ESG CAREER

5 Critical ESG Skills Gap UK Challenges and Solutions for 2025

The ESG skills gap UK is becoming an increasingly important issue for businesses across all sectors. While green jobs are often highlighted as a growth area, many organisations are finding it difficult to recruit professionals with the right combination of sustainability expertise, technical skills, and practical experience. This shortage affects everything from carbon reporting and climate risk management to diversity and inclusion initiatives, making it more challenging for UK companies to meet ESG targets and comply with evolving regulations.

Carbon and Climate Specialists in Short Supply

Roles such as carbon accountants, energy managers, and climate risk analysts are among the hardest to fill. With reporting frameworks including ISSB, CSRD, and TCFD now in effect, companies need experts who can measure, interpret, and disclose emissions data accurately. The pool of candidates with practical experience is limited, with many already employed in high-demand sectors like consultancy or finance.

ESG Reporting and Data Challenges

The ESG skills gap UK is particularly pronounced in reporting and data management. Organisations require analysts who can manage multiple datasets, interpret complex sustainability metrics, and ensure alignment with international reporting standards. Professionals who can integrate ESG performance into financial systems or support cross-departmental reporting are especially in demand. Learn more about ESG reporting services for UK businesses at ESG REC.

Demand Beyond Environmental Roles

The skills gap is not confined to climate-focused roles. There is increasing demand for HR professionals who embed diversity, equity, and inclusion practices into organisational strategy. Supply chain managers tackling Scope 3 emissions, and finance teams integrating ESG into risk assessment and valuation, are also in short supply. These hybrid roles are particularly challenging to fill because they require both functional expertise and ESG-specific knowledge.

Regional Differences and Sector Variations

The ESG skills gap UK varies by region and sector. London and other major cities often have a higher concentration of ESG professionals, while smaller cities and regional businesses struggle to find local talent. Certain sectors, such as finance, consultancy, and energy, have been quicker to adopt ESG practices and face greater competition for qualified candidates. Meanwhile, industries like manufacturing and logistics are only beginning to build ESG capabilities, making recruitment slower and more difficult.

Bridging the Gap Through Training and Upskilling

Companies can address the ESG skills gap UK through internal training programmes, upskilling current employees, and partnerships with universities or professional bodies to create a pipeline of qualified professionals. Interim hires or consultants can also provide short-term expertise while organisations develop long-term talent strategies.

For individuals looking to succeed in ESG roles, gaining relevant certifications, hands-on project experience, and technical skills is essential. Upskilling in areas such as carbon accounting, climate risk analysis, and ESG reporting can help candidates stand out in a competitive UK market. Learn more about sustainable supply chain strategies at ESG REC Supply Chain and diversity & inclusion initiatives at ESG REC D&I.

The Talent Pool Reality

Although the number of ESG job titles in the UK continues to rise, the proportion of professionals with in-demand certifications or hands-on experience remains limited. Many candidates are passionate about sustainability but lack the technical depth or sector-specific knowledge that employers require. Structured training pathways, mentoring, and targeted recruitment campaigns can help bridge this gap.

Conclusion

The ESG skills gap UK is a present and pressing challenge. Employers need a combination of internal training, interim support, and strategic hiring to ensure they have the talent required for 2025 and beyond. Professionals can enhance their career prospects by developing technical ESG skills, gaining practical experience, and obtaining relevant certifications. By addressing this gap, UK businesses can build a more resilient, sustainable workforce ready to meet evolving environmental, social, and governance demands.

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Recruitment Firm in UK for ESG Roles: 7 Best Practices to Hire Top ESG Talent

ESG recruitment UK – growth trends and emerging sustainability roles in the UK

Recruitment Firm in UK for ESG Roles plays a critical role in helping organisations attract, engage, and retain top sustainability talent across the UK. The demand for ESG professionals is increasing rapidly, particularly in renewable energy, sustainable finance, corporate ESG reporting, and sustainability consulting.

According to the UK Green Jobs Taskforce Reporthttps://www.gov.uk/government/publications/green-jobs-taskforce-report (DoFollow), the number of ESG-related roles is expected to rise significantly over the next decade. Companies that partner with a specialist recruitment firm gain access to targeted candidate pools, structured recruitment strategies, and expertise in candidate engagement that in-house HR teams may struggle to deliver.

Candidates today are highly selective. They evaluate not only the purpose and impact of the role but also the overall recruitment journey. They expect transparency, clear communication, and alignment with personal and professional values. This is where a Recruitment Firm in UK for ESG Roles becomes invaluable.

