The impacts of climate change are felt around the world and the least developed countries areoften the worst affected. There is today a broad acceptance of the need to reduce global CO
emissions and to increase resilience to climate change. The Swedish InternationalDevelopment Cooperation Agency, Sida, is one of many agencies that seek to strengthen itscapacity to respond to climate change challenges.
Sida’s point of departure is to
includeclimate change as part of competence development on environment as well as integratingclimate change in tools and analysis for environmentally sustainable development. Sida viewsclimate change as a sustainable development issue along with other environmental dimensionsof sustainable development. This report focus on strengthening staff capacity to deal withclimate change and builds on a survey of a number of donor agencies training activities.The objective of the study was firstly to identify opportunities for sharing of training materialsand exchanging experiences and the secondly to look for opportunities for joint trainingsessions. A questionnaire (see Annex I) was sent out to eleven agencies. Respondents werealso asked to share evaluations, training material and useful links and to report as fully as theirtime allowed. Rather than asking for what all easily could respond to we tried to get as muchpossible out of all. This has enriched the material but it also made comparisons more difficult.Answers have been received from United Kingdom (DFID), Denmark (Ministry of ForeignAffairs of Denmark Competence Centre), European Commission (DG DEV), Norway(Norad), Ireland (Irish Aid), Switzerland, (Swiss Development Cooperation), Germany(GTZ), Sweden (Sida) and the World Bank.This report starts with a brief introduction to training events and how they fit within a broaderframework to increase capacity for addressing climate change. It is followed by a summary of the answers to the questionnaire including examples of lessons learned.
The report ends witha summary of observations from the survey and reflections on the opportunities for increasedcooperation in line with the Paris declaration. Finally, several useful documents and websitesare found in annex II.
Key observations include
Agencies differ in how they position climate change. Some have specific training onclimate change whereas others position it as part of environmental training.Concrete case studies, group discussions and opportunities for sharing experiences arecritical components of the training sessionsSpecific training sessions on climate change is just one of many opportunities forstrengthening the capacity. Broader aspects of organizational learning, focusing onhow to ensure that the organization has sufficient understanding of climate changeetc., needs to be looked at.Coaching and other forms of on the job training can generate positive resultsE-learning provides opportunities for broad outreach and well targeted sessions but arenot yet broadly applied
We have used the term ”training sessions” although the term “learning sessions” might have given a better
picture of the character of the sessions. Although some parts of the training often consists of one waycommunication (science of climate change etc), large parts of the training sessions often consists of discussions,exchange of experiences and mutual learning. When developing training sessions, the aspects of broaderorganizational learning must be kept in mind.