The future of Industry 4.0 and green technology in the Middle East and North Africa

The meeting was introduced by IndustriALL Global Union MENA regional secretary Ahmed Kamel, and Asma Guitouni of FES. Kamel underlined the importance of the discussions and the development of a union approach, given the accelerated pace of industry 4.0, expansion of the global supply chain of various industries in the region and the impact on workers, while Guitouni spoke of the need for unions to critically engage with the issue.

IndustriALL lead on Green Tech, Matthias Hartwich, gave a detailed introduction about the reality of Industry 4.0, situating it in the context of industrial development since the 18th century. In advanced economies, manual jobs are being replaced by robots. This is not a bad thing : dirty, dangerous jobs have been replaced with clean, safe jobs.

This must be the key demand of trade unions: as new technology raises productivity, workers must demand a just share of the reward. We should abandon unpleasant work and demand clean jobs for all, and shared prosperity.

Hartwich noted that the workforce of the future will be more diverse, and that Industry 4.0 offers opportunities for women as manual jobs that required physical strength are replaced with white collar jobs. He also noted that in Europe, talk of Industry 5.0 has already begun. This integrates the technological advances of Industry 4.0 with the social needs of a Just Transition.

Dr Sami Aouadi, an economics professor at El Manar University in Tunis, presented his research on the implications of Industry 4.0 for the MENA region. The research is based on a survey carried out by IndustriALL in the region in which many union leaders participated. He noted the differences between MENA countries and those in Europe, where much of the pioneering work on this field is being done. Manufacturing plays a smaller role in the economies of the region, which rely heavily on oil and gas, and the public sector plays a much bigger role.

He recommended that trade unions educate their members and disseminate information about industry 4.0. They should work with politicians and government to propose legislation that protects jobs as workplaces transition to using more technology.

Participants raised fears that employers would use technology to get rid of workers, because there is a link between digitalization and the expansion of informal work in the region. Existing labour laws are weak and often not implemented, leaving workers vulnerable.

Dr Aouadi explained that there is little social dialogue in the region, and many manufacturing jobs are low-skilled manual assembly jobs of components manufactured elsewhere, making workers particularly vulnerable to replacement by mechanisation.

MENA countries need to implement industrial strategies that develop and retain skills.

The meeting concluded with an action plan to focus on education and sharing experiences of addressing digitalization, launching a dialogue with employers and to expand the scope of the work to sectoral and company networks while integrating the gender aspect.

^{Photo: © Dana Smillie / World Bank – Ain Beni Mathar Thermo-Solar Power Plant, Morocco.}

South African union and communities march against privatization of Eskom

According to government announcements there are plans to split Eskom into generation, transmission, and distribution units to improve the availability of electricity and end frequent power cuts caused by increasing demand and ageing infrastructure among other factors.

During the march, the National Union of Mineworkers (NUM) which is affiliated to IndustriALL Global Union, presented a list of demands to the Eskom management. These included stopping the unbundling, dissolving the Eskom board and the immediate resignation of the management. The union also wants conditions of service for workers to be reinstated and for a 15 per cent wage increase to be given. Additionally, it demands that the “premature” closing of coal power stations be halted.

Further, the NUM wants the renewable energy power purchase agreements to be reviewed to include Eskom as one the power producers. Currently, renewable power production is done by independent power producers. The union says it supports an energy mix policy that protects jobs, ends poverty, and stops the “looting” of state resources through corruption. The NUM is also urging Eskom to negotiate affordable payment terms with communities in Soweto, Johannesburg, whose power supplies were disconnected.

William Mabapa, NUM acting general secretary says the union is against plans to transform the power utility into a profit-making entity.

“The NUM is against the privatization of state-owned enterprises. Our government must put the interests of the people first before those of private businesses. Eskom is a vital and strategic public utility for the South African economy’s development needs and electricity must be considered a public good.”

