The state of sustainability: what employers need to know when hiring and retaining green talent 

As the sustainability sector continues to evolve at pace, employers face a critical challenge: attracting, retaining, and empowering the talent that will drive meaningful environmental impact and secure business resilience.  

We’re seeing a transformation in the types of roles being recruited, the skills in demand, and the expectations placed on sustainability professionals. This evolution is reshaping hiring strategies, requiring employers to look beyond traditional talent pools and adapt recruitment processes to identify candidates with both technical expertise and strategic, cross-functional capabilities. Moreover, greater demands on sustainability professionals are bringing both wellbeing and remuneration to the forefront of career decisions, and employers must react accordingly. 

Drawing on insights from the State of the Sustainability Profession 2025 (SOTP) report and the Hays UK 2025 Working Well Report, here, we’ve detailed how to navigate the green job market and build future-ready sustainability teams.  

Specialist roles see a spike 

The sustainability job market is diversifying rapidly. While traditional roles like Head of Sustainability and Environmental Manager remain prevalent, there’s a surge in demand for more specialised positions. Roles such as Carbon Accountants, Sustainable Procurement Officers, and ESG Data Specialists are becoming increasingly common. 

Expanding remits require broader skills

More than 40% of sustainability professionals experienced a shift in responsibilities in the past year, according to the SOTP report. This reflects the dynamic nature of the profession, with growing expectations around climate adaptation, biodiversity, social impact, and stakeholder engagement. 

Behind the data summaries and heatmaps, sustainability is an inherently people-focused career. And increasingly, sustainability professionals are expected to be strategic advisors, change agents, and communicators – not just technical experts. They need to influence at board level, engage with communities, and navigate complex regulatory landscapes. Employers should therefore ensure that job descriptions and interview stages are designed around this broader scope, assessing candidates not only for technical knowledge, but also for human skills like communication, adaptability, and stakeholder management. 

Value protection or value creation? 

Historically, sustainability roles have focused on value protection; ensuring compliance, managing risk, and producing disclosures. The SOTP report confirms this, with 79% of professionals involved in reporting and 76% in compliance. By contrast only 30% are engaged in product and service innovation – a key value creation discipline. 

However, this imbalance could be starting to shift. Leaders are increasingly seeking professionals who can contribute to strategic innovation, circular economy initiatives, and new business models that align sustainability with growth.  

When hiring with value creation in mind, look for candidates with cross-functional experience; for example, those who can bridge sustainability with R&D, marketing, or operations. These professionals are well-placed to drive innovation and embed sustainability into core business strategy. 

Invest in wellbeing when attracting talent 

Our Working Well Report found that 54% of professionals often feel stressed at work, rising to 64% for senior professionals. While workplace stress isn’t exclusive to sustainability, the demand to balance broad remits, work under tight budgets, and match high expectations, could make the sector’s professionals especially vulnerable to burnout.  

Without the right intervention, sustainability professionals may seek greener pastures. Our study revealed that 39% of employees across industries say they have left a role due to inadequate wellbeing support, while a third (34%) have considered it.  This represents a clear opportunity to attract talent by openly communicating your organisation’s wellbeing commitment throughout the interview process. However, less than a third (30%) of employers say their hiring managers currently do so. 

Sustainability salaries grow – but so does the gender gap

Sustainability salary growth continues to outpace the UK average, driven by rising demand and persistent skills shortages. According to our UK Salary & Recruiting Trends 2025 guide, 94% of sustainability employers increased pay over the past year, with average salaries climbing by 2.6%. Specialist roles saw the most significant uplifts, with experienced ESG specialists leading at 4.4%, followed by early-career energy managers at 3.8%.  

However, sustainability’s salary growth may be coming at the expense of pay equity. ISEP’s research indicates that the sector’s gender pay gap has widened to 14.7%, increasing from 8.75% in 2022. This is noticeably higher than the UK’s average pay gap (11.2%), revealed by PwC’s latest data. 

As organisations compete for talent in a maturing sector, competitive pay is becoming a key lever for attraction and retention, particularly for mid-level roles where skills gaps are most acute. But it’s equally important that employers can embed greater pay equity from the outset, avoiding reliance on salary histories and instead using salary benchmarking to ensure fair and competitive pay. 

The path ahead

Sustainability has become central to how organisations operate and grow, and looking ahead, the sector is set to become even more complex. Employers who understand this shift, and adapt their hiring strategies accordingly, will be best placed to lead in the transition to a sustainable economy – and generate greater value for their organisation.  

At Hays, we’re proud to support your green journey by connecting purpose-driven professionals with impactful roles. Whether you’re hiring your first sustainability lead or expanding a global ESG team, we’re here to help you build a workforce that’s ready for the future. Get in touch with one of our specialist consultants today. 


Author: Rebecca Booth, Hays UK
Images credits: Shutterstock