Green Jobs & Youths: 3 Possible Reasons for Green Skills Gap in Taiwan
Companies worldwide are facing increased climate change regulations, requiring them to disclose carbon emissions, set reduction targets, and pay carbon fees or taxes. This trend has also reached Taiwan. In 2023, the Taiwanese government added carbon fees and accounting rules to the Climate Change Response Act, prompting companies to prioritize decarbonization and seek sustainability/ESG specialists to handle these tasks and meet government and global client requirements.
Despite the abundance of green job opportunities posted monthly on Taiwanese job-search platforms, seemingly creating an advantage for young job seekers, a crucial question arises: Are there enough “green talents” (individuals with green skills) in the job market? If not, what could be the reasons, and how can this gap be addressed?
This article aims to provide youths with information on the growing demand for green skills globally, the prevalent types of green jobs, and a short analysis of the potential reasons for the issue of the green skills gap in Taiwan. Information is gathered from various local and international sources, including businesses, job posting websites, NGOs, government agencies, and think tanks. Additionally, internal TWYCC interviews will offer insights into youths’ perspectives on such careers and the primary challenges they face. The article concludes by presenting our thoughts and recommendations on bridging the green skills gap in Taiwan.
Table of Contents:
I. “Green Career” and “Youth”
II. The Growing Demand for Green Jobs
II. The 3 Possible Reasons for the Green Skills Gap in Taiwan
IV. Addressing the Green Skills Gap? Our Thoughts and Recommendations
I. “Green Career” and “Youth”
Youth Employment in Taiwan
According to the definitions provided by the Taiwan Ministry of Labor (MOL) and the International Labour Organization (ILO), youth workers are individuals aged between 15 and 29. The MOL’s statistics indicate that the average age for non-student youth entering the workforce for the first time is 21.4 years old, with an average job search duration of 1.8 months and a current average salary of 34,019 NTD.
When entering the workforce for the first time, key considerations include “job stability” and “salary and benefits.” During the job search process, the most significant challenges arise from “lack of experience” and “uncertainty about suitable job types.” The following discussion will refer to the definitions of youth by the Ministry of Labor and ILO to explore trends in green careers domestically and internationally, as well as the involvement of youth in these careers.
Green Jobs and Green Talents
ILO defines “green jobs” as “decent jobs that contribute to preserve or restore the environment.” According to ILO’s 2022 Guide of green jobs for young people, green jobs include two categories:
- Green Jobs: Directly related to measuring, preventing, controlling, and correcting negative impacts and damage to the environment, such as national park officers, water quality control technicians, waste treatment technicians, etc.
- Greening Jobs: While the main purpose is not directly related to environmental impacts, these jobs require the integration of environmental knowledge and skills, such as farmers in organic production, engineers installing environmentally-friendly equipment, etc.
While not explicitly outlined in the ILO’s guide, “green jobs” can be further divided into two types: existing green jobs like waste treatment technicians and newly emerged green jobs, such as sustainability consultants. Additionally, “greening jobs” refer to roles that are mostly based on traditional jobs but require additional green knowledge or skills in the green economy.
Similarly, the definition of “green jobs” in the U.S. also includes two categories:
- Jobs in businesses that produce goods or provide services that benefit the environment or conserve natural resources.
- Jobs in which workers’ duties involve making their establishment’s production processes more environmentally friendly or using fewer natural resources.
In contrast, Taiwan currently does not have its definition of “green jobs.” An educational clip by MOL explains that any individuals who incorporate green concepts into their work are considered “green talents” (or green-collar professionals).
II. The Growing Demand for Green Jobs
Internationally
Referring to ILO’s definition of green jobs, LinkedIn points out that the fastest-growing “green jobs” include EHS engineers and sustainability managers, while “greening jobs” include directors of public works and power generation engineers. The top ten fastest-growing positions from 2018 to 2022 include sustainability analyst, sustainability specialist, and sustainability manager.
In the United States, Indeed’s analysis indicates that the fastest-growing green occupations in recent years include solar consultants, solar installers, environmental managers, and EHS specialists. In the United Kingdom, LinkedIn statistics show that about one-third of job postings are for green jobs. Furthermore, job seekers with at least one green-related skill have an average 29% higher application rate compared to those without such skills, indicating the increasing demand for green skills by companies.
In Taiwan
104 Job Bank found that the number of green-collar job opportunities in 2022 has doubled compared to the past six years. In terms of industries, the demand is highest in the electronics/IT/software/semiconductor and manufacturing sector, accounting for over half of the opportunities. Among job categories, positions in research and development (R&D) have the highest demand. According to 1111 Job Bank’s statistical analysis, industries such as manufacturing, construction, and finance opened a significant number of ESG or carbon management-related positions in 2022, with corporate sustainability managers being one of the primary demands.
The above analysis indicates that the fastest-growing green job opportunities vary among countries due to their different industrial structure. Taiwan’s predominant industry is electronics-related, with many companies playing crucial roles in the international supply chain. Driven by increased sustainability requirements from the government and downstream clients, the demand for green-collar professionals in Taiwan has been particularly urgent in recent years.
