As ESG and sustainability continue to reshape industries across the UK, organisations face growing challenges in attracting and retaining the right talent. To understand what drives today’s ESG professionals ESG REC surveyed over 200 candidates from the UK’s sustainability sector who are currently actively seeking new opportunities— ranging from entry-level to senior roles.

The findings reveal what motivates career choices, what makes candidates accept job offers, and how companies can better align their recruitment strategies with talent expectations in this fast-evolving market.

What Drives Career Decisions in ESG?

Salary remains the top motivator for nearly half of respondents — which comes as no surprise in a competitive job market. However, the survey shows a shift towards broader career priorities:

• Flexible working options (remote, hybrid, or part-time) ranked a close second, reflecting the growing importance of work-life balance and autonomy.
• Training and development opportunities featured prominently, especially in specialised ESG areas such as carbon accounting and sustainability reporting.
• Factors such as job titles, equity, and commuting time were generally less influential, particularly among mid-level professionals.

Insight: To attract and retain ESG talent, organisations need to appreciate that a competitive salary on its own is no longer enough. Candidates expect genuine flexibility in working arrangements and clear prospects for professional development. Employers who provide this will be better placed to engage and keep high-quality talent for the long term.

What Makes Candidates Say “Yes” to a Job Offer?

Beyond salary and benefits, the recruitment experience itself strongly influences candidates’ decisions to accept roles:

• Clear and regular communication throughout the process was identified as the most important factor.
• Early opportunities to meet prospective team members helped build trust and connection.
• Candidates valued genuine passion and authenticity from interviewers.

Interestingly, factors like office tours or the physical workplace environment were less significant.

Takeaway: Transparent and people-focused recruitment processes are absolutely essential, particularly within the ESG sector where an organisation’s values and culture carry significant weight.

Candidates want to feel that they are joining a workplace that genuinely lives its sustainability commitments and treats people with respect and openness throughout the hiring journey. Employers who prioritise clear communication, authentic engagement, and a human-centered approach will build stronger trust with candidates and ultimately attract professionals who are truly aligned with their mission and purpose.

Why These Insights Matter for ESG Hiring

Candidates considering ESG roles are looking for more than just a pay cheque; they want to see their prospective employer living the values they promote:

• Flexible working helps reduce commuting emissions, supporting environmental goals.
• Investment in skills and development promotes social sustainability by building a resilient workforce.
• Ethical and transparent hiring reflects strong governance — a core ESG pillar.

Final Thoughts

Attracting and retaining top ESG talent today requires more than offering competitive salaries. Candidates increasingly seek meaningful flexibility, clear opportunities for professional development, and a recruitment experience that reflects transparency and authentic values. Organisations that embed these principles within their hiring strategies will not only gain a competitive advantage but also demonstrate genuine commitment to ESG — aligning people, purpose, and performance.

For hiring managers, this means creating candidate experiences that truly resonate with sustainability-driven professionals and fostering workplace cultures that support growth and well-being. For candidates, it highlights the importance of finding employers who live their ESG values throughout every step of the hiring journey.

Discover how ESG REC can support your ESG recruitment needs, whether you’re hiring the best talent or developing your career in sustainability.

Visit www.esgrec.com today  or email us at info@esgrec.com to find out more.

As ESG and sustainability continue to gain traction across UK industries, more professionals are looking to align their careers with purpose-driven work. The good news? Opportunities in ESG are growing. The challenge? So is the competition.

To stand out and secure your next role in this evolving field, it’s important to be strategic — not only about the roles you apply for, but also the platforms you use to find them. LinkedIn remains a valuable tool, but it’s not the only one at your disposal. Here’s how to make the most of LinkedIn and other platforms when exploring your next move in the ESG space.

1. Make Your LinkedIn Profile ESG-Ready

Your LinkedIn profile acts as your digital CV — and in many cases, your first impression.

Headline and Summary: Use clear, relevant keywords such as “ESG Analyst”, “Sustainability Consultant” or “Carbon Accountant” to help your profile show up in recruiter searches.

Experience and Achievements: Highlight real impact — e.g. “Delivered Scope 3 emissions analysis for a listed company” or “Supported ESG disclosures in line with TCFD recommendations.”

