The document discusses the emergence of green jobs and how they are affecting the human resources function. It defines different types of green jobs and estimates growth in the sector. It also outlines how HR can provide leadership in areas like energy management, corporate responsibility, and performance management to help organizations address legislative and market pressures related to the environment.
Triple Bottom Line TBL accounting and reporting increases business success and government transparency. No longer is profit enough to be a sustainable success, a company must report on its environmental and social impacts as well. The same is true for governments.
Triple Bottom Line Reporting workshop slides, Laura Musikanski, July 2010Sustainable Seattle
Slides from Laura Musikanski's Triple Bottom Line Reporting workshop in Seattle, July 2010. See http://sustainableseattle.org/Programs/emergingppi/STARs/classes/20100715_TBL/ for background information and http://www.slideshare.net/sustainableseattle/getting-to-tbl-metrics for Burr Stewart's guest lecture at the same class.
The document provides an overview of triple bottom line reporting, including its history, definitions, frameworks, and key aspects. It discusses who issues these reports and why, focusing on sustainability accounting for environmental, social, and economic impacts. The Global Reporting Initiative framework and B-Sustainable bottom-up approach are presented as examples. Key areas covered include social, economic, and environmental performance indicators across sectors.
A presentation emphasizing the need to focus on skill development in occupations that people have already trained in rather than relying on the creation of new green jobs.
The document provides biographies of participants attending the AEEI-CPS Energy Smart City Innovation Forum on November 6-7, 2014 in San Antonio. It introduces 17 participants, providing 1-2 paragraphs on their relevant experience and roles in companies like Walmart, FirstFuel, Veolia, CPS Energy, Opower, Microsoft, AT&T, Silver Spring Networks, CLEAResult, Nest Labs, the City of San Antonio, and Duke Energy. The participants represent a variety of sectors focused on energy, sustainability, smart cities, and emerging technologies.
This document discusses green collar jobs and the American Recovery and Reinvestment Act (ARRA). It provides an overview of green collar jobs and analyzes ARRA spending on energy and transportation. Specifically, it breaks down the $85 billion allocation to those sectors and estimates the number of job-years created based on economic models. However, it notes that green collar jobs may only provide a temporary solution and will likely face difficulties becoming long-term, sustainable careers.
Triple Bottom Line TBL accounting and reporting increases business success and government transparency. No longer is profit enough to be a sustainable success, a company must report on its environmental and social impacts as well. The same is true for governments.
Triple Bottom Line Reporting workshop slides, Laura Musikanski, July 2010Sustainable Seattle
Slides from Laura Musikanski's Triple Bottom Line Reporting workshop in Seattle, July 2010. See http://sustainableseattle.org/Programs/emergingppi/STARs/classes/20100715_TBL/ for background information and http://www.slideshare.net/sustainableseattle/getting-to-tbl-metrics for Burr Stewart's guest lecture at the same class.
The document provides an overview of triple bottom line reporting, including its history, definitions, frameworks, and key aspects. It discusses who issues these reports and why, focusing on sustainability accounting for environmental, social, and economic impacts. The Global Reporting Initiative framework and B-Sustainable bottom-up approach are presented as examples. Key areas covered include social, economic, and environmental performance indicators across sectors.
A presentation emphasizing the need to focus on skill development in occupations that people have already trained in rather than relying on the creation of new green jobs.
The document provides biographies of participants attending the AEEI-CPS Energy Smart City Innovation Forum on November 6-7, 2014 in San Antonio. It introduces 17 participants, providing 1-2 paragraphs on their relevant experience and roles in companies like Walmart, FirstFuel, Veolia, CPS Energy, Opower, Microsoft, AT&T, Silver Spring Networks, CLEAResult, Nest Labs, the City of San Antonio, and Duke Energy. The participants represent a variety of sectors focused on energy, sustainability, smart cities, and emerging technologies.
This document discusses green collar jobs and the American Recovery and Reinvestment Act (ARRA). It provides an overview of green collar jobs and analyzes ARRA spending on energy and transportation. Specifically, it breaks down the $85 billion allocation to those sectors and estimates the number of job-years created based on economic models. However, it notes that green collar jobs may only provide a temporary solution and will likely face difficulties becoming long-term, sustainable careers.
Schneider Electric is committed to sustainability and has integrated sustainability into its overall corporate strategy. It uses a Planet & Society barometer to measure and drive sustainability performance across five key areas: climate, circular economy, ethics, development, and health & equity. The barometer score accounts for compensation and incentives for thousands of employees. Schneider Electric has received numerous sustainability awards and rankings in recognition of its longstanding leadership and competitive performance in sustainability.
This is a presentation of The Triple Bottom Line by Alexis Dogwe, Camille Eusebio, Maurice Gonzales, Leslee May Tandoc and Al Marie Tating as part of the requirements in the subject: Marketing and Commercialization of High Technology Products.