III. The 3 Possible Reasons for the Green Skills Gap in Taiwan
In recent years, there has been a rapid growth in demand for green careers, attracting more and more young individuals to consider it as one of their career options. A survey in the UK indicates that about three-quarters of graduates are interested in green careers. A survey on youth’s future in sustainability released by Taiwanese companies reveals that over 90% of young individuals have contemplated that their future jobs might be related to the United Nations Sustainable Development Goals (SDGs).
However, despite the interest among the youth, international and local media have reported a “green skill gap” in the market. Globally, LinkedIn reported that 48 countries have seen a higher growth rate of demand for green jobs than the growth rate of individuals equipped with green skills. In Taiwan, a report by Greenpeace also pointed out that the challenge of the green skills gap is faced by companies, attributing it to the existing rigid educational system. This system poses a challenge for young people to acquire the interdisciplinary skills and knowledge required for green jobs.
From both domestic and international trends, it can be concluded that the primary issue contributing to the green talent shortage is the “lack of individuals with the knowledge and skills required by companies.” However, why is there a shortage of individuals with sufficient green knowledge and skills in the market?”
Based on online data and internal surveys conducted by TWYCC, we have identified three factors potentially causing a green skills gap for both green jobs and greening jobs in Taiwan:
1. Lack of Awareness
Many young individuals are unaware of the possibility of having a green career, therefore not considering it as a career choice. The report by Greenpeace stated that 40% of young people don’t know what green jobs are. This factor could contribute to the skills gap between newly emerged green jobs and greening jobs, as young people were not aware of the new types of jobs or existing jobs for which green skills are required.
2. Limited Information Access
Even if young individuals are interested in green careers, they often lack access to sufficient information about specific job details, such as actual job responsibilities, salary, personality traits required, working conditions, etc. This uncertainty hinders their ability to prepare for the knowledge and skills required by market vacancies. This factor could lead to a skills gap for newly emerged green jobs, as new types of job positions and contents are not entirely clear to most people.
3. Limited Imagination of Career Options
While some young individuals express interest in green careers, their imagination of the types and specifics of these careers is limited. This mismatch between the supply of talent and industry demands could lead to shortages in specific positions. According to the Greenpeace report, most young people’s imagination of sustainable work aligns with roles like sustainability managers and consultants, which significantly differs from the major demand in Taiwan’s green-collar job market, e.g., renewable energy technology researchers, R&D personnel in the electronics and manufacturing industry. This factor could lead to a skills gap for green jobs and greening jobs, as young people might limit their green career choices due to insufficient information provided for different types of green jobs.
These three factors may indirectly contribute to many young individuals not being equipped with the green knowledge and skills required by market job vacancies in time, resulting in a shortage of green talent in the job market.
IV. Addressing the Green Skills Gap? Our Thoughts and Recommendations
Building on the previous discussion, the primary challenge contributing to the current shortage of green talent is the “lack of individuals with the knowledge and skills required by businesses.” Although many organizations, including think tanks, businesses, and NGOs, offer free or paid training courses related to green-collar professions, simply increasing training programs may not completely address this challenge, considering the aforementioned three main factors leading to the skills gap.
Drawing insights from online data and internal interviews on green career demands at TWYCC, from the perspective of Taiwanese youth, we believe the following methods are needed to address the skills gap challenge:
1. The Role of the Government
The government should provide clearer definitions and taxonomies for “green careers,” “green jobs,” and “green skills,” and offer information to young people on this subject. This would enable youth from different fields to fully understand the diversity of green careers and the skills and knowledge required for their interested jobs. Some private organizations suggest integrating green skills into the education system or establishing a national sustainability-related certification exam system to cultivate more talents.
2. Roles of Schools and Companies
Schools and companies should provide young people with resources to learn about green careers. This could include organizing alumni career-sharing sessions, green career expos, and providing career consultations to help young individuals more quickly understand and choose suitable jobs. Higher education institutions should also adjust their curricula to align with market trends, promote industry-academia collaboration or internship programs, and enhance the practical skills of young individuals to meet the demands of the job market.
3. Industry-Government-Academia-Research Collaboration
Institutions involving industry, government, academia, and research should promote green career choices among youth in various sectors. Simultaneously, there should be efforts to incorporate green thinking into various jobs, broadening and diversifying youth awareness of green careers beyond specific job positions.
In conclusion, both fresh graduates and young professionals in the workforce need pathways to expand their knowledge and skills in green careers, whether it is a new green job or a greening job. With the global trend towards carbon reduction, having green knowledge has become a fundamental workplace competency. We hope that, when formulating relevant policies, the government emphasizes the importance of nurturing young green talent and promoting occupational diversity. Additionally, we encourage higher education institutions to pay closer attention to trends in green jobs and provide more relevant and practical resources to students.
Authors: Ann Wu, Hui-Shan Hu
