Naresh Kumar, Vipan Kumar,

Taposik Banerjee, Kasturi Mandal

NISTADS

National Conference on Green Jobs

24-25 June 2010, New Delhi

International situation

� Both in case of Brazil and India, skills development

activities for greening the economy exist but are not

embedded in an overall policy framework.

� National Climate Change strategies in India, Brazil

and China indicate national adaptation needs and

priorities, but fall short of providing concrete

procedures and strategies for meeting adaptation

needs and mitigation goals.

� China possesses the most favourable conditions for green job creation followed by Japan and India. In the cases of China and India, the sheer size of many green industry sectors—such as renewables and potential for carbon reduction, as well as the number of university educated talent—provide market opportunities and human capital that can enable green development.

� Green job policies - China lags slightly behind Japan and Korea. Comparing green job market demand and green job enablers, China and India have room for improvement in terms of green job enablers relative to the demand, whereas Korea has more proactive enablers than it has demand.

Source: Asia Business Council, “Addressing Asia’s New Green Jobs Challenge”Report, 2009

Greening methods of the leather tanning industry may fall into three

broad categories:

� Reduction of the use of water in the tanning process.

The effect of this is twofold. First, water is being used more efficiently. Secondly, as

the amount of some chemical to be used in the tanning process is determined as the

amount per litre of water, the reduction in the requirement of water automatically

reduces the requirement of the chemical.

� Use of low-waste technologies.

These technologies reduce the effluent pollution load by avoiding the use of harmful

chemicals in the tanning process and produce solid wastes which can be used as by-

products. The Central Leather Research Institute is promoting a whole range of

technologies that fall in this group.

� Treatment of waste water.

This involves establishment of effluent treatment plants where separation of sludge

from the waste water is done and then the waste water is treated in a way that the

final water that comes out become reusable.

Green jobs generation:

� All the existing employees after adapting

these environment friendly technologies turns

into green color employees.

� Running of the Common Effluent Treatment

Plant (CETP) creates new green jobs.

� Running of the chrome recovery units

generates new green jobs.

Apart from offering regular academic and

vocational training programmes, CLRI organized

on-site demonstration programmes to help the

tanners adapt the new technologies which is

sufficient for the workers to adapt to the new

technologies.

• RKMLP conceived designed and initiated the first Demand

Driven Sanitation Strategy (DDSS) of the country in

Midnapore district in the year 1990 jointly with UNICEF and

implemented the same in collaboration with Government of

West Bengal and Midnapore Zilla Parishad.

• As a result of this dedicated mission, household toilet

coverage increased to 100% in Midnapore district in 2007

from 4.47% in 1991.

•Midnapore Model

Categories Function Occupations

Manufacturin

g

Construction of wells,

tube-wells, Filter making,

sanitary pans etc

Master masons,

village masons,

artisans,

mechanical fitters

Operation

and

Maintenance

Timely inspection of the

wells, tube wells and

toilets and

maintaining/repairing the

same as and when

necessary

Village masons,

mechanical

fitters,

housewives

specially trained

for the purpose

IEC/Social

Mobilization/

Monitoring

Motivating the local

population and raising

their awareness regarding

the use of filters, toilets

etc.

Trainers,

Motivators

SKILL GAPS

� Women involved in motivational activity, hardware

production and maintenance had no previous

experience of the job, therefore had a major skill gap.

However, acquiring the required skill was not difficult

and it was easy for the workers to learn from the

training they received.

� Skill set required for hardware production - Masonry.

Significant change in their skill set due to green

restructuring in the sense that they were unaware of

the technology to manufacture sanitary pans for which

they received training.

�High emphasis was given on intensive, area specific and time bound IEC/social mobilization activities for demand generation which again involved a different skill set

3559 CNG buses plying in the road in total and by the

middle of 2010, the government plans to introduce

3500 more buses.

Job opportunities:

• Drivers

• Mechanics

• CNG filling stations employees

Skill Gaps:

There is need for trained mechanics in this sector who

can handle and fix the CNG tools and machineries.

There has to be expansion of training institutes on an

immediate basis.

�The lack of institutional training has opened

up the opportunity for mushrooming of

country based non-formal training

arrangements by the garages and the

mechanic shops. The mechanics already know

the hand in experience of servicing and

maintenance of vehicles. So the generic

knowledge remains the same, what they learn

from their peers who do the CNG vehicles are

the specialties of the CNG engines. It is based

on the learning by doing process as most of it

is soft knowledge based on interpersonal

interactions. However they suffer from proper

quality assurances in training.

