Introduction
With climate change, depletion of natural resources, and environmental degradation dominating global news, there is a growing call for individuals, businesses, and communities to adopt green practices. In 2024, the global average temperature reached 1.6 degrees Celsius above pre-industrial levels, marking the hottest year on record and the first to surpass the 1.5- degree threshold outlined in the Paris Agreement to reduce the impact of climate change (Global Climate Highlights, 2024). According to IRENA, investments aimed at achieving net-zero carbon emissions in the energy sector by 2050 are projected to generate tens of millions of jobs worldwide (World Energy Transitions Outlook, 2023). This surge in demand is driven by consumer preferences for eco-friendly products and services, as well as regulatory pressures. The International Labour Organisation (ILO) has emphasised the need to build green skills to create a low-carbon economy. Organisations like Fujitsu and Abzil Corporation create environmental awareness among employees at all levels through workshops and seminars organised as part of the company-wide training system, as well as specialised training for those responsible for executing tasks that are likely to cause significant environmental damage.
Concept
Green Training is one of the dimensions of Green Human Resource management, which incorporates environmental
sustainability into the conventional human resource practices. It is a conscious effort to align organisational practices with the global Sustainable Development Goals (SDGs). It is the foundation for developing environmentally friendly behaviour among individuals and communities. It goes beyond the idea of merely conducting workshops and events that revolve around the four Rs: recycle, reduce, reuse and recover. It aims to create a deep understanding of the relationship between human actions and natural ecosystems, while also encouraging the adoption of green practices across various sectors. It facilitates the achievement of environmental sustainability through awareness and informed decision-making.
In business organisations, the focus of green training is equipping employees with the required skills to enhance energy efficiency, use renewable resources, reduce wastage and carbon emissions, thereby enabling companies to reduce their environmental footprint while still maintaining profitability and ensuring compliance with environmental laws and regulations. Educational institutions integrate environmental knowledge into their general
educational system with the aim of grooming environmentally conscious individuals who are committed to achieving environmentally sustainable goals. Community-level training programmes emphasise practical initiatives at the local level, such as conserving water, reducing waste, and safeguarding biodiversity.
Misconceptions
Green Training faces scepticism due to preconceived notions, which mainly include the following: It is merely a corporate tactic that does not provide tangible and measurable benefits. Green training takes a very long duration, and its effectiveness depends on the availability of resources and skilled professionals, resulting in additional costs for the organisation. It is restricted to activities such as waste segregation at source or the installation of water-efficient fixtures and does not necessarily promote eco-friendly behaviour. It is feasible for large organisations, but medium and small organisations cannot afford them owing to resource constraints. It is limited to specialised positions, and individuals with limited or no environmental knowledge cannot be trained effectively.
Addressing the “Myth” Perception
Green Training is a practical approach to improving the environmental performance of organisations, backed by research and policy. The misconceptions stem from notions about implementation, effectiveness, and accessibility that impact how Green Training is perceived and implemented, undermining its transformative power. Over statements on the potential of green training to provide immediate environmental benefits or boost
employment opportunities in the environmental sector might fuel such scepticism.
It is not a corporate tactic, but a strategic imperative.
It goes beyond being a requirement for Corporate Social Responsibility reports. It is a strategic necessity. Recent studies conducted across countries and sectors, such as manufacturing and construction, show that many
business organisations have been incorporating green training into their existing training frameworks, with many of them experiencing tangible benefits. Surveys conducted in countries such as China, Pakistan and Malaysia have revealed that organisations adopting green training have witnessed an improvement in their environmental and overall performance. Green Training influences employees’ environmental consciousness, thereby creating an intrinsic motivation to behave in an eco-friendly manner. It fosters long-term sustainability by shaping employee behaviour and supporting innovations, such as energy-efficient technologies, which results in improved environmental performance. Nevertheless, factors such as green competencies, motivation, and support from top management can mediate the relationship between green training and environmental consciousness, which can lead to creative solutions for environmental challenges.
Long-term benefits outweigh the initial costs.
It provides many benefits, which include but are not limited to cost-cutting, regulatory compliance, and enhanced environmental reputation. The training costs may be high initially, but can be lowered through customised training and subsidised apprenticeships. It results in operational savings through lower electricity bills, waste disposal costs, and so on.
