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Upskilling programs in conjunction with career development support will help ensure successful career transitions from fossil fuels to sustainable energy

Lliam Hildebrand 

I began my career in the steel industry over a decade ago, building pressure vessels, drilling rig platforms and flare stacks for the oilsands. I was always very proud of my job and my contribution to the Canadian economy. I would often take blueprints home to study at night so I could be ready the next day to build as much infrastructure as I could. The work was exciting – lifting, cutting, bending and welding multiple tons of steel together in complex configurations. When complete, our steel creations would usually be shipped up to the oilsands to be used in oil and gas production.

During the final year of my steel fabrication apprenticeship, I was given my first project as the lead hand, overseeing the construction of a wind farm weather station. I wasn’t very familiar with wind energy at the time and, keen to prove myself, I began to research renewable energy after work to become more aware of what I was building. During my research, I came across a documentary by Al Gore called An Inconvenient Truth. The film was my first real exposure to the concept of climate change, and I developed a pit in my stomach as I watched it. All of the infrastructure I had been so enthusiastically building throughout my career was centre stage in the film as the number one contributor to this global problem.

I walked onto the shop floor the next day and looked at the production in a whole new light. On one side of the shop, my co-workers and friends were building drilling rig platforms for the oilsands. Whereas before I only saw infrastructure that would benefit the economy and Canadian way of life, I now also saw it as perpetuating climate change. What I was building on the other side of the shop, however, was going to help produce clean energy from the wind. In that moment, I realized that my skills could either be used to create infrastructure that would contribute to runaway climate change or help build a clean energy future. After I completed my apprenticeship, I clocked out for the last time and set out on a path to use my trade skills to help address climate change.

Building a better future

Fast-forward to 2015 and I still hadn’t found a way to put my trade skills to use in addressing climate change. In fact, I had found myself working for a number of years in the oilsands. Then, the oil price crash resulted in numerous job losses in a short time span. With thousands of layoffs occurring on a weekly basis, lunchroom conversations became planning meetings. We realized it was time to utilize our trade skills to address the growing challenge of global warming, while also diversifying our employment opportunities. So, after many meetings, in spring 2016, four of my colleagues and I launched Iron & Earth to create a better future for ourselves, our co-workers and the planet.

The overarching vision of Iron & Earth was that fossil fuel industry workers will play a leading role in building the energy infrastructure required to reach global climate targets. Therefore, our mission as an organization was to empower ourselves to build a sustainable energy economy. Our top-level goal was facilitating a prosperous transition toward global carbon neutrality by 2050. The diagram below outlines our current theory of change in relation to that vision, mission and top-level goal.

Upskilling for an effective transition

Many stakeholders are required to help ensure a prosperous transition toward net-zero emissions by 2050. This is an entirely achievable goal and it can provide prosperity to those workers who may otherwise be negatively affected by this transition, if proactive steps are taken. Iron & Earth is currently developing and deploying upskilling training programs for a number of trades and a range of renewable energy technologies. Below is a diagram outlining the transferability of fossil fuel industry skill sets to renewables.

While some skill sets are transferable with no re-training, all workers would benefit from some upskilling and education on the various sustainable energy technologies. My experience of building a wind farm weather station is a good example of this. Although I was able to figure out how to build the infrastructure on my own, it took a lot of self-guided learning and research on my own time to understand what I was building.

Based on our research and experience working in this space, most upskilling programs could be limited to five to 10 days. We see major benefits of developing and delivering upskilling programs, but very few of them are currently available. Canada is facing a major opportunity: the workforce required to transform the energy system is largely already in place and a national upskilling initiative could help rapidly re-position millions of white- and blue-collar workers.

Challenges in making the switch

One of the big challenges we have had as an organization is ensuring trainees coming out of our programs can find employment in their new industries. I know first-hand how challenging this can be. A year into my university degree in environmental studies, which I started after finishing my apprenticeship, I found myself in debt after a long period of unemployment. When I asked my union what welding jobs were available for the summer, I was told there was nothing local, but that I could make upwards of $1,000 a day working in the oilsands in Fort McMurray, AB. I couldn’t turn it down.

