2024年释放机会：实现向未来工作过渡的全球框架报告（英文版）

UnlockingOpportunity:

AGlobalFrameworkfor

EnablingTransitionstotheJobsofTomorrow

WHITEPAPER

SEPTEMBER2024

Contents

Executivesummary3

Introduction4

1Methodology:Mappingjobtransitions6

1.1Introducingamethodformappingjobtransitions6

1.2Updatedmethodsforaglobalanalysis6

1.3Anexamplejobtransition7

2Framework:Enablingjobtransitions8

2.1Reskillingandupskillingfornewopportunities8

2.2Improvingemployee-employermatching8

2.3Workersafetynets9

2.4Multistakeholdercollaborationtobreakthroughindustrybarriers9

3Regionalanalysis11

3.1Globaltrends:TransitionstotheJobsofTomorrow11

3.2EastAsiaandthePacific12

3.3Europe15

3.4LatinAmericaandtheCaribbean18

3.5MiddleEastandNorthAfrica21

3.6NorthAmerica23

3.7SouthAsia25

3.8Sub-SaharanAfrica27

Conclusion29

Contributors30

Endnotes31

Disclaimer

Thisdocumentispublishedbythe

WorldEconomicForumasacontributiontoaproject,insightareaorinteraction.

Thefindings,interpretationsand

conclusionsexpressedhereinarearesultofacollaborativeprocessfacilitatedand

endorsedbytheWorldEconomicForumbutwhoseresultsdonotnecessarily

representtheviewsoftheWorldEconomicForum,northeentiretyofitsMembers,

Partnersorotherstakeholders.

©2024WorldEconomicForum.Allrightsreserved.Nopartofthispublicationmaybereproducedortransmittedinanyformorbyanymeans,includingphotocopyingandrecording,orbyanyinformation

storageandretrievalsystem.

UnlockingOpportunity:AGlobalFrameworkforEnablingTransitionstotheJobsofTomorrow2

September2024

UnlockingOpportunity

AGlobalFrameworkforEnablingTransitionstotheJobsofTomorrow

Executivesummary

Thegloballabourmarketisinthemidstof

aprofoundtransformation.Astechnological

breakthroughs,geoeconomicshiftsandtheneedforanequitableclimatetransitiondisrupttraditionalemploymentpatterns,theabilityofworkersto

transitionintonewrolesisbecomingessential

formaintainingemploymentandachievingsocialmobility,andisincreasinglyseenasacritical

mechanismforoptimizingeconomicproductivityandenhancingindividualwell-being.

Withadequatesupportmeasures,manymore

jobtransitionscouldbetakingplace–leadingnotonlytomuchneededcontinuousemploymentforworkers,butalsotobetterjobsthatpayhigher

salariesandofferthesecurityprovidedbygrowinglabour-marketdemand.Byproactivelyfacilitating

thesetransitions,economiescanbetteralignlaboursupplywithdemand,reduceunemploymentand

enableworkerstosecurehigher-paying,more

stablejobsingrowthsectors.Moreover,proactivejobtransitionshelpmitigatetheadverseeffectsofjobdisplacement,ensuringthatworkersarenot

leftbehindinthefaceofeconomicchangebutareinsteadpositionedtothriveintheneweconomy.

Thispaper’sanalysis,incollaborationwith

Lightcast,isbasedonempiricaldatafrom14

economiesacrosssevenglobalregions:EastAsia

andthePacific,Europe,LatinAmericaandthe

Caribbean,theMiddleEastandNorthAfrica,NorthAmerica,SouthAsia,andSub-SaharanAfrica.Foreachregion,weexaminedataonjobtransitions

fromonlinejobpostingsandhighlightspecificjob

transitionsthatcharacterizetheregion’spotential

forsuccessfullyadaptingtothelabour-market

transformation.Importantly,wefindthreenotable

trendsobservedacrossallregions:therapidgrowthoftransitionsintodigitalandICT(Informationand

CommunicationsTechnology)-basedjobs,the

highfrequencyoftransitionsintohuman-centric

healthandcarejobs,andtheriseoftransitionsintobusinessservicesroles.