Why a Recruitment Firm in UK for ESG Roles Matters

A professional Recruitment Firm in UK for ESG Roles offers several advantages for organisations seeking top sustainability talent:

  • Expertise in ESG Talent Pools: Firms have access to highly skilled professionals who may not be actively applying to jobs, but are open to new opportunities.
  • Enhanced Candidate Experience: Structured processes ensure candidates feel valued, supported, and engaged.
  • Higher Offer Acceptance Rates: Tailored recruitment strategies and clear communication improve acceptance rates and reduce time-to-hire.
  • Retention and Loyalty: Early positive engagement fosters alignment with organisational values and long-term retention.
  • Employer Branding: Positive candidate experiences position your organisation as a top ESG employer, which is essential in a competitive market.

For example, a sustainability manager approached by a specialist firm receives personalised guidance, timely updates, and structured interview preparation, increasing the likelihood of accepting a role and recommending the organisation to peers.

Challenges in ESG Recruitment

Recruiting ESG professionals presents unique challenges that a recruitment firm can help overcome:

  • Limited Talent Pool: Skilled ESG candidates remain scarce in the UK, making sourcing highly targeted and competitive.
  • Complex Candidate Expectations: Candidates seek purpose-driven roles, flexible working options, and competitive compensation.
  • Communication Gaps: Inconsistent communication can reduce engagement and increase drop-off rates.
  • Cultural Alignment: Misalignment between company values and candidate expectations can result in declined offers.
  • Salary Transparency: Ambiguity regarding compensation may discourage top talent.
  • Hybrid and Remote Preferences: Many ESG professionals prioritise hybrid or fully remote opportunities, and companies must address this in their recruitment strategy.

A Recruitment Firm in UK for ESG Roles brings expertise and market intelligence to navigate these challenges, offering a streamlined, candidate-focused approach.

Best Practices for Candidate-Centric ESG Recruitment

1. Clear and Transparent Communication

  • Provide detailed job descriptions and timelines.
  • Keep candidates updated throughout the process via email, ATS, or calls.
  • Reference: CIPD Recruitment Factsheet (DoFollow)

2. Timely and Constructive Feedback

  • Provide feedback after each stage of recruitment.
  • Highlight strengths and development areas, which fosters trust and engagement.

3. Engaging and Purpose-Driven Interviews

  • Discuss technical skills, cultural fit, and ESG-specific challenges.
  • Use real-world ESG scenarios or case studies to evaluate problem-solving capabilities.
  • Involve senior leadership to emphasise organisational values and ESG strategy.

4. Structured Onboarding

  • Ensure smooth transition from offer acceptance to first day.
  • Assign mentors or buddies to support integration.
  • Reference: ESG REC Onboarding Services

5. Personalisation and Empathy

  • Tailor recruitment interactions to candidate motivations and career goals.
  • Recognise purpose-driven interests alongside compensation expectations.

6. Total Rewards and Benefits Transparency

  • Communicate the full benefits package, including ESG initiatives and flexible working policies.
  • Discuss opportunities for development and career progression to increase engagement.

Leveraging Technology in ESG Recruitment

A modern Recruitment Firm in UK for ESG Roles uses technology to enhance the candidate experience:

  • Streamlining applications and interview scheduling
  • Providing real-time updates and transparent communication
  • Tracking engagement and drop-off points
  • Tagging ESG-specific roles to match candidates efficiently

Technology ensures a seamless, consistent, and candidate-friendly recruitment journey.

Measuring Recruitment Success

Key metrics to evaluate recruitment effectiveness:

  • Candidate satisfaction scores via surveys
  • Offer acceptance and decline rates
  • Time-to-hire and drop-off rates
  • Employer brand perception on social media and review platforms

Continuous benchmarking and improvement keep your organisation competitive in attracting top ESG talent.

Additional Tips for Engaging ESG Talent

  • Highlight your organisation’s ESG achievements and sustainability initiatives in job postings.
  • Promote thought leadership through LinkedIn and industry events to attract passive candidates.
  • Provide flexible work options and career development opportunities, which are increasingly valued by ESG professionals.
  • Leverage data-driven recruitment strategies to target specific skill sets and locations.

Conclusion

Partnering with a Recruitment Firm in UK for ESG Roles ensures organisations attract, engage, and retain the best sustainability professionals. Specialist firms implement structured, transparent, and candidate-centric recruitment practices while addressing compensation, flexibility, and cultural alignment.

https://esgrec.com/about/At ESG REC, we connect high-calibre ESG candidates with purpose-driven organisations across the UK. Explore our services to optimise your recruitment process and strengthen ESG hiring outcomes.

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5 Best Practices for Enhancing Candidate Experience in ESG Recruitment UK

ESG recruitment UK – candidate experience and best practices for attracting sustainability talent

ESG recruitment UK is evolving quickly as organisations compete for sustainability-focused professionals. A strong candidate experience is no longer optional—it is a strategic necessity. Transparent processes, clear communication, and engagement at every step can help organisations stand out in a competitive ESG talent market.