Paule France Ndessomin, IndustriALL regional secretary for Sub Saharan Africa says:

“Job security and preservation of benefits are crucial issues for our affiliates – the NUM and the National Union of Metalworkers of South Africa – that organize at Eskom. Additionally, the unions are demanding that community and social interests should be protected in the Just Transition to renewable energy sources. To protect these interests, we call upon the Eskom management to consult with unions and affected communities before any changes are implemented.”

An agreement signed at COP26 will see rich countries funding the decarbonization of Eskom. However, unions are concerned that this will be used as a pretext for privatization, and demand that the parties stick to the Just Transition Declaration.

Ten years after Zhanaozen, Kazakh unions still under pressure

The tragic end to the drawn-out labour conflict came after authorities remained passive, bordering on intentional escalation and succumbing to pressure by the employer.

Not much has changed since in Kazakhstan. Social dialogue is still rarely used to prevent labour disputes. This year has seen a rise in spontaneous strikes in the oil sector due to increased social tension. Workers are demanding increased wages and better working conditions.

The Kazakh trade union movement has been seriously oppressed in the last decade. A regressive law on trade unions was adopted in 2014 which prevents the creation of free and independent unions. In 2017, there were direct attacks on independent unions. The Confederation of independent trade unions of Kazakhstan (KNPRK) was liquidated and the activities of its last remaining affiliate, the Trade union of fuel and energy industry workers, was suspended in February 2021. Union leaders have been harassed, intimidated, arrested and imprisoned.

The anti-union actions weaken Kazakh unions, leaving many workers unprotected.

According to the official data, there has been more than 60 large strikes this year, the majority in the energy and oil sector. All strikes were deemed illegal, and strikers are potentially subject to criminal prosecution.

In June this year, union rights violations in Kazakhstan were in focus at the ILO Committee on the Application of Standards during the International Labour Conference. Despite positive amendment of Kazakh legislation in 2020, the Committee noted the continuing restrictions in practice on the right of workers to form organizations of their own choosing, which undermine the exercise of freedom of association.

The Committee requested the government of Kazakhstan to bring all national legislation in line with the ILO Convention 87, ensure complete investigation of violence against trade union members, stop judicial harassment of trade union leaders and members conducting lawful trade unions activities and drop all unjustified charges, including the ban to conduct trade union activities, resolve the registration of liquidated Confederation and its suspended affiliate, overcome obstacles in registration of trade unions, and refrain from interference into trade unions operations.

“Kazakhstan must comply with international obligations and respect core labour standards and union rights. Free and strong unions that can handle labour disputes with genuine social dialogue will ensure that the 2011 Zhanaozen tragedy will not be repeated,”

says IndustriALL assistant general secretary Kemal Özkan.

IndustriALL’s new leadership team holds first executive committee meeting

President Jörg Hofmann from German union IG Metall opened the meeting, talking about the increasing inequalities in the world, but stressing that together the global union makes up a strong force of solidarity. He said that the fact that the meeting still had to be held virtually, almost two years into the pandemic, was sign of global policy failure.

“The only way back to normality is equitable vaccine access for everyone in the world,”

he added.

As a new leadership team was elected at IndustriALL’s 3rd Congress in September, general secretary Atle Høie explained the new leadership structure and division of responsibilities. The organization needs to be equipped to focus on global union solidarity, securing social justice, equality and equity, with a decent standard of living for all, in line with the new action plan.

The Executive Committee discussed action taken on the resolutions adopted by IndustriALL’s 3rd Congress in September. The pandemic, and the growing complexity of global supply chains, has demonstrated the need for unions to present a united front. Congress passed a resolution on cooperation with other trade union organizations, and a detail programme for effective cooperation with organizations including IndustriAll Europe and other global unions was presented.

Assistant general secretary Kemal Özkan updated participants on steps taken as IndustriALL continues to call for comprehensive economic sanctions against the military junta in Myanmar. The call has been made in a series of meetings and communications with multinationals in the energy, steel and garment industries as well as multistakeholder initiatives.

