Empowering Aviation Human Resources for a Low-Carbon Future: Indonesia’s Airport Carbon Accreditation Readiness Imperative

As the climate crisis accelerates, aviation finds itself in an urgent paradox: while it connects the world, it also contributes significantly to global greenhouse gas (GHG) emissions. In response, international institutions are rethinking aviation’s environmental footprint, and among the most prominent efforts is the Airport Carbon Accreditation (ACA) program led by the Airports Council International (ACI). For Indonesia, the world’s largest archipelagic state with over 300 airports, this is more than an environmental compliance issue—it is a national strategic opportunity.

At the heart of Indonesia’s readiness to implement ACA, however, lies one critical variable: human resources. From airport managers and environmental officers to regulators and data analysts, the ability to measure, manage, and reduce carbon emissions hinges not merely on infrastructure or technology, but on people—skilled, adaptive, and sustainability-minded professionals.

As Indonesia accelerates its journey toward ACA alignment, a systematic and strategic effort to prepare civil aviation human capital is not just desirable—it is indispensable.

Understanding the ACA: A Benchmark of Environmental Accountability

The ACA program provides a global, standardized framework for airports to manage their carbon emissions, based on four ascending levels of accreditation:

1. Level 1 – Mapping: Airports calculate and report their carbon footprint.
2. Level 2 – Reduction: Airports demonstrate carbon emissions reduction through energy efficiency and operational improvements.
3. Level 3 – Optimization: Coordination with third parties (airlines, ground handlers) to reduce shared emissions.
4. Level 4/4+ – Transformation/Neutrality: Integration with global climate goals, including offsetting residual emissions and aligning with the Paris Agreement.

This confirms that, as of mid‑2025, Indonesia has not yet been represented among ACA‑accredited airports—neither at Level 1 (Mapping) nor higher levels. This signals the need for a rapid scale-up, both in implementation and in workforce preparedness.

Human Capital: The Missing Link in Green Airport Readiness

Indonesia’s aviation human resources are traditionally trained in safety, operations, and regulatory compliance. Environmental sustainability, however, remains a relatively new competency. This creates a three-fold gap:

1. Knowledge Gap: Limited understanding among airport personnel of carbon accounting, Scope 1–3 emissions, and sustainability reporting frameworks.
2. Skill Gap: Inadequate technical capacity to operate emission-tracking software, conduct energy audits, or implement renewable energy projects.
3. Leadership Gap: Few senior managers and policy-makers within the aviation sector have received strategic training on decarbonization pathways and climate risk management.

Without addressing these gaps, Indonesia’s efforts to comply with or exceed ACA standards risk being tokenistic rather than transformational.

Laying the Groundwork: Four Strategic Enablers for Human Capital Development

To ensure meaningful and scalable ACA participation, Indonesia must prioritize the development of civil aviation professionals who are not only technically competent but also environmentally literate. This requires a coordinated strategy anchored on four pillars:

1. Green Curriculum in Aviation Education and Training

Indonesia’s aviation polytechnics and training centres, particularly those under the Human Resources Development Agency (BPSDM) Ministry of Transportation, must embed green aviation content across all programs—from airport management to air traffic services.

• Mandatory Modules on Carbon Management: All students in aviation institutions should study the basics of carbon emissions accounting, life-cycle assessments, and energy efficiency in airport operations.
• Specialized Certifications: Offer elective certification programs (e.g., “Certified Airport Carbon Analyst”) to prepare environmental officers for ACA audits.
• Curriculum Co-Development with ACI and ICAO: Collaborate with international agencies to ensure syllabi are aligned with global best practices and technical standards.

2. National Training Framework for ACA Compliance

A centralized, government-led training initiative—preferably housed under the Human Resources Development Agency (BPSDM) Ministry of Transportation —should be established to guide ACA implementation across all airports.