ThepaperbuildsonearlierWorldEconomic

Forumworktoprovideaglobalframeworkfor

keystakeholdersinbusinessandgovernmentto

facilitatejobtransitions,highlightingtheneedfor:

(1)reskillingandupskillingfornewopportunities;(2)improvingemployee-employermatching;(3)workersafetynets;and(4)multistakeholdercollaborationtobreakthroughindustrybarriers.Italso

providescasestudiesspecifictoeachregionthatdemonstrateexistinginitiativesandprogrammesthatsupportandenableworkertransitions.Thesecasestudieswerecollectedfromboththeprivateandpublicsectors,anddemonstratesuccessfulmultistakeholdercollaborationbetweenboth.

UnlockingOpportunity:AGlobalFrameworkforEnablingTransitionstotheJobsofTomorrow3

Introduction

Traditionally,jobtransitionswereoftenassumedtohappen“naturally”asthelabourmarketadjustsovertime.However,giventheaccelerating

paceofchangecurrentlyseenintoday’sgloballabourmarket,thereisanincreasingneed

foramorepurposefulapproachtotheissue.Thetransformationsthatlabourmarketsareexperiencingemphasizetheneedforstrategicworkforceplanningandtalentdevelopment

toprepareforupcominggloballabour-marketdisruptions.Swifterandmoreefficientjob

reallocationmechanisms,withinandacrossdifferentfirmsandsectors,arecritical.Thecomingyears

representagenerationalopportunityforbusinessesandpolicy-makerstohelpworkerstransition

outofdecliningrolesorunemploymentandinto

growingjobsofthefuture,whilefosteringeconomicinclusionandopportunity,therebycontributingto

shapingmoreinclusive,sustainableandresilienteconomiesandsocieties.

Buildingonearlierproof-of-conceptresearch,1thispapermakesthecasethatjobtransitionscanbefacilitated–bygovernments,bybusinessesandbyindividualsthemselves–tooptimizethefine-tuningofthebroadereconomyandimprovethewell-

beingofworkers.Itprovidesaglobalframework

toanalyseandenablejobtransitions,basedonaregionalanalysisthatexaminesreal-worldempiricaldataonjobtransitionsfrom14economiesacross

Technologicalbreakthroughs,geoeconomicshifts

andtheneedforanequitabletransitionaredisruptingthegloballabourmarket.Accordingtodatafrom

theWorldEconomicForum’s

FutureofJobsReport

2023

,nearlyone-quarterofalljobsgloballyare

projectedtochangeby2027,with69millionnewjobrolesexpectedtobecreatedand83millionjobrolesexpectedtobedisplaced.(Figure1)Jobsexpectedtobemostaffectedbyincreasedtechnology

adoptionincluderolessuchasbanktellers,postal

serviceworkers,cashiersandticketclerks.Some

oftheprojectedfastest-growingjobsincluderoles

suchasartificialintelligence(AI)andmachinelearningspecialists,sustainabilityspecialistsandbusiness

intelligenceanalysts(Figure2).

Jobtransitionsareoneofthemostimportant

mechanismsthatneedtobeaddressedina

changinglabour-marketenvironment.Onthe

surface,ajobtransitionissimplytheactofan

individualmovingfromonejobtoanother.Job

transitionsoftenhappengradually–because

demandfrombusinessesdeclinesforsome

roles,whileitincreasesforothers,orbecause

individualshaveadesiretoperformadifferenttaskorearnahighersalary.Inaggregate,acrossentireeconomiesorregionsoftheworld,jobtransitions

areacontinuousprocess,drivingevolving

structuralshiftsoftheeconomy,asseenduringpreviousindustrialrevolutions.

FIGURE1

Projectedtotalglobaljobgrowthandloss,2023-2027

二Onemillionjobs

23%

LostjobsStablejobsNewjobs

oftoday’sjobwillchange

Source

WorldEconomicForum,FutureofJobs2023,2023

UnlockingOpportunity:AGlobalFrameworkforEnablingTransitionstotheJobsofTomorrow4

FIGURE2

Fastest-growingvsfastest-decliningjobs,globally,2023-2027

Top10fastest-growingjobsTop10fastest-decliningjobs

AIandmachinelearningspecialists

Sustainabilityspecialists

BusinessintelligenceanalystsInformationsecurityanalystsFintechengineers

DataanalystsandscientistsRoboticsengineers

Electrotechnologyengineers

AgriculturalequipmentoperatorsDigitaltransformationspecialists

Note

Thejobsthatsurveyrespondentsexpecttogrowmostquicklyfrom2023to2027asafractionofpresentemploymentfigures.