University of the Philippines, Technology Management Center
This report provides recommendations for governments on supporting the responsible use of AI for climate action. It recommends that governments 1) support AI applications that can help mitigate and adapt to climate change through funding research, developing infrastructure, and facilitating deployment; 2) reduce AI's negative climate impacts by incorporating climate considerations into AI policies and funding; and 3) build implementation, evaluation, and governance capabilities for assessing and shaping AI's role in climate action. The report aims to guide government action on harnessing AI's potential while mitigating its risks for climate change.
Carbon dioxide emissions from energy production contribute to climate change. As climate change impacts the real estate industry through regulations, tenant demands, and more, managing a building's carbon footprint will be important for competitiveness. Commercial buildings represent a large portion of energy consumption and carbon emissions in the US, so improving efficiency can significantly reduce environmental impacts. Real estate organizations that proactively improve energy efficiency will be well positioned to address future carbon disclosure and regulatory requirements.
Leading player in Energy and Sustainability Services
Led more than 500 sustainability service offerings( CSR, EIAs, LCAs, CDM, Environmental Finance etc.)
Sectors( Energy and Infrastructure, Mines and Metals, Manufacturing, Habitats, Forestry, Agriculture) and
Geographies (India, Srilanka, Thailand, Philippines, Indonesia, Nigeria, Kenya, Tanzania)
Clients (Governments, Multilaterals, UN, Business groups, NGOs)
Delivered more than 500 million USD benefits to clients
Operating across India, South East Asia and Africa
Il World Energy Inside è una pubblicazione mensile del World Energy Council (WEC) contenente interviste a rappresentanti del WEC e dei Comitati Nazionali, overview e aggiornamenti sulle attività recenti e future del WEC in tutto il mondo e, approfondimenti sulle ultime news in ambito energetico.
Stewart Elgie on Achieving a Low-carbon, High-octane EconomyFedcan
This document discusses the need to reform economic policies and markets to address environmental problems like climate change and species loss. It argues that current economic systems do not properly account for environmental costs, leading to unsustainable practices. It advocates for market-based instruments like carbon taxes and emissions trading to internalize environmental costs. Such approaches can reduce pollution at lower costs while also stimulating green innovation and economic growth. Overall, the document argues that reforming markets through policies like carbon pricing is needed to build a low-carbon, sustainable economy.
Advantages, disadvantages and challenges of online coursePenplusbytes
Transportation is one of the fastest growing sectors of greenhouse gas (GHG) emissions globally. While emissions are still higher in developed countries, they are growing more rapidly in developing nations. There are opportunities for transportation demand management (TDM) strategies to help address climate change by reducing vehicle miles traveled and encouraging more efficient modes of transportation. TDM can appeal to individuals, businesses, and political leaders by highlighting its benefits for issues like congestion, air quality, public health, cost savings, and energy independence in addition to environmental and climate impacts. Surveys show many individuals are willing to make lifestyle changes to help the environment, and some businesses see opportunities to gain competitive advantages through reducing their carbon footprints.
The document discusses the emergence of green jobs and how they are affecting the human resources function. It defines different types of green jobs and estimates growth in the sector. It also outlines how HR needs to provide leadership in areas like energy management, corporate responsibility, and performance management to effectively respond to the impact of environmental legislation and the green jobs market.
정보의바다에서 나에게 가장 필요한 정보를 찾는 것도 삶의 큰 힘이 되기도 하다.
세상의편리함.빠른속도.정확.신속.완벽함도 중요하지만 이시대에 진정필요한 것은
사람의 따뜻한 정을 느낄수 있는 배려와사랑이라고 생각합니다. 이시대에 가장 필요한 교육은 무엇일까 고민해보았습니다.
- The document provides tips for creating effective PowerPoint slides, including using outlines, proper slide structure, fonts, colors, backgrounds, graphs, and spelling and grammar.
- Key recommendations include using 18pt font or larger, point form with 4-5 points per slide, consistent backgrounds, clearly labeled graphs, and proofreading for errors.
- The document cautions against overly long text, small or decorative fonts, distracting colors or backgrounds, and improperly formatted or unlabeled graphs.
Things a Haitian youth leader should consider.sbuissereth
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
Dokumen ini membahas tentang penyelesaian persamaan kimia dan penamaan senyawa kimia sederhana. Persamaan kimia dapat diselesaikan dengan cara mencoba berbagai koefisien hingga mendapatkan persamaan yang seimbang. Ada dua jenis senyawa biner, yaitu ionik dan kovalen, yang diberi nama berdasarkan atom-atom pembentuknya. Senyawa poliatomik dibentuk dari dua unsur nonlogam dan dinamai ber
Schneider Electric is committed to sustainability and has integrated sustainability into its overall corporate strategy. It uses a Planet & Society barometer to measure and drive sustainability performance across five key areas: climate, circular economy, ethics, development, and health & equity. The barometer score accounts for compensation and incentives for thousands of employees. Schneider Electric has received numerous sustainability awards and rankings in recognition of its longstanding leadership and competitive performance in sustainability.