Skills and Training: Include ESG-related qualifications (such as IEMA, CFA ESG, or PRINCE2 for ESG projects), along with any specialist tools or frameworks you’ve worked with.

It also helps to follow sustainability leaders, comment on sector developments, and join ESG-related groups to stay engaged.

2. Look Beyond LinkedIn

While LinkedIn is an essential platform, casting a wider net gives you access to a broader range of opportunities — particularly in niche areas:

ESG REC: Visit www.esgrec.com/jobs for a curated list of ESG and sustainability roles across the UK and Europe.

EnvironmentJob.co.uk: A long-established job board focused on environmental and sustainability careers.

Guardian Jobs – Environment section: Especially useful for roles in local authorities, charities, and the public sector.

GreenJobs, Acre, Ethical Jobseeker: Specialist platforms for professionals in green industries and ethical sectors.

3. Stay Active and Connected

Many ESG opportunities are shared within networks before they reach public job boards. Being visible and active in the space gives you a competitive edge:

Attend ESG-focused webinars, panels, and career events.

Share your insights on LinkedIn to build credibility and showcase your interest in the sector.

Connect with peers, recruiters, and sustainability professionals working in areas you’re interested in.

4. Be Prepared to Move Quickly

In a growing but competitive market, timing matters. Make sure:

Your LinkedIn settings show you’re “open to work” (you can make this visible to recruiters only).

Your CV is tailored to each role, with an emphasis on outcomes and measurable ESG impact.

You’re ready with a concise “career story” that explains your ESG motivations and relevant experience.

Final Thought

Building a career in ESG requires more than passion — it also calls for visibility, credibility, and the right tools. By positioning yourself effectively on LinkedIn and using platforms designed for purpose-led roles, you’ll improve your chances of connecting with organisations that align with your values and aspirations.

Looking for Support in Your ESG Career Journey?

Whether you’re actively applying or just starting to explore opportunities in ESG, our team at ESG REC is here to help. Visit www.esgrec.com or drop us a line at info@esgrec.com to find out how we can support your next career step.

As the demand for ESG expertise continues to grow across the UK, organisations are under pressure to secure the right talent to drive their sustainability agendas. Yet in a competitive and rapidly evolving market, attracting and retaining ESG professionals is far from straightforward.

At ESG REC, we recently surveyed over 200 candidates actively seeking roles in the sustainability space to better understand what really matters to them when considering a new opportunity. The findings – which you can explore in our article What ESG Talent Really Wants  offer practical insights into how organisations can stay ahead of the curve.

But understanding candidate preferences is just the beginning. The real opportunity lies in how hiring managers leverage this data to inform, refine, and strengthen their recruitment strategies.

Why Data Matters in ESG Hiring

Recruitment in the ESG sector can’t rely on assumptions or outdated approaches. Data-led hiring enables organisations to make better decisions from understanding which roles are proving hardest to fill, to identifying which aspects of a job offer are genuinely valued by candidates.

At ESG REC, we use candidate data every day to help clients fine-tune their job specs, adjust salary benchmarks, and improve the overall hiring experience. When data is embedded in your hiring strategy, it becomes much easier to attract candidates who align with your values, mission, and business objectives.

Turning Insights into Action

According to our latest candidate survey, three factors stand out: salary, flexibility, and professional development. These aren’t just perks – they’re priorities. If your job adverts and interview processes don’t reflect this, you may be missing out on top ESG talent.

It’s also important to track the more human aspects of your hiring process – such as how and when you communicate with candidates. Our survey found that consistent, transparent communication was one of the biggest influences on whether a candidate accepted a role.

Key Metrics Worth Monitoring

For those involved in ESG hiring, some of the most useful recruitment analytics to track include:

Application and conversion rates by role type

Time-to-hire and candidate drop-off stages

Source of best-performing candidates (e.g. LinkedIn, referrals, agencies)

DE&I performance across shortlists

Monitoring these metrics helps you identify what’s working, where improvements are needed, and how your recruitment strategy aligns with your wider ESG goals.