• Tiered Training Programs: Develop beginner, intermediate, and advanced training levels tailored for different roles: operational staff, environmental officers, managers, and policy-makers.
• Simulation-Based Learning: Use airport emission modelling software in training simulations to provide real-world practice in carbon measurement and scenario planning.
• On-the-Job Green Mentorships: Pair junior personnel with experienced mentors from ACA-accredited airports to accelerate knowledge transfer.

3. Airport Green Task Forces and Community of Practice

To operationalize training and create continuous learning, airports should form internal Green Task Forces, made up of cross-functional staff who lead carbon reduction initiatives and act as champions of sustainability culture.

• Functionality of Task Forces: Monitor energy use, lead recycling initiatives, track emissions data, and report on ACA metrics.
• National Network of Practice: Establish a digital platform connecting Green Task Forces across airports to share tools, case studies, and lessons learned.
• Annual Green Airport Innovation Challenge: Incentivize staff-led solutions in areas such as waste-to-energy, green mobility, or carbon offset strategies.

4. Leadership and Policy Capacity Building

Preparing frontline workers is not enough; senior-level decision-makers and policy architects also require upskilling.

• Executive Green Leadership Bootcamps: Senior airport executives and DGCA officials should attend intensive programs on climate leadership, ESG (Environmental, Social, Governance) compliance, and sustainable infrastructure financing.
• International Exposure: Enable participation in global green aviation forums (e.g., ICAO Environmental Symposium, ACI Green Airports Seminar) to strengthen global engagement and policy alignment.
• Policy-Lab Collaborations: Partner with universities to develop aviation-specific climate policy think tanks that support evidence-based regulation and carbon-neutrality roadmaps.

The Role of Regulation: Enabling Frameworks for Green HR

In parallel with education and training, regulatory frameworks must also be adapted to prioritize sustainability competencies.

• Green Competency Standards: Integrate sustainability competencies into the job descriptions, KPIs, and promotion criteria for aviation professionals.
• Licensing Requirements: For certain roles (e.g., airport environmental officers), require green certifications as part of license renewal or promotion.
• Environmental Performance Incentives: Offer financial or non-monetary rewards for staff and units that meet ACA-related goals.

Challenges and Mitigation Strategies

Implementing this vision will not be without hurdles:

• Budget Constraints: Training and green infrastructure are capital-intensive. To mitigate, the government can leverage climate finance mechanisms such as the Green Climate Fund (GCF) or blended finance through public-private partnerships.
• Institutional Resistance: Not all aviation personnel are immediately receptive to change, particularly those who see green initiatives as administrative burdens. Here, communication is key: training must emphasize operational efficiency, cost savings, and international competitiveness as co-benefits of environmental reforms.
• Measurement Complexity: Carbon accounting, especially for Scope 3 emissions, is complex and data-intensive. Airports must invest in digital tools, such as GHG Inventory Platforms, and ensure staff are trained in their use.

A Green Talent Pipeline: Beyond ACA

While ACA is the current benchmark, the long-term goal is deeper: cultivating a green aviation workforce that can lead Indonesia’s transformation toward a low-carbon transport sector.

By 2040, aviation professionals will be expected to design solar-powered terminals, develop e-mobility systems, and embed circular economy principles into daily operations. Preparing for ACA is just the first step in this broader green upskilling revolution.

In fact, Indonesia has the potential to position itself as an ASEAN hub for sustainable airport management training, exporting talent and thought leadership across the region.

Conclusion: The People Behind the Progress

Too often, climate strategy in aviation centres around fleets and fuels. But equally important is the human factor—the people who will plan, operate, and improve the systems we build. Without a skilled, sustainability-oriented workforce, no infrastructure or certification will be enough.

Indonesia’s ACA journey is not just a technical compliance pathway. It is a test of our ability to reimagine our aviation sector—through education, innovation, and bold investment in our people.

If we rise to this challenge, the runway ahead is clear: a green aviation future, powered not just by clean energy, but by capable minds.