'Young – Union -. Green': Presentation of the ETUC Study. Simonas Gaušas.
Visionary Analytics. Closing conference. 30th September 2013, ETUC, Brussels.
‘Young – Union Green’: Presentation of the ETUC Study Simonas Gaušas Visionary Analytics
Closing conference 30th September 2013, ETUC, Brussels © Visionary Analytics, 2013
Contents • Who are we?
• Why is this study important? • What is it about and how was it carried out?
• What was found and what can be recommended? • Issues for discussion
Visionary Analytics – who we are • •
Research-based policy advisory consultants, specialising in education and innovation policy areas Founded in March 2012 by 3 people with ~10 years of experience
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Examples of education assignments: – Assessment of current and future demand for critical competences in the engineering industry in Lithuania – European Centre for the Development of Vocational Training project ‘Mid-term skills supply and demand forecast’
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Examples of innovation assignments: – Supporting European Commission/ Lithuanian government in preparation of smart specialisation strategies – Assessment of opportunities for Lithuania to participate in international research infrastructures
The Context – importance of this study Sustainability-related union initiatives for young workers may innovatively address a number of burning challenges, including: •
Labour market, education and training – – –
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Trade union representation and organisation – –
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Educating, employing or easing transitions to the labour market for young people, Boosting the labour mobility of young people Serving as an impetus to further align skills’ supply and demand
Increase union representation and protection of the workforce Broaden trade union activities and influence
Economy and the environment – – –
Equip the youth with adequate tools and skills to meet the challenges Facilitating ways out of the economic crisis Jointly contributing to a move towards a more innovative and inclusive capitalism
Introduction to the Study and its Methods •
Main aim – (1) to highlight union action in collectively addressing youth unemployment and sustainable development challenges and (2) to inform the further development of union strategies in this area
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Completed February – August 2013, report reviewed by Ms Sarah Pearce
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Mainly based on literature and forecasts/statistics, but also integrates: – –
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Outputs: – –
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Survey to identify cases and examine position of unions, March-June 2013 12 selected multi-sectoral and sector-specific union initiatives
Analytical report on general employment, skill and demographic trends 8 sectoral reports on specific trends
Definitions: – – –
Youth: 15 – 25/29 Green jobs: ‘jobs are green by nature of activity’ vs ‚all jobs are greening‘ Green skills: sector-specific/vertical and generic/horizontal
What was found and what can be recommended • Employment/demographics
• Skills’ development
• Trade union situation
Employment and Demographics (1): selected sectors •
8 most important sectors in terms of: (1) GHG emissions/energy and resource efficiency, (2) employment effects of new environmental policies, (3) the share of young employees and (4) degree of replacement demand of existing workers
•
In 2025 sectors will account for 30% of all jobs and 28% of total requirement (new jobs + replaced existing jobs) 16 14 12 10 8 6 4 2 0
14.5
15.4
2010 2025
6.8 6.9
2
2.1
1.4 1.4
1.4 1.3
1.4 1.1
1.1
1
0.9 0.9
Employment and Demographics (2): employment effects of new climate change policies by 2020
4
2
0
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Most studies estimate up to 1.5% (in net terms) by 2020
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Effects vary by sector, country/region (e.g. top emitting industries – 21.2% of employment in EU10 and 9.8% in EU15, 2005), time, occupation, place in value chain (indirect effects often larger), etc. 500
Min
400
Max 300 200 100
-2 0
-4
-100 -200
-6 -300
-8
-400
Min Max
Employment and Demographics (3): what can be recommended? •
There are more trade union initiatives aimed at green skills’ development for young workers compared to those aimed at job placements
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Actions may be focused on: –
union initiatives aimed at developing green job placements for young people and linking these initiatives to those focused on green skills’ training for young people
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(sub)sectors with the largest shares of young workers and largest absolute employment effects of greening (e.g. retail, construction, textiles, furniture)
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certain geographical regions (e.g. areas of very high youth unemployment – link to ‘Youth Guarantee’ Initiative, or areas with high shares of polluting industries)
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those studying/applying for occupations with high shares of low-to-medium skilled workers (e.g. future craftsmen, operators)
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collaboration with other stakeholders (e.g. government, employer organisations and training providers) in the development of innovative job placement initiatives (e.g. sustainabilityrelated international high quality apprenticeships)
Greening Effects on Skills’ Development (1) 1. Employees working with greening activities get more skill development opportunities 2. Not many new occupations. Greening will mainly enhance rather than change the existing skill set green skills added onto the existing traditional skills give workers more and better career options 3. Greening, at least in the short term, favours higher-level skills