However, I was amazed to find that many of my co-workers felt the same way I did. They also wanted to use their skills to work on renewable energy projects and wished those opportunities existed, but those types of projects just were not happening in Canada. So, I began six years of living a double life – studying environmental issues during the school year and then working in the oilsands to pay for my environmental studies degree. Fortunately, since then, there has been a significant increase in renewable energy development. This pace of development is a great start, but still not ambitious enough to reach climate targets and ensure prosperity for workers in these emerging energy industries.

The role of career development professionals

Skilled energy workers could benefit greatly from a range of career development programs as they navigate the complexity of diversifying their careers to include renewable energy. Imagine an electrician who has worked most of his life in the oilsands. He decides to take a five-day solar upskilling program and, upon graduation, considers a number of different paths forward. Perhaps he could start his own solar installation company. Maybe he could find a job in a large solar firm. Or he could continue working primarily in the oilsands but supplement his income with jobs in solar installation if he is laid off during a boom-and-bust cycle.

Regardless of the path they take, energy workers can benefit greatly from career development support. Many of these workers do not have up-to-date resumes. Others may have not had an interview for a number of decades. Some may need support and resources in establishing their own business. Others may be overwhelmed with the number of options and need coaching to guide them to their next step.

Iron & Earth is hoping to establish a network of career development stakeholders who could help in these areas and more. We can work together to ensure a prosperous transition for fossil fuel industry workers into sustainable energy careers.

Lliam Hildebrand is Executive Director and Chairman of Iron & Earth. Red Seal Steel Fabricator | Red Seal Welder | Boilermaker Local 191 | Master of Arts in Interdisciplinary Studies (RRU)

New policies and growing public interest in energy efficiency are a boon to workers in construction, manufacturing, utilities and much more

Doug Johnson

The energy-efficiency sector is something of a hidden gem in Canada’s economy, employing a wide array of workers across the country. Recent research has shown that both Canadian and US-based employers in the industry are finding it hard to fill openings in this diverse sector, as a good portion of the workforce lacks the experience, skills, qualifications, certifications and education employers need. This is a massive economic opportunity. For young people hoping to or currently working in skilled trades, for example, energy efficiency represents a robust and growing market, one where their skills and education can be put to good use as a part of the growing low-carbon economy.

The majority of energy-efficiency jobs in Canada generally fall in a few key categories: construction, manufacturing, wholesale trade, professional and business services, utilities and other services, according to a report by ECO Canada on energy-efficiency employment in the country. The report also notes that there were more than 50,000 Canadian businesses doing energy-efficiency work in 2018, which represents $14.9 billion in revenue and a total of 436,000 people doing work in energy efficiency every day.

Making the shift

For some, it can be an easy transition to the energy-efficiency sector from other parts of the economy. Vancouver’s Luke Dolan began his career in construction. After being confronted with how much energy and money homes lost each year due to inefficiencies, he grew interested in sustainable building practices.

Now, over the past 10 years, his firm, Capital Home Energy, an energy design company, has tested around 5,000 homes and helped many families update their home insulation and heating systems

According to Dolan, Vancouver’s building codes, and BC’s building code writ large, have become more energy efficient – a boon to his business.

“We’re seeing a fundamental shift in the building industry. For 30 years, energy building codes have been stagnant and now it’s ramping up extremely fast because of the provincial goal for all new homes to be built to a net-zero ready standard by 2032,” Dolan said.

Government incentives create opportunities

Other districts around Canada are also offering incentives for homeowners to retrofit their dwellings or for home-builders to consider energy-efficient fixtures to save on their electricity and heating bills. This is likely to create new employment opportunities in construction.

The Canadian government announced $1.01 billion for energy-efficiency programs, including retrofits, in the March 2019 budget. This funding is disseminated through the Federation of Canadian Municipalities’ Green Municipal Fund, and has already seen uptake in cities such as Toronto, Hamilton, ON, and Halifax. These funding injections will translate into jobs in key energy-efficiency sectors.

“Policies at federal and provincial levels have spurred actions to achieve energy savings through the development and deployment of more efficient goods and services,” the ECO Canada report said.

It added that, according to public opinion research, 88% of Canadians were interested in purchasing more efficient appliances. Perhaps more surprisingly, 79% considered upgrading their homes to save energy and 78% responded they would consider switching to efficient heating and cooling systems.