This is a presentation of The Triple Bottom Line by Alexis Dogwe, Camille Eusebio, Maurice Gonzales, Leslee May Tandoc and Al Marie Tating as part of the requirements in the subject: Marketing and Commercialization of High Technology Products.
University of the Philippines, Technology Management Center
This report provides recommendations for governments on supporting the responsible use of AI for climate action. It recommends that governments 1) support AI applications that can help mitigate and adapt to climate change through funding research, developing infrastructure, and facilitating deployment; 2) reduce AI's negative climate impacts by incorporating climate considerations into AI policies and funding; and 3) build implementation, evaluation, and governance capabilities for assessing and shaping AI's role in climate action. The report aims to guide government action on harnessing AI's potential while mitigating its risks for climate change.
Carbon dioxide emissions from energy production contribute to climate change. As climate change impacts the real estate industry through regulations, tenant demands, and more, managing a building's carbon footprint will be important for competitiveness. Commercial buildings represent a large portion of energy consumption and carbon emissions in the US, so improving efficiency can significantly reduce environmental impacts. Real estate organizations that proactively improve energy efficiency will be well positioned to address future carbon disclosure and regulatory requirements.
Leading player in Energy and Sustainability Services
Led more than 500 sustainability service offerings( CSR, EIAs, LCAs, CDM, Environmental Finance etc.)
Sectors( Energy and Infrastructure, Mines and Metals, Manufacturing, Habitats, Forestry, Agriculture) and
Geographies (India, Srilanka, Thailand, Philippines, Indonesia, Nigeria, Kenya, Tanzania)
Clients (Governments, Multilaterals, UN, Business groups, NGOs)
Delivered more than 500 million USD benefits to clients
Operating across India, South East Asia and Africa
Il World Energy Inside è una pubblicazione mensile del World Energy Council (WEC) contenente interviste a rappresentanti del WEC e dei Comitati Nazionali, overview e aggiornamenti sulle attività recenti e future del WEC in tutto il mondo e, approfondimenti sulle ultime news in ambito energetico.
Stewart Elgie on Achieving a Low-carbon, High-octane EconomyFedcan
This document discusses the need to reform economic policies and markets to address environmental problems like climate change and species loss. It argues that current economic systems do not properly account for environmental costs, leading to unsustainable practices. It advocates for market-based instruments like carbon taxes and emissions trading to internalize environmental costs. Such approaches can reduce pollution at lower costs while also stimulating green innovation and economic growth. Overall, the document argues that reforming markets through policies like carbon pricing is needed to build a low-carbon, sustainable economy.
Advantages, disadvantages and challenges of online coursePenplusbytes
Transportation is one of the fastest growing sectors of greenhouse gas (GHG) emissions globally. While emissions are still higher in developed countries, they are growing more rapidly in developing nations. There are opportunities for transportation demand management (TDM) strategies to help address climate change by reducing vehicle miles traveled and encouraging more efficient modes of transportation. TDM can appeal to individuals, businesses, and political leaders by highlighting its benefits for issues like congestion, air quality, public health, cost savings, and energy independence in addition to environmental and climate impacts. Surveys show many individuals are willing to make lifestyle changes to help the environment, and some businesses see opportunities to gain competitive advantages through reducing their carbon footprints.
The document discusses the emergence of green jobs and how they are affecting the human resources function. It defines different types of green jobs and estimates growth in the sector. It also outlines how HR needs to provide leadership in areas like energy management, corporate responsibility, and performance management to effectively respond to the impact of environmental legislation and the green jobs market.
정보의바다에서 나에게 가장 필요한 정보를 찾는 것도 삶의 큰 힘이 되기도 하다.
세상의편리함.빠른속도.정확.신속.완벽함도 중요하지만 이시대에 진정필요한 것은
사람의 따뜻한 정을 느낄수 있는 배려와사랑이라고 생각합니다. 이시대에 가장 필요한 교육은 무엇일까 고민해보았습니다.
- The document provides tips for creating effective PowerPoint slides, including using outlines, proper slide structure, fonts, colors, backgrounds, graphs, and spelling and grammar.
- Key recommendations include using 18pt font or larger, point form with 4-5 points per slide, consistent backgrounds, clearly labeled graphs, and proofreading for errors.
- The document cautions against overly long text, small or decorative fonts, distracting colors or backgrounds, and improperly formatted or unlabeled graphs.
Things a Haitian youth leader should consider.sbuissereth
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
Dokumen ini membahas tentang penyelesaian persamaan kimia dan penamaan senyawa kimia sederhana. Persamaan kimia dapat diselesaikan dengan cara mencoba berbagai koefisien hingga mendapatkan persamaan yang seimbang. Ada dua jenis senyawa biner, yaitu ionik dan kovalen, yang diberi nama berdasarkan atom-atom pembentuknya. Senyawa poliatomik dibentuk dari dua unsur nonlogam dan dinamai ber
Realising nature’s value: The Final Report of the Ecosystem Markets Task ForceSustainable Brands
The document is a report from the Ecosystem Markets Task Force with recommendations for business opportunities related to valuing nature. It contains:
1) An introduction to the Task Force and its goal of identifying opportunities for UK business from expanding markets that value natural capital.
