations critical to the transition to a carbon-neutral economy.

Recommendations regarding Just Transition are: Short term: “Fully explore alternatives to plant closures when there are other strategies available that will achieve greenhouse gas emissions reductions and local pollution abatement. Longer term: Convene an interagency task force to develop concrete, specific plans for short-term and long-term transition.”

The full report is 636 pages long, with Lead Author Carol Zabin, Director of the Green Economy Program at the Labor Center, University of California Berkeley. Co-authors include J. Mijin Cha , author of Chapter 4 on Just Transition.  Much of the research was undertaken in 2018, relying on data from 2017, though the report is dated June 2020, and was only publicly released in September 2020.  Previous related reports from the Green Economy Program are listed here. Other relevant articles by J. Mijin Cha include “Environmental Justice, Just Transition, and a Low-Carbon Future for California” in Environmental Law Reporter 2020 and “A just transition for whom? Politics, contestation, and social identity in the disruption of coal in the Powder River Basin” in Energy Research & Social Science, Volume 69, 2020. Both academic articles have restricted access to the full text.

Clean Energy B.C. : reports reflect little progress in jobs and training; new Climate Solutions Council appointed

cleanbc logoAt the showcase Global 2020 conference in Vancouver on February 10, the government of British Columbia released the  2019 CleanBC Climate Change Accountability Report, titled Building a Cleaner, Stronger  B.C.. The report  is a comprehensive summary of the policies under the Clean BC plan, especially focused on energy efficiency in the built environment, waste management,  and electrification of transportation. Amongst the statistical indicators reported: The carbon intensity of B.C’s economy has gone down 19% over the last 10 years while jobs  in the environmental and clean tech sectors have doubled. The report provides detailed emission forecasts and breakdowns by sector. Ironically, given the current Canada-wide protests in solidarity with the Coastal GasLink dispute with the Wet’suwet’en people,  Section 7 highlights co-operative relations with Indigenous People.  Section 4 reports on the oil and gas industry.

Jobs and job training under Clean BC: 

The 2019 Accountability Report  briefly mentions the “CleanBC Job Readiness Plan”, for which consultations were held for one month, in November 2019 (discussions archived here) . It states: “Our job readiness plan will respond to feedback from stakeholders, assessments of labour market conditions and economic trends in a low-carbon economy—providing a framework for sector-specific actions and guiding investments in skills training. Consultations will continue into 2020.” The named sectors of interest are: clean buildings and construction, energy efficiency, transportation, waste management, sustainable tourism, sustainability education, and urban planning.

Indicators to measure “affordability, rural development, the clean economy and clean jobs, reconciliation and gender equality ” are promised for future reports.  Until then, there there are no statistical measures of the impact of the CleanBC policies on jobs, incomes, or workers.  In Appendix A, which summarizes current initiatives and their GHG emissions reduction impact, the category of “Economic Transition” does not measure jobs or income. Another sector- specific chart in Appendix A includes the category:  “Helping people get the skills they need”, but it does not quantify how that would impact GHG emissions reduction, and  consists of two entries: • “Develop programs like Energy Step Code training and certification, and Certified Retrofit Professional accreditation • Expand job training for electric and other zero-emission vehicles.”  Elsewhere in the text, two programs are briefly highlighted:  the new EV Maintenance Training Program at B.C. Institute of Technology, and the Sustainable energy engineering program at Simon Fraser University’s Surrey campus.  On page 64, the report highlights skills training programs for small business, citing the BC Tech Co-op Grant, ( up to $10,800 for hiring new coop students in clean tech).

