Rapid Reskilling to Support Nature-Based Solutions and Green Infrastructure Projects in Canada

The Issue

Natural resources sectors have experienced a range of challenges over the past few years, including fluctuating commodity prices, climate change impacts, and trade disputes all of which were exacerbated by the COVID-19 pandemic. This acceleration in sectoral disruptions led to increased job insecurity, which affected communities and workers dependent on these industries. The oil and gas industries, which have long been mandated to reclaim and restore natural areas post-extraction, present a workforce with transferable skills that could pivot to emerging nature-based solutions (NBS) and green infrastructure projects.

Nature-based solutions and green infrastructure projects offer a promising avenue for these workers, providing opportunities to apply their skills in new contexts that focus on environmental restoration and sustainability. These projects are not only vital for restoring ecosystems but also for creating employment opportunities in urban, rural, remote and Indigenous communities across Canada. This shift is seen as a win-win, helping to mitigate climate change impacts while fostering more resilient communities.

Previous efforts to address the employment challenges in these sectors have included government-funded initiatives like the $1.7 billion commitment to clean up orphaned and abandoned wells, which was projected to create over 5,000 jobs. Additionally, there were investments in the forestry sector and large-scale tree-planting initiatives. However, these measures, while providing temporary relief, have not fully addressed the long-term employment needs or the transition to sustainable practices that are increasingly demanded by the evolving labour market. This project aimed to build on these initial steps by providing more structured and targeted training programs to help workers transition into the nature-base solution sub-sector effectively.

What We Investigated

This project explored several research questions aimed at addressing the needs of the natural resources sectors in Western Canada, particularly those impacted by economic downturns and structural shifts. The primary questions included: 

• How can the existing workforce in the oil and gas, forestry, and mining sectors be rapidly upskilled to transition to NBS projects? 
• What are the key occupations, skills and emerging trends required for NBS projects in Western Canada? 

Additionally, the project sought to understand the demand-side and supply-side labour market dynamics for NBS projects, focusing on the transferable skills and pre-qualifications of the impacted workforce.

Key stakeholders included ECO Canada, the Delphi Group, Iron & Earth, the BC Watershed Security Coalition, Ecotrust Canada and the Louis Bull Tribe. These organizations collaborated to 

• develop a pilot training program that included three training cohorts; 
• conduct comprehensive labour market research;
• facilitate job placements for over 50 program graduates. 

The research phase involved both demand-side and supply-side analyses that examined key occupations, skills and emerging trends necessary for NBS projects. The pilot training program aimed to recruit and train participants from Canada’s oil and gas sector, applying an equity, diversity and inclusion lens to participant recruitment.

The intervention methodology included developing a curriculum focused on NBS project skills, emerging technologies and carbon sequestration knowledge. The training was delivered through three 8-week virtual programs using the ECO Canada training platform. Job placements were facilitated by partnering graduates with NBS projects on the ground, providing them with relevant work experience near their communities.

What We’re Learning

Over the course of the project, 80 participants successfully completed the Nature-based Climate Solutions (NbCS) training program. The training covered essential topics such as climate change understanding, sustainable practices, and safety in field operations.

Adapting for various audiences makes curricula relevant and accessible

One of the project’s significant achievements was adapting the training curriculum to meet the diverse needs of participants, including Indigenous communities, newcomers to Canada and workers from traditional industries. This adaptability was crucial in making the training relevant and accessible to a broad audience. For instance, the curriculum was tailored to include local labour market information and specific regional opportunities, such as hydrogen technologies in Newfoundland and Labrador.

Work-integrated learning experiences facilitated placements but also presented challenges

The project also successfully implemented a wage subsidy and internship program, which facilitated 51 placements. This aspect of the program was instrumental in providing participants with practical experience, which is often a critical barrier to employment. The internships led 65% of participants to long-term employment with their host employer and nearly 10% to employment with different employers. However, finding work placements for those that completed the Nature-based Climate Solutions training was not easy. Despite the high interest, many applicants were ineligible to pursue the work placement due to geographic or other constraints such as not meeting the definition of a transitioning worker, located outside of Western Canada or those who applied after the program closed. This issue underscores the need for greater flexibility in participant requirements by employers and suggests that future projects could benefit from a broader eligibility criterion to accommodate a wider range of participants.

Early employer engagement improves employment prospects for participants and bolsters training design

This strategy proved essential in ensuring that training was aligned with employer needs and increased the likelihood of employment following the internships. Engaging employers early in the process also facilitated the tailoring of training to meet specific industry requirements, enhancing the relevance and applicability of the skills taught.

Why It Matters

This project highlighted the critical role of continuous and responsive labour market research. The ability to adapt project goals and methods in response to emerging data and changing circumstances was crucial for meeting the needs of both employers and job seekers. This adaptability is a valuable practice for any sector, indicating that policies supporting ongoing research and flexibility in project implementation could lead to more successful outcomes across various industries.

The emphasis on partnerships with local communities and stakeholders, including the formation of advisory committees, was another significant aspect of the project. These collaborations ensured that the training programs were relevant and tailored to the specific needs of the communities and industries involved. This model of stakeholder engagement can be a powerful tool for policymakers and practitioners in other sectors, which suggests that fostering strong partnerships could enhance the impact and relevance of similar initiatives.

State of Skills:
Sustainable Jobs for Economic Growth

Green-related skills and knowledge are growing in significance and are becoming widespread across many sectors and occupations, requiring more workers to upskill by building upon their existing competencies.

Read Thematic Report

The lessons learned from this project are applicable to a wide range of policy and practice areas. They advocate for the importance of flexibility, inclusivity, continuous learning and strong stakeholder engagement in workforce development initiatives. These principles can guide the design and implementation of future programs, ensuring they are robust enough to adapt to changing economic landscapes and inclusive enough to benefit all community members.