The UK Green Jobs Taskforce Report forecasts that demand for green and ESG roles will rise significantly over the next decade. For employers, the challenge lies in attracting top ESG talent while balancing purpose-driven motivations with fair compensation. Research from PwC UK Sustainability Insights shows that while purpose matters, financial security remains equally important in career decision-making.

At ESG REC, we support UK organisations in building recruitment processes that combine candidate-centric practices with market-driven insights, ensuring both attraction and retention of top ESG talent.

1. Provide Clear Communication

Candidates want transparency from the outset. Clear job descriptions, honest role expectations, and open communication channels build trust. According to the CIPD Recruitment Factsheet, unclear communication is a key driver of candidate withdrawal.

Best practices include:

  • Detailing responsibilities and expectations in job postings.
  • Sharing timelines for each recruitment stage.
  • Providing FAQs or resources to help candidates prepare.

At ESG REC, our candidate services include pre-application guidance that ensures applicants are well-prepared and informed.

2. Deliver Timely Feedback

Feedback shows candidates that their time and effort are valued. Even unsuccessful candidates who receive constructive feedback are more likely to recommend the employer and reapply in the future.

Practical steps include:

  • Providing interview feedback within a week.
  • Offering constructive suggestions for improvement.
  • Encouraging re-engagement with future opportunities.

Employers who consistently deliver timely feedback not only enhance their brand but also create stronger talent pipelines. This is especially important in ESG recruitment UK, where the demand for niche skills means organisations must keep candidate relationships warm for future openings.

3. Create Engaging Interviews

Engaging interviews balance technical skills with cultural fit and financial expectations. Candidates want to understand not only the role but also the organisation’s purpose, values, and compensation package.

As highlighted by Harvard Business Review, interviews should also reflect the company’s ESG commitments. Discussing total rewards, flexible benefits, and purpose-driven goals builds stronger trust.

At ESG REC, we train interviewers to address both professional and financial considerations, ensuring alignment with market expectations in ESG recruitment UK. We also encourage clients to use competency-based interview techniques, which create consistency and reduce unconscious bias.

4. Strengthen the Onboarding Experience

Onboarding is critical to retention. A structured programme helps new hires integrate smoothly and feel connected from day one.

Best practices:

  • Provide a clear induction roadmap.
  • Assign a mentor or onboarding buddy.
  • Celebrate early achievements to reinforce belonging.

According to PwC UK, the first 90 days are pivotal in shaping retention outcomes. At ESG REC, our onboarding solutions help organisations design frameworks that reduce turnover and increase engagement. Strong onboarding not only improves morale but also reduces recruitment costs by minimising early attrition.

5. Standardise Processes with Training and Tools

Standardising communication and training hiring teams ensures consistency. Organisations that use structured interview guides, onboarding checklists, and training programmes build fairness and efficiency into recruitment.

The World Economic Forum notes that ESG roles will remain competitive, and organisations that streamline recruitment will secure the best talent faster.

By working with ESG REC, companies gain access to recruitment tools, insights, and strategies designed specifically for ESG recruitment UK. Standardisation also ensures that every candidate receives the same high-quality experience, regardless of role or seniority.

Conclusion

Focusing on a candidate-centric recruitment process that also recognises financial motivators enables organisations to attract and retain top ESG talent. By prioritising communication, timely feedback, engaging interviews, structured onboarding, and process standardisation, UK organisations can strengthen their employer brand and improve hiring success.

At ESG REC, we specialise in helping clients develop recruitment strategies that are efficient, transparent, and people-focused—ensuring success in the rapidly evolving ESG recruitment UK market.

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Closing the ESG Skills Gap UK: Powerful Strategies for Employers 2025

ESG Skills Gap UK is a growing challenge for organisations, as the shortage of professionals with sustainability expertise continues to rise. With increasing pressure from regulators, investors, and consumers, UK organisations must ensure they have the right talent to meet their ESG objectives. Addressing this gap is essential not only for compliance but also for long-term business resilience (UK Government: Net Zero Strategy).

Sectors such as finance, energy, construction, and professional services are seeing particularly high demand for ESG specialists. Companies need professionals who can navigate complex environmental regulations, deliver sustainable projects, and manage social and governance risks effectively. Insights from ESG professionals highlight that financial considerations remain a practical driver for candidates. Rising living costs and inflation mean many professionals are seeking roles that offer competitive compensation alongside development opportunities.