It is not limited to those with prior environmental education or high-profile jobs.
The educational background of employees may impact how they respond to training. Environmental education provides a foundation for understanding and applying Green Training concepts. However, employees without
specialised environmental education can also benefit from Green Training. Customising content based on prior environmental knowledge can make green training effective, irrespective of the level of knowledge of environmental
sciences. The European Training Foundation has debunked myths about green skills, noting that they are not exclusive to environmental sectors or high- profile jobs but apply to all sectors and can be cost-effective if tailored to
specific roles; for example, procurement teams can focus on sustainable sourcing and manufacturing teams can concentrate on waste reduction.
It can be implemented in all organisations, irrespective of their size.
Small and medium-sized organisations can partner with external consultants or industry associations who can provide the necessary support for
implementing green training. These organisations focus on short-term profits, but collectively have a massive environmental impact. By adopting green training, they can generate greater environmental benefits owing to their agility and closer employee relationships. For example, millions of
medium-skilled workers in Germany, such as roofers fitting solar panels or energy-efficient retrofits, incorporate green skills into their existing roles.
Challenges and Critical Considerations
There are cross-country differences in the Green Skills Index, which plays an important role in the creation of green jobs (OECD Economics Department Working Paper, 2023), indicating challenges related to resources. Not all
organisations have in-house environmental experts. Lack of skilled trainers can impede the effectiveness of training, especially for workers with less
formal education. Lack of proper infrastructure and cultural resistance can hinder the effectiveness of green training, particularly in contexts where employees lack prior environmental education. Faculty members of
universities opposing mandatory sustainability courses and citing curriculum overload can also hinder training. Quantifying the benefits of green training can be challenging.
Green Training is incomplete without
complementary practices like Green Recruitment and Performance Management. Recruiting employees with environmental commitment can make them more receptive to green training and can attract more such
candidates in the future. Evaluating
employees’ green performance and rewarding employees for their green contribution
reinforces the impact of training by fostering a green culture. Digital training platforms, such as virtual reality, can be used to make green training accessible for diverse learning groups. Techniques such as workshops,
participatory learning, gamification, and
simulation can enhance effectiveness. For instance, Companies such as KFC incorporate VR training into their onboarding processes, which can be modified to include green skills, thus showcasing the potential for innovative educational approaches. Organisations have the opportunity to utilise free or affordable resources, such as online courses from
platforms like Coursera or edX, or they can apply for government grants aimed at
sustainability projects.
Green Training will be effective when backed by data and implemented properly. Organisations must set clear, measurable goals. They should follow innovative approaches to engage workers while
addressing critical environmental challenges. Setting up a Green Training Committee with representatives from the sustainability teams, the Human Resource Department, and employees to assess employee needs, to
develop training programs, and monitor the effectiveness through metrics and feedback is an important step in this direction. A rigorous assessment of training programs can build credibility. Metrics, such as reductions in energy use and waste generation, should be established to track effectiveness. Environmental audits and sustainability reports may be used to track progress. In
addition, supportive government policies such as investment in infrastructure are required to incentivise green skill
development and to ensure that training translates into action.
The Indian Scenario
The environmental landscape in India underscores the urgency for green training. The country has faced a stark challenge. Air pollution claimed 1.67 million lives in 2019 (State of Global Air Report, 2020). According to the Air Quality Life Index Report (2023), air pollution caused by particulate matter 2.5 remains a significant health burden in India, reducing the average life expectancy by an estimated 5.3 years. Water scarcity is a pressing issue, with 82% of rural households lacking an individual piped water supply and 163 million people having no access to clean water (NITI Aayog’s CWMI 2.0 Report, 2019). Additionally, biodiversity is under threat, as over a thousand species are classified as endangered due to habitat destruction and pollution (The IUCN Red List).