Climate Solutions and Clean Growth Advisory Council releases a final report and recommendations to end its mandate; New Climate Solutions Council appointed

The February 10 government press release also announced the appointment of a new Climate Solutions Council to act as an independent advisor, and to track progress on Clean BC Phase 2.  The new Council replaces the Climate Solutions and Clean Growth Advisory Council, which completed its 2-year mandate at the end of 2019 with the publication of a final report and recommendations, here . While attention now shifts to the new Council, the detailed recommendations of the original Climate Solutions and Clean Growth Advisory Council merit consideration – although they reflect a primary concern with business, and particularly natural resources (worth noting here: the Council was co-chaired by the Senior VP, Sustainability & External Affairs of Teck Resources – the same company whose controversial Frontier oil sands mine project in Alberta is awaiting a  federal cabinet decision in February 2020.)   The voice of labour comes through most clearly in the Recommendations regarding the proposed Implementation Plan (p. 7), which calls  for “ Stronger focus on just transition planning, including the Labour Readiness Plan: Government needs a stronger plan for labour readiness and adjustment. This would take the form of more funding and details regarding the assessment, timeline, output and desired outcomes, and the Ministry or Ministries responsible.” The Council also notes that “enduring support will necessitate ongoing engagement with Indigenous and nonIndigenous communities, industry, civil society, youth and young adults, organized labour, and utilities.”

The new Climate Solutions Council  is Co-chaired by Merran Smith, executive director of Clean Energy Canada, and Colleen Giroux-Schmidt, vice-president of Corporate Relations, Innergex Renewable Energy Inc.  Along with environmentalists, First Nations, and academics such as Marc Jaccard and Nancy Olewiler, the new Climate Solutions Council includes Labour representation by David Black, (President of MoveUP), and  Danielle (DJ) Pohl , (President of the Fraser Valley Labour Council).  Industry representatives include Tom Syer, (Head of Government Affairs , Teck Resources),  Skye McConnell, (Manager of Policy and Advocacy, Shell Canada), and Kurt Niquidet, (Vice-President of the Council of Forest Industries).  All members are listed and profiled here  .

U.S. cities are training young workers for clean energy jobs

The American Council for and Energy-Efficient Economy released their 2019 City Clean Energy Scorecard in the summer of 2019 , surveying and ranking clean energy policies amongst U.S. cities. Workforce development programs were included in the survey, and the report found that 37 out of 75 cities surveyed had clean energy workforce development programs, many in partnerships with utilities, non-profits, colleges, and others. The programs include  clean energy and energy efficiency job training directed at traditionally underrepresented groups, as well as clean energy contracting programs promoting minority- or women-owned businesses.

In January 2020, the ACEEE released an update in a Topic Brief titled Cities and Clean Energy Workforce Development  . It offers an overview of best practices, along with brief case studies of Orlando, Florida and Chattanooga, Tennessee.  An accompanying blog, “How are US cities prepping workers for a clean energy future?” summarizes  other equity-driven initiatives  –  for example: the Work2Future program in San Jose California which trains young adults from disadvantaged populations in energy-efficient building construction, achieving an  82% job placement rate; and Birmingham, Alabama, which offers energy efficiency training opportunities to Minority Business Enterprise contracting partners.

The blog and Topic Brief update a larger 2018 ACEEE report, Through the Local Government Lens: Developing the Energy Efficiency Workforce, available from this link (free, but registration required). Even more information is available from an ongoing ACEEE database, Energy Efficiency and Renewable Energy Workforce Development ,which lists cities by name and provides descriptions of their programs.

USW Workshop Guide – and other climate change training resources

USW-365x365The United Steelworkers Union in Canada  produced a workshop guide, Climate Change and Just Transition: What will workers need? . The guide was piloted at the United Steelworkers National Health, Safety, Environment and Human Rights Conference in 2017, and released to the public in May 2019 by the Adapting Canadian Work and Workplaces to Respond to Climate Change (ACW), which was a partner on the project. The 47-page guide is designed to lead union members through discussion topics and activities, including general introduction to climate change concepts and vocabulary, and how climate change contributes to the world of work, particularly in the forestry, mining, and transportation industries where USW membership is concentrated. The Guide also discusses Just Transition and the Canadian experience, as well as areas of action for unions: Collective Agreements; Political Lobbying; Green Procurement; Training; and Employment Insurance.

A 2018 resource,  Communicating Climate Change and Energy in Alberta , focuses on how to talk to people effectively, and gives specifics about vocabulary and themes that are participative and non-confrontational.  Some highlights are cited in Lessons in talking climate with Albertan Oil Workers” (Feb. 21), including:

“In Alberta, recognising the role that oil and gas has played in securing local livelihoods proved crucial. Most environmentalists would balk at a narrative of ‘gratitude’ towards oil, but co-producing an equitable path out of fossil fuel dependency means making oil sands workers feel valued, not attacked. Empathetic language that acknowledges oil’s place in local history could therefore be the key to cultivating support for decarbonisation.