Hashmeya Alsadawe, from General Trade Union of Electricity Sector Employees of Iraq and women’s committee co-chair, gave a report from the committee’s meeting held last week. Bridging the gender pay gap is among the priorities, as well as enhancing social dialogue and ensuring women are part of discussions on the future of work.

On the resolution Calling for an end to inequalities, sexism, misogyny and gender-based violence in IndustriALL, among affiliates and in the world of work adopted at Congress, IndustriALL assistant general secretary Christine Olivier stressed that gender-based violence and sexual harassment continues to be a reality for many women workers and it is also a reality in many unions.

In the women's conference in 2019, women called on their unions to be agents of change and fight stereotypes that perpertuates discrimination in the workplace and society at large. Christine Olivier reminded affiliates of the important Pledge taken in 2017 to fight gender-based violence in workplaces and in unions, calling on the Executive Committee to take the issue seriously.

Inclusiveness and capacity building are key to ensure a place for young workers in the union. As an organization, IndustriALL must be able to reproduce itself, to build a second level of leadership, which can only be done if young workers are included.

There was a significant debate on how IndustriALL and its affiliates should use the concept of global action days to draw public attention to the importance of reduced inequalities in the world. The Executive Committee agreed to task the secretariat with developing a concept for a global action day on inequality and present it to the affiliates in the first quarter of 2022. The Executive Committee meeting on 30 June next year will decide whether or not this action day will happen.

Delegates expressed confidence in the new leadership team, and in the strength of the organization to confront challenges together. Future executive committee meetings will be held twice a year, once virtually and once physically, if pandemic conditions allow.

UPM cuts down collective bargaining in Finland

The company has said that a company-wide collective agreement is unnecessary, and that work will continue on the basis of “labour law, UPM practices and personal employment contracts.”

The current national agreement for the sector expires at the end of the year. In October 2020, the employer’s group withdrew from national sectoral bargaining, meaning that the national collective agreement needs to be replaced by agreements negotiated with each company.

Unions have negotiated, and in some case concluded, agreements with other companies in the sector, but UPM has refused to engage in collective negotiations with the three unions representing its workers. Instead, the forestry giant is demanding five separate agreements with different groups of workers – and refuses to negotiate with representatives of white-collar workers.

UPM has said that it is willing to negotiate a separate agreement per business area with unions representing blue-collar workers, IndustriALL Global Union affiliates Teollisuusliitto (Industrial Union) and Paperiliitto (Paper Union).

Paperiliitto has announced a three-week strike, starting in January.

UPM has refused all negotiations with the white-collar union Proliitto (Pro Union). In a move clearly intended to undermine the union, the company has also cancelled dues check-off for Proliitto, a practice that has been in place since the 1970s.

The stance of UPM in Finland has raised concerns internationally with unions organizing the company’s plants, and the Uruguayan paper workers’ union FOPCU – also an IndustriALL affiliate – wrote to the CEO expressing concern at the company’s retreat from good practice in industrial relations.

Finnish unions are concerned that UPM’s intransigence, which is unusual in a country typically noted for industrial harmony, will set a precedent in undermining labour market security.

IndustriALL director for pulp and paper, Tom Grinter, said:

“UPM is trying to dilute workers’ collective power by insisting that there is no need for a company-wide agreement. The company believes that it will gain advantage by dividing workers, and hopes that it will cause unions to compete with each other.
“We are here to tell them that this will not work: pulp and paper workers across the world stand united in their condemnation of this unfortunate tactic that undermines the good work achieved over the company’s long history.
“As the only forestry company on the United Nations Global Compact, UPM claims to lead on sustainability – but there can be no sustainability without workers’ rights, including the right to bargain collectively.”

UPM was started as United Paper Mills in the early 1870s.

^{Photo: UPM}

FEATURE: Why does IndustriALL support sanctions in Myanmar?

FEATURE

From Global Worker No. 2 November 2021

Country:Myanmar

Text Walton Pantland

As a consequence of this decision, IndustriALL has written to multinational companies with business relations in Myanmar, including major energy and steel companies and fashion brands, asking them to cease their operations. Several have responded positively. IndustriALL has also approached multi-stakeholder initiatives to seek support for the campaign.