A Smarter, More Sustainable Approach

When hiring strategies are informed by data, they don’t just attract better candidates – they reflect a more mature, sustainable approach to people and culture. For ESG roles in particular, this is key: you’re hiring professionals who care deeply about impact, integrity, and values. Your recruitment process should reflect that.

Need Support with ESG Hiring?

If you’re currently hiring or planning to grow your ESG team, we’re always happy to share insights or offer guidance. ESG REC specialises in connecting organisations with skilled sustainability and ESG professionals across the UK.

Feel free to get in touch at info@esgrec.com or visit www.esgrec.com to see how we can support your hiring needs.

The term “ESG” (Environmental, Social, and Governance) might conjure images of lengthy reports and compliance checklists. But increasingly, forward-thinking UK businesses are discovering its power as a catalyst for genuine innovation. Forget greenwashing; we’re talking about a fundamental shift in how products and services are designed, delivered, and valued.

Sustainability: The Spark for Innovation

Imagine a world where every product is designed with its entire lifecycle in mind. Where waste is minimised, resources are conserved, and social impact is a core consideration. This isn’t a utopian dream, it’s the driving force behind a wave of sustainable innovation.

Here’s how:

• Product Development Reinvented: Companies are moving beyond incremental improvements to reimagine products from the ground up. Think biodegradable packaging, modular electronics designed for repair, and materials sourced ethically and locally. This isn’t just “nice to have”; it’s meeting the growing consumer demand for responsible choices.
• New Revenue Streams, New Markets: ESG isn’t a cost centre; it’s a revenue generator. Businesses are finding untapped markets by addressing sustainability challenges. For example, developing circular economy solutions, offering carbon offsetting services, or creating products that empower marginalised communities.
• Tech as the Enabler: From AI-powered supply chain optimisation to blockchain-verified ethical sourcing, technology is crucial for driving sustainable innovation. Data-driven insights can help businesses track their impact, identify inefficiencies, and develop more sustainable processes.

UK Examples Leading the Charge:

We’re seeing inspiring examples across the UK. From renewable energy pioneers to fashion brands embracing recycled materials, and tech companies developing carbon capture solutions, British businesses are demonstrating that sustainability and profitability can go hand-in-hand.

(Short, impactful examples of UK companies with innovative ESG practices, e.g., a renewable energy startup or a sustainable fashion brand. Keep it concise.)

This isn’t just about doing good; it’s about staying competitive in a rapidly changing market. Consumers, investors, and regulators are increasingly prioritising ESG performance. Businesses that fail to adapt risk being left behind.

The Future is Sustainable. The Future is Now.

The truth is, the future of business is inextricably linked to sustainability. Embracing ESG isn’t just about mitigating risk; it’s about unlocking new opportunities, driving innovation, and building a more resilient and responsible future.

Is your business ready to innovate with ESG?

The UK market is ripe with opportunity for businesses to leverage ESG principles for innovation and sustainable growth. At ESG REC, we understand the complexities of navigating this evolving landscape. We can provide you with the insights and guidance you need to stay ahead of the curve.

Ready to transform your business with sustainable innovation?

Reach out to ESG REC today for a consultation and discover the latest ESG trends shaping the UK market.

Visit www.esgrec.com to learn more.

As we move into the second quarter of 2025, the pressure on businesses in the UK to report on their Environmental, Social, and Governance (ESG) performance continues to grow. With regulatory changes, shifting market dynamics, and increasing expectations from investors and consumers, understanding how to report on ESG performance is no longer optional—it’s a business necessity.

In this article, we’ll break down the basics of ESG reporting, highlight the key reporting frameworks you need to be aware of, and explain why transparent reporting can build trust and drive long-term success as we head into the second half of the year.

