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Youthquake Meets Green Economy

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Read the report: https://accntu.re/35Yran7 Three business imperatives to attract young talent and thrive in the green economy.

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Why businesses need to care Youthquakemeets greeneconomy
Lureofthe greeneconomy What do young people want in a job? They want what young people have always wanted: good pay, stability, opportunity. But increasingly, they also want to work in the green economy. Whether it’s helping economies transition to cleaner transportation or enabling the region to decarbonize, young people want to solve the biggest environmental challenges facing their generation.
Youthwith highaspirations: TheAsiaPacific difference
The idea of working toward a more sustainable environment has great appeal to young people all over the world. And young people in APAC are leading the way. Aspirations to work in the green economy within the next ten years Percentage of respondents 77% 57% 52% 23% 43% 48% APAC Europe United States Sample size: APAC, n=17,000; Europe, n=7,500; US, n=2,000 Source: Accenture Youth Survey, May 2021 Young people who aspire to get a job or pursue a career in the green economy within the next ten years “Aspiring” Young people who feel that it is neither important to secure a job nor likely to pursue a career in the green economy within the next ten years “Indifferent” There is just one problem. Many of these green jobs don’t exist yet.
Over the next 10 years, 32.6 million green jobs are expected to be created in five countries: Australia, China, India, Indonesia and Japan. New job potential in 2030 Total jobs (Millions) across Australia, China, India, Indonesia and Japan Source: Accenture analysis HowmanygreenjobswillbeavailableforAPAC’s aspiringyoungpeople?
Whereaspirations meetreality Although 32.6 million green jobs over the next 10 years sounds impressive, this number still falls short of the high demand from the region’s 665 million young people active in the labor force in 2020. What can companies do as the demand for—and supply of—green jobs continue to grow? They need to start acting now to design the jobs that will attract motivated, young people with a variety of skill levels.
Flip the script—for your future’s sake. Deliberately design “green collar” jobs to spark innovation. Make everyone part of the green transition. 01 02 03 ThreeimperativesforcompaniesinAPAC toattractyoungpeople
Flipthescript—for yourfuture’ssake The best of Asia Pacific’s young will see through any efforts that don’t go beyond rebranding: green change initiatives must be both genuine, and boldly transformational. To show that they are committed to a green economy transition, companies should focus on two strategic priorities: 1. Create new green businesses that are decoupled from legacy businesses. 2. Build internal capabilities for sustainability across all business divisions. 01
Deliberatelydesign “greencollar”jobsto sparkinnovation Today’s sustainability challenges demand fresh, hybrid solutions. To build these solutions faster, companies can bring in a mosaic of talent profiles into new types of teams by: 1. Seeking out expertise will be required in unusual combinations such as chemical engineering-plus-innovation and climate science-plus-AI. 2. Granting creative freedom to innovators while supplying them with the latest instruments, such as advanced data platforms, analytical tools and new technologies. 02
Makeeveryone partofthegreen transition Industries such as construction and manufacturing—where we estimate 76 percent of the new green jobs to be created—will have a large proportion of entry-level roles that require vocational qualifications. Companies should see this as an opportunity and take three actions: 1. Invest in baseline training programs that certify incoming semi-skilled or unskilled workers and establish on-the-job “upskilling” and specialization pathways for employees. 2. Open entry-level employment paths through academic and vocational institution alliances. 3. Create exchange and rotation programs between legacy and new business lines. 03
Puttinggreen economyonthe CXOagenda To care about what young people want is to care about your own future.
Business leaders need to ask themselves three key questions as they pursue a place in the green economy. Corporate practices now Appoint a Chief Sustainability Officer. Double down on active stakeholder engagement campaigns. Set ambitious talent diversity targets. What boards want to know next A dedicated Chief Sustainability Officer is a good start, but not the step- change we need. What are we doing to ensure that our actions do not run the risk of “greenwashing”? Signaling commitment to more sustainable growth that benefits all stakeholders is a good start, but we need to also keep our promises. How will we tangibly measure our non-financial performance (i.e., Environmental, Social, Governance, and other dimensions)? Talent diversity targets are now a baseline expectation. We need new job-related targets. How will we create new “green collar” jobs, needed to attract aspiring young people? And how will we ensure that our existing talent can succeed in the green economy of the future?