…..This project was also one of the first to test language specifically on energy transitions. While participants were generally receptive to the concept, the word ‘just’, with its social justice connotations, proved to be anything but politically neutral. In an environment where attitudes towards climate are bound to political identities, many interviewees showed a reluctance to the idea of government handouts, even where an unjust transition would likely put them out of a job. Rather, the report recommends a narrative of ‘diversification’ rather than ‘transition’, stressing positive future opportunities instead of moving away from a negative past.”

The report was produced by the  Alberta Narratives Project, whose lead partners are The Pembina Institute and Alberta Ecotrust. It  is part of the global Climate Outreach Initiative,  whose goal is to understand and train communicators to deliver effective communications which lead to cooperative approaches.

environmental racism trainingThe ACW also partnered with  the Coalition of Black Trade Unionists  to produce the training materials used for an Environmental Racism and Work workshop at the Indigenous and Workers of Colour Conference organized by the Toronto and York Region Labour Council on June 1st.  The 2-hour workshop was co-delivered by Patricia Chong (Asian Canadian Labour Alliance) and Chris Wilson (Coalition of Black Trade Unionists) – the Facilitator’s notes for the 2-hour workshop are here.  Related  training materials on environmental racism are described, with links, here .

climate resistance handbookThe Climate Resistance Handbook  was released by 350.org in May 2019, and meant to be used with their library of free training resources.  This handbook is directed at a general audience, especially young climate strikers, with very basic principles of building relationships, tactics, and moving from actions to strategic campaigns.  It includes the example of an organized action in 2014 at the National Energy Board against  TransCanada’s Energy East pipeline.

 

The clean economy workforce in the U.S. and proposals to make it more inclusive

brookingsclean-energy-jobs_wages Figure2-finalAdvancing inclusion through clean energy jobs  is a report  released  by the Brookings Institution in April 2019,  with a goal to determine “ the degree to which the clean energy economy provides labor market opportunities for historically disadvantaged groups, with a particular focus on equity”.  It examines a range of occupations, not just the traditionally-identified “green jobs”,  identifying approximately 320 unique occupations in three major industrial sectors: clean energy production, energy efficiency, and environmental management.  The report includes detailed discussion of its methodology and data sources, and emphasizes the size of the clean energy economy and its potential to make an impact on the equity of the U.S. labour market.

Some highlights about the “nature” and “ quality” of clean energy economy jobs:

  • Workers in clean energy earn higher and more equitable wages when compared to all workers nationally. Mean hourly wages exceed national averages by 8 to 19 percent.
  • Roughly 50 percent of workers in the clean energy economy have a high school diploma yet earn higher wages than similarly-educated peers in other industries – for example, plumbers, electricians, and carpenters.
  • Some occupations within the clean energy production and energy efficiency sectors require greater scientific knowledge and technical skills than the average American job.
  • The clean energy economy workforce is older, dominated by male workers, and lacks racial diversity when compared to all occupations nationally. Fewer than 20 percent of workers in the clean energy production and energy efficiency sectors are women, while black workers fill less than ten percent of these sector’s jobs.

In the accompanying press release , first author Mark Muro states: “Clean energy occupations are varied, accessible to workers without a bachelor’s degree, and good paying, but they are not yet as inclusive as they should be. To deliver on the sectors’ full promise for economic inclusion, more work needs to be done in front-line communities to ensure under-represented communities and women are more widely included.”  The report concludes with  proposals directed at state and local policy makers, education and training sector leaders, and community organizations.  Broadly, the policy proposals include: “modernizing and emphasizing energy science curricula, improving the alignment of education and training offerings, and reaching underrepresented workers and students.”

One more time – how best to train workers in green construction?