Banktellersandrelatedclerks

Postalserviceclerks

CashiersandticketclerksDataentryclerks

Administrativeandexecutivesecretaries

Material-recordingandstock-keepingclerksAccounting,bookkeepingandpayrollclerksLegislatorsandofficials

Statistical,financeandinsuranceclerksDoor-to-doorsalesworkers,newsandstreetvendorsandrelatedworkers

Source

WorldEconomicForum,FutureofJobs2023,2023

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

sevenworldregionsandconnectsthemwithrelevantcasestudies.

employee-employermatching;workersafetynets;andmultistakeholdercollaborationtobreakthroughindustrybarriers.Todemonstratetheapplicability

oftheframework,thepaperthenpresentsan

empiricalregionalanalysis,identifyingviableand

desirablejobtransitionsfromsevenworldregions,basedonobservedreal-world,country-level

data.Foreachregion,thepaperalsohighlights

severalcasestudiesthatillustratethesuccessfulapplicationofpoliciestopromotejobtransitionsaswellastheresultstheyyielded.

Thepaperbeginsbypresentingthefoundationsofitsmethodologyformappingviableanddesirablejobtransitions,developedaspartofearlierWorldEconomicForumresearch.Thenextsection

presentsanextendedframeworktopromote

proactivetransitionstowardhigh-growth,high-opportunityjobs,basedonfourpillars:reskillingandupskillingfornewopportunities;improving

UnlockingOpportunity:AGlobalFrameworkforEnablingTransitionstotheJobsofTomorrow5

Methodology:

Mappingjobtransitions

1.1

Introducingamethodformappingjobtransitions

ThisreportbuildsonpriorWorldEconomicForumresearchonmappingjob-transitionopportunitiesthatwerepublishedacrosstwomajorreportsincollaborationwithBCGandLightcast(formerly:

BurningGlassTechnologies).

Thefirst,

TowardsaReskillingRevolution:AFuture

ofJobsforAll

,publishedin2018,isfocusedon

jobsthatareexpectedtodeclineinthemedium

term,duetoautomationfromtechnological

advancements,makinguseoflabour-demand

projectionsprovidedbytheUSBureauofLabor

Statistics.Toidentifypracticaljobtransitionsfor

currentworkersinthesejobs,twobroadcriteriaareconsidered:“viability”and“desirability”.

Viablejobtransitionsarethoseforwhichan

individualpossesses–orcouldrealisticallyacquire–theskillsrequiredforthenextoccupation.Thisispracticallyassessedviatwodatameasures.First,

theskillsetsimilaritybetweenthestartingroleand

thedestinationroleisdeterminedbyassessing

theskillsandtasksrequiredbyeachoccupation.

Thisisdoneviatextanalysisofinternetjobpostingdata,whichallowsforthecreationofasimilarity

indexthatdetermineshowclosetheskillandtask

requirementsofanytwopositionsare.Second,theeducationandworkexperiencerequirementsofthedestinationoccupationaretakenintoconsideration,capturedbyameasureprovidedbytheUSBureauofLaborStatisticscalled“jobzones.”Jobzones

quantifytheexpectedlevelofeducation,work

experienceandon-the-jobtrainingrequiredforan

occupation.Asufficientlyclosejobzonemeasureforanytworolessuggeststhatanindividualwouldbequalifiedtomakethetransitionbetweentheroles.

Desirablejobtransitionsareviablejobtransitionsthatfeaturetwoadditionalconsiderations:

sustainablelong-termstability,i.e.jobsthathave

projectedpositivelabour-demandgrowth,and

adequatefinancialremuneration,i.e.jobsthat

providesalaryequaltoorgreaterthanone’scurrentjob.Asmanyjobtransitionsareprecipitatedbya

concernthatone’scurrentjobmaybeindeclineduetotechnologicalchangeorothereconomic

factors,transitioningintoarolewithhighergrowthprospectswouldbeafundamentallydesirable

factor.Regardingadequatesalary,fewindividualswouldconsiderajobtransitionthatleadstoa

lowerstandardofliving.Readersareencouragedtoreviewtheoriginalpublication,whichprovidesadditionalmethodologicaldetails.2

