The clean energy transition is gaining momentum across Massachusetts, with the state’s ambitious climate goals driving rapid growth in industries such as solar, wind, energy efficiency, and electrification.
A recent report by Massachusetts Clean Energy Center highlights the critical need for targeted education and training programs to bridge the skills gap and create a gender and racially diverse workforce capable of meeting the demands of the evolving energy landscape.
Although this report is specific to clean energy workforce demands of Massachusetts, the challenges reported are universal to the country-wide clean energy workforce. Nationwide statistics added below show a parallelism between the state of clean energy workforce in Massachusetts and that in the United States as a whole.
Whether you’re an educator, industry leader, or policymaker, understanding how training programs can address these workforce challenges is essential. This guide explores key opportunities for learning initiatives to help fill the clean energy skills gap.
7 Key Findings & Recommendations of the Report
1. Workforce Expansion for Clean Energy
Finding: In Massachusetts, more than 29,700 full-time jobs will be created by 2030, requiring 38,100 additional trained workers. This development is mirrored by the recent USEER report by the US Department of Energy shows that clean energy jobs grew twice as fast (4.2%) as the overall American job economy (2%) in 2023. Due to the optimism generated by the Inflation Reduction Act, BlueGreen Alliance’s analysis estimates that a net of approximately 9 million clean energy jobs may be added to the industry by 2032.
Recommendation: Learning programs must scale up across all sectors, with targeted training in high-demand areas. For instance, a majority of new jobs will be in Solar PV and wind energy, with moderate growth in battery energy storage and energy efficiency. As such learning programs must prioritize these high-demand areas without sacrificing momentum in other moderate-growth sectors. Vocational schools, apprenticeship programs, and community colleges should expand enrollment and partnerships with employers to ensure a steady supply of trained workers.
2. Transitioning Fossil Fuel Workers to Clean Energy
Finding: Fossil fuel jobs will decline only slightly by 3.4% by 2030 in MA, with many roles shifting towards clean energy (e.g., plant operators transitioning to grid modernization, auto mechanics working on EVs). However, fossil fuel jobs will reduce more rapidly over the next two decades across the US. According to Harvard Magazine, as many as 1.7 million fossil fuel workers could be displaced by 2050. However, this would be coupled with a meteoric rise in clean energy jobs by 3.5 million to 8.7 million, calling for a robust plan to transition the displaced workers to low-carbon jobs with a sense of urgency
Recommendation: Reskilling programs should be developed to transition workers into clean energy roles. Training in green hydrogen applications and grid modernization should be integrated with workforce planning to provide clear pathways for these workers.
3. Lack of Awareness About Clean Energy Careers
Finding: Lack of early education about clean energy careers is a major barrier, especially among women, veterans and underrepresented communities. A recent survey commissioned by Ameresco revealed some misconceptions about the clean energy sector among Millennials (age 28-43) and Gen-Z (age 18-27), the two groups that form more than 45% of the US workforce. The survey found that over half of respondents—particularly Gen Z—believe that engineering or science degrees are mandatory for working in the clean energy industry. For example, 59% of Gen Z participants think an engineering background is essential, while 60% believe a science degree is necessary.
Recommendation: Career awareness programs should be introduced in K-12 education, featuring web-based resources, school partnerships, and outreach through community-based organizations. Messaging of the awareness programs should be customized to address diverse audiences, highlighting specific educational requirements and career paths for both technical and non-technical jobs.
Career advisors should highlight that the clean energy industry presents a wide range of opportunities that don’t demand technical degrees. Careers span from marketing and policy roles to practical positions such as solar panel installation, wind turbine maintenance, and energy efficiency auditing. By highlighting these non-technical roles, the sector can improve accessibility and interest in clean energy careers to a broader and more diverse talent pool.
4. Insufficient Training Infrastructure
Finding: Nationally, the clean energy jobs are growing at a rate that outpaces the growth of corresponding skilled workforce. One of the leading reasons for such an anomaly is a lack of access to training infrastructure to those who can fill this gap. Massachusetts has 900 relevant training programs, of which vocational schools and apprenticeships cannot meet demand, while community colleges struggle with low enrollment. Training locations are unevenly distributed, limiting access for many, especially in Environmental Justice communities.
Recommendation: Funding should be directed toward expanding training capacity, creating new programs in underserved areas, and improving access through transportation support and online learning. Partnerships between employers and education providers should align training with job market needs.
5. Equity and Inclusion Challenges in Clean Energy Jobs
Finding: Only about 33% of clean energy workers in Massachusetts are people of color. Certain occupations that will see the highest job growth over the next 5 years, such as Electricians, only have a 2% participation rate by women.
Clean energy roles are plagued with underrepresentation of populations from different races, ethnicities and gender. This is evident by a low rate of participation by women holding only 26% of clean energy jobs, compared to 47% in the overall U.S. workforce. Additionally, Black workers represent about 9% of the clean energy labor force, compared to 13% of the nation’s total workforce, as per the 2024 USEER Report.
Recommendation: Workforce programs should prioritize underrepresented groups through outreach, targeted training, mentorship, and hiring incentives. Employers should adopt inclusive hiring practices and provide advancement support for diverse workers.
6. High-Demand Occupations Need Specialized Support
Finding: 65% of clean energy job growth will occur in just 20 occupations, including electricians, HVAC mechanics, and insulation workers. Some roles like electrical work require long training periods, while others like insulation face high turnover due to low wages.
Recommendation: Training programs must be tailored to each occupation’s needs. Electrical training, which can be as long as 5 years, should be expanded via pre-apprenticeship and union partnerships because such programs pay as you learn and help alleviate the interim financial difficulty. On the other hand, insulation workers need clear advancement pathways to next-step clean energy roles, including energy auditors and quality control inspectors in order to retain workers in the long run.