Projected employment growth

The ECO Canada report projects that the energy-efficiency sector will grow by 8.3% in 2019, creating 36,000 jobs. Similarly, employers in the field expect a growth of 7.8% this year.

South of the border, the US energy-efficiency sector reported more than 2.3 million jobs last year – a 3.4% increase over the year prior, according to the 2019 US Energy and Employment Report (USEER).

Meanwhile, the 2018 Less is More jobs report from Efficiency Canada and Clean Energy Canada predicts that 118,000 annual jobs would be created between now and 2030, should the field continue to develop in a robust way. In the same time period, Canada’s GDP could increase by $356 billion as a result of improved energy efficiency.

“Energy efficiency may not draw as much attention as other policy solutions, but make no mistake: it’s one of the most important – and certainly most cost-effective – ways to upgrade Canada for the future,” the report said.

Besides providing a steady stream of work and saving Canadians money, energy-efficient buildings also help reduce Canada’s carbon footprint. The Less is More report calculated that energy-efficiency measures will “help Canada cut one-quarter of the carbon pollution required to meet our international commitments.”

What kind of jobs are available?

While the bulk of energy-efficiency jobs – 66% – in Canada are in construction, the sector also employs people in other diverse professions.

For instance, Toronto-based company ecobee developed a series of smart, Wi-Fi-controlled thermostats, employing staff in sales, marketing, user experience, account management, programming, data science, analytics, business development and more.

“When I started my career, energy efficiency was a torch carried by NGOs and utilities. Then rose companies and brands like ecobee, experiencing huge year-over-year growth,” said Fatima Crerar, the firm’s director of impact and sustainability.

Other energy-efficiency sector firms in Canada work in engineering, architecture, technology, consulting and design.

As interest in energy efficiency grows, so too do the job opportunities that surround it. Similarly, as governments around Canada seek to protect the environment and help citizens save money using improved technology and building techniques, there will be a stark need for young workers with modern skillsets and a willingness to learn.

Doug Johnson is a journalist and writer specializing in science, environment and agri-food topics. His work has appeared in MIT’s Undark, Hakai Magazine, The Edmonton Journal and more.

Johnson wrote this article on behalf of Efficiency Canada, the national voice for an energy efficient economy. Housed at Carleton University, as part of the Carleton Sustainable Energy Research Centre, Efficiency Canada advocates to make our country a global leader in energy efficiency. ourhumanenergy.org

References

ECO Canada. (2018). Energy Efficiency Employment in Canada. Retrieved from eco.ca/research/report/energy-efficiency-canada/

Energy Futures Initiative. (2019). U.S. Energy and Employment Report 2019. Retrieved from static1.squarespace.com/static/5a98cf80ec4eb7c5cd928c61/t/5c7f5326b208fc58dbad974c/1551848231042/USEER_EE_Chapter.pdf

Glave, J. (2019, June 12). “Inside British Columbia’s “Revolutionary” Building Energy Code.” Retrieved from efficiencycanada.org/inside-british-columbias-revolutionary-building-energy-code/

“Halifax Announced as New Urban Climate Centre.” (2019, July 4). Newswire. Retrieved from newswire.ca/news-releases/halifax-announced-as-new-urban-climate-centre-829564678.html

“Multi-residential building retrofits help reduce greenhouse gas emissions in Toronto and Hamilton.” (2019, July 8). Newswire. Retrieved from newswire.ca/news-releases/multi-residential-building-retrofits-help-reduce-greenhouse-gas-emissions-in-toronto-and-hamilton-871386585.html

Proudfoot, S. (2019, March 19). “Cities are billion-dollar winners in Budget 2019.” Maclean’s. Retrieved from macleans.ca/politics/ottawa/cities-are-billion-dollar-winners-in-budget-2019/

Graduates who want to tackle climate change need an in-depth knowledge of sustainability, with its combination of economic, environmental and societal perspectives

Jennifer McKellar, Daniel Hoornweg, Hossam Gaber and Akira Tokuhiro

Climate change mitigation and adaptation efforts are creating and sustaining varied careers across Canada. Impacts of climate change are already manifest with less than 1°C global warming. Students graduating today will see significantly more climate change effects and intense debates on burden-sharing locally, nationally and internationally. There will be louder, more urgent calls for low-carbon energy, and Canadian graduates will increasingly be called on to help shape the global response to climate change and other planetary challenges. We need to ensure our graduates are entering the workforce with the knowledge and skills they need.