4. The more skilled the occupation, the higher its job quality (i.e. career and employment security, skills’ development, health and well-being, work-life balance) 5. 3+4 = Increased division between highly skilled and less skilled workers. Over the medium-to-long-term division may diminish
Greening Effects on Skills’ Development (2) 6. Significant adjustment pressures for low-skilled workers in high-carbonintensive/top emitting sectors (esp. utilities, construction and chemicals) in Eastern and Southern Europe
7. Increased demand for transferable skills (incl. STEM), multi-skilling and trans-disciplinarity and other key skills (e.g. social intelligence, novel and adaptive thinking, virtual collaboration, load management, etc.) 8. Skills’ development may be positively influenced by: – customer demand – regulatory requirements – institutional cooperation between institutions
Greening Effects on Skills’ Development (3): what can be recommended? •
Given the somewhat predictable nature of the adjustment processes, there is considerable scope for unions to work together with partners to smooth the transition for young workers
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Actions may be focused on: – low-skilled workers in traditional high-carbon-intensive/top emitting sectors (esp. utilities, construction and chemicals) – significant adjustment processes (esp. in Eastern/Southern Europe) – workers in emerging industries who are not yet represented – the link between greening and transferable skills (incl. STEM), multi-skilling and interdisciplinary skills and other skills (e.g. social intelligence, novel thinking)
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Survey of union representatives suggested other measures including: – mainstreaming sustainable development in the initial and/or continuing education and training – strongly linking recent policy initiatives (e.g. Youth Guarantee) to sustainable development
Trade Union Situation (1) •
Cooperation between the youth and sustainable development departments still needs to gather momentum
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There should be better exchanges and more promotion of sustainabilityrelated activities outside the workplace
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There is a need for ambitious union initiatives in particular sectors, or in particular core economic activities of companies transforming the role of labour in the greening processes and examining the potential for collective action. Examples do exist: – The Lucas Aerospace project – the Unite union initiative at Magor Brewery – the training project of the Confederation of German Trade Unions (DGB)
Trade Union Situation (2): the Unite union initiative at Magor Brewery •
The trade union Unite represents nearly 90% of the ~350 workforce
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It involved members with an interest in the issue, stressed personal benefits, ensured management support
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Main actions: 1. Organised meetings to set long-and-short term goals for energy efficiency 2. Established Energy Guardians in each department to, together with colleagues, monitor and improve further (the development of an energy saving mindset amongst the employees)
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Results: – – –
water usage dropped 46%, electricity usage fell 49% and heating bills were cut by 23% In the first two years, the firm saved more than £2 million in bills spreading the energy-saving word beyond Magor
Trade Union Situation (3): what can be recommended? •
Increased focus on the core of production activities through, e.g., the direct involvement of young workers in transforming existing, and designing new, forms of production and workplace innovation. Good example – the project idea of the Metal, Construction and Allied Workers’ Federation (MCA-UGT)
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Unions as ‘change agents’ in the ‘just transition’ process: – –
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more in-depth and more intensive training and empowerment of members to organise for the union and for themselves more intensive engagement with employers and in alliances with other stakeholders to find innovative ways of addressing youth unemployment and sustainability issues Increasing activism in new green industries where the case for trade union membership is yet to be developed
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To do this trade unions must have: 1) the resources and 2) the right to spend time
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“Drivers rely more on the individual while the barriers depend on the organisation” – –
Engagement of the youth to enable drivers Promotion of sustainability within and outside unions to remove barriers
Possible Issues for Discussion 1. Ways to link union initiatives on sustainable training and sustainable jobs for young workers
2. Possible new partners to further develop sustainability within and outside workplaces 3. What kind of union innovation in relation to transformation of existing, and design of new, forms of production 4. Drivers encouraging unions to take the role of ‘change agents’ in ‘just transition’ process/ drivers for youth 5. Other innovative union actions stretching beyond the current needs of greening
Hints for trade union action? (S. L. Hart 2010) Tomorrow
Innovation and repositioning: Development of sustainable competencies of the future
Growth and trajectory: Creating shared roadmap for serving unmet needs
Sustainable value Internal
Cost & risk reduction: Minimisation of waste and emissions from operations
Reputation and legitimacy: Integrate stakeholder views into business processes Today
External
Thank You
Simonas Gaušas Visionary Analytics
[email protected]
© Visionary Analytics, 2013