UK 2019 housingThe  U.K.’s Committee on Climate Change released a new report on February 21, U.K. Housing – Fit for the Future? , assessing how well U.K. housing  is prepared for the impacts of climate change, including heat waves and flood risks. Energy use in Britain’s 29 million homes accounts for 14% of current GHG emissions, and the report concludes that the U.K. cannot meet its present climate targets without major improvement in the housing sector.  The report states that energy use in homes actually  increased between 2016 and 2017, with many energy efficiency initiatives stalled and standards and policies weakened or not enforced.  The report identifies 5 priorities and makes 36 recommendations to improve that performance, with a goal  to reduce emissions by 24 % by 2030 from 1990 levels.

One of the five priority areas needing urgent change is “the skills gap”.  The report states: “Regular changes to key policies have led to uncertainty and poor focus on new housing design and construction skills in the UK. The UK Government should use the initiatives announced under the Construction Sector Deal to tackle the low-carbon skills gap. …. Professional standards and skills across the building, heat and ventilation supply trades need to be reviewed, with a nationwide training programme to upskill the existing workforce, along with an increased focus on incentivising high ‘as-built’ performance. There is an urgent need for further work to ensure that low-carbon heat and mechanical ventilation systems are designed, commissioned and installed properly, and that householders are supported to use them effectively. Similar efforts are needed to develop appropriate skills and training for passive cooling measures, water efficiency, property-level flood resilience and Sustainable Drainage Systems (SuDS).”

The Paper Trail of Government Reports:  The Construction Sector Deal  referred to is a 2018 policy paper, part of the larger Industrial Strategy exercise, which includes a “People” section , which describes very specific proposals to improve training and apprenticeship programs under the industry-led Construction Industry Training Board (which was itself reviewed in 2018).  The 2018 Construction Sector Deal built upon Construction 2025,  which was a vision paper of government and industry working together, released in 2013.

A different perspective from the government-industry reports appears in an article by   Linda Clarke, Colin Gleeson, and Christopher Winch in 2017, “What kind of expertise is needed for low energy construction?” which appeared in the journal Construction Management and Economics.  The authors, from ProBE , the Centre for the Study of the Production of the Built Environment at University of Westminster,   sketched out the essence of the problem, stating: “There is a lack of the expertise needed for low energy construction (LEC) in the UK as the complex work processes involved require ‘energy literacy’ of all construction occupations, high qualification levels, broad occupational profiles, integrated teamworking, and good communication.”  Their proposed prescription for low energy construction  was “a transformation of the existing structure of VET provision and construction employment and a new curriculum based on a broader concept of agency and backed by rigorous enforcement of standards. This can be achieved through a radical transition pathway rather than market-based solutions to a low carbon future for the construction sector.”

Reducing emissions from Canada’s built environment – what is the government thinking?

green bibliotechqueIn 2015, Canada’s building sector  accounted for approximately 12% of the country’s total greenhouse gas emissions, according to Reducing Greenhouse Gas Emissions from Canada’s Built Environment , a November 16 report from the Senate Committee on Energy, the Environment and Natural Resources.   The report discusses “a wide range of policy tools and technology solutions that could lower building sector GHG emissions, including: national building codes; energy efficiency standards and labels; technology research, development, and demonstration; fuel-switching for space heating; federal investments in buildings; and, the role of cities and urban design.”  In its concluding statements, the Committee notes that the existing federal Build Smart Strategy faces pressures of climate-change related urgency, as well as the need to harmonize and work with the various provincial jurisdictions. In the discussion of energy efficiency, the report cites the testimony of David Lapp of Engineers Canada,  in which he states that each $1 million invested in energy efficiency improvements is estimated to generate up to $3 to $4 million in gross domestic product and up to 13 jobs.   The report provides links to the testimony of all witnesses who appeared before it – no unions or worker representatives appeared.

Reducing Greenhouse Gas Emissions from Canada’s Built Environment  is the last of five interim reports by the Senate Committee regarding Canada’s transition to a low-carbon economy. A final report is scheduled to be released later in 2018, compiling all five studies and issuing recommendations for the government.