Why did IndustriALL take this decision?

The call for sanctions came from trade unions in Myanmar, and was debated at length within IndustriALL and its affiliates over the summer. A representative of an IndustriALL affiliate, the Industrial Workers Federation of Myanmar (IWFM), addressed Congress to ask delegates to support the campaign for comprehensive economic sanctions. IndustriALL trusts the judgement of affiliates, and of the organizations that comprise the Myanmar Labor Alliance, on the most appropriate course of action for themselves. Support for sanctions was a statement of solidarity with a beleaguered labour movement suffering under a brutal military regime. Congress delegates felt they were are not in a position to criticize demands made by unions in an extreme situation.

Virtually the entire labour movement in Myanmar, under the umbrella of the Myanmar Labor Alliance, which includes the Confederation of Trade Unions of Myanmar and the IWFM, is part of the campaign for comprehensive economic sanctions. Unions in Myanmar made a judgement call: although sanctions would be painful, the human rights abuses committed by the military were so extreme that the priority had to be overthrowing the regime as soon as possible.

The call for sanctions does not exist in isolation, but is part of a coordinated campaign to isolate the military junta, by imposing an arms embargo and denying it diplomatic recognition at UN bodies. The Myanmar unions call for international recognition of the National Unity Government (NUG), made up of the democratically-elected lawmakers who were ousted in the coup. However, they maintain independent policy, based on workers’ demands. The NUG opposes comprehensive sanctions, but has called on citizens to join an uprising against the regime. The unions prefer the non-violent solution of sanctions, diplomatic pressure and industrial action.

The call for sanctions has been widely criticized, both by apologists for the military regime, and by those acting in good faith who support democracy in Myanmar. Most criticism points out that sanctions will cause job losses and further hurt workers who are already suffering. Some also say that there was insufficient consultation with workers prior to the decision. Critics support their position by finding examples, usually anecdotal, of workers opposing sanctions, and calling for constructive engagement and targeted sanctions against only those companies with military links.

The labour movement in Myanmar has responded to critics by pointing out that while they cannot claim to represent every worker in the country, democratic union structures are more representative than anecdotal data. They stress that due diligence and constructive engagement is impossible due to the nature of the human rights abuses. Factory owners have passed the details of trade union members to the military. Many trade unionists have been arrested, some have been killed, and many more are in hiding. The regime launched a large scale offensive campaign aimed at crushing opposition, recently shelling a town in Chin province with heavy artillery. So far, the military has killed more than 1,200 people.

Historical precedent

Although it is unusual for trade unions to call for economic sanctions against their country and against their employers, it is not without precedent. During the struggle against apartheid, unions in South Africa called for comprehensive economic sanctions against the country, a boycott of all South African goods, and for foreign companies to disinvest from the country. The call for boycott and sanctions was controversial at the time, both within South Africa and internationally, with many calling for constructive engagement with the racist regime.

Two factors were important in the case of South Africa: sanctions were not an isolated tactic, but part of a comprehensive struggle against the apartheid regime, and the call for sanctions came from the workers who would be most affected.

The sanctions call was never universally supported by all workers – but as the apartheid government increased its brutality in the 1980s, assassinating political leaders and using the army to maintain order in workers’ neighbourhoods, a majority came to support the idea that “sanctions hurt, but apartheid kills.”

In 1984, unionized supermarket workers at Dunnes Stores in Dublin, Ireland, refused to handle South African fruit, eventually striking for three years until the Irish government banned South African imports. Support for sanctions grew within the global labour movement, leading to the economic and political isolation of the regime. The economic basis of the regime was further undermined by waves of industrial action and civil disobedience within South Africa. As a result, apartheid quickly became unsustainable and the regime was forced to negotiate a transition to democracy.

Are sanctions in Myanmar working?

