Supply Side Dynamics

Organizations in Africa predominantly fill ESG and carbon roles through internal retraining, external hiring, and outsourcing to specialist consultants. Within many emerging markets, ESG responsibilities are often assigned to existing staff, such as finance or HR managers, who then receive additional training to manage sustainability reporting. Although common, thisinternal upskilling approach frequently results in limited effectiveness due to insufficient depth of sustainability expertise. As one recruiter explained in an interview, “Often a partner or manager from another department is told to ‘handle sustainability’ they may be willing but lack depth of understanding,” severely constraining meaningful ESG progress^[54]. Outsourcing ESG responsibilities to external consulting firms remains widespread, particularly among SMEs and donor-funded projects. However, experts caution against the long-term viability of extensive reliance on outsourcing, highlighting cost implications and strategic risks. Encouragingly, internal hiring for dedicated ESG roles is increasing, with approximately 66% of organizations surveyed reporting plans to recruit full-time ESG or climate analysts within the next one to two years^[55].

Despite the growing internal hiring efforts, significant gaps persist in the job readiness of professionals across technical and non-technical ESG skills. Technical skill gaps are especially evident in carbon accounting expertise, including proficiency with Greenhouse Gas (GHG) protocols, emissions factor databases, and Scope 3 emissions calculations. Professionals with environmental engineering backgrounds frequently lack financial modelling capabilities, while finance professionals typically require further training in specialized climate metrics^[56]. Severe shortages of experienced ESG talent in markets like South Africa have been highlighted by leading corporations such as Prosus, where attracting and retaining qualified ESG professionals has proven challenging due to competition from global firms and talent migration to regions like Europe^[57]. Another critical technical gap relates to data analytics capabilities necessary for ESG reporting.

Although reporting platforms automate much of the process, skilled professionals who can effectively use software tools like Excel, Python, and dedicated ESG platforms remain scarce. As one expert noted, "Platforms can automate reporting, but staff must still know how to use them effectively," emphasizing the broader challenge in digital ESG competencies^[58].

Non-technical skills also pose significant challenges, particularly regulatory fluency and effective communication. Knowledge of international ESG disclosure frameworks such as the Global Reporting Initiative (GRI), the Task Force on Climate-related Financial Disclosures (TCFD), and region-specific regulations, including South Africa’s King IV and national climate guidelines, is limited. Furthermore, weak communication and reporting skills, especially in non-English-speaking regions, hinder talent effectiveness and limit their ability to meet global investor reporting expectations. Multiple expert interviews underscored these challenges, noting that inadequate writing and presentation capabilities are notable hiring barriers, even among otherwise technically proficient candidates^[59].

Education and skill development efforts across Africa have begun responding to these gaps, though slowly and unevenly. Institutions in South Africa, Kenya, and Egypt have recently introduced master's programs and specialized courses in environmental finance, renewable energy, or sustainability science. However,formal ESG-focused degrees remain rare across the continent, and many students graduate without awareness of ESG career pathways or relevant skills. Nonetheless, promising educational interventions are emerging. The African Leadership University's School of Wildlife Conservation, for example, offers professional ESG-related courses and specialized training programs^[60]. Localized’s collaborative effort with the University of Cambridge has also successfully trained recent African graduates, particularly women, in carbon accounting, ESG frameworks, and practical project work, showcasing scalable solutions for inclusive workforce development^[61].

The ESG training landscape in Africa comprises a mix of globally recognized certifications, region-specific programs, company-led initiatives, and digital learning platforms. Internationally recognized certifications such as the GHG Protocol training, the CFA Institute’s ESG Investing certificate, and the GRI’s professional designation are increasingly sought after by African professionals, though barriers such as cost and accessibility persist^[62]. Regionally adapted initiatives like FSD Africa’s Climate Finance Training and the Frankfurt School of Finance’s tailored climate finance courses specifically target African financial professionals, addressing compliance and regional skill-building needs^[63]. Corporate and NGO-led workshops provide targeted training but typically limit access to internal staff. Digital platforms such as Coursera, edX, and Localized deliver broadly accessible ESG education; however, the integration of localized case studies and context-specific regulatory content remains limited, highlighting opportunities to further tailor these offerings to African contexts^[64].

Role conversion from adjacent sectors significantly influences Africa’s ESG talent landscape. Professionals transitioning into ESG roles commonly include engineers and environmental officers from extractive industries moving into corporate sustainability, auditors entering ESG assurance positions, and NGO professionals applying their development sector experience to corporate ESG initiatives. While critical to scaling ESG talent, these conversions require structured training, robust onboarding programs, and employer recognition of transferable skills—conditions that remain exceptions rather than standard practice across most African organizations^[65].

Geographic disparities and talent mobility further complicate ESG workforce dynamics in Africa. ESG talent is predominantly concentrated in a handful of leading markets, notably South Africa, Kenya, Nigeria, Ghana, Rwanda, Egypt, and Morocco. In contrast, Francophone and Lusophone African countries have significantly less developed ESG talent pools, exacerbating regional inequalities. Moreover, experienced ESG professionals frequently migrate to international opportunities in Europe, the Gulf, or UN organizations, contributing to a persistent “brain drain” effect. However, emerging patterns of "brain circulation"—involving diaspora professionals returning or providing remote advisory services—present promising opportunities for scaling domestic ESG capabilities, as one expert pointed out: “Most ESG analysts in Africa today are based in urban hubs or are diaspora returnees”^[66].

The outlook for Africa’s ESG talent pipeline is one of cautious optimism. Encouraging signs include the launch of new university programs, broader access to digital ESG training, grassroots initiatives, and growing governmental and donor funding for ESG-related educational curricula and entrepreneurial support. Nevertheless, the talent supply-demand mismatch remains significant, particularly at mid-career levels requiring reporting, compliance, and strategic ESG expertise. Expert interviews emphasize this reality clearly, with one specialist remarking: “There is definitely a gap. Jobs will increase significantly, but politics and policy enforcement will determine how quickly”^[67].