What is the Carbon Salary Survey?

8/7/2019 What is the Carbon Salary Survey?

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A report by

The CarbonSalary Survey

2010


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Contents

Foreword 3

Introduction 4

Part 1 - The Sample 5

Part 2 - Geography 6

Part 3 - Job Function 8

Part 4 - Remuneration 11

Part 5 - Team Structure 17

Part 6 - Education, Qualificationand Career History 19

Part 7 - Gender 22

Part 8 - Job satisfaction and job security 24

Conclusions 26

About the Authors 28

Appendix 29


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Forewordby James Cameron,

Vice Chairman,Climate Change Capital.

The job market is one of the best lensesfor viewing the transition to a sustainableeconomy. With this survey being in itssecond year and global in nature, it givesan impression of the real time direction of travel in response to the various policy and

stakeholder drivers. Id like to pick threetrends out of the survey results that tella story which resonates with the broaderchanges we are seeing.

Firstly, it is interesting to note that thecorporate functions that respond to thepolicy framework law/policy/regulationas they are classified in the survey moved into the top ten activities globally in2010, and into the top three in the UK andUS. For policy to be an effective tool indelivering change, the policy makers requirethe corporate community to have the skillsto respond to it - and it would seem thatthis is increasingly the case.

Staying with job activities, Energy Efficiencyis the top listed activity globally, includingin North America and the UK. This mirrorsthe emergence of energy efficiency asthe biggest sector in cleantech in termsof capital-raising, and with a lot of globalpolicy becoming better balanced towardsenergy efficiency it would seem that thecorporate community is already focusedon solutions.

Thirdly, average salaries are up by 4%in 2010 over the 2009 respondents, whichwould have substantially outstripped global

salary inflation in a year when the globaleconomy was still depressed. With 75%of respondents classifying themselvesas satisfied in their jobs, this wouldseem to be a good place to work.

Thanks to Acre and Acona for compilingthe survey, and to Point Carbon, CarbonFinance, Carbon Positive and the Centrefor Sustainability and Excellence foropening up their networks to capture thisinformation. It sends out a positive messageto both policy makers and those workingin carbon-related markets. Lets hope that2011 builds further on this foundation.


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IntroductionNow in its second year, the Carbon SalarySurvey is a global survey of professionals

working in the climate change and carbonspace. This is a vast area, so for thepurposes of our research we have classifiedthis as people working in a job or for anorganisation focusing on one or more of the following areas:

Renewable Energy and Clean TechnologyCDM/JI (Clean Development Mechanism/ Joint Implementation)VER (Verified Emission Reductions)Carbon Finance/Brokering

Carbon/Climate Change Law, Policy orRegulationClimate Change StrategyEnergy Management and EfficiencyCarbon ManagementSustainability

The survey was conducted as an onlinequestionnaire which was distributed tocontacts of the six sponsoring organisations(see right) as well as through relevantsocial networking sites.

The questionnaire was online from 17thSeptember until 22nd October 2010. In thistime we had 944 participants.

One of our main aims for 2010 wasto improve the geographical spread of participants which we achieved through thehelp of our global distribution partners -so this years report provides a morein-depth and global picture of the carbon

job market.

This report provides statistical analysis of the results given by this years participants.Remuneration averages are given as muchas possible through-out this report, butthere are some industry sectors and jobfunctions where we were unable to providean average due to a lack of data. We hopethat over time, as the Carbon Salary Surveybecomes more established, the depthand breadth of data we can provide willgrow. We welcome your feedback, thoughts

and suggestions to help us improve thisannual survey. Please contact: [email protected] and let us know what youthink.

The Carbon Salary Survey is conductedby recruitment agency Acre andconsultancy Acona with the support of Point Carbon, Carbon Finance, CarbonPositive and the Centre for Sustainabilityand Excellence. Further information onthese organisations can be found at theback of this report.


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Part 1 -The SampleThe survey was completed by 944participants and over two thirds (69%)of these participants were male. In 2009the percentage of male participants wassignificantly higher at 76%. The differencecould be a result of surveying a morediverse range of professionals and reachingsectors which employ more women, orit could be a sign that more females arenow working in carbon. Further details onthe gender differences within the Carbon

job market can be found in the Gendersection from page 22.

In line with the results of 2009, the 2010survey showed a nearly even split betweenprofessionals who classified themselves asconsultants (48%), who consult to otherorganisations from advisory firms, andthose who work in-house (52%), managingclimate change issues within their ownorganisation.