Asecondpublication,

TowardsaReskilling

Revolution:Industry-LedActionfortheFuture

ofWork

,publishedin2019,makesthecase

forpublic-andprivate-sectorinvestmentin

learningandskillingtofacilitatetheviabilityofjobtransitions.Thereportpresentedaninnovative,

quantitativecost-benefitanalysistoassessthe

businessandeconomiccaseforretrainingexistingworkers,versuslaying-offcurrentemployeesandrehiringanew.Italsoprovidedcomprehensive

industry-specificroadmapsthatidentifiednew

technologiesparticulartotheindustry,topjobsintheindustry,expectedimpactoftechnologyontheworkforce,andtheindustry’smostpertinentemerginganddecliningjobs.3

1.2

Updatedmethodsforaglobalanalysis

Whilethesetwoearlierreportsprovidedan

innovativeapproachtounderstandingand

assessingthefeasibilityofjobtransitions–and

havesincebeenincorporatedintoanumber

ofotherstudiesandinitiatives–theiranalyses

weregeographicallylimitedtotheUnitedStates.Additionally,analysiswasperformedondatafrom2017,andonemayexpectthejobspecificdatatoquicklybecomeoutdatedinarapidlyevolvingtechnologicalandeconomiccontext.Thegoalof

thepresentpaperistobroadenthegeographicalscopeinidentifyingviableanddesirablejob

transitionsaswellastoprovideanalysisonthemostrecentavailabledata.

Ourpresentanalysisisbasedonatotalof14

economies–Australia,Brazil,CzechRepublic,Germany,India,Indonesia,Pakistan,Philippines,SouthAfrica,Spain,Türkiye,UnitedArab

Emirates,UnitedKingdomandtheUnitedStates

1

UnlockingOpportunity:AGlobalFrameworkforEnablingTransitionstotheJobsofTomorrow6

–offeringaglobalunderstandingofjob-transition

opportunities.Country-leveldatahasbeenprovidedincollaborationwithLightcast,alabour-marketdataandanalyticsproviderthathascompiledaglobal

databaseofmillionsofonlinejobpostingsoverthe2023-2024period,fromwhichwederiveourjobtransitionsinsights.4

Tokeeptheanalysisasconsistentaspossible

acrossthediverserangeofeconomiescoveredbyourdataset,weusealimitednumberofmetricsinassessingjobtransitions.Togeneralizeourpreviousapproachacrossadditionalgeographiesandidentifyviablejobtransitions,weuseempiricalobservationsofactualtransitionsthathavetakenplaceinthe

locallabourmarketsofthecountriesweexamine

examplejobtransition

andfocusonthemostcommontransitionsforeachparticularstartingoccupation.5Inaddition,wefocusontransitionsforwhichthedestinationoccupationsfeatureamongthehighestnumberofonline

postings;thus,notonlydowefocusonfrequent

transitions,butfrequenttransitionsintorolesthatareinhighdemand.Toidentifydesirablejobtransitions,wefocusontransitionsthatprovidethegreatest

increaseinannualsalaryfromstartingtodestinationoccupation,asinthecriteriausedinourearlier

reports.Limitingouranalysistothesetwoindicators–numberofonlinepostingsandannualsalary–

allowsustoprovidethemostconsistentanalysispossibleacrosstherangeofeconomieswestudy.6

Accordingly,theregionalanalysissectionofthis

reporthighlightsselectedtopjobtransitionsper

geographicalregionthatareeachillustrativeofthemostviableanddesirableoptionslocallyavailable,thosethatarefrequentlyobservedinthedata,andthatfeatureahighsalaryincrease,basedonthe

mostcurrentdataavailable.

1.3

TABLE1

Starting

CountryTitle

An

Table1providesanexamplejobtransitionto

illustratetheformatusedinthesubsequent

sections.TheexamplecomesfromIndiaandis

oneofthemostcommonjobtransitionsobservedinourcountry-leveldataset:atransitionfromtheroleof“Manufacturing/ProductionTechnician”to“SoftwareDeveloper/Engineer”.Theinitialand

finalsalariesareindicated,withthecompleted

transitionresultinginanincreaseof519,568Indian

rupees(INR).Atthetimeofdatacollection,atotalof650,659onlinejobpostingscorrespondedto

SoftwareDeveloper/Engineer,whichisamongthehighestpostingcountsforanoccupationfoundinIndia.Furthermore,SoftwareDeveloperisamongthemostcommondestinationoccupationsamongthethousandsofjobtransitionswehaveexaminedwithintheSouthAsiaregionandworldwide.