Many high school students are graduating concerned about climate change, but not well-versed on how to address the issue. A study by Wynes and Nicholas (PLoS ONE, 2019) found that “climate … curricula in Canadian secondary schools focus on human warming, [but] not [on] scientific consensus, impacts or solutions.” Starting in Europe and moving to Canada and the US, the “Fridays for Future” school strikes for climate are growing. Some 150,000 students participated in Montreal in March 2019 (Fridays for Future Canada, 2019). Many of these protesters may want to continue their education in ways that allow them to contribute through technically sound and socially acceptable solutions to climate change.

Changing energy systems

Changing how we supply and use energy is one of the main targets for mitigating climate change. Tomorrow’s graduates will need to operate in an environment where energy systems and associated socio-economic underpinnings vary by province and by country. For example, Alberta and Saskatchewan have a heavy economic reliance on fossil fuels and higher greenhouse gas emissions per capita than British Columbia, Ontario or Quebec (Flanagan, et al., 2016: Tbl 1), where there is growing emphasis on low-carbon technologies and ‘smart systems’ to reduce energy use. Canada needs renewed efforts in the near- to mid-term to develop resilient systems that combine appropriate technologies and socially acceptable policies.

The need to change our energy systems is broadly acknowledged, and indeed the transition has already begun, building on existing strengths across the country. A recent report by Clean Energy Canada (2019) found that between 2010 and 2017, “the [Canadian] clean energy sector grew at a rate of 4.8% …” annually, outstripping overall economic growth by 1.2%. Further, the number of people working in the sector grew by 16% over the same period (Clean Energy Canada 2019). Many of the clean-energy sector jobs are in ‘traditional’ areas such as nuclear and hydroelectric power generation, transmission and distribution of electricity and public transportation (Clean Energy Canada 2019). However, there is also a call to expand our workforce’s skillset to better support the energy transition.

“Tomorrow’s graduates will need to operate in an environment where energy systems and associated socio-economic underpinnings vary by province and by country.”

PwC (2018) notes we will need to develop new kinds of alternative energy occupations to respond to climate change and resource scarcity. In the recent Generation Energy Council Report (2018), “Skills and Talent Attraction and Development” is identified as a component of “Canada’s Energy Transition Toolkit”. Among the report’s suggestions:

• “… technical training to support the application of new technologies that advance efficiency and emissions reductions across all of Canada’s energy systems.”
• Preparing workers to fill positions related to “… planning, implementation and maintenance of retrofits and net-zero new construction, delivery of demand management programs, development of integrated urban plans, and other key jobs in the efficiency sector.”

In a recent search of job postings on Indeed, eight of the first 16 results for the word “energy” in Toronto had job titles relevant to the energy analysis and efficiency sector, including Project Coordinator – Energy Efficiency and Renewables, and Energy Analyst. Graduates need to be equipped with the skills to navigate this employment reality.

A multidisciplinary skill set

Students graduating into careers associated with climate change mitigation and adaptation require an in-depth knowledge of sustainability, with its combination of economic, environmental and societal perspectives. Graduates need new tools of systems analysis and a dynamic education with continuous learning. Technologies are changing fast; so, too, are social contracts and the norms associated with energy systems and climate action.

A university education can provide the skillset needed to excel in these new and evolving careers, one that is broad enough to let graduates see the ‘big picture’ but detailed enough for them to handle new issues and challenges as they arise. New degrees such as the Bachelor of Technology in Sustainable Energy Systems at Ontario Tech University (University of Ontario Institute of Technology) are designed to meet these requirements. An objective of this program is to provide graduates with technical and analytical skills, as well as the multidisciplinary perspective required to put those skills into effective action. At its core, this includes the ability to take a systems approach to analysis and a ‘sustainability’ perspective.

