Sunak's climate shift is out of touch with the demands of the UK's workforce – here's why
The proposal was outlined in the 2023 king’s speech to parliament, where he set out the government’s priorities ahead of the next general election.
- The proposal was outlined in the 2023 king’s speech to parliament, where he set out the government’s priorities ahead of the next general election.
- Sunak has justified his watered-down climate policy by saying it will protect British jobs in the oil and gas industry and make the UK more energy independent.
- Recent polling also suggests that swing voters now view the Conservatives less favourably because of their focus on oil and gas.
Taking leadership
- Our findings are unambiguous: nearly eight out of ten UK workers expressed that they were either very or fairly concerned about climate change.
- Every second UK worker believes that the UK is already witnessing the effects of climate change and urgently requires climate action.
- Most workers expect the government to show leadership and act, with 63% identifying the government as having the greatest responsibility for addressing climate change.
- Seven in ten workers expect cleaner air and enhanced soil and water quality.
- Six in ten workers feel that increased health and wellbeing would accompany this transition.
Finding green jobs
- Most of these workers said they would consider switching to a green job because they find the prospect of working in the green economy both interesting and meaningful.
- The prospect of lower pay, the time needed to retrain, and the cost of retraining are all seen as significant barriers for workers considering a move into green jobs.
- The foundation estimates that workers need between six and 18 months of additional training, on average, to access green jobs.
- Many workers are willing to retrain and switch to doing a green job.
- Some say they already possess a good skills base for employment in the green economy, and are willing to spend more time on training.
Vera Trappmann receives funding from Research England and Hans-Böckler Foundation. The study upon which this article is based was done in collaboration with Dr. Felix Schulz and Dr. Ursula Balderson, both colleagues at the Centre for Employment Relations Innovation and Change (CERIC), Leeds University Business School. Jo Cutter receives funding from Reseach England