Understanding the Green Ceiling

Only 12% of environmental leaders are people of color – and it’s not a pipeline problem

Despite the fact that communities of color disproportionately bear the brunt of climate change and other environmental injustices, White activists and professionals have the loudest voices in the fight for environmental equity. This lack of diversity persists all the way from the trenches to the executive levels of green organizations, where BIPOC employees occupy only 12% of leadership positions.[1] Yet, if marginalized people are supposed to benefit the most from sustainability efforts, why isn’t there better representation?

It might be easy to assume – like many organizations do – that people of color are simply uninterested in pursuing green careers, but this false conclusion ignores the many complex factors that form the scaffolding for their sector’s “green ceiling”.

Historically, organizations leading the mainstream environmentalist movement in the ‘60s and ‘70s (like the Sierra Club) were predominantly composed of wealthy, White, and male members. Consequently, activism efforts reflected the interests of these members. When environmental justice gained traction in the 1990s, water quality and air pollution became key focuses of the movement – alongside broad ecological concerns like deforestation and wildlife preservation –  but there was little progress made in BIPOC communities and disparities remained deeply entrenched.

As a result, BIPOC young adults may be less likely to view environmentalism as an effective solution to the challenges facing their communities, instead focusing on careers in racial and social justice as more personally relevant.

For youth of color who do develop a passion for saving the planet, it can be difficult to justify pursuing a degree in environmental science. Dr. Dorceta Taylor, a professor formerly at the University of Michigan’s School of Environment and Sustainability, noted that a perceived lack of fellowships and job opportunities prevents many BIPOC students from entering the major.[2] Her assertion is supported by U.S. Department of Education statistics – in the 2019-2020 academic year, only around 27,000 students received a degree in Natural Resources and Conservation – 70% of whom were White.

Still, obtaining a degree is just the first of many hurdles BIPOC grads must overcome to begin green careers. Full-time BIPOC students are more likely than White students to work 35+ hours a week [3] while going to school. What’s more, they have far less time and resources to participate in internships, including unpaid internships, and extracurriculars needed to give their resumes a competitive edge. Plus, hiring biases and many recruiting practices further enable race-based gatekeeping that limits access to many opportunities. For example, even when recruiters intentionally seek out diverse candidates, their search typically ends without any offers extended to applicants of color because their ideal choice tends to be someone who “fits in” with the company’s racially homogenous workforce, or they are primarily sourcing talent through established networking channels.

When a BIPOC jobseeker does manage to secure a position within an environmental organization, they’ll have to actively combat marginalization and even overt racism within the sector. And, when workplaces lack diversity, non-White employees can become isolated due to alienation from their coworkers.[4] Furthermore, in a 2019 study of employees within green NGOs and environmental foundations, participants or color were more likely to report instances of unfair treatment around employee development and opportunities for promotion.[5] As a result, many BIPOC employees become frustrated with the forced career stagnation, and they leave in search of more inclusive fields that offer upward mobility.

Without question, it will take significant work to remove the myriad barriers hindering diversity within the environmental sector. The necessary efforts span several touchpoints, from early education opportunities to workplace inclusivity. However, the benefits of doing so extend beyond the creation of additional job opportunities for BIPOC students and recent graduates. Greater representation among decision-making roles will make it possible to shift the lens of policies, research, and field work towards inclusivity and equity. Plus, their unique perspectives will lead to culturally relevant, innovative solutions designed to help communities most in need of relief.

 The answers to the environmental, economic, and social equity crises facing our planet lie in the hands of diverse youth, and it’s imperative they are given a seat at the table today. That’s the only way we can reverse the trend, break the green ceiling, and create long-lasting change for the rising class of green leaders and beyond.

About MobilizeGreen

MobilizeGreen is committed to bringing about change so young people of color can solve the challenges faced by their communities and create a more just and equitable planet for all. In order to address the “diversity leadership gap” in green, MobilizeGreen is on a mission to help develop young people of color into future environmental and green sector leaders. By eliminating barriers and providing access to career opportunities, MobilizeGreen connects emerging professionals to the hands-on work experience, soft skills training, and professional development needed to successfully launch their careers. Through this strategy, we believe underrepresented youth and communities of color will be equipped to tackle climate change and other environmental issues head-on, promoting a sustainable future for their communities.

[1]. Taylor, Dorceta. (July 2014). The state of diversity in environmental organizations. Retrieved from: https://diversegreen.org/wp-content/uploads/2021/01/FullReport_Green2.0_FINAL.pdf

[2]. Ruf, Jessica. (February 16, 2020). Why environmental studies is among the least diverse fields in STEM. Retrieved from: https://www.diverseeducation.com/institutions/hbcus/article/15106248/why-environmental-studies-is-among-the-least-diverse-fields-in-stem

[3]. U.S. Department of Education. (September 2021). Digest of Education Statistics. Retrieved from: https://nces.ed.gov/programs/digest/d21/tables/dt21_503.40.asp

[4]. Hunter-Gadsden, Leslie. (May 19, 2020). Why people of color feel the loneliest at work. Retrieved from: https://www.forbes.com/sites/nextavenue/2020/05/19/why-people-of-color-feel-the-loneliest-at-work/

[5]. Johnson, Stefanie. (June 2019). Leaking talent: how people of color are pushed out of environmental organizations. Retrieved from https://diversegreen.org/wp-content/uploads/2021/01/Green_2.0_Retention_Report.pdf