𝐂𝟒𝐒𝐖 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧𝐬 𝐂𝐚𝐫𝐞𝐞𝐫 𝐏𝐚𝐭𝐡𝐰𝐚𝐲𝐬 𝐅𝐨𝐫 𝐂𝐞𝐫𝐭𝐢𝐟𝐢𝐞𝐝 𝐓𝐫𝐚𝐝𝐞𝐬𝐩𝐞𝐨𝐩𝐥𝐞

…𝒕𝒉𝒆 𝒊𝒏𝒊𝒕𝒊𝒂𝒕𝒊𝒗𝒆 𝒇𝒐𝒄𝒖𝒔𝒆𝒔 𝒐𝒏 𝒍𝒐𝒄𝒂𝒍 𝒆𝒎𝒑𝒐𝒘𝒆𝒓𝒎𝒆𝒏𝒕, 𝒔𝒆𝒓𝒗𝒊𝒄𝒆 𝒆𝒏𝒕𝒓𝒆𝒑𝒓𝒆𝒏𝒆𝒖𝒓𝒔𝒉𝒊𝒑, 𝒂𝒏𝒅 𝒍𝒐𝒏𝒈-𝒕𝒆𝒓𝒎 𝒗𝒐𝒄𝒂𝒕𝒊𝒐𝒏𝒂𝒍 𝒈𝒓𝒐𝒘𝒕𝒉

By Sonam Choden

The Community for Skilled Workers (C4SW) is an initiative designed to organize and empower Bhutanese tradespeople, particularly certified plumbers and electricians, under a unified professional platform. With the aim of creating dignified work opportunities and strengthening the skilled labor ecosystem, C4SW is built on principles of service entrepreneurship, local empowerment, and national development.

Since its inception, the initiative has shown encouraging progress. Within six months, membership grew from about 180 to 300 individuals, indicating grassroots interest and effective outreach. While some Dzongkhags have shown strong participation, regional disparities persist. These gaps point to the need for further community mobilization and targeted awareness efforts.

In Gelephu, Regional Coordinator Pelden Dema stated that around 25 to 30 electricians and about 10 plumbers are currently part of the platform. She noted that skilled workers have seen an increase in job opportunities since joining C4SW. According to her, “Customer feedback has been largely positive,” and the launch of the Gelephu Mindfulness City project is expected to create further demand for skilled trades, benefiting local workers.

A similar development is visible in Bumthang, where Regional Coordinator Tshering Phuntsho reported 24 registered members, including 15 electricians and six plumbers. Given the Dzongkhag’s smaller population, membership growth has been modest, with three new members added since the launch. Bumthang’s coordination also includes Trongsa, where participation remains low due to limited promotion. Advocacy campaigns are being planned at the Gewog level to increase engagement. Tshering emphasized the importance of technical support and said the Department of Labour (DoL) has pledged assistance. He added that “reskilling and upskilling opportunities through short-term training will improve service delivery and help workers grow professionally.”

Thimphu has 56 registered members, indicating a relatively higher level of involvement, likely due to the high number of construction sites which is estimated at about 500- that offer consistent employment. Nim, a C4SW member, remarked that the existing number of registered workers is insufficient to meet demand, suggesting that the construction sector presents a viable employment path for youth.

C4SW, in collaboration with the DoL, is designing support mechanisms focused on capacity-building and entrepreneurship. These include refresher courses in Occupational Health and Safety (OHS), customer service, entrepreneurship, and new technologies. On-the-job training placements will be provided for Technical and Vocational Education and Training (TVET) students from Technical Training Institutes. Additional support for post-graduation transition includes internship, mentorship, and entrepreneurship pathways. Members will also benefit from access to tools, equipment, and branding assistance, along with exposure to regional and international practices. School dropouts and unemployed youth will be targeted through Recognition of Prior Learning (RPL) certification and short-term training. However, these efforts hinge on budget availability and coordinated support from government agencies and development partners.

Beyond employment, the initiative prioritizes service quality, collective identity, and public trust. In Bhutan, vocational professionals often face stigma regarding their competence. C4SW aims to challenge this by asserting that such views stem from systemic undervaluation rather than lack of skill. The initiative believes that with the right investment and trust, Bhutanese tradespeople can meet professional standards. It seeks to position skilled labor as a cornerstone of the country’s socio-economic development. According to the platform, investing in human capital is essential for enabling Bhutanese workers to compete in global markets that value craftsmanship and adaptability.

“C4SW is not a conventional employment scheme,” said Nim. “It is a community-based, service-driven movement that supports the livelihoods of hundreds of skilled workers and their families.” Nim added that homeowners, contractors, and clients have appreciated better access to certified and reliable workers, improving service delivery and building public confidence. Many members have also reported increased recognition and a greater sense of protection in their work.

Despite these gains, the initiative has faced some criticism, mainly from individuals concerned about potential impacts on existing roles. Nim acknowledged that such responses are common in times of systemic change but noted that feedback has often been constructive. Suggestions have included diversifying trades, improving response times, enhancing pricing transparency, and increasing public visibility. These areas are being addressed as part of ongoing improvements.

Plans are under discussion to expand the platform’s scope beyond plumbing and electrical services. While this is seen as a natural progression, the leadership has emphasized a phased approach. Consolidating existing services is currently the focus to ensure effective implementation before further expansion. This will allow for both deeper specialization and gradual diversification into other trades.

The Department of Labour has been central to C4SW’s progress, offering technical and logistical support. A limited budget has been secured for workforce programs in the 2024-2025 fiscal year. However, funding beyond this period remains uncertain. While C4SW aims to become self-reliant in the long term, short-term support is still essential for tools, certification, branding, and exposure to best practices.

To address the funding gap, the platform has submitted a proposal for a government-backed loan scheme to support start-ups and promote service-based entrepreneurship. If approved, the loan would be managed by the DoL to align with workforce development goals.

The uncertainty over continued funding remains a pressing challenge. Member contributions are currently insufficient to sustain core functions such as booking systems, service quality monitoring, and grievance resolution. Without institutional backing, the initiative’s long-term sustainability could be at risk.

So far, C4SW has not received welfare or loan-based financial support. It has, however, built internal systems for dispute resolution and quality monitoring. Client complaints have been addressed through internal reviews focused on accountability and satisfaction. In rare cases, unresolved issues are referred to the DoL. Instances of by-law violations have been handled through warnings and corrective actions to maintain professional standards and protect the platform’s integrity.

C4SW’s emphasis on transparent governance and ethical service delivery is central to its aim of building trust and professionalism in the skilled labor sector. With continued support, the initiative holds potential as a model for service-based entrepreneurship and vocational empowerment in Bhutan.