The Twin Transition Tracker provides the opportunity to compare regions to others in the OECD, and assess their overall performance within the context of the twin transition. This comparative analysis can help policy makers understand regional strengths and weaknesses, and to tailor strategies that address specific local needs.
Future-proofing workforces for the green transition: International lessons for local workforce development in the U.S.
In the face of pressing challenges such as climate change, extreme weather events and supply chain disruptions, the green transition has become imperative. Initiatives such as the Bipartisan Infrastructure Law and the Inflation Reduction Act demonstrate the United States’ commitment to achieving a green transition, and are expected to create approximately 17 million new jobs over the next decade. However, skill gaps and workforce bottlenecks across local labour markets are emerging as major challenges in filling the growing number of green vacancies in the United States.
This policy brief draws on subnational examples of workforce development for the green transition to provide actionable insights in three core areas: developing attractive career transition pathways, improving inclusivity, and promoting collaboration and policy coherence.
Chambers of commerce and the business of skillsReport
In today's rapidly evolving economy, businesses are facing growing challenges in recruiting workers with the right skills. Chambers of commerce can play an important role in helping communities tackle these pressing issues and building skills systems that are fit for the future.
This paper draws on a 2024 survey undertaken by the OECD in collaboration with Eurochambres and International Chamber of Commerce, covering chambers from 65 countries. It explores the role chambers play in shaping and implementing skills policies at local, regional and national levels. Common approaches include supporting strategy development at both national and regional/local levels; serving as an intermediary between businesses and skills programmes; and, at least to some degree, being a direct provider of training themselves. As demands for agile and inclusive skills systems grow, this paper serves as a first step to explore how chambers can further support skills agendas.