Understanding the ESG Skills Gap UK

The ESG skills gap UK refers to the shortage of professionals with expertise across environmental, social, and governance areas. Key areas of need include:

Recent studies indicate that UK organisations struggle to fill ESG-related positions quickly, with some roles remaining vacant for six months or longer (LinkedIn: ESG Jobs Report). Emerging ESG roles such as Climate Risk Analyst, ESG Data Specialist, and Sustainability Consultant are in particularly high demand. You can also explore Insights into the Green Skills Landscape in the UK for additional context.

Strategies to Bridge the ESG Skills Gap UK

Upskilling Employees to Address the ESG Skills Gap UK

Investing in internal training programmes is one of the most cost-effective ways to enhance ESG competencies. Organisations can implement workshops, online learning modules (Coursera ESG Courses), and mentorship programmes (ESG Training Services) to equip employees with the necessary skills. This approach supports retention by demonstrating a commitment to career growth and internal mobility.

Collaborating with Educational Institutions

Partnerships with universities, colleges, and professional training providers can help create ESG-focused curricula tailored to industry requirements (University of Cambridge Institute for Sustainability Leadership). Offering internships, apprenticeships, or guest lectures builds a pipeline of talent ready to enter ESG roles with practical experience (ESG Insights Blog).

Recruitment Approaches to Close the ESG Skills Gap UK

Attracting ESG talent requires thoughtful recruitment approaches. Organisations should offer competitive remuneration packages alongside meaningful projects that demonstrate impact on sustainability goals (Green Jobs Network). Highlighting development opportunities, mentorship, and career progression can make roles more appealing to top candidates.

Mentorship and Peer Learning

Mentorship programmes and peer learning circles allow experienced ESG professionals to guide newer team members. This accelerates skills development and fosters a culture of knowledge-sharing and collaboration (CIPD: Learning & Development).

Building an ESG-Ready Workforce

To create a workforce capable of supporting ESG objectives, organisations should:

  • Assess current employee skill levels against ESG requirements
  • Implement structured training programmes to close skill gaps
  • Foster a culture of sustainability across all teams
  • Consider financial and non-financial motivators to attract and retain talent

Challenges and Considerations for the ESG Skills Gap UK

Closing the ESG Skills Gap UK is not without challenges. Organisations may face budget constraints, resistance to cultural change, or difficulty balancing immediate operational needs with long-term skills development. Planning strategically, aligning ESG initiatives with business goals, and engaging leadership are key to overcoming these barriers.

Looking Ahead: Why Addressing the ESG Skills Gap UK Matters

Investing in ESG talent development is not merely a cost—it is a strategic advantage. Organisations that prioritise ESG skills can improve operational efficiency, reduce risks, and enhance their reputation with investors, customers, and employees (World Economic Forum: ESG Skills).

Companies that successfully close the ESG Skills Gap UK are better positioned to innovate, meet sustainability regulations, and achieve long-term business resilience. You can also refer to Definitive ESG Talent Market Insights for UK Employers for market trends.

ESG REC provides expertise and market insight to help UK organisations identify and secure the talent they need to thrive in this critical area.

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What ESG Professionals Really Value: Insights for Hiring Managers

Key factors ESG professionals value in jobs: purpose, growth, flexibility, culture, and pay – ESG REC insights.

ESG jobs UK are growing rapidly as organisations increasingly prioritise sustainability and social responsibility. With more companies committing to ESG initiatives, competition for top talent is rising. Understanding what ESG professionals value most is essential for hiring managers looking to attract and retain the right candidates. From purpose-driven work and career development to work-life balance, inclusive culture, and fair compensation, these factors shape the decisions of ESG professionals when considering new roles. By aligning recruitment strategies with these motivations, organisations can secure high-performing ESG talent while advancing their sustainability goals.

1. Purpose-Driven Work


One of the top motivators for ESG professionals in the UK is the opportunity to contribute to meaningful sustainability outcomes. Candidates increasingly seek roles where they can make a measurable impact, whether it’s reducing carbon footprints, promoting social equity, or improving corporate governance. Organisations that clearly communicate their ESG objectives and demonstrate real commitment to sustainability are more attractive to purpose-driven professionals. For hiring managers, highlighting ESG initiatives, success stories, and measurable outcomes in job descriptions and interviews can significantly improve candidate interest and engagement. In ESG jobs UK, showcasing the alignment between company purpose and employee values can differentiate your organisation in a competitive talent market.

2. Career Development Opportunities
Continuous learning and clear career progression are highly valued by ESG professionals. UK candidates often look for roles offering ESG-specific certifications, professional training, and defined pathways for advancement. Providing structured development programs not only attracts talent but also improves retention, as employees see a long-term future within the organisation. Hiring managers can enhance appeal by detailing potential career trajectories, mentorship opportunities, and skills development in job postings. By demonstrating investment in employee growth, organisations reinforce their reputation as a supportive and forward-thinking employer in the ESG jobs UK market.