This year we also asked participantswhether they were working in a contractrole or a permanent position. The majority,85%, worked in a permanent role.

Participants were from a range of organisation types, with the highest

percentage (45%) working for LimitedCompanies. Interestingly, the numberworking for Public Limited/IncorporatedCompanies had fallen by 6% to 20% andLimited Liability Partnerships had halvedto only 4%. The numbers working forCharity/NGOs and Government Bodies hadincreased by 3 and 4% respectively. Giventhe budget cuts that are being made bysome governments around the world, it willbe interesting to see what impact this hason employee numbers in that sector overthe next year.

Participants by organisation type:

The majority of participants (40%) workfor an organisation that has been tradingfor over 10 years. Remarkably, 15% of

participants working for a Government Bodyworked for one which has been establishedfor less than 1 year, which may explainthe overall rise in participants workingfor Government Bodies.

As in 2009 the highest proportion of the 2010 participants (34%) worked withinthe Consultancy and Advisory sector.

The percentage working in the Charitablesector has nearly doubled from last

year - but the number working within theRenewable Energy and Technology sectorhad dropped from 16% to 12%. Perhapsthis is a sign that external investment inthese areas is slowing despite governmentsupport.

Participants by sector:


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Many respondents working in theAsian regions stated that their companyheadquarters were in territories outside of Asia. This suggests that carbon and climatechange professionals are travelling to workon projects/activities in these regions. Inparticular there are a lot of professionalsworking on CDM/JI projects /consultingin these regions. The job functions of professionals within each region willbe looked at in more detail inthe next section, from page 8 .

Geographical location of participants:

In every region the Consultancy/Advisorysector accounted for the largest proportionof participants. For North America andthe UK another key sector is RenewableEnergy. Comparatively in the rest of Europe, Banking, Finance and Insuranceis the second largest sector.

Not surprisingly the Middle East/WesternAsia had a high percentage working in Oil,Gas and Natural Resources. Whereas inAfrica a high percentage of participantswork for Charities/NGOs and Governmentbodies.


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Part 3 -Job FunctionIn 2009 we tried to establish what specificduties professionals working in climatechange and carbon undertake in theirrole. As we expected, the result s showedthat the range of jobs within the sec toris varied and includes a variety of skills- and not only the more scientif ic andtechnical ones that people may initiallyassociate with this field.

This year we again asked professionalsto classify their job function by primary

job function and then by the mainactivities their role focuses on.

For example:

A professional whose job function wasconsulting was then asked which area they focused on:

CDM/JI MarketCompliance Carbon MarketForestryPolicy/RegulationRenewable EnergyUtilitiesVER MarketCorporate Social ResponsibilityOther

The central job functions which participantscategorised themselves as were similar to2009: Consulting (34%), Management (22%)and Analysis (15%).

Percentage of participants working in each section:

%

The top 10 activities participants focuson also remains relatively unchanged fromlast year. Solar has moved up one placeand Power Generation, which was sixth, hasfallen to tenth. New entrants to the topten are Waste Management andLaw/Policy/Regulation.

Top 10 activities for part icipants:

We also looked at the activities participantsfocused on dependent on their geographicallocation (next page).


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Top 5 activities in each geographic region:

The top activity for each area remains thesame as 2009. However, noticeable changesinclude the increased focus on solar in theUK (this has moved from position 5 to 2),and the addition of law/policy/regulation asa top five activity in North America,

Australasia and Africa. As mentioned beforeCDM/JI Consulting and Project Developmentare the top two activities within al l regionsin Asia.


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Commentary by Jason van Zuydam,Group Environment Manager,Belron International Ltd.

Although consultancies continue to employ the largest proportionof the professionals skilled in carbon management, it is sti llencouraging to see growth in this sector. This suggests that morecompanies now have access to these specialists and that theremay also be an increasing client demand for these niche skill sets.Likewise the increase in the proportion of management professionalsis encouraging and indicates that carbon issues continue to climbcorporate agendas.

When I compared the results of the 2010 activities with those from2009, I was pleased to note that energy efficiency remains in thetop spot. The inference that may be drawn from this is continuedrecognition of the importance of reducing the demand for energy -particularly in the developed markets.

Whilst the dominance of Kyoto/offset projects in the emerging marketsis unsurprising, it signals a strong future for sustainable developmentin the developing world; I look forward to a time when renewableenergy and energy efficiency dominate all markets.