Connectwithourexperts Gianfranco Casati Dr. Vedrana Savic Valentin de Miguel Trevor Gruzin Yoshinori Tachibana Chief Executive Officer, Growth Markets Managing Director, Thought Leadership at Accenture Research Senior Managing Director and Strategy & Consulting Lead, Growth Markets Senior Managing Director, Growth & Strategy, Growth Markets Senior Managing Director, Accenture Japan Gianfranco Casati is the chief executive officer of Accenture in Growth Markets, with management oversight for all industries and services of Accenture’s business in Asia Pacific, Africa, the Middle East and Latin America. He is also a member of Accenture’s Global Management Committee. Gianfranco has helmed his current role since 2014. Prior to this role, Gianfranco was group chief executive of Accenture’s Products group, which served clients in the air, freight and travel services; automotive; consumer goods and services; industrial equipment; infrastructure and transportation services; life sciences; and retail industries. Vedrana Savic is a global thought leader and published author in top business and academic journals. Her work is focused on green economy, value creation in the post-digital age, organizational renewal, portfolio innovation strategy and industry disruption. She has extensive experience in corporate strategy and management consulting and has advised executive teams of large companies across Asia Pacific, US and Europe. Valentin de Miguel leads Accenture Strategy & Consulting for Growth Markets—in the market units of Asia Pacific, Africa, Middle East and Latin America. In this role, he is focused on helping C-suite executives develop strategies to transform and reimagine their organizations to enable continuous innovation, from idea to execution. Trevor Gruzin is the senior managing director responsible for Growth & Strategy for Growth Markets. His role focuses on advising companies and governments on strategy (Business, IT, Digital), innovation applied to business and operating models, and transformation. His specific focus is on how technology can disrupt companies and industries. He is a member of the Accenture Global Leadership Council as well as the Accenture Strategy Leadership Team and the Growth Markets Leadership team. Yoshinori Tachibana is the senior managing director responsible for overall business operations of Accenture Japan. He also leads several strategic business initiatives in Accenture Japan such as Supply Chain & Industry X. His career background is Technology Strategy and Digital thus utilizing the expertise for client services and internal strategy development and operations. He co-authored the books "Strong IT Strategy” (Toyo Keizai) in 2008 and "X-Tech 2020” (Nihonkeizai) in 2019. Acknowledgments The authors would like to thank Amy Chng, Koteswara Ivaturi, Lydia Pretty, Jenni Lai, Michelle Ganchinho, Rebecca Tan, Gargi Chakrabarty and David Light for their contributions to this report. Read the full report: Youthquake Meets Green Economy
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Youthquake Meets Green Economy

  • 1. Why businesses need to care Youthquakemeets greeneconomy
  • 2. Lureofthe greeneconomy What do young people want in a job? They want what young people have always wanted: good pay, stability, opportunity. But increasingly, they also want to work in the green economy. Whether it’s helping economies transition to cleaner transportation or enabling the region to decarbonize, young people want to solve the biggest environmental challenges facing their generation.
  • 4. The idea of working toward a more sustainable environment has great appeal to young people all over the world. And young people in APAC are leading the way. Aspirations to work in the green economy within the next ten years Percentage of respondents 77% 57% 52% 23% 43% 48% APAC Europe United States Sample size: APAC, n=17,000; Europe, n=7,500; US, n=2,000 Source: Accenture Youth Survey, May 2021 Young people who aspire to get a job or pursue a career in the green economy within the next ten years “Aspiring” Young people who feel that it is neither important to secure a job nor likely to pursue a career in the green economy within the next ten years “Indifferent” There is just one problem. Many of these green jobs don’t exist yet.
  • 5. Over the next 10 years, 32.6 million green jobs are expected to be created in five countries: Australia, China, India, Indonesia and Japan. New job potential in 2030 Total jobs (Millions) across Australia, China, India, Indonesia and Japan Source: Accenture analysis HowmanygreenjobswillbeavailableforAPAC’s aspiringyoungpeople?
  • 6. Whereaspirations meetreality Although 32.6 million green jobs over the next 10 years sounds impressive, this number still falls short of the high demand from the region’s 665 million young people active in the labor force in 2020. What can companies do as the demand for—and supply of—green jobs continue to grow? They need to start acting now to design the jobs that will attract motivated, young people with a variety of skill levels.