With growing environmental awareness, India’s environmental sector is
experiencing rapid growth and is projected to generate 3.4 million jobs in the clean energy field by 2030, according to the CEEW-NRDC-SCGJ Report 2022. The number of green projects registered with the Indian Green Building Council has doubled between 2020 and 2024 (IGBC Annual Report, 2024). Nevertheless, a considerable gap exists between what is taught in higher
education and what the industry requires, as environmental education is not prioritised as a core subject in academic curricula, and there is a dearth of educators specialising in sustainability (Outlook Business, 2025). This gap has impeded the creation and execution of training programs. Green training is often viewed as a luxury rather than a necessity. LinkedIn’s Global Green Skills Report 2023 indicates that only one in eight workers worldwide
possesses one or more green skills, underscoring a notable skill gap. Workforce and inclusion issues, such as rural communities and women who have no access to green training, and sector-specific issues, such as difficulties in
formally training workers in industries such as the construction sector, where a majority of employees operate informally, further widen the gap. This calls for robust training programs to build a skilled green workforce in
organisations across various sectors.
Green Training is promoted through government support, initiatives driven by industry, and organisational practices, highlighting the nation’s emphasis on sustainability and the necessity to cultivate a skilled green workforce. Environmental education has evolved since 1970, but early efforts focused on creating awareness and knowledge building rather than action. MoEFCC emphasises a shift from awareness activities to action-oriented environmental education (MoEFCC Annual Report 2023-24). The New Education Policy 2020 highlights the importance of sustainability education for all students in line with Target 4.7 of SDG-4. The Centre for Science and the Environment (CSE) Green Educators Network is equipped with teachers and students with
sustainability skills. The Pariyavaran Mitra program has engaged millions of students in the age group of 11-15 years in sustainability projects since 2008, proving that environmental education at an early age can lay the foundation for sustainability efforts in the future. Leading institutions such as the TERI School of Advanced Studies, IITs, and IIMs are taking initiatives by offering integrated courses that blend sustainability into disciplines such as
economics, business administration, biotechnology, and so on.
The Skill Council for Green Jobs (SCGJ), founded in 2015, is an industry-
driven initiative that identifies green job roles and certifies learners, with the aim of reaching millions of young individuals in India. The Green Skill Development Programme (GSDP), launched by MoEFCC in 2017, trains
individuals in pollution monitoring, waste management, and renewable
energy operations. The National Institute of Disaster Management, which aims to improve disaster preparedness and response, has trained more than 50000 participants online (NIDM 2024). Programs such as the Green Skill Development Programme (GSDP) and the Pradhan Mantri Kaushal Vikas Yojana (PMKVY) are designed to provide training in areas like renewable energy and environmental management, specifically targeting young people from rural regions. The Perform, Achieve, and Trade (PAT) scheme trains industries to reduce their energy use. It aims to improve the energy efficiency in energy-intensive industries. In FY 2021-22, the total energy savings were 44.43 million tonnes of oil equivalent, i.e., 6% of the total primary energy
supply of the country (BEE Annual Report, 2022-23). The CII-Godrej GBC has trained over one lakh professionals in energy efficiency management since 2004. Digital India has more than 820 million active Internet users, with a 53% rural penetration (Internet in India Report, 2023), providing vast training opportunities. Green initiatives must be scaled up significantly to meet the growing demand for a green workforce to ensure that India achieves its net-zero target by 2070, as it positions itself as a leader in sustainability-driven employment.
Conclusion
Green Training is no longer a feel-good move but a strategic necessity. The role of Green Training in delivering measurable outcomes, such as reduced carbon emissions and waste across regions and sectors, is significant and supported by research evidence. Green Training is practised globally and across all sectors. However, the success of Green Training depends on effective implementation and addressing regional and sectoral gaps. The myths about green training stem from preconceived notions, which can be countered by organisations by developing training programmes supported by a clear environmental policy and measurable and attainable targets. By committing to Green Training, companies can not only reduce their environmental impact but also explore new avenues for
innovation and growth. Educational
institutions are crucial for closing the gaps in green skills. Education significantly
influences how future generations will
perceive green training and engage in finding innovative solutions to reduce environmental issues. Innovative teaching methods and
public-private partnerships are necessary to address resource constraints and curriculum gaps. By overcoming these hurdles,
organisations can foster a sustainable
workforce and make a significant contribution to the global sustainable economy.
(Views are personal)