The February coup in Myanmar faced significantly more resistance than the military junta anticipated. Widespread resistance saw the launch of the Civil Disobedience Movement, strikes by workers and the refusal of the civil service to work under the regime. This led the regime to act with increased brutality, using military special forces, who are usually deployed to suppress ethnic minorities in border regions, against ordinary people in the cities.

Despite this repression, the military regime has not yet been able to consolidate its control of the country, and resistance remains strong. To support the military offensive, the regime has to purchase weapons from countries that are unlikely to extend credit indefinitely.

Myanmar is currently close to economic collapse. The value of the currency has dropped by 30 per cent, and the economy has contracted by 18 per cent since the beginning of the coup. This is likely to grow as more companies finalize orders and leave the country. Sanctions are making it much more difficult for the regime to operate.

The strategy of those who support sanctions is to starve the regime of all resources so that it collapses as soon as possible, before it is able to consolidate its power and begin to normalize diplomatic relations. Unless the regime finds generous foreign backers, it will not to be able to sustain the current levels of oppression.

PROFILE: Divided we beg, united we bargain, says Eswatini union

UNION PROFILE

From Global Worker No. 2 November 2021

Country: eSwatini

Union: Amalgamated Trade Union of Swaziland (ATUSWA)

Text: Elijah Chiwota

Formed in 2013 from a merger of three unions including the Swaziland Processing and Allied Workers Union (SPRAWU) and MQAWUS, ATUSWA has 4,000 members, 65 per cent of whom are women.

After a turbulent foundation, ATUSWA, is beating the odds, and continuing to grow its membership by organizing more workers in the textile and garment, and other manufacturing sectors.

A typical ATUSWA recruitment and organizing drive involves going to factory premises, waiting for the lunch break, and then persuading workers to join the union. Although this strategy is limited in a Covid-19 lockdown situation, the union is adapting and using other methods that include mobile apps and social media. For instance, the union has developed an app that links workers to union documents and core labour laws. Further, the union successfully campaigned for the payment of benefits to workers who were retrenched because of the pandemic. This resulted in over 20,000 workers benefiting from the Eswatini National Provident Fund.

The union says it visits workplaces regularly to investigate and confront employers when workers report violations. Xolile Dlamini from Swazi Africa Textile who has been an ATUSWA member for five years explains why joining the union is one of the best decisions she has made:

“Non-unionized workers are ill-treated and insulted. The employers put us under a lot of pressure to meet targets that sometimes you feel like crying. And the union is the organization to go to when you feel abused. Every so often the employers tell you that you will do whatever they ask you to do. But once we become union members, we are able to tell them to stop the verbal abuse and to respect our rights.”

As a tactic to attract and retain members, the union is campaigning for permanent jobs, and against the employment of workers through labour brokers. Additionally, the union want minimum wages of at least E3500 (US$229), rental housing policies that protect workers, and unemployment benefit funds against Covid-19 job losses.

“The workers of Eswatini must unite and fight for a living wage and decent working conditions. As we campaign for living wages, we are demanding wage increases that cover the increasing cost of living and price hikes,”

said ATUSWA secretary general Wander Mkhonza.

Retaining members is not always easy as some workers join the union and leave after a few months. To deal with this the union is considering increasing its benefits to members and negotiating agency shop agreements that benefit all workers. This can attract those workers who are reluctant to join the union.

Although there is potential for the union to increase the membership often it faces resistance from some employers. For example, after organizing 1200 workers at Juris Manufactures, the company only submitted dues for 482 members. The employers behave this way even when the union has signed recognition agreements.

ATUSWA also supports labour law reforms that will protect unions from union busting and bashing by employers. According to the union, Taiwanese-owned FTM Garments continue to violate trade union rights especially the right to organize and collective bargaining, while other employers are dragging the union to the courts. Currently the union has five pending court cases on recognition agreements whilst other cases are at the Commission for Mediation Arbitration and Conciliation. According to the union these cases are an attempt by employers to bankrupt the union as they take long, and the legal fees are expensive.

Currently, the union’s collective bargaining forums are not centralized, and the union would like to change this. In proposed amendments to the Industrial Relations Act, the union wants the collective bargaining forums to be centralized as this is beneficial to workers.