  • 7. Flip the script—for your future’s sake. Deliberately design “green collar” jobs to spark innovation. Make everyone part of the green transition. 01 02 03 ThreeimperativesforcompaniesinAPAC toattractyoungpeople
  • 8. Flipthescript—for yourfuture’ssake The best of Asia Pacific’s young will see through any efforts that don’t go beyond rebranding: green change initiatives must be both genuine, and boldly transformational. To show that they are committed to a green economy transition, companies should focus on two strategic priorities: 1. Create new green businesses that are decoupled from legacy businesses. 2. Build internal capabilities for sustainability across all business divisions. 01
  • 9. Deliberatelydesign “greencollar”jobsto sparkinnovation Today’s sustainability challenges demand fresh, hybrid solutions. To build these solutions faster, companies can bring in a mosaic of talent profiles into new types of teams by: 1. Seeking out expertise will be required in unusual combinations such as chemical engineering-plus-innovation and climate science-plus-AI. 2. Granting creative freedom to innovators while supplying them with the latest instruments, such as advanced data platforms, analytical tools and new technologies. 02
  • 10. Makeeveryone partofthegreen transition Industries such as construction and manufacturing—where we estimate 76 percent of the new green jobs to be created—will have a large proportion of entry-level roles that require vocational qualifications. Companies should see this as an opportunity and take three actions: 1. Invest in baseline training programs that certify incoming semi-skilled or unskilled workers and establish on-the-job “upskilling” and specialization pathways for employees. 2. Open entry-level employment paths through academic and vocational institution alliances. 3. Create exchange and rotation programs between legacy and new business lines. 03
  • 11. Puttinggreen economyonthe CXOagenda To care about what young people want is to care about your own future.
  • 12. Business leaders need to ask themselves three key questions as they pursue a place in the green economy. Corporate practices now Appoint a Chief Sustainability Officer. Double down on active stakeholder engagement campaigns. Set ambitious talent diversity targets. What boards want to know next A dedicated Chief Sustainability Officer is a good start, but not the step- change we need. What are we doing to ensure that our actions do not run the risk of “greenwashing”? Signaling commitment to more sustainable growth that benefits all stakeholders is a good start, but we need to also keep our promises. How will we tangibly measure our non-financial performance (i.e., Environmental, Social, Governance, and other dimensions)? Talent diversity targets are now a baseline expectation. We need new job-related targets. How will we create new “green collar” jobs, needed to attract aspiring young people? And how will we ensure that our existing talent can succeed in the green economy of the future?
  • 13. Connectwithourexperts Gianfranco Casati Dr. Vedrana Savic Valentin de Miguel Trevor Gruzin Yoshinori Tachibana Chief Executive Officer, Growth Markets Managing Director, Thought Leadership at Accenture Research Senior Managing Director and Strategy & Consulting Lead, Growth Markets Senior Managing Director, Growth & Strategy, Growth Markets Senior Managing Director, Accenture Japan Gianfranco Casati is the chief executive officer of Accenture in Growth Markets, with management oversight for all industries and services of Accenture’s business in Asia Pacific, Africa, the Middle East and Latin America. He is also a member of Accenture’s Global Management Committee. Gianfranco has helmed his current role since 2014. Prior to this role, Gianfranco was group chief executive of Accenture’s Products group, which served clients in the air, freight and travel services; automotive; consumer goods and services; industrial equipment; infrastructure and transportation services; life sciences; and retail industries. Vedrana Savic is a global thought leader and published author in top business and academic journals. Her work is focused on green economy, value creation in the post-digital age, organizational renewal, portfolio innovation strategy and industry disruption. She has extensive experience in corporate strategy and management consulting and has advised executive teams of large companies across Asia Pacific, US and Europe. Valentin de Miguel leads Accenture Strategy & Consulting for Growth Markets—in the market units of Asia Pacific, Africa, Middle East and Latin America. In this role, he is focused on helping C-suite executives develop strategies to transform and reimagine their organizations to enable continuous innovation, from idea to execution. Trevor Gruzin is the senior managing director responsible for Growth & Strategy for Growth Markets. His role focuses on advising companies and governments on strategy (Business, IT, Digital), innovation applied to business and operating models, and transformation. His specific focus is on how technology can disrupt companies and industries. He is a member of the Accenture Global Leadership Council as well as the Accenture Strategy Leadership Team and the Growth Markets Leadership team. Yoshinori Tachibana is the senior managing director responsible for overall business operations of Accenture Japan. He also leads several strategic business initiatives in Accenture Japan such as Supply Chain & Industry X. His career background is Technology Strategy and Digital thus utilizing the expertise for client services and internal strategy development and operations. He co-authored the books "Strong IT Strategy” (Toyo Keizai) in 2008 and "X-Tech 2020” (Nihonkeizai) in 2019. Acknowledgments The authors would like to thank Amy Chng, Koteswara Ivaturi, Lydia Pretty, Jenni Lai, Michelle Ganchinho, Rebecca Tan, Gargi Chakrabarty and David Light for their contributions to this report. Read the full report: Youthquake Meets Green Economy