The government has already received recommendations on the topic, from the June 2018 report of the House of Commons Standing Committee on Environment and Sustainable Development:  Better Buildings for a Low-Carbon Future , and in French, De Meilleurs Bâtiments Pour un Avenir À Faibles Émissions de Carbone .   In October, the  Government released its  Response report  (French version here),  which included reaction to the Committee’s Recommendation # 4,  that “Employment and Social Development Canada ensure that programs exist or are established to address the labour transition required so that skilled personnel are available to implement net-zero energy ready codes.”  The Government response offers only a reaffirmation of its commitment to existing  skills training, upgrading and apprenticeship programs. What little new thinking there is comes in the statement regarding green jobs: “The Government is also supporting the development of specific skills required for employment in green jobs. For example, the Green Jobs Science and Technology Internship program is investing more than $16 million to create 1,200 jobs as part of Canada’s Youth Employment Strategy. This program provides opportunities for post-secondary graduates to gain relevant work experience through green jobs in science, technology, engineering and math fields in the natural resources sector. NRCan is also exploring opportunities to collaborate with non-government organizations, trade associations and provincial and territorial governments to develop training resources to support implementation of net-zero energy ready codes by 2030.”

 

New York state announces new funds for clean energy training, electric vehicles 

New York State Governor Andrew Cuomo issued a press release on September 4,  announcing $15 million to help promote clean energy workforce development and training programs at various campuses of the State University of New York (SUNY). Some of the programs awarded funding include: a  “Solar Ready Vets” program on site at Fort Drum to train veterans transitioning to civilian life in renewable energy ; updates including electrical/solar photovotaic information for continuing education curricula for architects, engineers, and building and code inspectors at  Erie Community College; development of a wind operations technician training program  at the Off-Shore Energy Center of  SUNY Maritime . These initiatives are part of the Clean Climate Careers Initiative, announced in June 2017,  which aims to  create 40,000 new, good-paying clean energy jobs by 2020. The Clean Climate Careers Initiative partners the state government with Cornell University’s Workers’ Institute, as well as  Climate Jobs NY , a labour union coalition led by the Building and Construction Trades Council of Greater New York, New York’s Central Labor Council, and the Service Employees International Union.

According to the latest available report from the  New York State Energy and Research Development Authority (NYSERDA) in Q12018, 3,919 New Yorkers had been trained in a range of energy efficiency and renewable energy courses, through the Green Jobs – Green New York Act (2009). The funding program ended in December 2016, although one training program still continues.   The New York Clean Energy Industry Report for 2017  reported that there were  146,000  clean energy  jobs in New York State by December 2016 – 110,000 of those in energy efficiency roles.

Electric vehicles:  Governor Cuomo issued another press release on September 5,  announcing that the state will utilize $127.7 million received from the 2016 Volkswagen diesel emissions settlement to increase the number of electric and clean vehicles, by reducing the cost of  new transit and school buses, trucks, and other vehicles, as well as supporting electric vehicle charging equipment.  The new proposals are detailed in  the NYS Beneficiary Mitigation Plan.    The existing Charge NY  program to incentivize electric vehicle adoption is credited with a 67 percent increase in ev’s sold in New York state between 2016 to 2017.

Standing Committee recommendations for a greener built environment include training

passive house exterior VancouverOn June 18, the House of Commons Standing Committee on the Environment and Sustainable Development presented their latest and 17th report, Better Buildings for a Low-Carbon Future .  The Committee mandate included the collective of  residences, commercial buildings, and institutional buildings – which are responsible for approximately 12% of  total greenhouse gas emissions in Canada.

The research for the Standing Committee report began in February 2018 and consisted of  four meetings, during which Committee members heard from 19 witnesses and received five written briefs from witnesses – including government officials, industry associations such as the Building Owners and Managers Association, real estate developers such as Landmark Homes,  Canada Green Building Council, Passive House Canada – but no labour unions or worker organizations .  Testimony is available from this link , and a Brief from the Royal Architectural Institute of Canada  has also been made public.