The union sees workers education as fundamental to trade union development and the capacity development of its members. To this end the union has trained four educators and intends to increase the numbers to commit at least 20 per cent of its funds to education.

ATUSWA is part of the unions and civil society organizations that are demanding democratic reforms and an end to Africa’s last absolute monarchy in Eswatini which is ruled by King Mswati III. The union believes the struggles of the community are also the struggles of workers.

“ATUSWA is demanding change. We want democracy, freedom, and equality. Pro-democracy MPs, Mduduzi Bacede Mabuza and Mthandeni Dube, who are facing ‘terrorism’ charges must be released and freedom of expression respected. National wealth cannot be in the hands of the king alone, but must be shared equitably,”

says Jabu Chauke, ATUSWA, 1st deputy secretary general and senior shop steward at garment manufacturer Fashion International Swaziland.

PROFILE: FESITEX united workers in Nicaragua

UNION PROFILE

From Global Worker No. 2 November 2021

Country: Nicaragua

Union: FESITEX

Text:

By representing, organizing and defending the rights and interests of the maquila workers in Nicaragua, its principal remit is to encourage and strengthen unity of action by trade unions. The union’s main policies are aimed at developing a policy of alliances, affiliation and exchange and solidarity in trade union, political and party matters, at both national and international level.

Training, communication and advocacy with a gender perspective are guiding principles in the process of growth and strengthening of trade unions in the federation of unions of the textile industries. The Federation proposes to incorporate and put into practice a comprehensive strategy with a gender perspective and inclusion of the LGBTIQ + population in union structures. The last three years have seen the implementation of a campaign to eradicate violence and harassment in the workplace, aiming to create mechanisms to prevent it and to influence the government to ratify ILO Convention 190.

Training for union leaders, legal advice, contact networks, regional and international exchange workshops and recruitment campaigns are also important activities.

“21 per cent of union leaders in the sector are young people under 30. As an incentive, FESITEX sets out motivating trade union activity, which promotes and encourages cultural and social activities that go beyond the workplace,”

says FESITEX general secretary, Pedro Ortega Méndez.

Union win

Earlier this year, garment manufacturer Tegra Global announced the closure of its New Holland Apparel plant and the termination of its 966 workers. NUPA, part of FESITEX, affiliated to IndustriALL, called for talks with Tegra Global to secure additional benefits for the workers.

After three days of negotiation between a committee of local and global Tegra directors and a union committee made up of representatives from NUPA, FESITEX and IndustriALL, a settlement was reached on 4 June.

“This win will give strength to the struggle of Central American textile workers and build working class consciousness in the region. We have shown that, as long as we are united and organized, we can win economic and social demands, even if the company is leaving the country,”

says Pedro Ortega Méndez.

Fact box

FESITEX, established in 1990, is affiliated to IndustriALL Global Union and represents 10,000 members through 16 local unions.

Twitter: @fesitex

Facebook: @fesitex.nicaragua.5

Coal miners in Ukraine demand elimination of wage arrears

Large wage arrears at state-owned coal mines have again triggered local protests. On 2 December, 90 miners in the Almazna mine in Dobropolye, stayed underground after their shift ended, demanding payment of wages since October.

After negotiations with company management, the miners got up to the surface and wages were partially paid the following day. However, the debt remained, causing more protests with workers refusing to enter the mine. A few days later, mine drivers joined the protest.

In Lviv, 32 miners at the Chervonogradskaya mine remained underground on 7-8 December, demanding wages owed since July. Miners from other mines that belong to the same company have joined the protest on the surface, and the protest is continuing. Their demands also include increasing tariff rates in accordance with current legislation and industry agreement, and setting an objective price for coal.

Following the protests, most state-owned coal mines received budget funds on 9 December and partially paid wage arrears to miners, totalling UAH335,8 million (US$12.4 million). However, remaining wage arrears still exceed UAH2 billion (US$74.3 million).
According to NPGU chair Mikhailo Volynets, who is a member of parliament, despite requests to increase the 2022 state budget and allocate sufficient funds for the coal mining industry, the ruling party again approved low figures.

