Vietnam: The Risk of a “Green” Workforce Shortage and Challenges Ahead

Vietnam stands at a significant crossroads, poised to benefit from the global trends of green growth and sustainable development. However, a shortage of a “green” workforce—employees with specialized skills in environmental, social, and governance (ESG) matters—is becoming a major challenge that threatens to slow down this crucial transition.

According to the “Green Jobs Trends and Workforce Solutions for a Sustainable Future” report by ManpowerGroup, 91% of global employers lack the skilled personnel needed to achieve their sustainability goals. Additionally, 63% of global business leaders view this skill gap as the biggest challenge in the 2025-2030 business transition period. This isn’t just a problem for Vietnam but a concerning global trend.

The Importance of a Green Workforce

Revenue growth driver: Businesses that practice ESG often see higher profits. A global survey showed that 73% of consumers are willing to pay more for sustainable products.

Attracting and retaining talent: A company’s reputation for social responsibility is a deciding factor for many. In Vietnam, 85% of employees consider this important when choosing a job, which is higher than the regional average of 77%.

Driving the transition: A green workforce directly implements sustainability strategies, helping companies fulfill their environmental and social commitments. Without them, it’s difficult for businesses to meet their sustainable development goals.

The Concern Over a Green Workforce Shortage

The lack of green skills is a prominent issue not only in Vietnam but globally. A LinkedIn report states that 63% of business leaders believe the skill gap between supply and demand is the biggest challenge in the 2025-2030 business transition. The survey also estimates that 59% of the global workforce will need to be retrained by 2030 to perform their current roles effectively.

Many international experts have pointed out that a shortage of a green workforce is a significant barrier for developing economies like Vietnam.

Peter B. Hirst, Executive Director of MIT Sloan Executive Education, emphasizes, “To drive the green transition, a change in mindset and skills is needed. This cannot rely solely on technology. Businesses need employees who can apply sustainability knowledge to every aspect of their operations.”

Saadia Zahidi, Managing Director at the World Economic Forum (WEF), states, “Sustainable skills are in demand across every sector, from finance and technology to manufacturing. The shortage of talent with these skills will reduce countries’ competitiveness in the global supply chain.”

A report by the International Labour Organization (ILO) also indicates that a shortage of green skills can reduce the effectiveness of climate and environmental policies. The ILO calls on governments and businesses to increase investment in reskilling and upskilling the workforce to meet the demands of the new job market.

A notable finding from the ManpowerGroup report is that “limited green and community-focused job opportunities” are the top barriers preventing Vietnamese workers from transitioning to more meaningful jobs. Specifically, 34% of employees cited this as their main obstacle.

Recommendations for Increasing the Green Workforce Supply

According to Manpower Vietnam, increasing the supply of a green workforce requires a concerted effort from the government, educational institutions, and businesses.

First, for the government and management levels, it’s crucial to enhance communication and raise awareness among students and workers about what a “green job” truly is (it’s no longer limited to traditional environment-related roles as before) and the role of a green workforce in sustainable development. This will create motivation for studying and working in this field, contributing to a more sustainable economic development.

To develop the green workforce, there also needs to be increased investment in education and training for green jobs and green skills. This includes financial support for green vocational training programs, universities, educational institutions, and businesses with initiatives to train or recruit a green workforce. Alongside this, promoting public-private partnerships will allow businesses to participate in building training programs, internships, and recruitment.

Policies should be implemented to support and encourage the development of a green workforce, including specific incentives for green economic sectors, creating favorable conditions for green jobs, and running public awareness campaigns about the role and potential of a green workforce in the sustainable transition.

Second, for educational institutions, it’s essential to update training programs and incorporate content related to sustainable development and social responsibility into all majors. In the current context, where every industry is transitioning toward green, equipping students with this knowledge is crucial.

Additionally, schools should design new majors or sub-specialties related to “green jobs” that align with labor market trends. They should also adopt practical learning models, such as project-based learning and organizing internships and field trips, so that students truly understand the green transition in businesses rather than just learning from books. Extracurricular activities, competitions, and initiatives can help students develop a sustainable mindset and apply their knowledge and skills to solve real-world problems.

Third, for businesses, it’s important to proactively build an internal green workforce. Companies need to evaluate which job roles can be transformed into “green” ones and clearly define the necessary green skills for the short and long term. Businesses should also implement internal training programs or collaborate with specialized units, with a clear roadmap, to enhance the green capabilities of their current teams.

However, businesses must focus on supporting their employees, helping them understand their role and significance in the green transition, and listening to their feedback to improve and ensure employee satisfaction rather than just applying rigid implementation measures.

ManpowerGroup also recommends that businesses connect with training institutions to create curricula that are practical, organize internships, share expertise, or sponsor scholarships for majors related to green development. They should also consider linking with companies in the same or different industries, creating a network for sharing experiences, technology, and resources to develop a green workforce more quickly and effectively.

Furthermore, businesses should clearly communicate their sustainable development goals and their efforts in the green transition journey. They should also seek out labor supply units to help them quickly access high-quality human resources—including foreign experts for positions requiring specialized skills that are not yet available in the domestic market—to save time and ensure the transition stays on track.

According to Vneconomy