The energy transition has already begun, and employers are already looking for skilled workers. There are also calls to improve and expand on training. To succeed in these careers, graduates need hybrid skills that combine knowledge of the fundamentals of fast-changing technologies and social, economic and environmental implications. Graduates will need to be sufficiently adept at continuous learning to assess regular revisions of technologies, along with rapid responses to shifts in social licenses, economic priorities, governance structures and business priorities.

Jennifer McKellar, PhD, PEng, is an Associate Professor, with expertise in the techno-economic and environmental assessment of energy systems. Daniel Hoornweg, PhD, PEng, is an Associate Professor with expertise in energy and material flows in urban systems. Hossam Gaber, PhD, Professor and Graduate Program Director, research area intelligent control and safety systems for smart energy and transportation infrastructures. Akira Tokuhiro, PhD, is Dean and Professor with expertise and interests in experimental and computational R&D on next generation nuclear and energy systems. All authors are with the Faculty of Energy Systems and Nuclear Science at Ontario Tech University, and were involved in the development of the new Bachelor of Technology degree program.

References

Clean Energy Canada. 2019. Missing the bigger picture, Tracking the energy revolution 2019. May. Clean Energy Canada. Available at: cleanenergycanada.org/report/missing-the-bigger-picture/

Flanagan, E., Zimmerman, D., Horne, M., Frappé-Sénéclauze, T.-P. 2016. Race to the front: Tracking pan-Canadian climate progress and where we go from here. September. The Pembina Institute. Available at: pembina.org/reports/race-to-the-front-english.pdf

Fridays for Future Canada. 2019. Media release: Thousands of Canadian youth protest for third time. May 27. Internet. fridaysforfuture.ca/media-release-thousands-of-canadian-youth-striking-again-for-their-future/ Last Accessed: August 2, 2019.

Generation Energy Council. 2018. Canada’s energy transition, Getting to our energy future, together. June. Generation Energy Council Report. Available at: nrcan.gc.ca/sites/www.nrcan.gc.ca/files/energy/CoucilReport_july4_EN_Web.pdf

PwC. 2018. Workforce of the future, The competing forces shaping 2030. PwC. Available at: https://www.pwc.com/gx/en/services/people-organisation/workforce-of-the-future/workforce-of-the-future-the-competing-forces-shaping-2030-pwc.pdf

Wynes, S., Nicholas, K.A. 2019. Climate science curricula in Canadian secondary schools focus on human warming, not scientific consensus, impacts or solutions. PLoS ONE. 14(7): e0218305.

As a milestone anniversary approaches, the S&Gs are undergoing a significant update with collaboration, inclusivity and transparency top of mind

Kathy McDonald

Did you know the Canadian Standards and Guidelines for Career Development Practitioners (S&Gs) are close to 20 years old? The S&Gs were created in the late 1990s by a broad cross-section of career development practitioners (CDPs) and stakeholders through a grassroots approach managed by an elected volunteer National Steering Committee. Following extensive consultation across Canada from 1996 to 2000, the S&Gs were launched in early 2001, mapping out the code of ethical behaviour, knowledge and skills required to work within the career development sector. Despite the accelerating pace of global change, the S&Gs stood still until 2004, when volunteers tackled the challenge of revitalization in efforts to make the S&Gs increasingly measurable, inclusive and relevant. Now, approaching this milestone anniversary, it is evident that a significant and focused update is needed.

CDPs across Canada agreed that the renewal of the S&Gs is necessary to reflect the evolving nature of our work. Specifically, they said the S&Gs need to be more inclusive of the diversity of CDPs and the clients they serve. By updating the S&Gs, we will ensure they can be used to underpin targeted training and professional development, promote clarity of role and scope of practice, and promote awareness and professional recognition.

That was then – this is now

In September 2018, the Canadian Career Development Foundation (CCDF) received funding through the Government of Canada’s Sectoral Initiative Program for its Supporting Canadians to Navigate Learning and Work (CDP Competence) project. The 35-month project is led by CCDF in partnership with the Canadian Council for Career Development (3CD), working closely with career development stakeholders across Canada.

In addition to updating the S&Gs, we are expanding the framework to reflect current and emergent practice in the career development field, including the full range of professionals doing career development work across diverse settings. We plan to reach employers, training providers and professional associations throughout the project. Collaboration with all provincial and territorial associations and partners is well under way as, together, we explore possibilities for stronger cohesion and professional mobility through a pan-Canadian approach to certification.

