Over the last few years, there has been a global push to prioritise sustainability and adopt more environmentally responsible practices. This has led to a heightened commitment to corporate social responsibility (CSR) and environmental, social, and governance (ESG) initiatives among many organisations. 

In fact, Skillsoft’s recent CSR at Work Report revealed that 72% of working professionals believe CSR has become more important to their organisations since the pandemic. 

As a result, many businesses are implementing new technologies and transforming their business practices to reduce their carbon footprint and benefit the environment. 

This transformation inevitably brings massive changes that require new skills from workers. 

Increased skills demand 

Knowledge of how to develop greener business practices, how to use new green technologies, and how to measure the impact of a business on the environment are just a few of the abilities increasingly prized by organisations. 

There is often a mistaken belief that the need for green skills is limited to niche sustainability roles, so an assessment is vital.

As a result, green skills are highly sought after, with job searches for green skills seeing double-digit growth. Without these skills, sustainability targets can be difficult, if not impossible, to achieve. 

Hiring outside talent, however, is not always a plausible or desirable solution to the growing demand for green skills. Furthermore, hiring new talent is often a short-term solution, as the sustainability sector is ever evolving, and new skills are always needed. 

For many organisations, therefore, the best option is to upskill their existing workforce. To do this successfully, organisations need to consider the following steps.

Assess

A crucial first step in any green skilling strategy is to conduct a comprehensive assessment to understand the current state of your workforce's green skills and identify areas for improvement. This is important because the current lack of existing universal standards or competency frameworks can make it difficult for organisations to know where to begin with green upskilling. 

The assessment should include knowledge gaps, existing competencies, and the specific skills required to drive sustainability initiatives. 

There is often a mistaken belief that the need for green skills is limited to niche sustainability roles, so an assessment is vital for proving that these skills are needed across the board. 

This will also ensure that any training is closely in line with an organisation’s broader environmental goals, which in turn will make it easier for employees to understand the value. 

Plan

Develop a plan that outlines specific objectives, targets, and timelines for green upskilling within your organisation. This will ensure that the skills gained serve the organisation’s specific goals. 

Skillsoft saw a 46% increase in the number of searches for green content from learners over the past year.

For example, if a key part of an organisation’s green strategy is to overhaul its supply chain system, their skilling strategy must include training on the new system and any technology behind it. 

Additionally, businesses should consider the evolving environmental landscape, emerging technologies, and industry best practices to create a roadmap for success. 

Implement 

There’s no need to reinvent the wheel when it comes to green upskilling. Most businesses already have learning and development programmes that are tailored to their organisation. 

Execute the planned upskilling initiatives by providing employees access to relevant training modules, workshops, and resources that integrate seamlessly with existing programmes. This will ensure that there is minimal disruption to day-to-day business and will allow staff to continue to learn in the way that is best suited to them. 

Learning is the most utilised and effective control that an organisation has at its disposal in the journey to environmental sustainability and eco-consciousness. 

It’s important, however, that organisations allocate additional time for learners to consume this content, otherwise existing training may take priority. The desire to consume green content is already there from employees – Skillsoft saw a 46% increase in the number of searches for green content from learners over the past year. All that is needed is for organisations to make it a priority. 

Evaluate

Lastly, it is crucial to recognise that green upskilling must remain adaptable and dynamic. Continuously monitor and evaluate the effectiveness of your green upskilling efforts. 

Collect employee feedback, track progress, and measure the impact of the obtained skills on your sustainability goals. Use these insights to refine and optimise your upskilling strategy. 

This means that upskilling is an ongoing process, requiring organisations to regularly reassess and adjust their strategies to keep up with changing circumstances.

By following these four steps, organisations can drive green upskilling initiatives, creating cultures of continuous learning and talent development that support individual employee growth and better business outcomes that propel the organisation forward. 

In fact, when done correctly, learning is the most utilised and effective control that an organisation has at its disposal in the journey to environmental sustainability and eco-consciousness. 

Learning ensures that the existing workforce is equipped with the technical skills they need to be competitive, the business and leadership skills they need to respond to new and unexpected challenges, and the compliance and ethics training they need to stay safe and support the company’s sustainability mission.

If you enjoyed this, read: Building a sustainable workforce with a hybrid L&D strategy.