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Part 4 -RemunerationAll salaries and bonuses are reportedin US dollars ($). We believe the dollarremains the prevalent currencyin international commerce.

A new question for this year was whetherparticipants worked as a contractor, earninga day rate for instance, or were in apermanent role earning an annual salary.We have provided some information onthe average salaries of contractors, howeverdue to the small sample we were unable to

break the salaries down by region, sectorsand job function as we have been ableto do for those in permanent employment.

Overall the remuneration levels of the2010 salary survey are higher than thoseobserved in 2009 - a potentially positiveindicator that salaries in the climate change

job market are on the rise globally despitethe economic situation. However, the resultsalso show that our 2010 survey reached ahigher percentage of professionals in moresenior roles than in 2009 (the numberof participants with ten or more yearsexperience in carbon increased from 11%to 15%) which may have impacted onthe average salary levels. Taking this intoconsideration, and from anecdotal evidencefrom within the industry, we believe thesalaries presented here are representativeof the 2010 climate change job market.

Salaries:

ContractorsContractors accounted for 15% of participants in this years survey. Theirday rates ranged greatly from less than$100 to over $3000 per day, although itis worth noting that the majority (over twothirds) earned $400 or less a day. Only9% of contractors earned $1000 or morea day. Comparing the average salariesfor those in permanent roles and thoseworking as contractors, it would appear thatcontractors earn 18% more than those inpermanent employment.

Permanent Employees

The majority of participants (85%)classified themselves as being inpermanent employment.

The overall average salary this year was$79,000, an increase of over $3,000 onlast years results - indicating that salariesin the sector are rising.

Overall, those in permanent positionsearned salaries across bands rangingfrom below $15k to over $300k. This

year 26% of participants earned over$100k, up from 24% last year, while48% (down from 52% last year) earnedbetween $40k and $100k. The percentage

earning under $40k remained at 26%.Again these results suggest that salarieswithin the sector are rising.

Overall salary distribution:

There was very little difference in theaverage salaries of consultants compared

to those working in-house.

The survey compared the average salariesbeing earned across each region - althoughthe averages shown do not take intoconsideration the cost of living in eachlocation. Nor did it take into account thevarying benefits packages offered in eachregion - but bonuses are discussed in moredetail later in this section.

Those working in Australasia had thehighest average salary at $115,000. NorthAmerica is the only other region where, on


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average, participants earned over $100,000(average wage $104,000). This is a changeto 2009 when North American participantswere earning the highest salaries at$100,000 and Australasian participantswere the second highest earners at$93,000. The significant increases observedhere are additional positive signs that theclimate change job market is prosperingfrom a financial perspective. Furthermore,these increases can be observed globallywith the average salary in every regionrising from between $500 (in Africa) to$11,500 (South/Latin America). The averageUK salary has increased by $4500 whilein the Rest of Europe the rise was only$2,000. *

Average salary by participants location:

We also compared average salaries by thesectors participants worked in. In every areaexcept Banking, Finance and Insurance andLegal, we observed significant increases inthe average salary in comparison to theprevious year.

* All participants were asked to use a currency converter when completing the survey to convert their salary into US dollars and then select a salary band.Consequently some of the average salary increasesmay be due to changes since 2009 in the relative strength of local currencies against the US Dollar.

Average salary by sector:

When looking at salaries by job function,the highest salaries are still earned bythose who classified their job functionas Legal Services. Having stated that,the survey showed a drop of $24,000in this particular job function.

The only other job functions to recordlower salaries in 2010 compared to 2009were Other which dropped by $10,500and Marketing/Sales which dropped by

just $500. While our data appears to

show that the salaries of Engineers aresignificantly higher than in 2009, it isimportant to note that we had a relativelysmall sample and the average will beeffected by some extreme salaries.


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Average salary by job function:

Where possible we have tried to supplyan average salary by job function andparticipant location. Those boxes withoutan average are regions or functions wherethe sample size was insufficient to providestatistically robust data (see chart below).

Following feedback from our 2009 reportwe have compared participants averagesalary and bonus by the number of yearsprofessional experience they have.

Average salary & bonus by number of yearsprofessional experience:

Not surprisingly those with the mostexperience (over 10 years) earn thehighest salaries ($113,000). There isa substantial increase from the averagesalary of a professional with less thanone years experience ($35,500) to theaverage salary of someone with 1 to 2

years experience ($52,000).