The report summarizes the provisions related to the built environment in the Pan-Canadian Framework on Clean Energy and Climate Change, also available in the federal 2018 Status Report on the Framework),  discusses the building codes in Canada, and addresses the unique situations of heritage buildings and buildings in Canada’s North. The Committee makes 21 specific recommendations, including:

#1  “the National Research Council, working with the Canadian Commission on Building and Fire Codes, publish the national model energy codes for both new and existing buildings as soon as possible, and for existing buildings no later than fiscal year 2022-23”;

#4 “The Committee recommends that Employment and Social Development Canada ensure that programs exist or are established to address the labour transition required so that skilled personnel are available to implement netzero energy ready codes;

#6 “The Committee recommends that Infrastructure Canada work to provide significant funding in order to accelerate energy retrofits of commercial, institutional, and multi-residential buildings in the public and private sectors, such as through the Canada Infrastructure Bank”;

#10 “The Committee recommends that Natural Resources Canada, the National Research Council, and Environment and Climate Change Canada include building operator and building inspector training as part of federal funding, research, and incentive programs aimed at improving energy efficiency and reducing greenhouse gas emissions from the built environment”;

#16 “The Committee requests that the federal government focus more attention on its Greening Government Strategy and report back to the Committee on its progress by the end of 2018 .”

Occupational health risks created by climate change: U.S. doctors get Guidelines, France releases expert report

tick_lyme_government of ontario

Warmer temperatures have brought the Black-legged tick  to Ontario, bringing an increase of Lyme’s Disease, especially for outdoor workers.

A  Guidance Document was released by the  American College of Occupational and Environmental Medicine in February 2018.  Responsibilities of the Occupational and Environmental Medicine Provider in the Treatment and Prevention of Climate Change-Related Health Problems  (also appearing  in the Journal of Occupational and Environmental Medicine ) is intended to set standards for physicians specializing in workplace health.  The Guidance Document  provides concise and very current information about  the direct physical impacts related to climate change (heat stress and ultraviolet exposure, air quality, and allergic sensitivities) as well as indirect impacts (disaster zone exposure, stress and mental health, and waterborne and vector-borne disease).  Most of this information is not new:  two previous major reports have covered the same ground: The Lancet Countdown Report for 2017,  (which links climate change and specific health conditions for the population at large, not just workers, and which included a report for Canada ), and the landmark U.S . Global Change Research Program report, The Impacts of Climate Change on Human Health in the United States: A Scientific Assessment (2016)  .

What is important about this new Guidance Document?  It focuses on the workplace, and sets standards for the role of occupational health physicians which include a responsibility to protect workers.  For example:  “Provide guidance to the employers on how to protect working populations in the outdoors or in the field who are potentially exposed to the extreme temperatures…. Quickly identify employees with acute and chronic cardiovascular and respiratory illnesses within the organization who will be significantly affected by increasing temperature and worsening air quality, an increase in ozone, particulate matter, and high pollen count  ….Provide effective guidance to employers about seasonal activity and address the increasing risk of vector-borne disease among the working population…. Deliver support to the employees at risk for mental illness due to disasters, loss, and migration by providing more comprehensive programs through their employment….  The article concludes with: “ OEM providers are called to be on the forefront of emerging health issues pertaining to working populations including climate change. The competent OEM provider should address individual and organizational factors that impact the health and productivity of workers as well as create policies that ensure a healthy workforce.”

There is also a call to action in a new report from France’s Agency for Food, Environmental and Occupational Health & Safety.  The full expert analysis is available only in French ; an English abstract is here .  The report  predicts the occupational risks associated with climate change, from now till  2050, and identifies the main drivers of change: rising temperatures, changes in  the biological and chemical environment, and a change in the frequency and intensity of extreme events.  What’s new in this report?  It highlights the breadth of impact of climate change, stating that it will affect all occupational risks, except those associated with noise and artificial radiation.  The report also makes recommendations,  urging immediate workplace awareness campaigns and training about the health effects of climate change, with a preventive focus. From the English summary: “The Agency especially recommends encouraging all the parties concerned to immediately start integrating the climate change impacts that are already perceptible, or that can be anticipated, in their occupational risk assessment approaches, in order to deploy suitable preventive measures.”  The full report (in French only):  Évaluation des risques induits par le changement climatique sur la santé des travailleurs  (262 pages) is dated January 2018 but released in April. It was requested by France’s Directorate General for Health and the Directorate General for Labour, to support the country’s 2011 National Adaptation to Climate Change Action Plan (PNACC).