Why ESG Reporting is Crucial for the Second Quarter of 2025 and Beyond

As we enter Q2 of 2025, it’s clear that ESG reporting has evolved from a niche consideration to a central element of business strategy. Here’s why it’s so important in the current climate:

• Regulatory Pressures Are Intensifying: With 2025 marking significant deadlines for businesses to align with climate-related financial disclosures, UK businesses are now facing tighter regulations. The need to comply with frameworks like the Task Force on Climate-related Financial Disclosures (TCFD) is critical to avoid fines and reputational damage.
• Growing Investor Scrutiny: Investors are placing increasing importance on ESG factors. Nearly 80% of UK institutional investors now prioritise ESG disclosures, and companies that fail to meet these expectations may find themselves at a disadvantage. In Q2 2025, the demand for transparent ESG reporting is expected to peak as investors and stakeholders look for businesses that are leading in sustainability.
• Consumer Expectations Are Rising: Today’s consumers are more conscious than ever about the ethical practices of the companies they support. Transparent ESG reporting signals to customers that your business is committed to sustainability, diversity, and governance practices, which can improve brand loyalty and consumer trust.

Key ESG Reporting Frameworks for Q2 2025

Navigating the ever-expanding ESG reporting landscape can be daunting, but using the right frameworks will help you ensure compliance and provide clarity for your stakeholders. Here are the key reporting frameworks you should be focused on as we move into the second quarter of 2025:

1. Global Reporting Initiative (GRI)

The GRI remains one of the most widely adopted frameworks for comprehensive ESG reporting. It’s designed to help businesses disclose the full extent of their environmental, social, and governance impacts in a consistent, standardised way.

• What it covers: Environmental sustainability, social impact, ethical business practices, and governance.
• Why it matters in 2025: As more businesses embrace sustainability, GRI reporting will remain vital for communicating your long-term commitment to environmental and social goals. For those preparing to report in Q2 2025, it’s important to have GRI in place for comprehensive ESG disclosures.

2. Task Force on Climate-related Financial Disclosures (TCFD)

With the UK’s increased focus on climate change and sustainability, TCFD has become a must for businesses facing potential climate-related risks. The framework requires businesses to disclose how climate change impacts their operations and financial performance.

• What it covers: Governance, strategy, risk management, and metrics related to climate change.
• Why it matters in 2025: The UK government has made it clear that TCFD disclosures will become mandatory for more businesses, especially those with significant exposure to climate risks. As we approach Q2 2025, aligning with TCFD will be essential for businesses seeking to future-proof their operations and enhance transparency.

3. Sustainability Accounting Standards Board (SASB)

SASB provides industry-specific reporting standards, focusing on the most financially material ESG issues that are likely to affect a company’s performance. These standards allow businesses to report on ESG metrics that are of particular interest to investors.

• What it covers: Industry-specific ESG issues, such as energy management, water use, data security, and workforce health and safety.
• Why it matters in 2025: As investment in sustainable practices grows, SASB enables companies to present financial materiality in a way that resonates with industry-specific investors. In Q2 2025, more businesses will be expected to provide these industry-specific disclosures to maintain investor confidence.

Benefits of Transparent ESG Reporting as We Move Into Q2 2025

As the demand for transparency and accountability grows, businesses that embrace ESG reporting will benefit from increased trust and enhanced long-term prospects. Here are the key advantages:

1. Building Trust with Stakeholders

Transparent ESG reporting helps businesses build stronger relationships with stakeholders, from investors to customers. By clearly showcasing your ESG efforts, you can demonstrate your commitment to social responsibility and sustainability, which is increasingly important in today’s marketplace.

2. Attracting Investment

As we enter Q2 2025, investors are focusing more on companies with strong ESG credentials. Transparent reporting can help attract ethical investors who align with your values and ensure you stay competitive in a crowded market.

3. Improving Compliance and Risk Management

With the regulatory landscape around ESG reporting tightening in 2025, businesses that proactively align with frameworks like GRI, TCFD, and SASB will be better positioned to meet legal requirements. This proactive approach also helps businesses better identify and mitigate risks before they become compliance issues.

4. Enhancing Employee Engagement

Employees are increasingly looking for companies with strong ESG commitments. By demonstrating transparency in your ESG practices, you can improve employee morale, increase engagement, and attract top talent who want to be part of a socially responsible organisation.

Prepare for Q2 2025 with ESG Reporting Support

Navigating the complexities of ESG reporting requires expertise and a clear strategy. As we head into Q2 2025, it’s essential to ensure that your business is aligned with the latest reporting standards and regulations. Whether you’re just beginning your ESG reporting journey or looking to refine your existing efforts, it’s never too late to make improvements.

