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What really are ‘green jobs’?Today there is a collective navigation towards a greener economy, one that encourages sustainability and offers a better quality of life for all. This transition has seen an increase in the number of green jobs across the globe, including Vietnam. But what really are ‘green jobs’?Green jobs vary in description and responsibility, yet they mutually contribute to the primary goal of building a more environmentally conscious and sustainable future.However, this green transition unfolds during a period of talent scarcity. According to the ManpowerGroup Green Business Transformation report, 75% of employers across the globe say they are struggling to find the skilled talent they need. This indicates a significant demand for skilled workers within the green sector.In this blog, we’ll explore the definition of green jobs, the types of jobs available and how you can get onto the green career ladder.Defining green jobsAccording to the ILO, green jobs are decent jobs in any economic sector (e.g. agriculture, industry, services, administration) which contribute to preserving, restoring, and enhancing environmental quality. Green jobs reduce the environmental impact of enterprises and economic sectors by improving the efficiency of energy, raw materials, and water; de-carbonizing the economy and bringing down emissions of greenhouse gases; minimizing or avoiding all forms of waste and pollution; protecting or restoring ecosystems and biodiversity; and supporting adaptation to the effects of climate change.. There is a growing number of sectors that are actively seeking to adjust their processes to help tackle issues such as climate change. Exploring the spectrum of opportunitiesWithin the realm of green jobs, opportunities spread across many industries. The Manpower Green Business Transformation report offers a nuanced perspective, categorizing these roles into five different ‘shades’ that reflect evolving skill sets and responsibilities:Green jobs: These are current roles that contribute to environmental sustainability but do not require new skillsGreening jobs: These are existing roles that are becoming more impactful to environmental sustainability and require some new skillsGreen+ jobs: These are new roles being created to accelerate environmental sustainability and will require many new skillsGreen skills: These are the knowledge, soft and technical abilities, values and attitudes needed to live in, develop and support a sustainable and research efficient societyNon-green jobs: These are roles that do not contribute to an employer’s overall environmental sustainability.From energy, agriculture, construction and manufacturing, to transport, waste management, policy and research, green career opportunities are endless. Here are some examples of green jobs that you can get into*: Environmental Health and Safety (EHS) Executive An EHS executive is responsible for ensuring compliance with environmental, health, and safety regulations in a business. Their duties include developing policies, conducting audits, investigating incidents, and overseeing training programs to ensure a safe and healthy work environment for employees, as well as the organization's environmental responsibility. Water Plant Engineer A water plant engineer’s duties include designing and analyzing water supply systems (including water treatment plants), analyzing data related to water quality and environmental impact, etc. In using their expertise, they play a crucial role in optimizing water resource utilization, contributing to the sustainable use of non-renewable natural resources. Rural Program Development Manager - Healthcare These skilled professionals design, implement, and evaluate healthcare social programs in rural areas. They also drive community engagement initiatives and advocate for healthcare accessibility in underserved rural communities. Getting onto the green career ladderSecuring a role in the realm of green jobs demands more than just a basic understanding of the field – it calls for a commitment to continuous learning and skill development. Many green jobs exist within the engineering sector, a sector that commonly offers apprenticeships. An apprenticeship is one great way for you to learn whilst developing skills on the job. These opportunities can go up to degree level, providing a comprehensive foundation for success in the field.Alternatively, volunteer work or internships present additional avenues for you to develop your skills and gain practical insight into the complexities of environmental stability. Like apprenticeships, these experiences offer you a dynamic learning environment where you can gain expertise in your field.Crafting a compelling CV tailored to the specific requirements of green roles is paramount in showcasing your suitability for the position. Highlighting your relevant job history and additional experiences that demonstrate your passion for sustainability can significantly strengthen your application. During interviews, articulating these experiences will show your depth of knowledge and will also showcase your genuine commitment to driving positive change in the field.If you’re ready to start your green career, or progress in your current role, Manpower Vietnam is here to help. With branches in the country, we have hundreds of temporary and permanent green job opportunities available across a range of industries. Our expert consultants are on hand to match your experience and skill set with suitable roles.View all our job opportunities and apply today.Source: Manpower UK