$1.5 billion will buy new renewable energy projects, good green jobs, and environmental justice in New York State

On  June 2, New York Governor Andrew Cuomo announced that his state would invest $1.5 billion in renewable energy projects through the Clean Climate Careers Initiative.  The program has three elements:  “supercharge” clean energy technologies, create up to 40,000 clean energy jobs by 2020, and  achieve environmental justice and Just Transition for underserved communities. Both the Governor’s press release and one from the Worker Institute at Cornell University Industrial and Labor Relations School attribute the inspiration for the new renewable energy initiative to the  “Labor Leading on Climate” program at the Worker Institute.

The  Institute has just published Reversing Inequality, Combatting Climate Change: A Climate Jobs Program for New York State (June 2017),  in which Lara Skinner and  co-author J. Mijin Cha argue for an “audicious”  job creation plan which would create decent green jobs in the building, energy, and transport sectors.  The report provides case studies and specific proposals to reduce GHG emissions – for example, to retrofit all public schools in the state to reach 100 percent of their energy efficiency potential by 2025, reduce energy use in all public buildings by 40 percent by 2025, install 7.5 GW of offshore wind by 2050,  rehabilitate New York City public transit, and construct and improve the existing high-speed passenger rail corridor between Albany and Buffalo, and between New York City and Montreal.  The report also includes a recommendation to establish a Just Transition Task Force – a recommendation incorporated in Governor Cuomo’s plan.

In the plan announced  by Governor Cuomo, $15 million has been committed “to educators and trainers that partner with the clean energy industry and unions to offer training and apprenticeship opportunities, with funding distributed to the most innovative and far-reaching apprenticeship, training programs and partnerships.  ”  The state is also committed to the use of a Project Labor Agreement framework for the construction of public works projects associated with the initiative.

A Working Group on Environmental Justice and Just Transition has been appointed and staffed, with a first meeting scheduled for June.  It will advise the administration on the integration of environmental justice principles into all agency policies, and to shape existing environmental justice programs.  The press release includes endorsements from the NYC Environmental Justice Alliance and unions, including: Greater New York Building Construction Trades Council, New York State AFL-CIO, New York City Central Labor Council, AFL-CIO, IBEW Local 3, Transport Workers Union, Utility Workers Union Local 1-2,  United Association Plumbers & Pipefitters, and the past Secretary Treasurer of Service Employees International Union.

Governor Cuomo’s  Renewable Energy initiative was announced one day after Donald Trump’s  withdrawal from the Paris Climate Accord, and after the Governor had signed an Executive Order  reaffirming New York’s  commitment to the Paris goals, and had launched a Climate Alliance with the states of California and Washington.

Solar Job Training report and growth forecasts for solar and wind energy

solar farmSolar job growth is strong in the U.S., according to The Solar Training and Hiring Insights report  ,  released by the Solar Training Network ,  a program funded by the U.S. Department of Energy’s SunShot Initiative and administered by The Solar Foundation. The report aggregates data from several sources, including an extensive survey of more than 400 solar installers, as well as smaller case studies and in-depth interviews with dozens of solar employers, trainers, and workforce development boards in the U.S. Amongst the findings: Solar employers expect to add 26,258 positions in 2017, a 10% growth in the workforce; the largest growth in the industry has occurred in installation, with 93,199 installation-related jobs added between 2010 and 2016; average wage range for an inexperienced, new installer was $10 – $23, progressing to $20 – $48  for a crew-leader; 77% of industry respondents did not have formal mentorship or apprenticeship programs.   The report also provides insight into the prevalence and structure of in-house training programs, and employer attitudes to such issues as the importance of experience and certification in hiring decisions.