Need Help Navigating ESG Reporting?

At ESG REC Limited, we are here to support UK businesses in successfully navigating the evolving ESG reporting landscape. Our team of experts can guide you through the various reporting frameworks, ensuring that you remain compliant and transparent in your ESG disclosures.

From GRI to TCFD and SASB, we can help tailor an ESG reporting strategy that aligns with your business goals and meets regulatory requirements.

Visit www.esgrec.com today to learn more about how we can assist you in preparing your business for transparent, compliant, and effective ESG reporting as we move into the second quarter of 2025.

In today’s rapidly evolving business landscape, the importance of Diversity and Inclusion (D&I) is more than just a buzzword – it’s a fundamental part of a successful Environmental, Social, and Governance (ESG) strategy. As the ‘social’ aspect of ESG continues to gain prominence, companies are realising that fostering a diverse and inclusive workplace not only benefits their employees but also enhances overall business performance.

Let’s delve into why D&I is vital for your ESG strategy, how it contributes to innovation and employee satisfaction, and the best practices for embedding D&I into your company culture.

How Diversity Boosts Innovation, Creativity, and Problem-Solving

One of the most compelling reasons to prioritise diversity within your business is its direct impact on innovation. When people from different backgrounds, experiences, and perspectives come together, they bring fresh ideas that drive creativity and problem-solving. This diversity of thought is essential for businesses looking to stay ahead of the competition and solve complex challenges.

• A Range of Perspectives: A diverse workforce brings a variety of viewpoints, enabling businesses to approach problems from different angles. This leads to more creative solutions and often results in groundbreaking ideas that wouldn’t have emerged in a more homogeneous team.
• Improved Decision-Making: Studies have shown that diverse teams make better decisions. By drawing on a wide range of experiences and expertise, businesses can make more informed choices that consider a broader spectrum of possibilities.
• Stronger Innovation: Diverse teams are more likely to challenge the status quo, which can lead to innovative products, services, and business models. This creativity not only drives profitability but also helps companies stay relevant in a fast-changing market.

The Connection Between D&I and Employee Retention

Creating a culture of inclusion and diversity doesn’t just attract top talent – it helps retain them too. Employee satisfaction and retention are closely linked to how inclusive and diverse the workplace is. Employees want to feel valued, heard, and respected, regardless of their background.

• A Sense of Belonging: Employees who feel that they are part of an inclusive environment are more likely to be engaged in their work and loyal to their employer. A sense of belonging can significantly reduce turnover rates and increase overall productivity.
• Attracting Top Talent: A company that actively promotes D&I is more likely to attract candidates who are looking for a respectful and inclusive work culture. Millennials and Gen Z, in particular, place a high value on diversity in the workplace and are more likely to stay with an employer that reflects their values.
• Employee Wellbeing: Inclusive workplaces foster an environment where employees can thrive, leading to improved mental and emotional wellbeing. When employees feel supported and valued, their job satisfaction increases, which directly impacts performance.

Best Practices for Fostering Diversity Within Your Company

Embedding diversity and inclusion into your company culture requires commitment and a proactive approach. Here are some best practices for building a more inclusive workplace:

1. Leadership Commitment: For any D&I strategy to be effective, it must have strong leadership support. Leaders should publicly champion diversity and inclusion, set clear expectations, and lead by example.
2. Inclusive Hiring Practices: Ensure that your hiring process is fair and inclusive by removing biases from recruitment practices. Use blind recruitment techniques and partner with organisations that focus on underrepresented groups to ensure diversity in your talent pool.
3. Employee Training and Awareness: Providing D&I training helps employees understand unconscious bias, microaggressions, and the importance of creating an inclusive environment. Regular workshops and discussions can raise awareness and empower employees to act inclusively.
4. Create Employee Resource Groups (ERGs): ERGs provide a platform for employees to come together based on shared characteristics, such as gender, race, or disability. These groups can help foster a sense of community and belonging within the organisation, while also providing feedback to leadership on how to improve D&I initiatives.
5. Offer Equal Growth Opportunities: To ensure true inclusion, businesses must provide equal opportunities for career development and advancement. Mentorship programmes, training initiatives, and leadership development programmes should be available to all employees, regardless of their background.
6. Measure and Report Progress: Set clear D&I goals and track your progress over time. Regularly assess the effectiveness of your D&I initiatives and make adjustments as needed. Transparency in reporting shows your commitment to continuous improvement.