2) A summary of the Task Force's recommendations grouped under four themes: carbon/nature markets, the food cycle, water cycle, and natural capital cross-cutting issues. It identifies five priority recommendations including biodiversity offsetting and water catchment management.
3) An overview of the 22 total recommendations for nature-based business opportunities related to these themes.
Imtech ICT provides energy assessment services to help businesses develop carbon management plans and reduce energy costs. The assessment involves an online survey, report on areas for improvement, and consultation to establish goals. Key areas for improvement include energy consumption, workplace culture, customer/shareholder impact, travel policies and more. Imtech can help clients achieve smarter energy solutions and a more sustainable future through their expertise in electrical, ICT and mechanical services.
Abbey Exec Summary, Pa Green Jobs Status ReportWalmartCAN
The document provides an overview of green jobs in Pennsylvania in 2009. It defines green jobs and lists 5 categories (efficiency, energy, environment, economy, and equity) that characterize green jobs. It discusses why green jobs are important for economic growth and environmental sustainability. The document also provides examples of green jobs in industries like wind energy, biomass energy, and solar energy that are emerging in Pennsylvania. It summarizes Pennsylvania's alternative energy portfolio standards and incentives that are driving the growth of green jobs in the state.
The importance of creating a market ready labour force with the green skills to support economic reform, the establishment of new high growth industry sectors & regional economic renewal
Middle Class Task Force. Green Jobs: A Pathway To A Strong Middle ClassObama White House
This is a report from the White House Task Force on Middle Class Working Families: The Task Force is a major initiative targeted at raising the living standards of middle-class, working families in America. It is comprised of top-level administration policy makers, and in addition to regular meetings, it will conduct outreach sessions with representatives of labor, business, and the advocacy communities. More information is available at http://www.whitehouse.gov/strongmiddleclass/
Veterans are usually faced with the task of transitioning to other jobs when they come back from war since they still have to make a living to sustain them in their daily life. Usually, there are some jobs that are in their favor due to the skills and knowledge they gained at the military which the people in the civilian world may not have.
For more information please visit: http://www.GreenCollarVets.org
One definition of Green jobs is that they contribute substantially to preserving or restoring environmental quality. They impact agriculture, manufacturing, research & development, administrative, and service activities. Green energy jobs are a vital type of green-collar jobs that are growing in number and have a secure future.
For more information please visit: http://www.GreenCollarVets.org
Climate Change + Sustainability =The New Business Model For the FutureRobert Ryan Worley
Climate change and sustainability are shaping the new business model for the future. Businesses need to assess how environmental impacts will affect their revenues, costs, profits and more. Those that prepare by developing sustainability initiatives and green skills training will have a competitive advantage over those that do not adapt to this changing environment. Governments are increasingly supporting green economies through initiatives and investments in clean energy and efficiency.
The document discusses green jobs and training programs to support the growth of green jobs. It provides examples of successful green jobs training programs, including those run by Red Rocks Community College in Colorado and SEIU 32BJ in New York City. It also outlines partnerships between the Departments of Labor, Housing and Urban Development, Energy, and Education to connect workers with green job opportunities and training using Recovery Act funds. The task force aims to ensure the middle class benefits from and is strengthened by the growing clean energy economy.
The Evolution of the Energy Manager: From Boiler Room to Board RoomKaryn Peacocke
The role of the Energy Manager is undergoing profound change. Over the past 20 years we have witnessed the emergence of a new breed; someone who is comfortable in the board room as well as the boiler room. And he - or increasingly she - is starting to have a material impact on
margins and revenues.
The document discusses how implementing a corporate environmental responsibility (CER) plan can benefit companies in several ways. It can increase a company's triple bottom line of profit, people, and planet by reducing energy costs. It also leads to healthier and happier employees who want to work for environmentally responsible companies. Having a strong CER plan also provides good public relations and marketing opportunities to appeal to environmentally conscious consumers. The document provides examples of financial incentives for companies to invest in renewable energy and energy efficiency technologies through tax credits.
GLOBE Advisors - British Columbia’s Clean Energy Supply & Storage Sector Mark...GLOBE Series
British Columbia's clean energy supply and storage sector generated $4.9 billion in GDP and employed 25,100 workers in 2011. The sector is divided into clean energy generation, technology development and manufacturing, and smart grid and transmission. Clean energy generation accounts for most jobs at 9,800. Significant employment opportunities exist in engineering, project management, smart grid development, and plant operations and maintenance. Experienced engineers and skilled tradespeople are in high demand but difficult to source, especially for remote projects. Barriers to sector growth include dependence on public policy, funding cuts, low energy costs, small domestic market, and competition for skilled labour.