The  2016 U.S. Wind Industry Annual Market Report, released on April 19th by the  American Wind Energy Association (AWEA), states that wind power added jobs at a rate more nine times greater than the overall economy in 2016;  domestic wind-related manufacturing jobs grew 17% to over 25,000 factory jobs in the U.S.  According to the Association spokesman, “bigger, better technology enables new wind turbines to generate 50 percent more electricity than those built in 2009 and at 66 percent lower cost …  With stable policy in place, we’re on the path to reliably supply 10 percent of U.S. electricity by 2020.”  Further,  “The average modern wind turbine installed here in the U.S. creates 44 years of full-time employment over its lifetime.”  The report also emphasizes the importance of jobs and revenues to rural economies, where wind projects are concentrated.   Other reports re wind energy:  also from the  AWEA,  a  white paper, Wind brings jobs and economic development to all 50 states ;  from Navigant Consulting, Economic Development Impacts of Wind Projects   released in March 2017 states that “the U.S. wind industry will drive over $85 billion in economic activity over the next four years while wind-related employment will grow to reach 248,000 jobs in all 50 states in 2020.”  The Navigant forecasts measure the impact of the extension of  the Production Tax Credit (PTC) programs in the U.S.

 

The Importance of New Skills Training for Construction, Managers and all Occupations, in a Low Carbon Europe

Greener Skills and Jobs, a joint publication of the the European Centre for the Development of Vocational Training (Cedefop) and the Organization for Economic Cooperation and Development (OECD), was released at the 2nd Green Skills Forum in Paris in mid-February.

The publication consists of papers presented by policy makers, researchers, experts from international ogreener-skills-and-jobs_9789264208704-enrganisations and academics at the first forum in 2012. With a focus on European experience, the papers are organized into three sections: Gearing up Education for Training and Growth; Enterprise Approaches For a Workforce Fit For a Green Economy; and Integrating Skills Into Local Development Strategies For Green Job Creation.

Beyond the expected overview of the quantity and quality of green jobs in the EU countries and the arguments for the need for labour market flexibility and retraining, the 228-page document also offers detailed and specific chapters, including: “Licensing and certification to increase skills provision and utilisation amongst low-carbon small and medium-sized enterprises in the United Kingdom” (a study of construction trades and the emerging energy efficiency jobs), and “Managerial skills in the green corporation”, which used case study interviews to confirm the importance of three competencies for middle and top managers: change management leadership, collaborative openness, and eco-innovative mindset.
The overall message is that green skills will be needed “in all sectors and at all levels in the workforce as emerging economic activities create new (or renewed) occupations”.

LINKS

Greener Skills and Jobs is available at: http://www.oecd-ilibrary.org/industry-and-services/greener-skills-and-jobs_9789264208704-en (read-only, or download with OECD credentials). It is not yet available in French. Links to all the OECD Green Growth Studies are available at: http://www.oecd-ilibrary.org/fr/environment/oecd-green-growth-studies_22229523

Meeting skill needs for green jobs: Policy recommendations (November 2013) is a related document published by the International Labour Organization, which describes the complex international policy environment related to green vocational education. It was prepared for the G20 Working Group relating to Human Resources Development. It is available at: http://www.ilo.org/wcmsp5/groups/public/—ed_emp/—ifp_skills/documents/publication/wcms_234463.pdf

Recommendations for “High Road” Jobs in Green Infrastructure

A report by Green For All, in partnership with American Rivers, focuses on occupations in green infrastructure programs across the U.S.  It describes current U.S. green infrastructure activity, examines the occupations involved in operations and maintenance (including wage and unionization rates), and argues that the low entry barriers for these occupations have created “low road” jobs.  The paper then profiles specific projects, particularly water utilities, where workforce development programs are leading to stable jobs with career prospects – “high road” jobs.   The report makes 3 recommendations for green infrastructure projects, including that installation and maintenance contracts for publicly funded infrastructure should include community benefits strategies to generate work for local workers and businesses, and should include workforce development commitments.

LINKS

Staying Green and Growing Jobs: Green Infrastructure Operations and Maintenance as Career Pathway Stepping Stones is at  http://greenforall.org/wordpress/wp-content/uploads/2013/04/Staying-Green-and-Growing-Jobs-April-2013.pdf.pdf

Related reports, including Staying Green: Strategies to Improve Operations and Maintenance of Green Infrastructure in the Chesapeake Bay Watershed, and High Road Agreements: A Best Practice Brief are at the Green For All website at http://greenforall.org/resources/reports-research/  .