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The Just Transition is Not Optional: Putting People at the Centre of the Climate Shift

Decarbonisation is accelerating—but without a clear plan for inclusion, equity, and worker resilience, it risks leaving too many behind.



The race to net zero is well underway. Across Southeast Asia, countries and companies are ramping up their climate commitments—through renewable energy investments, electric mobility, and green finance mechanisms.


But one critical piece is often missing: people.


The energy transition, if unmanaged, could lead to job displacement, community disruption, and social resistance. For the climate shift to be just, it must be fair—and that means placing human outcomes at the centre of the plan.



Decarbonisation Without Inclusion is a Risk

A just transition isn’t just a moral imperative—it’s a business and reputational one.


Imagine transitioning an energy portfolio without reskilling workers. Or digitising supply chains without ensuring digital literacy. The social consequences—unemployment, inequality, unrest—can undermine even the most technically sound climate plans.



What a Just Transition Looks Like

It means asking different questions:

  • Who is affected by this transition—and how?

  • What safeguards are in place for vulnerable communities or workers?

  • Are new green jobs accessible to those being displaced?


It also means building policy, training, and social support alongside infrastructure and innovation.



This is Not a Western Concept

While the term “Just Transition” originated in union movements, it’s deeply relevant to Southeast Asia’s context—where informal labour, rural economies, and intergenerational households create unique vulnerabilities.

For businesses, it’s a chance to lead—not just on emissions, but on equity.



A Strategic Way Forward

To embed a just transition into your sustainability strategy:

  • Identify At-Risk Groups: Map who is vulnerable across your operations and supply chains.

  • Co-Create Mitigation Plans: Develop reskilling, redeployment, or income continuity programmes with affected groups—not just HR.

  • Build Cross-Sector Coalitions: Partner with governments, NGOs, and training institutions to scale support.

  • Track Social Outcomes: Include metrics for equity, inclusion, and wellbeing in your climate transition reporting.


Let’s Continue the Conversation

If your organisation is planning for climate transition—make sure it’s a just one. Let’s design strategies that are not only sustainable, but also inclusive and equitable.




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