We also calculated the average salaryof professionals based on the timethey had been working in carbon.

Average salary and bonus by time in carbon:

Average salary by job function and location:


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Again salaries increased in line with thenumber of years the professional hadspecifically worked in the carbon andclimate change markets. Salaries arehigher across the board for professionalswith experience in carbon in comparisonwith general professional experience.However, as demonstrated in moredetail in part 6 of this report, it appearsthat a specialis t climate change/carbonrelated qualification does not guarantee

a higher salary.

BonusesThe survey asked participants to supplytheir last bonus - received within thelast 12 months. None of the 15% of respondents who worked in a contractposition recorded that they had receiveda bonus in their previous 12 months of work. The following data is therefore basedon the results provided by participantsin a permanent job.

Nearly half (45%) of participants claimedto have received no bonus in the last 12months. This is in line with the result s of our 2009 survey. This consistent evidencesuggests that for many professionalsworking in climate change and carbon,bonuses are not part of their remunerationpackages.

Overall bonus distribution:

Comparing participants salaries to theirbonuses, the evidence shows that nearlyhalf (47%) of those earning $100k+received no bonus.

The average bonus overall was $8,000,down in comparison to 2009 - from$11,000.

Participants in Australasia, as wellas having the highest average salary($115,000), also have the highest averagebonus ($26,000). Interestingly, the secondand third highest average bonuses can befound in the Rest of Europe ($21,500) and

Eastern Asia ($19,000).


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Commentary by Evy Tykgaard,Specialist - Talent Acquisition,Vestas Wind Systems.

From the results of the survey the impression I get is that of athriving industry, but also an immature one, with disparity in terms of salary and bonuses. Set against the backdrop of a difficult economicclimate, its no surprise that nearly half of those earning $100k+received no bonus at all. That said, I believe this may change in thefuture as sustainability and environmental strategies begin to feed intomainstream company procedures.

Part of the reason for the continued growth of the overall salarypackage in this evolving industry may be that its not always possibleto source suitable candidates locally. Vestas is a global organisation,and we often find that when we look to hire highly competent seniorspecialists , we have to undertake world-wide searches. The knock-oneffect often involves relocation for the new employees - which meansthat highly competitive salary packages must be offered.


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Part 5 -Team

StructureOnce again we asked participants aboutthe size and structure of the teams theyworked within. This year the number workingin teams of 11 or more decreased to 15%from 18% in 2009 and the number workingin teams of 10 or less increased to 84%from 82%.

Team size:

In most sectors over half of participantsworked in teams of 1 to 5. The onlyexception was Construction where thefigure was slightly lower at 45%. Theconstruction and engineering sectorshad the largest percentage of participantsworking in teams of 6 or more.

The consultancy sector had the broadestspread of team sizes and the largestproportion of participants working inteams of 21 or more.

We also asked participants how manypeople reported directly into them. In2010 there were fewer participants withno direct repor ts (45% compared to 49%in 2009). Those with 1 to 5 peoplereporting to them increased by 4%.

Number of people reporting into participants:

Across all sectors 90% of participants hadless than 5 people reporting into them.Those working within the Charity/NGO andRenewable Energy sectors were most likelyto have over 6 people reporting into them.


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Commentary by Ernie Shelton,VP Enterprise Accounts EMEA - Energy Solutions,Johnson Controls.

The results of this years survey confirm that the energy and carbonmanagement sector is continuing to evolve and change. In somesectors this change extends to the nature and size of team structures.

The results confirm that practitioners continue to work in smallteams with the majority of people working in teams of five or less.In the energy and carbon management arena, this is a characteristicof the market which may arguably change over time as we see theamalgamation of smaller teams as a result of potential mergers andacquisitions. This is a feature typical of many early stage markets asthey go through a growth and consolidation phase.

Over recent years we have also witnessed an emerging trend inlarge corporations that are increasingly adopting a programmaticand global approach to deliver their energy efficiency and carbonreduction commitments. This is evidenced by the appointment withinsuch corporations of global programme leaders who are seekinga joined-up carbon management solution across regions or acrossthe globe. Whilst the energy and carbon management industry hastypically operated at the national level, we could anticipate theemergence of larger multinational teams who can deliver energy andcarbon reduction programmes across geographic, legislative andorganisational boundaries. Any such trend will of course be offsetby the very local needs within other parts of the market such as thepublic sector.


