While the strategies and schemes reviewed in this report were developed in diverse national contexts, under varying institutional arrangements, and with different initial objectives – some even predating the COVID‑19 pandemic – several key lessons emerge that underpin successful employment and skills responses to the green transition.
First, it is crucial to start with a clear agenda. The approaches presented in this document begin with clearly defined long-term vision and objectives for climate neutrality or sustainability. In the case of Canada, these are even embedded in legislation: the Sustainable Jobs Act legally commits the federal government to co‑ordinated, long-term support for workers in the green transition. Long-term goals must then be operationalised through structured and detailed plans, that should include clear allocation of responsibilities across government levels and stakeholders, specific measures to be implemented, defined timelines, strategies for mobilising financial resources, and quantitative targets to ease ongoing progress tracking.
Second, it is important to use an inclusive and participatory process. Broad-based stakeholder involvement significantly improves the quality, coherence, relevance and feasibility of green transition strategies and policies while strengthening their legitimacy, acceptability and political support. In Canada and Spain, extensive consultations on draft plans helped incorporate diverse perspectives and build social consensus. Austria and Flanders organised participation through advisory boards and groups that included ministries, employer organisations, trade unions, training providers, and civil society. Ireland conducted surveys, workshops, and sectoral discussions to ensure a broad base of input. In Wales, the list of eligible courses for the green Personal Learning Account was prepared by a specialist panel composed of representatives of further education institutions and sector and industry experts, ensuring their labour market relevance.
It is also key to tailor strategies and policies to regional and sectoral specificities. Ireland’s strategy, for example, includes specific recommendations for seven economic sectors. Austria targeted resources to the regions most impacted by the energy transition, supported by EU Just Transition Funds. In Germany, the Coal Commission has been instrumental in providing the right impetus to the gradual termination of coal mining activities in the Rhenish region. Canada’s Regional Energy and Resource Tables foster collaborative, localised planning, especially with Indigenous partners. Spain’s Just Transition Agreements also address territorial structural shifts. All these approaches recognise that the green transition’s impacts are uneven and require flexible, sector-specific solutions or place‑based responses.
Sound monitoring and evaluation (M&E) frameworks should be established. Although most strategies are still building comprehensive M&E systems, nearly all recognise their critical role. Ireland’s expert group will oversee implementation, and Flanders proposes performance indicators linked to each roadmap action. M&E frameworks have also been implemented for specific programmes. For instance, in Croatia, to ensure the quality and effectiveness of the green voucher system, the PES monitors course attendance, programme completion (through final assessments), and learners’ satisfaction. In the Netherlands, the monitoring framework established for the MKB!dee scheme offered a comprehensive and rigorous approach to evaluating its effectiveness, as it was grounded in a theory of change model, included a variety of indicators, and allowed for counterfactual evaluation. These systems promote transparency, enable course corrections, and foster policy learning. Rather than developing new systems from scratch, most countries aim to leverage and adapt existing labour market data infrastructures – ensuring integration with broader policy and planning cycles.
To promote awareness and accessibility, national information campaigns, such as Austria’s youth-focussed outreach, Ireland’s promotion of green job opportunities, and Flanders’ comprehensive communication strategy are instrumental to shift perceptions. These campaigns often use storytelling, role models, and rely on school engagement. They efforts are especially important for reaching underrepresented groups and addressing persistent stereotypes around technical and vocational careers. The use of digital platforms is also increasingly prevalent to promote green careers and guide individuals. Portals like Austria’s klimajob.at help users explore green job profiles and training pathways. In Croatia, a dedicated platform for the green voucher scheme has been created, where individuals can find information on eligibility criteria, browse the catalogue of available training, receive guidance, and apply for a voucher.
These five lessons provide insights into effective approaches that have been successfully implemented in various contexts. They represent best practices that countries should aspire to adopt in order to align their strategies with proven, impactful methodologies, ensuring more effective and lasting outcomes.