The shift toward a greener economy is creating millions of new opportunities—but it is also transforming existing jobs and changing the skills employers need. While some workers are well-positioned to benefit from this transition, others may face significant challenges if they are not equipped to adapt.
For career counsellors, the ability to identify clients who are most at risk from the green transition is becoming an essential part of career guidance. Rather than waiting until job displacement occurs, counsellors can proactively help individuals build resilience and prepare for emerging opportunities.
Drawing on insights from the OECD’s Employment and Skills Policies for the Green Transition, career professionals can use a simple screening framework based on age, education, and industry to identify clients who may need additional support.
Disclaimer: Please note that the content of this article is for informational purposes only and not intended to serve as personal career counselling. While our team comprises certified career counsellors, the insights presented are generalised and may not apply to every individual’s unique circumstances. We encourage you to seek personalised career counselling for advice tailored to your own situation.
1. Why Early Identification Matters
The green transition is reshaping industries through technological innovation, stricter environmental regulations, and changing business practices. While many occupations will evolve rather than disappear, some workers may find it more difficult to adapt because they have fewer opportunities to retrain or transition into new roles.
Identifying these individuals early allows career counsellors to recommend upskilling, career planning, and targeted support before employment challenges arise.
Rather than focusing only on current job titles, counsellors should assess broader risk factors that influence a client’s ability to navigate workplace change.
Step 1: Assess Age and Career Stage
Age alone does not determine risk, but career stage often influences a person’s flexibility and willingness to retrain.
Workers approaching retirement may have fewer incentives to invest in long-term training, while mid-career professionals may face family or financial commitments that limit their ability to switch careers. Younger workers, on the other hand, generally have more opportunities to acquire new skills and adapt to changing labour market demands.
Useful questions include:
- How many years remain in the client’s career?
- Are they open to learning new skills?
- Have they participated in professional development recently?
- Are they comfortable using new technologies?
These conversations help assess adaptability rather than making assumptions based solely on age.
Step 2: Evaluate Education and Learning Readiness
Educational attainment can influence how easily individuals acquire new skills, although it should never be viewed as the only indicator of success.
Clients with limited formal education may require additional support when adapting to evolving workplace requirements, particularly if their occupations become more technology-driven.
Career counsellors should evaluate:
- Highest level of education
- Professional certifications
- Digital literacy
- Previous participation in training programs
- Willingness to engage in continuous learning
Equally important is assessing learning readiness. Motivation and curiosity often matter just as much as academic qualifications.
Step 3: Consider Industry Exposure
Some industries are experiencing faster transformation than others as sustainability becomes a business priority.
Higher-risk sectors may include:
- Fossil fuel extraction
- Traditional manufacturing
- Mining
- Heavy industry
- Carbon-intensive transportation
Meanwhile, industries such as renewable energy, sustainable construction, environmental consulting, circular economy businesses, and green technology are expected to create new opportunities.
However, risk should not be viewed as an industry-wide label. Many organizations within traditional sectors are investing in cleaner technologies and creating new roles that require updated skills rather than complete career changes.
The goal is to understand how environmental policies may affect a client’s current occupation and future employability.
2. Create a Practical Green Transition Screening Framework
Career counsellors can combine these three factors into a simple assessment during client consultations.
Ask yourself:
- Is the client working in an industry undergoing significant environmental transformation?
- Does the client have the educational background needed to adapt to changing skill requirements?
- Is the client prepared and willing to participate in ongoing learning?
If multiple risk factors are present, the client may benefit from early career planning, targeted upskilling, and regular labour market guidance.
This framework should be used to start meaningful conversations rather than categorise clients. Every individual’s career journey is different, and many transferable skills remain valuable across industries.
3. Supporting Clients Through the Transition
Once higher-risk clients have been identified, career counsellors can help them build confidence and resilience by:
- Mapping transferable skills to emerging occupations
- Identifying green skill development opportunities
- Recommending short-term certifications and training programs
- Exploring adjacent roles within the same industry
- Monitoring labour market trends and employer demand
The objective is not to encourage unnecessary career changes but to help clients remain employable as industries evolve.
Conclusion
The green transition is changing the world of work, but its impact will not be the same for every worker. By assessing age, education, and industry, career counsellors can identify clients who may need additional support before employment challenges arise.
Using a structured screening framework enables more proactive career guidance, helping individuals strengthen their skills, recognise transferable capabilities, and prepare for a changing labour market.
As sustainability continues to shape the future of work, career counsellors who identify risk early and guide clients toward practical upskilling will play a vital role in building a resilient, future-ready workforce.
