As a forerunner in the energy transition, it is of course important that we look at our CO₂ footprint. In addition, we like to think along with you.

Yes, websites also have a carbon footprint...

The internet consumes a lot of electricity. 416.2 TWh per year to be exact. That is more than the whole of the United Kingdom per year in total.

  • We use a green server

    Do you have a website? Check your carbon footprint on

  • Dark mode

    Displaying the website in dark mode saves considerable energy compared to a white background. As a visitor, you have a direct influence on the footprint of in terms of display in this choice.

    In addition, you can also save a lot of energy by setting (OLED) screens to dark mode.

  • The code of our website

    We do not load anything until you actively request it. Whether it's code, images or videos. Manage your preferences via the cookie banner.

The labor market faces many challenges, not only in the energy sector. There are also significant personnel shortages in ICT, healthcare, education, and childcare. At the same time, these challenges offer the potential to solve problems that reach beyond the labor market alone. Tackling multiproblems. A balanced society in which prosperity and well-being are accessible to everyone is about more than just access to the labor market. It also involves combating poverty, diversity and inclusion, and an equitable care system.

As the Human Capital Agenda (HCA) of the Topsector Energie, we constantly monitor developments in the labor market; our position enables us to observe what is happening and thereby identify bottlenecks. We are informed and updated about these bottlenecks by various parties with whom we work closely. When urgency arises around a bottleneck, we isolate and address it. We bring together relevant parties and help to take the first steps. When the initiative or project takes off, we let it go.


The labor market of the future calls for a system change and to look beyond the problem that presents itself; what is really going on, and who is actually responsible for providing the solutions? The overview below shows what we are currently working on.

Women in the Energy Transition

The energy sector is gender-blind, and this needs to change. Plus, there is a tremendous opportunity for a double impact: countering the labor market tightness in the energy sector and simultaneously combating energy poverty among women.

The Platform Talent for Technology has asked 75INQ to investigate this topic and come up with an approach, at the request of the Topsector Energie. The research brought the two worlds together based on a desk study and conversations with various stakeholders and gave recommendations for breaking this blindness. The sector must learn from the few good examples.

Read further here and download the report.

Career Switchers

Approximately 80% of the (future) jobs for the energy transition must be filled by career switchers. But how do you reach these career switchers? How do we attract labor potential from other sectors and motivate them to leave their current study or job? How do we utilize labor potential from abroad, or the UWV, etc.?

In 2022, BLdP was commissioned to pilot a broadly supported communication approach about working on the energy transition and how it can be jointly deployed. This pilot resulted in a coordinated communication approach.

Read the results of the pilot here.

And click here for the communication approach.

Future-Proof Companies

Both the research on women in the energy transition and combating energy poverty, and the communication approach for career switchers, show that there is a third party that plays a significant role in solving the labor market tightness: the business world. In addition to having the right skills, experience, and training, there are other (environmental) factors that are important for attracting and retaining labor potential. Think of good onboarding programs and (additional) training 'on the job,' opportunities for arranging the work-care balance, flexible working hours.

What can companies do to let (unused) labor potential land in their organizations and retain it? The HCA team will tackle this question in the coming period.

This website uses cookies and similar techniques to provide an optimal user experience. You can change your preferences .
These cookies ensure that the website works properly. These cookies cannot be turned off.
These cookies ensure that we can measure the use of the website and implement improvements.
These cookies can be placed by third parties, such as YouTube or Vimeo.
These cookies enable our advertising partners to offer more targeted information.
By turning off categories, related functionalities within the website may not be available any longer. It is always possible to change the preferences at a later time.