SALARY DATABASE LINK: https://docs.google.com/spreadsheets/d/1zI3HCmKkrV8E8aVNzs_Aku4t1CrEqZjoAetWVw0fBDI/edit#gid=1948517393

What Do You Think You Should Be Paid?: https://www.nytimes.com/2021/12/30/business/salary-negotiation-pay.html

This is a resource for all genders to complete!

Started in Jan 2021 and inspired by the women in technology transparency movement, this information allows all of those in the environmental field to anonymously share their salaries.

The goal is to provide concrete data for all to use in salary and raise negotiations. The information can be used to understand potential salary offerings from an organization and whether it is worth your time applying (i.e. for those that do not list the compensation on the job description), confirm if your offering from a company is fair or give you the confidence to advocate for yourself (especially for women and BIPOC who historically have not).

We should all strive for fair and equal pay and transparency is one very small step in that direction. Just as no organization should get a free pass to ignore our environmental crisis, no organization should get a free pass to ignore pay equity.

Research shows that while men apply to jobs when they meet an average of 60% of the criteria, women and other marginalized people tend to only apply when they check every box. So if you think you have what it takes, but don't necessarily meet every single point on the job description, apply!

Pay equity is one of the first steps to ensuring equal representation of all genders, races and ethnicities within our field. Here are a few facts to highlight the disparities of representation:
• In 2020, women earned 83 cents for every $1 earned by men, Hispanic women earned 57 cents for every $1 earned by white, non-Hispanic men, Black women earned 64 cents for every $1 earned by white, non-Hispanic men.
• Women make up 48% of global labor force but only account for 22% of the traditional energy sector. For management levels the numbers are even lower.
• Only 11% of venture capitalists are white women, 2% are Black men, 1% are Black women, 1% are Latinx men, and nearly 0% are Latinx women. White men control 93% of venture dollars, which directly impacts the number of dollars invested in underrepresented founders.

Catalyst, a nonprofit that champions women in leadership roles in business, reports that adding just one more woman on a company’s board, while keeping the board size unchanged, produces an ROI of 8 to 13 basis points.

Please complete the information as accurately as possible. The more data, the more power we have for salary and raise negotiations. Only some questions are required. If you do not feel comfortable, please do not answer those optional questions.

This sheet is managed by: envsalaries@gmail.com