This document discusses the challenges of managing energy costs for organizations and how energy intelligence software is helping address those challenges. Key points:
1) Managing energy costs is complex due to decentralized decision making, lack of accountability, and not understanding energy consumption patterns. This has led to wasted energy costing $60 billion annually.
2) Events like the 2014 polar vortex and new disclosure laws are driving more interest in controlling energy costs. Energy intelligence software gives organizations visibility into energy usage and costs to reduce waste.
3) Early adopters using energy intelligence software have found it transforms energy into a controllable cost that can be actively managed to reduce expenses. The market for this type of software is growing rapidly.
The document discusses green jobs and opportunities in Pennsylvania. It defines green jobs as those that promote energy efficiency, sustainable resource use, pollution prevention, environmental cleanup, and emissions reduction. It identifies the top five industry sectors for green jobs as energy efficiency, renewable energy, transportation, green building, and environmental management. It also categorizes green jobs as emerging, evolving, and traditional, providing examples of jobs in each category. Finally, it discusses future opportunities to further develop green jobs and labor market information in the state through government collaboration, workforce development, and employer participation.
What are the work attributes and background macrotrends affecting job growth in the \'sustainability\' field? A presentaiton delivered at the ORC West Coast Meeting, Sep 2009, Dana Point, CA
The document summarizes a presentation about how telecommunications companies can help drive a transition to a low carbon economy. It discusses the business and environmental benefits of implementing green strategies, and identifies key drivers for the telecom industry to do so. It then provides examples of how telecom services like videoconferencing can substitute for travel and commuting, thereby reducing carbon emissions. Case studies show the potential cost savings and carbon reductions companies can achieve through teleworking programs.
The unique challenges facing the public sector in adopting agile workplaces include an estate that is large and complex, with around half of buildings over 30 years old. This makes maintenance costly and buildings potentially outdated. However, the public sector is beginning to embrace agile workplaces in response to austerity measures and changing employee needs and expectations. Benefits include increased productivity, better recruitment and retention, and utilization rates that show significant unused space in current workplaces.
The document outlines 7 tasks related to a website redesign and updates. It provides estimated timeframes for completing each task which range from 8-24 hours. It also asks clarifying questions about some of the tasks that require more details, such as the structure of regional pages and how blocks will be used, before time and scope can be fully estimated.
The document discusses the emergence of green jobs and how they are affecting the human resources function. It defines different types of green jobs and estimates growth in the sector. It also outlines how HR needs to provide leadership in areas like energy management, corporate responsibility, and performance management to effectively respond to the impacts of environmental legislation and the green jobs market.
The document discusses the emergence of green jobs and how they are affecting the human resources function. It defines different types of green jobs and estimates growth in the sector. It also outlines how HR can provide leadership in areas like energy management, corporate responsibility, and performance management to help organizations address legislative and market pressures related to the environment.
The document discusses the emergence of green jobs and how they will impact human resource functions. It defines dark green and pale green jobs, and estimates over 500,000 new pale green jobs will be created in the UK over the next five years. It also discusses how the Carbon Reduction Commitment legislation will require many large organizations to measure and report emissions, purchase allowances, and manage reputational impacts, creating demand for energy managers and carbon specialists. Finally, it argues that for HR functions to effectively respond, they will need to understand environmental legislation and its impacts, and provide leadership in areas like energy management, corporate responsibility, and performance management related to sustainability.
The document discusses the emergence of green jobs and how they are affecting the human resources function. It defines different types of green jobs and estimates growth in the sector. It also outlines how HR needs to provide leadership in areas like energy management, corporate responsibility, and performance management to effectively respond to the impacts of environmental legislation and the green jobs market.
The document discusses the emergence of green jobs and how they will impact human resources. It defines dark green and pale green jobs, and estimates over 500,000 new pale green jobs will be created in the UK over the next five years. It also discusses how the Carbon Reduction Commitment legislation will require many large organizations to measure and report emissions, purchase allowances, and manage reputational impacts, creating demand for energy managers and carbon specialists. For human resources to effectively respond, it will need to understand environmental legislation and its impacts on staffing and resource needs.
Human Resources and the Green Job Market.pdfcarbontable
The document discusses the emergence of green jobs and how they are affecting the human resources function. It defines different types of green jobs and estimates growth in the sector. It also outlines how HR can provide leadership in areas like energy management, corporate responsibility, and performance management to help organizations address legislation and opportunities in the green market.
The document discusses the emergence of the Chief Sustainability Officer (CSO) role in large corporations. It describes how the role has evolved from heads of corporate responsibility and sustainability functions to now be board-level positions focused on integrating sustainability into core business strategy and operations. Typical activities of a CSO include exploring revenue opportunities from sustainable products/services, achieving cost savings from efficiency initiatives, and assessing non-financial performance. CSOs require a unique skill set that blends strategic thinking, commercial understanding, policy engagement, communication abilities, and change management experience. As sustainability issues like resource scarcity and biodiversity rise in prominence, the responsibilities of CSOs are expected to continue expanding in the future.