3. Work-Life Balance


Flexible working arrangements are increasingly important in ESG roles. Professionals value hybrid or fully remote options, flexible hours, and policies that accommodate personal commitments. In the UK, ESG professionals often weigh work-life balance heavily when considering new opportunities. Organisations that provide flexibility not only appeal to a broader talent pool but also improve employee satisfaction and productivity. Highlighting flexible work options and supportive workplace policies in job postings can make ESG jobs UK more attractive, helping organisations compete for top candidates who prioritise balance alongside purpose-driven work.

4. Transparent and Inclusive Culture


An open, fair, and inclusive workplace is a key factor in career decisions. Candidates value organisations that communicate clearly, embrace diversity, and create environments where everyone feels valued. Transparent recruitment processes, equitable pay, and inclusion initiatives strengthen employer branding and encourage candidate trust. For hiring managers, actively showcasing diversity programs, employee resource groups, and inclusive leadership practices can help differentiate ESG jobs UK opportunities. Ensuring candidates experience fairness and clarity during recruitment fosters positive perception and increases the likelihood of attracting top ESG talent

5. Financial Considerations


While ESG professionals are purpose-driven, competitive compensation remains important. In the current economic climate, UK candidates consider financial security alongside meaningful work. Organisations can remain competitive by offering fair pay, benefits, and potential for salary growth while framing compensation alongside career development and impact. For hiring managers, articulating a balanced proposition—combining financial stability with purpose and growth opportunities—enhances the appeal of ESG jobs UK, ensuring organisations attract candidates who are motivated both by impact and reward.

Conclusion


Understanding what ESG professionals value—purpose, development, flexibility, inclusivity, and fair pay—allows organisations to design recruitment strategies that attract top talent. ESG REC supports clients with specialist ESG talent access, market insights, and tailored recruitment strategies to meet sustainability goals effectively. Connect with us at info@esgrec.com to learn more

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Five Key ESG Recruitment Challenges in the UK

As ESG priorities increasingly shape business strategy, UK organisations are finding that hiring the right professionals is less about overall numbers and more about finding candidates with the right combination of skills. Understanding these challenges is essential for effective ESG recruitment.

1. Elusive Combination of Skills
While there are many ESG professionals in the market, finding individuals who combine ESG expertise with complementary skills—such as supply chain management, finance, regulatory knowledge, or technical sustainability skills—can be difficult.

2. Regulatory Complexity
ESG reporting standards and sustainability regulations are evolving rapidly. Employers need professionals who can navigate these requirements confidently and ensure compliance.

3. Greenwashing Risks
Ensuring ESG initiatives are genuine and measurable is crucial. Hiring someone without the right experience can result in superficial reporting and reputational issues.

4. Sector-Specific Skills
ESG priorities differ across industries. Finance, manufacturing, and the public sector all demand unique expertise, which can make recruitment more complex.

5. Retention and Career Development
ESG professionals increasingly expect clear progression paths and growth opportunities. Organisations must focus on engagement, skills development, and career planning to retain experienced candidates.

Overcoming ESG Recruitment Challenges
Addressing these challenges requires:

  • Broadening talent pipelines
  • Investing in professional development
  • Aligning ESG roles closely with organisational strategy

By taking these steps, UK companies can build teams capable of delivering meaningful sustainability outcomes, even in a market with a strong supply of ESG professionals.

Need Expert Support?
If you’re navigating ESG recruitment in the UK, professional guidance can make all the difference. Whether you’re looking to attract candidates with multi-functional skills, develop clear career pathways, or align ESG roles with your broader strategy, we can help you build strong, capable teams that deliver lasting impact.
Contact us: info@esgrec.com

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Definitive ESG Talent Market Insights for UK Employers – August 2025


The UK ESG Talent Market shows strong recovery in August 2025. Employers face rising demand for professionals with skills in sustainable finance, regulatory compliance, and green technology to support organisational ESG and net-zero goals.

ESG Job Vacancies in the UK ESG Talent Market

The UK ESG Talent Market has seen a surge in hiring across finance, renewable energy, and public sector roles. ESG-related roles have grown from around 25,000 positions in 2018 to an estimated 75,000 roles in 2025¹ (Octane Accountants).

This rebound is particularly evident in mid-sized and large enterprises that are aligning business strategies with sustainability objectives. Companies investing in ESG frameworks are also more likely to offer competitive salaries and development opportunities, attracting top-tier talent.

In-Demand ESG Skills for Employers in the UK ESG Talent Market

Sustainable Finance Opportunities in the UK ESG Talent Market

Roles in ESG asset management, impact investing, and sustainability reporting are expanding rapidly² (Green Careers Hub). Employers are actively looking for professionals skilled in ESG data analysis, metrics evaluation, and reporting.