Read MoreAce Your Appraisal: Proven Tips for SuccessPerformance appraisals are like a yearly visit to the dentist - you know it's coming and you hope for the best, but there's always that underlying fear lurking in the shadows. Will your hard work be recognized, or will you be left feeling like a fish out of water? Take heed of the tried-and-true advice from ManpowerGroup professionals to ace your next performance review. Question: I have a performance appraisal session coming up with my manager. What should I do to prepare for it in order to get a good review? Also, how should I do a self-appraisal that puts me in a good light? Feeling anxious about appraisals is normal. While nerve-wracking, performance appraisals are an essential part of the productivity management process to help organizations and individuals excel. The main goals of appraisals are to help organizations: Assess, communicate, and improve employees’ performance and identify areas to improve to ensure their development is in line with organizational objectives. Create a transparent and constructive feedback loop by facilitating open dialogue between employees and leaders. At the end of the day, appraisals are meant to help both organizations and employees excel. To make the most out of your review with your manager, it is important to approach the session with a positive and open mindset. View it “as an opportunity for both personal and professional growth rather than mere criticism,” advises Ms.Thikhamporn Khamkaen, Associate Director of Professional Perm, ManpowerGroup Thailand. Likewise, managers conducting the performance appraisal should also keep in mind that reviews are not meant to be a one-sided affair, but a mutually consultative feedback session where both employers and employees can bring up issues important to them. The (Not so) Secret Ingredient to Acing Your Appraisal Preparation is essential for a productive appraisal session. Prior to your review, allocate sufficient time, at least one to two weeks, to reflect on your accomplishments for the year, the challenges faced and areas for improvement. However, as most appraisals are done annually, it is always good to regularly record your work progress and achievements to avoid missing anything, says Ms Loan Cao, Operations Manager, Staffing Outsourcing & HR Consulting Services, ManpowerGroup Vietnam, who recommends doing this weekly or monthly. Tips for Preparing for The Performance Review Conduct a Self-Assessment: Reflect on your performance for the year and evaluate what you have done well, areas that you found challenging and needed more support as well as your goals for the coming year. Prepare information that supports your points, including quantifiable metrics and examples so that you will come across as being more objective. Some questions you can ask to help you get started: What are my key accomplishments and contributions since the last assessment period? What specific skills or competencies have I developed or improved upon? What challenges or obstacles have I encountered, and how did I address them? How have I contributed to team projects or collaborations? What are my career aspirations, and how can I align my current efforts with my long-term goals? What are some of the support I would like to receive from my manager that I think will help me grow? Need help planning a career map? Click here for tips.Don’t Point Fingers: While you are encouraged to provide feedback and share about your challenges, it is important to not turn it into a complain session or point fingers at others for your performance shortfalls. “Avoid going in with the view that ‘I am right, and he is wrong’, otherwise such appraisals would be counterproductive and not helpful to anyone,” advises Mr. Rohit Chattree, Operations Director for Manpower Singapore. Doing so may convey that you lack professionalism and accountability, even if some of your claims may be valid. It may also indicate that you are not receptive to feedback, which can be a red flag for managers. Focus on the Next: Employees should adopt a forward-looking mentality during employee evaluations. “Focus on what is next and what contributions you can make for the projects that are ahead of you” instead of lingering on past achievements, advises Mr. Chattree. If you feel that you did not perform well for the year, take accountability for it, and proactively come up with a plan to address performance issues and how you plan to achieve your goals. The key is to show that you’re receptive to your manager’s feedback and seek to improve. It also helps if you highlight the support you need during the session so that your manager is aware and has a clearer idea of how to help you excel and grow. As you prepare for your performance review, keep in mind that it's not just a review of past achievements, but an opportunity for growth and development. Here's to your success in your next performance appraisal!