The Transport Carbon Reduction Delivery Plan sets out how the UK Department for Transport will deliver reductions in transport carbon emissions to meet national climate change targets. It details policies and initiatives to reduce emissions from cars and vans, promote sustainable biofuels, and encourage sustainable travel. Progress will be measured through indicators and milestones. The plan establishes roles and responsibilities to ensure coordination across government and delivery partners.
This document outlines the UK's Transport Carbon Reduction Delivery Plan. It details the roles and responsibilities of different partners in reducing transport emissions. It provides an overview of emissions from different modes of transport and sets out policies and plans to lower emissions from cars and vans, biofuels, sustainable travel, buses, rail, freight, aviation, shipping, and the government's own operations. Progress will be monitored to ensure the UK meets its legally mandated carbon budgets and moves toward an 80% reduction in emissions by 2050.
1. www.acre-resources.com
mail@acre-resources.com
+44 (0)845 257 8030
HUMAN RESOURCES AND THE GREEN JOB MARKET
PART 1 - DEFINING GREEN JOBS
The emergence of issues related to the environment has created a significant impact in
the employment market. Organisations now have to respond to both the pressures that
green legislation is creating, such as legislative compliance, and the commercial
opportunities that are emerging. Employment needs are being created in a range of
areas including energy generation, energy efficiency, waste and resource management
and corporate responsibility. This job creation is not limited to any single market
sector; it is impacting the public and private sector, charities and NGOs, large
corporates and SMEs.
It is important to understand what is meant by the green job market in the UK and
how it is going to affect the Human Resource function in the near term. It is in the
interest of politicians to loosely define green jobs; this allows them to claim credit for
a wide range of newly created jobs even if the connection to the green job market is
tenuous. Such loose definitions are of no help to anyone involved in workforce
planning and the creation of green jobs. To facilitate this activity it is necessary to put
some definition around the green job market. We divide the market into two key
segments;
Dark Green Jobs: these are jobs where people are hired specifically for their
knowledge of sustainability, the environment or climate change. They are likely to
have a qualification in one of these areas and may well have the job title of
‘sustainability consultant’ within a consultancy firm or be an in house expert such as
‘Head of Environment’ or ‘energy manager’. This is a small and specialist market
place but due to current and upcoming legislation is likely to expand quickly.
Pale Green Jobs: these are roles that have been created by climate and environmental
policy, but where the person is hired for specialist knowledge of another area. An
example might be a carbon trader in an investment bank, whose value to the company
lies in his/her trading skills rather than their knowledge of sustainability.
The area of Pale Green jobs is hard to measure. We estimate that these jobs could
account for over 500,000 new UK jobs over the next five years, assuming that
appropriate legislation is put in place. At least half of these should come from
renewable energy. We expect the following Pale Green Job category to comprise:
• Environmental lawyers
• Carbon traders
• Accountants (including carbon auditors)
• Scientists (especially for Nuclear)
• Management (including Non-executive directors)
• Sales people
• Support roles
2. www.acre-resources.com
mail@acre-resources.com
+44 (0)845 257 8030
Beyond Pale and Dark Green, we split the green job market into three further
categories:
• Environmental jobs - this is a well established market and includes
environmental management, environmental planning and waste management.
Example job titles in this area would include ‘environmental manager’,
‘ecologist’ and ‘air quality consultant’.
• Climate Change and Energy jobs - this is a newer feature within the job
market and has been building pace over the past three years. This category
includes carbon finance, clean tech, emission reduction, energy management
and renewable energy. Example job titles in this area would include ‘energy or
climate change manager’, ‘biofuel supply chain manager’ and ‘renewable
energy engineer’.
• Corporate Responsibility jobs - this includes socially responsible
investment, ethical supply chain, community engagement and internal and
external communication. Example job titles in this area would include
CR/sustainability manager and ethical supply chain manager. Many of these
jobs may not be traditionally classified as ‘green’, particularly those that focus
towards the social side of the spectrum, such as poverty alleviation and labour
and human rights. This is a relatively small market but is likely to continue to
grow over the coming years, particularly as climate and energy issues become
increasingly central to the economy.
Across all of the above categories common job titles such as regulatory lawyers,
accountants, engineers and scientists are found. There is a degree of cross over
between these three categories - for instance, a CR Manager may often oversee some
of an organisations environmental obligations.
The vast majority of green jobs fall into what is known as the Low Carbon Goods and
Services sector of the UK economy. According to the Department for Business
Enterprise & Regulatory Reform (BERR), in 2007-08 the UK market value of this
“For Human Resources to be able to respond effectively to
current or future impact on the organisation the function will
need to understand the content and impact of environmental /
climate change legislation”.
__________________________________________________
sector was estimated to be worth £107 billion with the UK claiming a 3.5% market
share of the entire global market. BERR also concluded that there were 881,000 jobs
in the UK in this sector, but it is realistic to expect that this figure could grow by half
as much again by 2015.