The ITIs around NCR has started the training

process of the mechanics for CNG run vehicles.

But the admissions to those institutes require

completion of minimum number of formal

schooling years. Since most of the mechanics do

not possess that, it would be helpful if this could

be modified to aptitude based training courses.

Goals Under NAPCC

� ensuring energy conservation and improved energy efficiency in various sectors as well as setting up of Bureau of Energy Efficiency

� promoting use of renewable energy

� power sector reforms and active renewable energy programme

� use of cleaner and lesser carbon intensive fuel for transport

� fuel switching to cleaner energy

� afforestation and conservation of forests

� promotion of clean coal technologies

� reduction of gas flaring

� encouraging Mass Rapid Transport systems

� environmental quality management for all sectors

� Eight national missions under NAPCC towards the green economy

� National Solar Mission - a hundred-thousand (One lakh) specially trained personnels across the skill spectrum; which will include management, Engineering and R&D personnel.

� National Water Mission

� National Mission on Enhanced Energy Efficiency,

� National Mission on Sustainable Habitat

� National Mission for Sustaining the Himalayan Eco-system

� National Mission for a Green India

� National Mission for Sustainable Agriculture

� National Mission on Strategic Knowledge for Climate Change.

� JNNURM - Drainage/StormWater Drainage, water

supply, sewerage, transport, solid waste

management, preservation of water bodies

� National Rural Health Mission - Strengthening

sub-centre through better human resource

development, clear quality standards, better

community support and an untied fund to enable

local planning and action and more Multi Purpose

Workers (MPWs)

� MGNREGA -Guaranteeing hundred days of wage-

employment in a financial year to a rural

household who volunteer to do unskilled manual

work - Flood Control and Protection Water

Conservation and Water Harvesting Drought

Proofing Renovation of Traditional Water bodies

Based on National Knowledge Commission

recommendations for Vocational Education and

Training (VET)

For expansion, redesign and quality enhancement of

VET in the country a three tier structure has been

constituted under the National Skill Development

Mission (NSDM) :

a) National Council on Skill Development

b) National Skill Development Coordination Board

c) National Skill Development Corporation

11th five year plan report proposed skill development

based on Modular employable skills (MES)

Thirteen Point Action Plan for Employment in Unorganized Sector

� 12. Universalize and Strengthen National Rural Employment Guarantee Act (NREGA): Extension of NREGA Programmes to all districts.

� 13. Increase Employability through Skill Development: On-job-training cum employment-assurance programme to provide incentive of Rs 5000 per person to any employer willing to provide one-year training on job skill enhancement.

� 16% of Indian manufacturers offer in-service training to their employees, compared to over 90% of Chinese firms

� Central Leather Research institute in India offers training programs at academic and vocational level plus specialized short-term programs targeting executive staff from the industry.

� The Energy and Resources institute (TERI) provides training programs on biomass gasification for manufacturers, technicians, local service providers and state nodal agencies.

� 4650 vocational training institutes (among them nearly 500 ITIs)

Recommendations

� Embedding green employment generation as

a major component in all Missions and

Programmes related to greening or

otherwise.

� Skill development through on job training

�Certification system (across several levels)

for green employees in informal sector

� Financing

Design mechanism

Government – Fund devolution mechanism

Private Bodies – Fiscal Incentives, tax relief

� Restructuring of syllabi and curriculum of ITIs and

polytechnics to suit the green economy, as

presently there is hardly any course or programme

on the subject .

� Several institutions have already began offering

short term courses on green architecture, it is

important to include these courses in the syllabi of

formal architecture courses.

� Identification of emerging requirements of training

pertaining to green occupations

� Improving effectiveness, efficiency and relevance

of training

�Emphasising green skill development in

unorganised sector as more than 23% of

the male and 40% of female population in

unorganised sector is below primary level.

The combined figure for below secondary

is still more alarming as more than 83.5%

of the workers fall in this category. This

situation is extremely disturbing as the

vocational skill development programmes

start after secondary level

� To establish new units/department/faculties at

higher technical institution preferably

compulsory

� In several sectors in the economy in the absence

of formal training programmes people have

developed informal on-site training initiatives.

These people now have on hand experience of

newly adapted green technologies. Their

knowledge and experience can be very useful for

the nation. Establishment of formal training

programmes is necessary with a mechanism to

accommodate these personnel.

Thank you