Regulatory Compliance Roles in the UK ESG Talent Market

Professionals who can navigate evolving ESG regulations and ensure organisational compliance are in high demand. This is particularly critical as regulatory frameworks continue to evolve across sectors.

Green Technology Roles in the UK ESG Talent Market

Expertise in renewable energy, energy efficiency, and sustainable infrastructure is essential³ (JD Supra). Employers are seeking candidates who can combine technical knowledge with project management experience to accelerate ESG initiatives.

Sectors Driving the UK ESG Talent Market

  • Finance and Accounting: Commercial and industrial employers are driving a 17% surge in accountancy hiring⁴ (Morgan McKinley).
  • Renewable Energy: The UK’s commitment to clean energy is projected to create between 135,000 and 725,000 new jobs⁵.
  • Public Sector and Urban Planning: Government net-zero initiatives are generating roles in sustainable urban planning, green infrastructure, and climate policy⁶.

Recruitment Challenges and Strategies for Employers

While ESG hiring is accelerating, broader recruitment challenges remain, including skill shortages and economic uncertainty⁷ (KPMG UK Jobs Report).

Strategies for Employers:

  1. Upskill Existing Teams: Invest in ESG training and compliance courses.
  2. Expand Recruitment Channels: Leverage ESG-focused job boards, networking events, and professional associations.
  3. Offer Competitive Benefits: Highlight career development, flexible work, and ESG-aligned missions.
  4. Collaborate with Educational Institutions: Develop pipelines of qualified ESG professionals.

Looking Ahead in the UK ESG Talent Market

The ESG talent market is expected to maintain upward momentum throughout 2025. Employers targeting professionals with a combination of technical skills, regulatory knowledge, and cross-functional experience will gain a competitive edge. Aligning recruitment strategies with organisational ESG objectives ensures businesses can accelerate sustainability initiatives while remaining competitive.

Supporting Talent Development

Employers can play a role in building the ESG workforce by encouraging continuous learning, mentorship, and practical projects³⁵⁶.

Explore ESG REC services to support talent acquisition and workforce development.
For further insights or guidance on navigating the UK ESG job market, contact us at info@esgrec.com.


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What Will Your Legacy Be? ESG, Climate & Collective Action in a Changing World

Key Takeaways from the Fireside Chat with Sangeeta Waldron

On 1 May 2025, ESG REC Limited hosted a compelling fireside chat titled What Will Your Legacy Be? ESG, Climate & Collective Action in a Changing World, featuring communications expert and author Sangeeta Waldron, who shared insights from her latest book, What Will Your Legacy Be?

Building on the foundation of her previous publication, Corporate Social Responsibility is Not Public Relations, Sangeeta’s newest work continues the conversation around authenticity, purpose, and impact in the sustainability space. The event brought together professionals, advocates and thought leaders to explore the importance of collective action in safeguarding the planet’s future.

1. Small Actions Lead to Big Impact

Sangeeta Waldron emphasised that meaningful change often begins with small, everyday actions. Sustainability does not require dramatic, overnight transformations—it’s about consistency and a commitment to the seemingly minor decisions that shape our routines. Whether it’s reducing waste, supporting environmentally responsible brands, or conserving energy, these individual efforts, when multiplied across society, can drive significant progress.

Jonathan Hart-Smith, COO and Co-Founder of ESG REC, echoed this perspective during the discussion.

“The fear of loss is an incredible motivator for many people,” he remarked, reflecting on how envisioning a future without nature’s simple pleasures—such as the ability to step outside and enjoy green spaces—can encourage people to act.

Sangeeta. reinforced this with a message of practical empowerment:

“It’s not about the big things, it’s the little things… It’s just doing what you can afford to do yourself every day.

2. Sustainability Is a Daily Commitment

Drawing on CSR is Not PR, Sangeeta reminded attendees that sustainability is far more than a passing trend—it is a long-term commitment requiring both organisational and personal responsibility.

“It’s not about perfection; it’s about showing up every day,” she said.

Even small decisions—recycling properly, avoiding single-use plastic, or opting to walk instead of drive—accumulate into meaningful change. When these actions are adopted collectively, they help shift culture and behaviour.

3. Progress Takes Time: Stay Committed

Sangeeta acknowledged the discouragement many feel when progress on environmental or social issues appears slow. However, she urged attendees to remain committed, emphasising that systemic change rarely happens overnight.

Sustainability is a long-term journey that demands persistence and patience. Each small gain contributes to a more resilient, ethical future.

4. Political Engagement Is Crucial

The conversation also highlighted the growing role of politics in shaping sustainability outcomes. Sangeeta encouraged attendees to remain politically engaged and informed.

“Vote. It doesn’t matter where you are or what you do—voting is your power.”