7. Regional Workforce Disparities
Finding: In the state of Massachusetts, Greater Boston is seeing the highest demand for clean energy workers. These disparities highlight the need for region-specific strategies to develop and deploy a skilled workforce effectively.
Even across the United States, clean energy job growth is not uniform. In 2023, Idaho experienced the fastest rate of clean energy job growth at 7.7%, followed by Texas at 6.0% and New Mexico at 5.9%. Other states have seen far slower growth.
Recommendation: Workforce programs must be decentralized, bringing training opportunities closer to underserved areas. Mobile training units, online learning, and employer-sponsored programs can help bridge regional gaps. Additionally, ‘last-mile’ travel should not be underestimated as it becomes an even important factor for communities that face additional barriers.
How Training Programs Can Bridge the Gap
Education and training providers play a crucial role in addressing the workforce shortages by developing programs that align with industry demands. One effective way to bridge this gap is by partnering with expert-led organizations that specialize in scalable learning solutions. Jackrabbit LX partners with clean energy organizations, offering a structured, strategic approach through its Guidance, People, and Systems (GPS) framework. Whether you’re an educational institution looking to expand your clean energy curriculum, a company transitioning your workforce from fossil fuels to renewable energy, or a policymaker focused on equitable workforce growth, Jackrabbit LX is able to provide tailored solutions to meet your needs, be it designing and building learning programs or empowering you to build your own capacity to do so.
Through partnerships with organizations like the Massachusetts Clean Energy Center, Jackrabbit LX has demonstrated its ability to streamline learning functions, optimize resources, and scale impact efficiently. Our expert strategies are designed to enhance training infrastructure, promote diversity and inclusion, and ensure alignment with industry demands.
By focusing on strategic workforce training initiatives, MA and other states can build a resilient, skilled, and diverse workforce ready to power a sustainable future.
Here are some specific strategies that can help build a pipeline of skilled workers:
1. Developing Industry-Aligned Training Programs
The clean energy sector requires a workforce with specialized technical skills that are often not covered in traditional educational settings. Training providers can focus on:
- Job-specific certifications in solar panel installation, energy auditing, and green construction.
- Hands-on training programs that provide practical experience through internships and apprenticeships.
- Customized learning paths that cater to entry-level workers and experienced professionals seeking reskilling opportunities.
By closely collaborating with industry stakeholders, educational institutions can ensure their curriculum meets evolving market needs.
2. Expanding Access Through Online and Hybrid Learning
Accessibility is a key challenge for many individuals looking to enter the clean energy sector, particularly those in underserved communities. Offering flexible learning options can help overcome geographic and economic barriers.
Some effective strategies include:
- Online certification programs that allow learners to acquire skills at their own pace.
- Virtual simulations and augmented reality (AR) tools that provide hands-on experience remotely.
- Blended learning approaches, combining online coursework with in-person labs or field training.
This approach ensures that training opportunities are more inclusive and widely available to aspiring clean energy professionals.
3. Promoting Diversity and Inclusion in the Workforce
The report highlights a lack of diversity in the clean energy workforce, with an underrepresentation of women, minorities, and individuals from low-income backgrounds. Training initiatives can help promote diversity through:
- Mentorship opportunities to connect learners with industry professionals who can guide them through career pathways.
- Human-centered design can be utilized to create responsive support that revolves around the unique needs of each community.
By incorporating human-centered design principles, training providers can create more effective and inclusive workforce development initiatives that truly meet the needs of the communities they serve.
4. Upskilling and Reskilling the Existing Workforce
As the clean energy transition accelerates, many workers from traditional energy sectors, such as fossil fuels, need support transitioning to green jobs. Upskilling and reskilling initiatives can help by:
- Offering customized workforce transition programs for displaced workers.
- Providing on-the-job training in emerging clean energy technologies.
- Developing modular learning pathways to allow gradual skill development.
Employers can partner with training providers to offer workforce development initiatives tailored to their specific operational needs.
5. Creating Public-Private Partnerships for Workforce Development
A collaborative approach between industry, government, and educational institutions is essential to address workforce shortages. Training programs can benefit from:
- Industry partnerships that provide direct insights into skill requirements and future job needs.
- Corporate training initiatives where companies co-design curricula with educational institutions.
- Community-driven programs that involve local stakeholders in developing and delivering training initiatives.
Such collaborations ensure that training efforts are aligned with real-world labor market demands.
The Path Forward for Clean Energy Workforce Development
As Massachusetts, and the US in general, continues its clean energy transition, workforce development will be a key factor in ensuring the success of its ambitious climate goals. Training providers and educators have a unique opportunity to contribute by offering innovative, inclusive, and accessible learning experiences that equip individuals with the skills needed for the clean energy economy.
By focusing on strategic workforce training initiatives, the state can build a resilient, skilled, and diverse workforce ready to power a sustainable future.
Conclusion
Addressing the clean energy workforce gap requires a multifaceted approach, combining targeted training programs, expanded access to education, and strategic partnerships. Whether you are an aspiring clean energy professional, an employer looking to upskill your workforce, or an educational provider seeking to develop new programs, now is the time to act.
For organizations seeking expert guidance and scalable learning solutions, Jackrabbit LX stands ready to help you achieve strategic clarity and build high-impact, inclusive training programs. To see how we’ve employed our industry-first GPS framework for our partners to drive transformative learning outcomes, explore our case studies on our website. The clean energy future is bright, and investing in education and training is the key to unlocking its full potential.