3. www.acre-resources.com
mail@acre-resources.com
+44 (0)845 257 8030
The green job market, sooner or later will end up affecting all sectors. It does not
matter whether it is public service (central or local), the charitable sector or the
private sector, all will be impacted to a greater or lesser degree. For some it has
already started.
For Human Resources to be able to respond effectively to current or future impact on
the organisation, the function will need to understand the content and impact of
environmental / climate change legislation.
This is essential so that it is able to plan the future organisation and resource
necessary to support it, be that in the area of utility management, the development of
energy efficient systems or legislative compliance.
2. AN EXAMPLE DRIVER FOR GREEN JOB CREATION
The major piece of current legislation that will impact large public and private sector
organisations initially (followed by a large number of others over time) is the Carbon
Reduction Commitment Energy Efficiency Scheme (CRC). This legislation is designed
to stimulate energy efficiency in organisations that might otherwise be resistant to
implementing energy efficient measures. Approximately 5000 organisations will be
initially affected by the CRC but on the basis that there is an increasing international
drive to adopt similar cap and trade schemes, the CRC is highly likely to be expanded
over time.
The immediate concerns for those organisations affected by the CRC are:
• The cost of measuring and reporting annual emissions
• The cost of buying allowances to cover emissions
• Penalty costs for not having enough allowances to cover emissions
• Cash flow problems associated with the timing of recycling emissions back to
the company
• Bonuses and penalties based on positions in the CRC league table
• Reputational damage caused by poor performance on the published league
tables
And, of course having staff resource to manage this issue. This is not an issue that will
happen in the distant future. For the estimated 5000 organisations affected, the
legislation will be enacted in April 2010 when any organisation with half hourly
electricity meters – an estimated 20,000 – will have to register with the Environment
Agency. For about 15,000 organisations that is all that happens until 2013 when they
will be required to re-register. The remaining 5000 will be legally obliged to calculate
their carbon emission for 2010/11. We have already experienced an increase in
demand for energy managers and carbon reduction specialists which we consider to
be a direct result of the Carbon Reduction Commitment.
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PART 3 - THE IMPLICATIONS FOR THE HUMAN RESOURCE FUNCTION
Given this background we believe that there are three major areas where the Human
Resource function needs to demonstrate leadership in the in the area of green jobs.
These are:
• Energy Management
• Corporate Responsibility
• Performance Management
Firstly Energy Management: although the CRC is extremely important, it is by no
means the sole driver of sustainability and energy management initiatives. Many
organisations, irrespective of whether they are immediately impacted by the CRC,
have still proceeded to hire energy and sustainability managers because it is
organisationally important that appropriate strategies are in place to manage energy
and utility procurement and to ensure cost containment and reduction. The profile of
these roles has been significantly heightened
“There is very little evidence of the HR function providing
leadership in this area in the joint definition of organisational
need, financial imperatives and role definition”.
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over the past two years; we have seen some extremely selective hiring at senior levels
with the aim of introducing effective long term energy management strategies. The
imperatives are now becoming apparent particularly to the organisation, not only in
terms of the carbon footprint, but also in terms of cost reduction.
When it comes to the creation and coordination of green job opportunities within
organisations, the HR function has to date, worked in a reactive fashion, responding to
the requirements of particular job functions or general management.
There is very little evidence of the HR function providing leadership in this area in the
joint definition of organisational need, financial imperatives and role definition.
By joint definition we mean working with the appropriate functional management and
the finance function to drive the issue of energy management within the organisation.
There is some worrying data pertaining to the current CRC legislation. A survey
commissioned in November 2009 by SAP a global provider of software solutions,
observed that only one third of companies were fully prepared for the CRC despite it
only being 130 days away at that time. 20% had not even started planning or had no
idea what measures they needed to take. Functional Management led by Human
Resources should be ensuring that these major issues are addressed.
Irrespective of the CRC there is an overwhelming need going forward, for
organisations to manage the issue of energy be that in the area of utility management,
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emission reduction or the use of renewable energy. The financial implications clearly
need to be understood whatever the size and nature of the organisation and the
appropriate resource needs to be put in place to manage these issues for the long term.
There needs to be a robust workforce plan in place to ensure that the critical
organisational needs are met. There is little doubt that the resource available on the
job market, be it core or complementary, is going to become increasingly scarce.
Secondly Corporate Responsibility: In the light of the recent economic downturn
and recession there has been a loss of trust between the public and many organisations
and corporations. We see many corporations working hard to rebuild bridges and to
restate and demonstrate their commitment on a range of issues. There is certainly an
acceleration of activity in this area that we expect to continue for the foreseeable
future. Corporate responsibility requires that organisations be:
• Economically viable
• Environmentally sound
• Exercising responsibility to their employees
• Socially responsible
• Adaptive to stakeholder interests
• Responsive to shareholders, customers and local and global stakeholders
We additionally see the area of diversity and inclusion being included under the
banner of corporate responsibility.