“The state budget for 2021 had no funds for health and safety measures. There is a shortage of portable self-contained rescue devices; at Lisichanskugol they amount to 51.5 percent, and at Pervomaiskugol to only 40.1 percent of the required amount, as well as a shortage of rechargeable lamps. State-owned mining companies mostly failed to complete the required OHS training,"

says Mikhailo Volynets.

In addition, underfunding of the industry has led to poorer health and safety at state-owned coal mines. This year, the injury rate has increased by 22.8 percent compared to last year and eight coal miners have died at work.

“It is shameful that miners, who earn a living in hazardous conditions, are only paid three or four times a year, instead of monthly. This must be rectified immediately, with the state budget allocating funds, ensuring timely wage payment and proper health and safety measures,”

says Kemal Özkan, IndustriALL assistant general secretary.

Building union power in the renewables supply chain

This was the key question that emerged from IndustriALL Global Union’s webinar on Building union power in renewables,held on 9 December, with experts from the International Renewable Energy Agency (IRENA), an intergovernmental knowledge, policy and finance centre.

Ulrike Lehr and Michael Renner from IRENA gave a summary of what an energy transition pathway could mean in terms of the economy, employment, and human welfare.

IRENA’s research on Renewable Energy and Jobs shows that the global pandemic has not slowed down the growth of renewable energy, and highlights the tight connections between the environment, the economy and human well-being.

The growing challenges of climate change reinforce the need for a just and inclusive transition toward sustainable, decent, climate-friendly jobs. The transition is well under way: in 2020 the renewable energy sector employed over 12 million people, and IRENA’s projections show that this number will only increase with time.

Ulrike Lehr, presenting scenarios for the future, stressed that “renewable energy jobs will increase to 43 million by 2050. While this is reassuring, all stakeholders need to be onboard.”

Michael Renner explained:

“Technological advance influences employment creation in renewable energy, resulting in a reduction in costs. As renewable energy gets cheaper it becomes more competitive than fossil fuels, and employment increases. In parts of the value chain relating to the manufacture of equipment, and construction and installation, jobs will be created. As more and more capacity is installed over time, you will have more jobs in operations and maintenance.”

Just weeks after taking part in COP26, where trade unions made their demands clear, IndustriALL energy director Diana Junquera Curiel highlighted what these developments mean for unions.

“We need to support our affiliates throughout the supply chain. This can’t happen if we can’t ensure decent jobs, decent wages, labour rights and health and safety.

“We need a holistic approach that enables a more sophisticated understanding of not only the energy sector, but the economy, society and the planet" said Junquera.

“We are here to support workers in the changing world. Let us embrace the change towards green technologies and take the lead in training measures – thus we must make sure that the transition is a just one””, said Matthias Hartwich, IndustriALL director for mechanical engineering and base metals.

Hartwich explained how mechanical engineering can be part of the solution, through green technology, giving industries a chance to engineer a better future.

A country’s ability to create jobs in renewable energy depends on its economic structures and capabilities. What dependencies does a country have, in terms of commodities, technology, and geographic footprint, and to what extent are they actively trying to localize capacity for renewable energy? Advancement in each country depends on national policymaking.

Kan Matsuzaki, IndustriALL assistant general secretary, spoke about building union power in the renewable supply chain. He explained that while IndustriALL supports affiliates with global framework agreements, networks and policy research, a more strategic approach is needed to ensure that affiliates are actively engaged in the transformation ahead.

IRENA’s experts explained that there is a need to actively address skills training, labour market measures and gender policies . There is a lot of work to be done to overcome the barriers that women face in the renewables industry. Better networks, and mentorships to support women, are needed.

Atle Høie, IndustriALL general secretary, concluded:

“We have a huge task ahead of us. As we transition from fossil fuels towards renewable energy, the new jobs that will be created will be in sectors that we represent. We need to make sure they are good organized jobs.”