Read MoreThe tech industry has a problem. Despite growing rapidly in recent years, and only accelerating due to the pandemic, the participation of women in technology remains disproportionate compared to their male counterparts. According to projections from Gartner, worldwide IT spending is projected to total $4.6 trillion in 2023, an increase of 5.1% from 2022. Yet, women make up just 28% of the tech industry workforce and only 14% of software engineers. This disparity comes despite the increasing demand for tech talent. According to ManpowerGroup’s latest Talent Shortage Survey, 78% of employers in the tech industry report not being able to find the talent they need. And too often, the tech industry is focused only on technical skills, when others including critical thinking, reasoning, creativity, and more, matter just as much. With demand for tech and IT only growing, why can’t we get more women in the industry? Megan Smith, former U.S. Chief Technology Officer has a suggestion. “We need to change the narrative around women in tech from one of scarcity to one of abundance,” Smith says. “There is no shortage of talented women, just a shortage of opportunities and support.” Invest in Education, Experience, and Exposure Women need better support and resources for career development and advancement. Companies should invest in training and mentoring programs that target women and provide them with the skills and networking opportunities they need to advance in their careers. During the Women in the Post-Pandemic World of Work session at the World Economic Forum’s 2023 Annual Meeting in Davos, Switzerland, ManpowerGroup’s Chief Commercial Officer and President of North America Becky Frankiewicz said whether we call it mentorship, sponsorship, or even friendship, it's critical to support women. “I've been the benefactor of many, many women and men who have invested in me, who took bets on me, who saw things in me that I didn't see in myself,” Frankiewicz says. “We were asked recently by our leadership team to reflect over the last year on what's our proudest accomplishments. And without thinking, I said, ‘Enabling a team to achieve things they didn't know they could’ because, to me, that's what helps us unlock in ourselves things that we don't see.” Solutions for Bridging the GapAchieving gender equity in tech is crucial not only for creating a more diverse and inclusive workforce but also for promoting innovation and driving economic growth. Here are some strategies that can bridge the gap and accelerate the path to equity: Addressing Biases in Hiring: One of the significant barriers to achieving gender equity in the technology industry is biased hiring practices. Unconscious biases can prevent women from being hired, promoted, and even recognized for their work. To combat this, companies should implement strategies like blind screening, using gender-neutral language in job descriptions, and utilizing diverse hiring panels to eliminate bias. Providing Opportunities for Professional Development: Professional development opportunities can help women in the technology industry gain the skills, knowledge, and experience necessary to advance in their careers. Companies can provide training, mentorship, and networking opportunities to help women develop the skills and confidence needed to succeed in the technology industry. Supporting Work-Life Balance: The tech industry is known for its long working hours and intense work culture, which can make it challenging for women, and men alike, to balance work and family responsibilities. Companies should provide flexible work arrangements like work-from-home, part-time or reduced hours options, and generous parental leave policies, to help women achieve work-life balance.Creating a Supportive and Inclusive Work Culture: Companies need to create a supportive and inclusive work culture that values diversity and fosters collaboration. This can be achieved through initiatives like employee resource groups, diversity and inclusion training, and policies that promote work-life balance and mental health support. Fixing the Gender Pay Gap: The gender pay gap is a persistent problem in the tech industry. To address this, companies should conduct regular pay audits and ensure that women are paid fairly and equitably. Additionally, companies can create transparency around pay and promotions, providing clear guidelines for how these decisions are made. Increasing Diversity by Providing Access to Digital Technology: In developing countries, and lower-income communities in developed countries, access to tech is often limited which creates a digital divide. As a result, women in these areas are unable to participate fully in tech, limiting their opportunities for education and economic growth. By offering affordable computers, access to the internet, etc., more women will be able to get started with STEM and tech programs and have more resources to pursue education or career opportunities. There is no one-size-fits-all solution to this problem. But what we can’t do is accept the status quo and wait for things to sort themselves out. The time for action is now. And by acting, we can create a more inclusive and welcoming culture, providing access to education and training, and empowering women to become leaders in the industry. In doing so, not only will we be helping women, but we will be able to improve the tech industry, making it more fair, equitable, and sustainable at the same time.
Read MoreOrganizations turn to Manpower for high quality talent and the agility they need to address their specific world of work challenges, with speed.