Human Resources is in an ideal position to apply considered advocacy in this area.
The 2006 Companies Act had the impact of bringing a number of stakeholder issues
into legislation. The Board now has responsibilities that extend beyond the
“Someone has to bring together the strands that now comprise
corporate responsibility within the organisation in terms of
defining the organisations position on this issue”.
___________________________________________________________________
shareholder. It must take into account issues such as the business’s impact on
employees and society and the environment.
It is important that the HR function displays leadership in this area at the most senior
level to ensure that organisations are aware of all the issues and ramifications both
currently and in the future. In 2001 the Economist stated:
“The next big thing in brands is corporate responsibility - it will be clever to say that
there is nothing different about our product or price but we do behave well”
That may well have been the perception at the beginning of the decade but things
have moved on at a pace since then and what was then perceived as a “soft” activity
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has now evolved into one where the outcomes include enhanced financial
performance, brand value, long term sustainability for both the company and society
and enhanced relationships with government and communities.
Someone has to bring together the strands that now comprise corporate responsibility
within organisations in terms of defining the organisation’s position on this issue.
This will involve working with the finance function to define the financial advantage,
working with the marketing function to establish brand value, and with the
communicators to establish a strategy for community and government relations. With
its clear interest in worker commitment Human Resources would appear to be in a
strong position to facilitate this effort and drive it through to Board or Executive
Management level. Working with other functional leaders, it will also allow HR to
establish the workforce needs in all of the appropriate areas.
Thirdly Performance Management: Always a contentious issue for both the
organisation and the HR function. The ability of organisations to face up to the issues
of measurement, evaluation and the reporting on individuals and teams along with the
organisation itself, has presented issues that have often failed to be addressed.
Whilst there is no doubt that issues of energy management, sustainability and
corporate responsibility create huge challenges for both organisations and the HR
function, they also create opportunities in the area of performance management. The
performance criteria within these areas are mostly easily definable and measurable
“Asfar as the Carbon Reduction Commitment is concerned the
kudos of a high position in the CRC tables and conversely the
penalties arising from low positions in the tables and the
consequent damage to the organisation’s reputation will be
immediately apparent”.
_______________________________________________
and in most cases it is difficult for organisations and individuals to fudge issues in
terms of definition or outcome.
We believe that the HR function should assume leadership to ensure that the
organisation understands what it needs to measure in these areas. It needs to ensure
that where performance management is directly linked to reward then both the
individual and the organisation are incentivised to achieve pre-defined and objective
goals. Both the positive and negative consequences for an organisation will be
immediately apparent in such areas as high energy and utility costs.
As far as the Carbon Reduction Commitment is concerned the kudos of a high
position in the CRC league tables and conversely the penalties arising from low
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positions in the tables and the consequent damage to the organisation’s reputation will
be immediately apparent. These outcomes should be reflected in the rewards made to
the organisation and individuals.
In this article we have tried to define what we believe are the major issues for HR
practitioners and leaders in the vast majority of organisations. There is no doubt that
energy management, sustainability and corporate responsibility create huge
challenges and opportunities for the HR function in multiple areas. There is a
significant opportunity for the HR function to assume a leadership position in
addressing these issues. It should not be ignored.
ABOUT THE AUTHORS
Andrew Cartland: Managing Director of Acre Resources
Andrew is the Managing Director and Co-founder of Acre, having established the
company in 2003. Since this time, with the support of his colleagues, he has built
Acre to be a globally recognised recruitment brand within the fields of sustainability,
environment and climate change.
For more information, contact Andrew Cartland on 020 3170 8031
John Cartland: Non-Executive Director of Acre Resources
John is a Non-Executive Director at Acre and previously held positions with several
North American corporations including Digital Equipment Corporation and Nortel
Networks where his most recent positions were those of Vice President Corporate
Compensation and Vice President of Human Resources for Europe Africa and the
Middle East.
For more information, contact John Cartland on 0118 940 3309
Notes to editors:
• Established in 2003, Acre Resources is the leading specialist recruitment
company for the Corporate Responsibility, Climate Change and
Environmental sectors.
• Acre was the first recruitment agency of its type, established by Andy Cartland
and Tom Leathes, both of whom have extensive experience in the ‘green’
sector and providing top quality recruitment solutions
• Acre is the first choice for a range of clients, from the biggest global
corporations to market-leading consultancies and NGOs
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• Acre’s head office is located in central London with a satellite office in
Chicago
• Acre Resources is one of the organisations behind the market leading CSR
Salary Survey which is now in its third year. The survey provides unique
insight and data on the roles, salaries and backgrounds of CSR professionals.
Acre also undertakes the Carbon Salary Survey, a global report about the
Climate Change job market.
Acre Resources: www.acre-resources.com
Acre’s submission to the governments Environmental Audit Commission:
http://www.publications.parliament.uk/pa/cm200809/cmselect/cmenvaud/memo/gree
njobs/uc2602.htm