Examplejobtransition

occupationDestinationoccupation

Averagesalary(INR)

Average

Title

salary(INR)

Numberofonlinejobpostings

Salarydifference(INR)

Salary%difference

India

ManufacturingProductionTe

/

chnician

131,091

SoftwareDeveloper/Engineer

650,659

676,351

519,568

+396%

ProductionSupervisor

251,174

31,744

120,083

+92%

Office/AdministrativeAssistant

220,784

90,771

89,693

+68%

Source

Lightcast.

Note

INR=Indianrupee.

UnlockingOpportunity:AGlobalFrameworkforEnablingTransitionstotheJobsofTomorrow7

2

FIGURE3

2.1

2.2

Framework:

Enablingjobtransitions

JobTransitionsFramework

Reskillingandupskillingfornewopportunities

Improvingemployee-employermatching

Worker

safetynets

Multistakeholdercollaboration

tobreakthroughindustrybarriers

TheJobsTransitionFramework(Figure3)proposedinthissectionidentifiesfourkeyleverstopromotetransitionstowardhigh-growth,high-opportunity

jobsandoutlinestherolesthatemployers,thepublicsectorandotherstakeholdersmayplayinfacilitatingthesetransitions.Itwasdevelopedinconsultationwithawidevarietyofexpertsandpractitionerssupportingthe

WorldEconomic

Forum’sJobsInitiative

.

Reskillingandupskillingfornewopportunities

Reskillingandupskillingarekeyenablersofjob

transitions.Asjobschange,thetaskstheyare

comprisedof,andtheskillsrequiredtoexecute

thosetasks,change.TheWorldEconomicForum’sFutureofJobsReport2023projectsthat,on

average,44%oftheskillsrequiredinanygivenjobwillbetransformedoverafive-yearperiod.

Thus,reskillingandupskillingtodevelopnew

skillsshouldnotbeviewedasaone-timeeffort.Aculturalshifttowardscontinuouslearningandadaptabilityisthebackbonesupportingallotherdriversofjobtransitions.Forworkers,thismeansrecognizingthatcareerpathsarenolongerlinearandthatreskillingandupskillingareintegralto

maintainingemployability.Organizationsmust

createenvironmentsthatsupportlifelonglearningandflexibility–andviewemployeedevelopmentasastrategicinvestmentratherthanacost.

Moreover,thereisaneedforharmonization

andmutualrecognitionofdiversetypesofskills

accreditationsbeyondtraditionalacademic

degrees.Adoptingacommon,standardizedskillstaxonomyand/orontologyandenablingcredentialandcompetencyportabilityallowworkersto

transitionmoreeasilybetweenroles,industriesandregions,empoweringthemtopursuenewopportunities,andgiveemployersaccesstoabroadertalentpool.

Improvingemployee-employermatching

Employerscanimprovejob-matchingefficiencybypromotingjobflexibilityandalternativeemploymentarrangements,enablingmoreinclusiveaccessand(re-)entryintothelabourmarket.Forexample,

flexibleworkingarrangements,includingscheduleflexibilityandremotework,maybringpeoplewithtimeandlocationrestrictionsintotheworkforcewhomightotherwisehavegivenupontheirjobsearchaltogether.OnerecentWorldEconomic

Forumreportestimatesthat,by2030,92millionjobscouldbedonefullyremotely.7

Appropriatelydesignedtemporarywork

opportunitiesmayalsohelpworkersgaincareer

experience,buildexpertiseinnewskillsandachievegreaterfinancialandsocialsecurity.8Governmentscouldenhanceflexibleemploymentmodelsby

implementingpoliciesthatbalancejobflexibility

withworkerprotectionsandbenefits.Forexample,

theymayestablishclearregulationsforplatform

workersandoperators,ensuringfairwages,timelypaymentsandtransparenttermsofservice.