From participating in local consultations to challenging misinformation, every civic action counts. Political will is essential to achieving lasting environmental and social progress, and the public plays a vital role in shaping it.

5. Empowerment Through Knowledge and Action

At the heart of What Will Your Legacy Be? lies the theme of empowerment. Sangeeta’s message was clear: no matter your industry or background, you have the power to contribute to solutions.

She shared examples such as the surprising role of humpback whales in absorbing atmospheric carbon and the ecological wisdom of indigenous communities, highlighting the intersection of science, culture, and human responsibility.

These stories serve as powerful reminders that protecting the planet is not just a scientific imperative—it’s a deeply human one.

Reflecting on Our Legacy

What Will Your Legacy Be? calls on us all to consider how we might leave the world better than we found it. Sangeeta’s message is one of realistic optimism and individual agency:

“Even one action matters.”

While the scale of the climate crisis can feel overwhelming, individual choices—when multiplied—create lasting impact. Collective action begins with personal commitment.

Thank You for Attending

A sincere thank you to everyone who registered and attended the fireside chat. Your participation plays a vital role in supporting long-term sustainability awareness and action.

If you would like to request a recording of the event, please contact us at info@esgrec.com.

Book Giveaway – Winner Announcement

We’re pleased to announce that the raffle draw for a signed copy of What Will Your Legacy Be? by Sangeeta Waldron has now taken place. Winners will be contacted directly via email. For transparency, the raffle draw video is available upon request.

Congratulations to our winners, and thank you to everyone who took part.

Join the Movement: Build a Sustainable Future with ESG REC

Are you looking to build a more sustainable future through your workforce? ESG REC specialises in connecting purpose-driven organisations with outstanding professionals in ESG and sustainability.

Visit www.esgrec.com

Stay informed with industry insights and find out how our staffing solutions can support your long-term sustainability goals.

Let’s work together to create a legacy of positive change.

Posted in Career Development, Clean Energy, Climate Change, CSR, ESG, ESG CAREER, Governance, Green Energy, Webinar

Powering the Future –  Renewable & Clean Energy Skills in Demand in the UK (2025)

Powering the Future - Renewable & Clean Energy Skills in Demand in the UK (2025)

The UK is rapidly transitioning to a low-carbon economy. With over a third of the nation’s electricity already generated from wind and solar, and an ambitious target to fully decarbonise the power sector by 2035, demand for professionals with renewable and clean energy expertise has never been higher.

Whether you’re entering the workforce or considering a career pivot, here are the key skills employers across the UK are actively looking for in 2025.

1. Wind and Solar Energy Expertise

From the North Sea’s offshore wind farms to expanding solar capacity in the South East, the UK is investing heavily in renewable infrastructure. Engineers and technicians with experience in wind turbine technology, solar PV systems, and site feasibility assessments are in high demand.

🔗 Job postings referencing “wind energy” or “solar energy” rose by more than 20% in the UK between 2022 and 2023.
Source: LinkedIn Global Green Skills Report

2. Grid Integration & Energy Storage

As more intermittent renewables enter the grid, ensuring stability is critical. Skills in smart grid systems, battery storage solutions, and energy balancing are sought after, particularly in roles that sit at the intersection of energy systems, software, and data.

Professionals with a background in electrical engineering, data science, or energy systems modelling are well-placed to thrive

3. Project Management in Clean Energy

The rollout of large-scale renewable projects calls for strong project management capabilities. Employers are on the lookout for individuals who can lead energy developments from planning to delivery — managing budgets, timelines, stakeholders, and compliance with UK environmental regulations.

Holding qualifications such as PRINCE2, APM, or PMP, alongside industry knowledge, gives candidates a clear advantage.

4. Policy & Regulation Knowledge

Understanding the UK’s evolving energy policy landscape is vital. From the Contracts for Difference (CfD) scheme to planning consents and subsidy frameworks, professionals who can navigate these areas are in demand within government, consultancy, and utility firms.

🔗 Roles related to clean energy policy have grown by 15% across the UK since 2023.
Source: LinkedIn Green Economy Dashboard

5. Digital and Analytical Skills

As the energy sector becomes smarter and more data-driven, there’s a growing need for individuals skilled in data analytics, AI-driven energy forecasting, and digital twin technologies. These roles support performance optimisation, predictive maintenance, and long-term planning.

If you’ve worked in tech, data science, or digital engineering, clean energy offers a meaningful opportunity to apply those skills to real-world climate solutions.

The renewable energy sector in the UK is booming — and it’s not just for engineers. From project managers to policy experts and data analysts, the clean energy workforce is becoming increasingly diverse and multidisciplinary.

As the country continues its journey to net zero, building skills in this area isn’t just good for your career — it’s good for the planet too.