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Part 6 -Education,Qualificationand CareerHistoryParticipants continue to be highly qualifiedand the proportion with specialist climatechange/carbon related qualif icationsis rising.

In this years survey 23% of participantshad an undergraduate degree and a further36% had a post-graduate qualif ication in aclimate change/carbon related subject . Thisis compared to 23% and 32% respectivelyin 2009.

Furthermore the number of respondentswith a professional climate change/carbonrelated qualification has risen from 7%to 9%. These figures are still relativelylow in comparison to other industriesbut its positive that there is an increasingrecognition for these qualifications bothamongst professionals and employers.

Educational qualifications held by participants:

The 2010 results confirm that professionalswith specif ic climate change/carbonundergraduate, postgraduate orprofessional qualifications are stillearning less than those withnon-related qualifications.

Salary and bonus by qualification:

In this years survey only 17% of participants classed their current positionas their first professional job. This is downfrom 19% in 2009. The percentage withmore than 10 years in full time employmentrose from 36% in 2009 to 40% in 2010.

The percentage of professionals with morethan 10 years experience in the carbonsector also increased to 15% (from 11%in 2009) and those with 6 to 10 yearsexperience rose to 31% (from 20%). Thenumber of participants with 1 to 2 yearsexperience fell by 2% and less than one

year fell by 1% in the 2010 results.


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The number of participants (excludingthose who indicated that they were intheir first professional job) claiming notto have worked in carbon/climate changepreviously fell to 41% (from 58%). Thiscould be a result of changing perceptionsas to what classifies as working in carbon/climate change or it could be anotherindicator that there are increasing numbersof specialist professionals who have beenworking in this area for a number of years.

We asked participants who indicated thatthis was not their first professional jobwhat their background was prior to

moving into climate change/carbon.

The most common sectors participants hadpreviously worked in were: Consulting (22%),and Other (17%) which included Bankingand Finance, Research and Engineering.

Background prior to working in carbon:

.

Time in full time employment: Time working in carbon:


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Commentary by Nicolas Ceasar,Head of Sustainability Practice,Ashridge Business School.

Its encouraging to see an increase in the number of specificallyeducated carbon specialists coming on-stream in this area . It isunsurprising however that this does not directly translate into bettersalaries and I would offer two reasons for this:

Firstly, the sector is young, highly dynamic, competitive and market

making - so in many ways the best education can be immersion inthe work itself. Traditional educational models might s truggle to keepup with the rapid changes in legislation, technology and markets oncethe fundamentals have been taught. Of course this also providesopportunities for developing innovative educational partnershipsbetween the academic, research and carbon sectors as well ascontinuing professional development.

Secondly, those shifting horizontally into the space with the muchneeded skills from the legal, finance and consulting fields will be ableto command higher legacy salaries than new entrants. At Ashridge ourwork tends to consist of topping up the knowledge and experienceof mid-career professionals who wish to complement deep expertisefrom other areas with low carbon and adaptation skills. My predictionbased on this, is that the competit ion is only going to get hotter fornew starters - that said, the size of the prize and the job market willtoo. I find it disappointing that so few academics responded to thesurvey and wonder if the ratio of two academics for every 100 peopleworking in the sector is going to be enough to suppor t the rapidchange - and consequently the need to learn that we all hope for.


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Part 7 -GenderAlthough the climate change arenacontinues to be dominated by men, thepercentage of female participants in this

years survey increased from 24% to 31%.

Females were least prevalent withinOil, Gas and Natural Resources, Utilities,Renewable Energy and Engineering -women made up less than a quarterof participants working in these areas.

The highest representation of women(39%) was found within the Chari ty/NGOsector.

Percentage of women to men working in each sector:

Globally the lowest percentage of womenworking in Carbon was in South-EasternAsia, where only 20% of participantswere female. The region with the greatestbalance of males and females workingin roles was Australasia where 41% of participants were female. Comparatively inthe UK and North America the percentageof women was 33% and 32% respectively.

As we have already established, overallsalaries appear to be rising globally

and across sectors and job functions.

However, our results show that thegrowth has been predominantly inthe salaries of male participants.The average salary of a male climatechange professional rose from $79,500to $86,500, while the average femalesalary rose from $64,500 to $66,500.

Average male and female salaries by sector:

Analysing male and female salaries bythe sectors they work in, the area withthe biggest discrepancy is clearlyconstruction - where men earn overone-and-a-half times that of women.The Charity/NGO sector has the mostbalanced salaries with males only earningon average 4% more than females.