UnlockingOpportunity:AGlobalFrameworkforEnablingTransitionstotheJobsofTomorrow8

2.3

Employerscouldhelpboostjobtransitionsthroughinternaljobmobilityaswellasmentorships

andcoachingschemes.Forexample,astudy

of2,258Dutchworkersbetween2014and

2017foundthattraining,educationorindividual

coachingshortlybeforeorafterjobdisplacementshortenedunemploymentbyalmostthreemonths,onaverage.9Governmentsmayalsoconnect

employeesandemployersmoreeffectivelythrough

Workersafetynets

Robustandagilesocialsafetynetsareessential

forsupportingindividualsthroughjobtransitions,

extendedcareerchangesorunforeseenissues,

ensuringthatworkerscanmaintainadecent

standardoflivingthroughouttheprocess.Byofferingdirectfinancialsupportorindirectsupport(through

healthcarebenefitsorotheressentialservices),safetynetshelpmitigatetheadverseeffectsofjobloss

andeconomicinstability,thuscreatingaresilientworkforce,enablingworkerstonavigatecareerchangeswithsecurityandconfidence.

Governmentscouldalsoofferunemployment

insurancedirectlytodisplacedindividualsor

indirectlythroughsubsidizedseverancepackagesorwages,allowingemployerstoretainemployeestemporarilybeforepermanentdisplacement.

Employersmightoffertemporaryunemployment

benefitstoworkersdisplacedduetochangingskillrequirements,givingthemachancetoreskillor

upskillandre-enterthelabourmarket.Employerscouldalsocollaboratewithlocalgovernmentsto

ensurecontinuoussupportandshouldcomply

withlocalregulationstoprotectworkers.Finally,

governmentsmighthelpmitigateadversefinancialconsequencesofjobtransitionsbyenactinglabourlawsthatprotectagainstunfairdismissaland

ensurefairseverancepackages.

employmentagenciesandjob-searchassistance,actingasintermediariestomatchskillsdemandwithsupplyinthelabourmarket.

Employerscouldalsoleverageagrowingrangeofworkforcetechsolutionstohelpunlockgreatertalentpoolsandenableinclusivehiring,improvingjob-matchingefficiency.

Directsocialprotectioncantakevariousforms

beyondunemploymentinsurance,suchasold-agepensions,healthprotections,disabilitybenefits,

maternitybenefitsorsicknessorinjurybenefits.10

Indirectgovernmentsupporttobusinesses,

especiallysmallbusinesses,cantaketheformof

corporatetaxcreditsorgrantslinkedtotraining

andskillingprogrammes.Additionally,governmentsmaymandateaccesstobasicworkerprotectionsthatarefrequentlylackinginthegigeconomy,

suchashealthinsurance,retirementplansandunemploymentbenefits.

2.4

Multistakeholdercollaboration

tobreakthroughindustrybarriers

Multistakeholdercollaborationmayhelpbridge

job-transitiongapsbetweenandwithinindustriesbycoordinatingpublicandprivateentities,educationalinstitutionsandotherkeystakeholders.Employerscouldcollaboratewithinorbetweenindustries

tounderstandwhereskillsadjacenciesexist,

learnfromeachotherandworktogethertohelptheirworkerstransition.Companiesinthesamesectorcancollaboratebysharingknowledgeandswappingtalentedemployees,creatingamore

creativeandinnovativeworkplace.Thisallowsemployeestojoinothercompanies’training

programmesandestablishmutuallybeneficial

relationships,helpingworkersacquirenew

skillsandgainexposuretodifferentcompanies,facilitatingpotentialfuturetransitions.

Akeypolicytoolenabledbypublic-andprivate-

sectorcooperationisportablebenefits.11Portablebenefitsarenottiedtoanemployerandmovewiththeworkerbetweenjobs.Thisisespeciallyusefulfortemporaryorpart-timework,whereemployeesfrequentlychangeemployersorworkschedules.Portablebenefitsmightincludepaymentslike

retirementsavings,unemploymentinsurance,paidleave,oreducationandlearningallowances.

UnlockingOpportunity:AGlobalFrameworkforEnablingTransitionstotheJobsofTomorrow9

Governmentscouldalsopartnerwithbusinesses

andeducationalinstitutionstoimplementtargeted

reskillingandreemploymentprogrammes,facilitatingjobtransitionswithinorbetweenindustries.For

example,theGermangovernmentintegratedjob

transitionsintotheirnationalindustrialstrategyto

supportworkersandcommunitiesduringtheenergytransitionandcoal-productiondeclin