Why D&I Matters for Your ESG Strategy

Diversity and inclusion are no longer just nice-to-have – they are a must-have for businesses aiming to create positive social impact. As the focus on ESG increases, companies that embrace D&I are more likely to attract investors, customers, and talent. A commitment to diversity is a clear signal that a business values people and is dedicated to fostering a fair and inclusive society.

For organisations looking to boost their ESG credentials, integrating D&I into their corporate strategy is essential. It demonstrates a commitment to the ‘social’ pillar of ESG, improves employee satisfaction, and positions the company as a forward-thinking leader in the marketplace.

Get Started on Your D&I Journey with ESG REC

Interested in improving your diversity and inclusion strategy? ESG REC can help your business build a more inclusive culture, tailor your D&I initiatives to your specific needs, and drive real, measurable change. Reach out to us today to learn how we can support your ESG goals and help create a more diverse and inclusive workplace.

Let’s make diversity and inclusion a priority for your business – because a more inclusive workplace is a more successful one.

Ready to enhance your diversity and inclusion strategy? Visit [www.esgrec.com](http://www.esgrec.com) today to learn how we can help your business build a more inclusive, sustainable future. Let’s make a positive impact together!

Alright, UK foodies, let’s talk grub. We love our fish and chips, Sunday roasts, and a proper cuppa. But did you know that what’s on your plate has a bigger impact on the planet than your commute? Yeah, mind blown, right? Let’s ditch the guilt and get into some delicious ways to eat for a greener Earth.

The Food Footprint: It’s Bigger Than You Think!

Imagine your food’s journey. From farm to fork, it’s a wild ride. Think:

• Methane Mayhem: Those lovely cows and sheep? They produce a lot of methane, a potent greenhouse gas. (Sorry, roast beef lovers!)
• Food Miles: The Jet-Setting Veggie: That avocado from South America? It’s travelled further than your last holiday. All those air miles add up!
• Waste Not, Want Not: We Brits chuck out a shocking amount of food. That’s like throwing money (and the planet’s resources) in the bin!

(Insert a quirky statistic: e.g “Did you know that if food waste were a country, it would be the third-largest emitter of greenhouse gases?”)

Plant Power: Veggie Victories!

Don’t worry, you don’t have to live on rabbit food. There are loads of tasty plant-based options that are good for you and the planet.

• Meat-Free Mondays (or Any Day!): Swapping out meat for plant-based proteins, like lentils, beans, or tofu, is a delicious way to cut your carbon footprint. Think veggie curry, lentil shepherd’s pie, or a proper bean chilli.
• The Mighty Mushroom: These fungi are like culinary superheroes! They’re versatile, delicious, and have a lower environmental impact than meat.
• Oat Milk Mania: Ditch the dairy and try oat milk in your cuppa. It’s creamy, delicious, and has a smaller carbon footprint.

Local Heroes: Supporting Your Neighbourhood Growers

Think of it: Fresh veggies, grown down the road, supporting local farmers. Sounds idyllic, right?

• Farmers’ Markets: A Foodie Fiesta: These are treasure troves of seasonal produce, often grown organically. Plus, you get to chat with the people who grew your food.
• Veggie Boxes: Farm-Fresh to Your Door: Get a weekly box of seasonal goodies delivered straight to your door. It’s like a delicious surprise every week!
• Grow Your Own: Even a tiny balcony can become a mini-garden. Grow herbs, salad leaves, or even tomatoes!

Your Plate, Your Planet, Your Power!

Making sustainable food choices doesn’t have to be a chore. It’s about finding delicious ways to eat that are good for you and the planet. So, let’s ditch the guilt and embrace a more sustainable, and tasty, future.

Visit www.esgrec.com to Find insights on sustainable business trends.