Hiring or Job Hunting in the Clean Energy & Sustainability Sector?

Whether you’re looking for your next opportunity — or your next hire — our team of ESG recruitment specialists is here to support you.

For professionals:
Book a free consultation to get tailored advice on roles, CVs, and where your skills are most in demand.

For hiring managers:
Struggling to find the right sustainability talent? Let’s talk. We’ll help you identify gaps, fast-track recruitment, and bring purpose-led professionals to your team.

Call us or email info@esgrec.com Or visit www.esgrec.com to book your consultation today.

Let’s build a greener future — together.

Posted in ESG, Career Development, Clean Energy, Climate Change, CSR, ESG CAREER, Governance, Green EnergyTagged in , , , , , , , , ,

Key Insights from ESG REC’s “Embedding Sustainability” Webinar

For those navigating the complexities of the UK’s ESG landscape, staying informed and equipped is paramount. ESG REC’s March 20th webinar provided a crucial dual perspective, featuring Rondi Allan of Sustainable X and Jonathan Hart Smith, COO and Co-Founder of ESG REC Limited. Their combined expertise offered a blend of market intelligence and actionable strategies tailored for the UK ESG professional.

Jonathan Hart Smith – Decoding the UK ESG Job Market for Informed Professionals

Jonathan outlined the upward trend of ESG roles in London and the UK this March, acknowledging the fluctuations that professionals might have experienced. “We understand that these fluctuations can create uncertainty,” he stated, “and it’s vital to provide a clear picture of the underlying drivers.” This was then contrasted with the levelling off of sustainability-specific roles, a point addressed with a pragmatic approach, offering insights into potential contributing factors.

The EU market’s relative stability was walked through, allowing UK professionals to benchmark their own experiences against a broader European context. The discussion of the US market’s decline, linked to shifting political attitudes, provided a crucial global perspective, highlighting the interconnectedness of ESG trends.

A deeper dive into CSRD-related roles was taken, highlighting the post-omnibus announcement correction that is starting to play out for UK professionals. Despite this change, however, anecdotal evidence over the last three months indicates a continued demand for governance roles within ESG, resonating with the growing emphasis on robust frameworks within UK organisations.

Concerns surrounding the slowdown in DEI roles from the market data were acknowledged, with clarification that for many organisations commitment remains strong despite the decrease in advertised positions.

ESG REC remains committed to providing timely, accurate market data through their monthly reports. This continues to be a valued and trusted resource for UK ESG professionals.

Providing Practical Strategies for Embedding Sustainability in UK Organizations

Rondi Allan’s presentation was a masterclass in translating theoretical sustainability concepts into actionable strategies for UK organizations. She discussed more than abstract principles; she provided practical guidance, drawing from her extensive experience with Sustainable X.

Her focus on the crucial link between customer demand and commercial viability resonated with the UK’s increasingly market-driven ESG landscape. “We must bridge the gap between ethical aspirations and commercial realities,” she emphasized, “to secure meaningful buy-in from leadership.”

Rondi’s emphasis on the indispensable blend of technical and soft skills was particularly relevant for UK professionals seeking to enhance their capabilities. She highlighted the importance of carbon accounting, reporting standards, and supply chain management, while also emphasizing the critical role of stakeholder engagement, communication, and resilience.

She directly addressed the common obstacles faced by UK professionals, such as board-level resistance and the complexity of reporting requirements. Her case studies, drawn from real-world experiences with manufacturing and retail companies, provided tangible examples of how to overcome these hurdles.

Her insights into the importance of strong ESG governance from the top down were particularly relevant for UK professionals seeking to drive organizational change. She provided practical advice on how to build robust governance frameworks and ensure effective implementation.

Rondi’s delivery was informative and empowering. She provided UK professionals with the tools and knowledge they needed to navigate the complexities of embedding sustainability within their organizations.

A Heartfelt Thank You!

A big thank you to all those who attended this insightful webinar! Your active participation and valuable insights truly enriched the experience. We sincerely hope you found the session informative and empowering as you continue to implement effective sustainability strategies within your businesses.

Certificates for the webinar will be sent to your email shortly—keep an eye out! If you missed the webinar or would like to revisit the presentation, don’t worry! You can request the recording and presentation slides by emailing us at info@esgrec.com or message us on our Linkedin page.

To stay at the forefront of ESG trends and further enhance your sustainability efforts, we warmly invite you to join our next webinar in April . Visit our website at www.esgrec.com for updates and sign up to receive essential insights from industry experts.

Stay informed, build your ESG strategy, and together, let’s pave the way for a more sustainable future.

Posted in Career Development, Climate Change, ESG, ESG CAREER, Governance, Green Energy, WebinarTagged in , , , , ,