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Commentary by Bukky Bird,Head of Environmental, Property Services,Tesco.

Whilst there are different and often emotive views as to the trueextent and reasons for the gender pay gap, one fact that consistentlycomes through in reputable surveys is that there is one.

Successful resolution of this issue would require tackling the problemon three fronts:

Firstly, comprehensive government support is critical and can providea much needed framework to ensure employees have more modernchoices - without penalising small businesses. With regard to the UK,further implementation of the Equality Act by the coalition governmentin April will address this to a certain extent; time will tell howeffective this will be.

Secondly, employers should be open to embracing these changes,which if implemented correctly, would lead to a stronger economy indue course.

Finally, women have the ultimate accountability to continuouslychallenge the pay gap by understanding the reasons behind it anddriving a modern solution to a modern problem.


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Job security by geographical location:

In Australasia, North America, the Restof Europe and the UK, the percentage of participants who felt more secure in their

jobs, compared to the same figures for2009, increased by up to 10% - a positivesign that the economic turmoil is nowhaving less of an effect on the jobmarket and job security levels.

This year we have also analysed job security levels by job sectors.Not surprisingly (given the recentbudget cuts announced by manygovernments), Charity/NGO, Consultancy/Advisor and Government Body are thesectors with the highest percentages of

professionals feeling less secure in their jobs than 12 months ago. Those workingin Other sectors, which includes Forestry/Agriculture, GHG Emissions ReductionProjects and Research Education, areby far the most secure in their jobs- with 90% feeling the same or more

secure than 12 months previous.


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administration in passing a climate change bill.

Overall team size also decreased with the number of people working in teams of 11 or

more shrinking by 3%. There are several conclusions that could be reached on this point -but from our observations the overall economic trend for people starting up new businesses(hence smaller teams) in the past 12 months is likely to be a signif icant contributor.

A key development over the past year has been the proliferation of the Chief SustainabilityOff icer a senior and strategic role focused on maximizing the commercial opportunitiesarising from sustainability. We have been involved in the placement of several suchindividuals and the increase in the percentage of roles this year falling into the $120kand upwards salary bracket, adds weight to the observation.

Of the many heartening outcomes of the survey, Australasia certainly deserves a mentionfor a trio of positive results:

Its employees are the most satisfied and feel the most secure within their roles of allthe regions.The balance between male and female workers is the most evenIt is the country where climate change professionals are the most highly paid (for salaryand bonuses) - although this could be a reflection of a less mature market with mostappointments taking place at a senior level and with larger teams yet to be formed.

Overall the reports findings reflect Acres own empirical evidence of the upturn wewitnessed in the early par t of 2010. Speaking to our clients and other professionals withinthe market, we believe that this rise will continue into 2011.


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Australasia

AustraliaAmerican SamoaCook IslandsFed. States of MicronesiaFijiFrench PolynesiaGuamJohnston IslandKiribatiMarshall IslandsMelanesiaNauruNew CaledoniaNew ZealandNiue

Norfolk IslandNorthern Mariana IslandsPalauPapua New GuineaPitcairnSamoaSolomon IslandsTokelauTongaTuvaluVanuatuWallis & Futuna Islands

South, Central & Latin AmericaAnguillaAntigua & BarbudaArgentinaArubaBahamasBarbadosBelizeBoliviaBrazilBritish Virgin IslandsCayman Islands

ChileColombiaCosta RicaCubaDominicaDominican RepublicEcuadorEl SalvadorFalkland Islands (Malvinas)French GuianaGrenadaGuadeloupeGuatemalaGuyana

HaitiHondurasJamaicaMartiniqueMexicoMontserratNetherlands AntillesNicaraguaPanamaParaguayPeruPuerto RicoSaint Kitts & NevisSaint LuciaSaint Vincent & GrenadinesSurinameTrinidad & Tobago

Turks & Caicos IslandsUnited States Virgin IslandsUruguayVenezuela

North America

BermudaCanadaGreenlandSaint Pierre & MiquelonUnited States of America

AfricaAngolaBurundiCameroonCentral African RepublicChadComorosCongoDem. Republic of the CongoDjiboutiEritreaEthiopia

KenyaMadagascarMalawiMauritiusMozambiqueReunionRwandaSeychellesSomaliaUgandaUnited Rep. of TanzaniaZambiaZimbabwe

What is the Carbon Salary Survey?

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