The project will build on the strong foundations established through the original S&Gs and the ongoing dedication of two 3CD working groups: the S&Gs Revision Working Group and the Certification Working Group. It will also build on the enormous efforts and investments of provincial associations and territorial organizations in building professional identity, promoting professional development and advancing certification. Consistent with the rollout of the original S&Gs project, the CCDF and the 3CD will conduct all phases of the project with the principles and values of collaboration, inclusivity and transparency top of mind. We want career development practitioners to be the focus and the driver as the S&Gs evolve to become the new Career Development Professional Competency Framework.

Phase 1: Awareness and engagement

The first four months of the project centred on engaging stakeholders and building the 25-member National Stakeholder Committee (NSC), which has representatives from every province and territory. At a meeting in late 2018, stakeholders engaged in discussion surrounding the process for the development and maintenance of a new model – a pan-Canadian competency framework (ie, a coherent library of competencies), which builds on the important work done to date by the 3CD working groups. A benefit to this new competency framework model is that it can accurately define a field of practice and a standard for a profession, which can inform practice in the Canadian career development ecosystem.  The competency framework model is dynamic and scalable, and individual elements can be updated to reflect current practice as the work world evolves. We are designing it this way so that CDPs can clearly see themselves and their work reflected in the framework, both now and into the future.

Phase 2: Consultation and consolidation

The second phase of the project began in January 2019 and will continue until early 2020, with a focus on communicating and consulting with stakeholders across the country. All CDPs can participate in shaping the framework by visiting our website to tell us about their practice, consider the new definition of Career Development Professional, and complete other polls and surveys.

Regional focus groups, provincial and territorial coffee consultation sessions, structured interviews, surveys, polls and conference presentations and sessions have begun, and will continue throughout the fall. The final validation and ratification of the CDP Competency Framework will occur with the National Stakeholder Committee in early 2020.

Career Development Professional definition

Career Development Professionals help individuals navigate learning and employment transitions across the lifespan. Career Development Professionals help individuals to manage learning and employment, acquire and enhance skills, seek and create employment, and access community services that support personal and professional growth in an increasingly complex, interdependent and changing world. Career Development Professionals collaborate with employers, education and training providers, community-based services, and other private and public institutions to promote positive health, social and economic outcomes of individuals, institutions and communities.

Phase 3: Implementation

Promoting and actively supporting the adoption and implementation of the new CDP Competency Framework by CDPs, their employers, training providers and professional associations will be the emphasis of the third phase of the project during the spring and summer of 2020. Applications of the framework may include individual learning plans, organizational training plans, community-based and post-secondary training and professional development, and recruitment and recognition of CDPs. An online, user-friendly self-assessment tool will be developed so that CDPs can determine their strengths and areas in which they might want to pursue training. Individual and group learning plans can be informed by this self-assessment in a proactive manner, so that all practitioners are supported in further developing and enhancing their knowledge and skills.

Phase 4: Certification and sustainability

During the spring, summer and fall of 2020, we will explore options for promoting national cohesion through a pan-Canadian or national approach to certification. A pilot certification process will be field-tested with volunteers, and a summary report and recommendations will be presented to the NSC for consideration.  This early certification process is a fantastic opportunity for interested CDPs to take a leadership role and shape the adoption of certification across the country.

Embracing the future together

This CDP Competence project recognizes, respects, and builds on the expertise, trust and goodwill that characterize the career development community.  We are eager to continue to work and learn alongside CDPs and stakeholders like you to update the S&Gs.  Through collaborative action, we can strengthen the sector’s coherence.  Working together, we will set the standard of professional practice for CDPs in Canada, ensuring all Canadians have the supports they need to navigate learning and work.

Kathy McDonald, Project Director with CCDF, has worked in key educational leadership roles at the school, school board and ministry levels. She has a record of accomplishments in the research, design, development and implementation of provincial, regional and pan-Canadian curriculum, programs, frameworks, strategies and policies. McDonald is honoured to collaborate with career development stakeholders across Canada to lead the Supporting Canadians to Navigate Learning and Work project.