The demand for climate talent is at an all-time high. Based on the current outcomes of the Inflation Reduction Act (IRA), hiring for the next five years is projected to generate at least 303,500 climate jobs per year during initial construction phases and 99,600 jobs after project completion according to the recently released E2 Clean Economy Works Report; a fantastic read.

Fused with a projected $156 billion added to U.S. GDP, $111 billion in climate worker earnings, significant investment in skilled workforce training, and burgeoning growth of various sectors (e.g. EV Charging, Battery Storage, Building Automation, Hydropower, Offshore Wind and Heat Pumps) across the country, the momentum of climate job creation is undeniable. Some climate experts are even projecting a staggering 25 million jobs over the next 15 years.

Unfortunately, the circa 2000 workforce development playbook can't scale climate jobs.

But the bottlenecks in scaling climate job training outcomes seem to emanate from the root - our current workforce platforms simply can't meet the demand. This could lead to suboptimal training completion rates and a decrease in job retention. Unfortunately, the circa 2000 workforce development playbook can't scale climate jobs.

At Climate64, a new hybrid platform that connects the skilled workforce and equipment training providers directly with employers, we interviewed several climate vendors and workforce training hubs across the United States. Based on Climate64's internal data, the end result was that the majority of climate training programs are averaging just 42% in climate job placements with the low at a troubling 5%, respectively.

...climate training programs are averaging just 42% in climate job placements with the low at a troubling 5%, respectively.

Of course, various unpredictable factors such as limited physical capabilities necessary for hardware-intensive jobs (e.g., HVAC, Solar Installers), insufficient support services like childcare, or potentially reduced enthusiasm for climate-related job opportunities should be considered.

Here are three contemporary pillars that can be incorporated into any workforce training initiative, with a specific focus on the climate workforce, to tackle and mitigate issues associated with retaining employees and facilitating job placement.

Pull Engagement

Climate trainees in particular face the daunting responsibility of enduring physical, mental and technical challenges that are required by training programs. By providing a flexible, on-demand career support platform, trainees are empowered to consume technical concepts at their own pace, which could boost general retention, expedite industry knowledge, and stimulate curiosity. This interactive organic 'pull' could be integrated via purpose-built software and/or AI assistance to help streamline learning patterns.

This interactive organic 'pull' could be integrated via purpose-built software and/or AI assistance to help streamline learning patterns.

Self-Directed Career Discovery

Job search, especially for new climate workers or apprenticeships, is a laborious task. Furthermore, it could be quite discouraging decoding all the technical jargon and required certifications, which is a common issue across all climate industries. While curated job career resources and online assistance helps, the overload of climate job prerequisites, certifications and compliance could potentially dismay candidates indefinitely.

A great solution is to host a self-directed career job board, website or portal that aggregates a lexicon of certification terms and technical lingo; this can help trainees/apprentices disarm any sense of of lost hope.

Automated Gamification

It's no secret that gamification dramatically increases learning and stimulation. Incorporating progress badges and/or level-ups into climate career planning can be a catalyst to enhancing engagement, encouragement, and the overall learning experience especially for younger interns/apprentices.

Moreover, training providers can easily increase their job placement quotas by creating a dynamic and engaging learning domain that reinforces the understanding of technical requirements.

Conclusion

To shape a more inclusive and diverse climate workforce for the future, it's crucial to reimagine outdated training platforms. We need to overhaul existing systems, incorporating interactive reinforcement methods such as automated gamification and self-directed career exploration. It's a call for bold and innovative approaches to pave the way for a transformative future.