Introduction
Building operation accounts for 30% of global final energy consumption and 26%
of carbon emissions globally, making increasing the energy efficiency of
buildings a vital step in combatting climate change (IEA, 2024a). The significant
role of building efficiency in reducing global carbon emissions will be a major
driver of job growth in the coming years. In the IEA Net Zero Emissions by 2050
scenario, global annual retrofit rates double and energy intensity progress
quadruples between 2022 and 2030 (IEA, 2023b). In this scenario, building
retrofits alone are responsible for the creation of an additional 1.3 million jobs by
the end of the decade – leading growth amongst all other energy efficiency
occupations (IEA, 2024d). As demand grows across energy efficiency
occupations, a trained workforce will be necessary to take on these jobs.
Responding to this labour demand requires investment and planning to ensure
there are adequate training programmes that meet job demand within countries’
energy efficiency sectors. For governments, job creation in buildings is an
opportunity to provide millions of workers with decent jobs. Creation of decent
jobs in turn provides the conditions necessary to reliably attract, retain, grow and
sustain a sufficiently skilled and productive workforce and industry.

Identifying key building energy efficiency occupations
The heating and cooling needs of buildings and the associated energy demand
varies based on climate. This suggests that some energy efficiency interventions
and technologies will generate quicker and more prominent gains than others
depending on the respective climates. This section lays out four key energy
efficiency occupations that are needed across different climate regions,
identifying how specific climates impact the skills needed, and therefore the
training, within each occupation.

Although a given occupation will require a similar skill base across geographies,
workers may need to perform specific tasks depending on the climate zone
where they are based. Workers will need regionally specific knowledge as well
as awareness about local building codes or safety requirements, handling
practices for refrigerant, and other locally specific factors. This locally specific
expertise highlights the important role that existing employers and industry
associations can play in developing and supporting locally specific training
programmes. Legal Framework for Skills and Training in Green Jobs in the Philippines
In 2016, the Philippines launched the Green Jobs Act, the country’s first legislation
specifically aimed at generating and incentivising green jobs to foster an
environmentally sustainable economy (ILO, 2018b). The legislation explicitly
defines green jobs and consolidates various policies to support them. The Act
mandates the formulation of a National Green Jobs Human Resource Development
Plan by the Department of Labor and Employment, in coordination with other
agencies. The plan focuses on building the workforce needed for the green
economy, ensuring that training and qualifications align with the competencies
required for green jobs. The Technical Education and Skills Development Authority
and the Professional Regulation Commission are key actors in developing training
regulations and qualification standards, facilitating the certification of skilled
workers for green sectors. The Green Jobs Act also tasks various government
bodies, such as the Department of Trade and Industry and the Department of
Labour and Employment with incorporating green job initiatives into their respective
programs. Through this law, the Philippines aims to create a significant number of
jobs that protect the environment, reduce waste, and contribute to a sustainable,
low-carbon economy.

Source:https://www.iea.org/reports/developing-a-global-energy-efficiency-workforce-in-the-buildings-sector