A quarter (27%) of employers also face a skills shortage when hiring for sustainability-related jobs, according to the findings.
The same proportion (27%) of jobseekers reported a lack of available positions as a key barrier to entering the green jobs market.
Indeed's data suggests that there is a disconnect between the growing demand for sustainability-related skills in the job market, and the availability of qualified candidates. It also seems that employers are struggling to fill sustainability-related positions, and that jobseekers feel underqualified to step into them.
According to the research findings, 42% of employers reported that better training for existing employees could help solve the skills shortages they are experiencing. This is an increase from 31% who advocated for better training in 2023.
These findings are not surprising, but they are revealing, said Alexandra Smith, cofounder of sustainability management and reporting platform FuturePlus.
She told HR magazine: “We work with organisations of all sizes, and one of the most consistent challenges we see is a lack of clarity around what sustainability roles actually involve.
“All too often, these responsibilities are bolted onto existing roles without a clear strategic mandate, KPIs, or the support required to deliver meaningful outcomes. It’s no surprise that jobseekers feel underqualified, and employers are experiencing a talent shortfall.”
Smith added that data-driven insights are crucial when hiring for sustainability-related roles. She said: “Without a clear, measurable framework, hiring for sustainability can become reactive and limited to certain aims such as climate or social, when in reality, a truly sustainable business must consider a much broader set of environmental, social, and governance factors.”
Read more: Employees unsure of how to use sustainability strategy
Indeed’s researchers found that 44% of UK workers place more importance on working in roles that positively impact the environment now, compared to when they first started their careers.
Although providing training can be effective in overcoming barriers to hiring into sustainability roles, there are other ways to do this, added Simon Ursell, cofounder of environmental consultancy Tyler Grange.
Ursell told HR magazine: “Providing much better training on the necessary skills and qualifications for sustainability-related roles is the obvious solution. But so is building relationships with sustainable courses at colleges, universities and working with teachers in schools and wider educators.
“The technical skills of entry-level graduates coming into in the environmental sector have been lacking for decades. I put this down to universities not really training undergraduates to be best equipped for the roles they’re studying to get into. We almost always must upskill our graduate and entry level employees from scratch. You won’t believe just how hard it is to recruit experience.”
Read more: Employers and jobseekers disagree on 'quality', research reveals
Kelly Hartman, a HR leader for the leadership network Label Sessions, also emphasised alternative strategies to training, to help overcome hiring barriers.
She told HR magazine: “Upskilling is vital, but it can’t stop there. AI offers a powerful way forward – from personalised, adaptive training platforms to predictive tools that map skills gaps and support development in real time.
“We also need to empower internal mobility. Some of the best sustainability leaders I’ve worked with didn’t start in that field, they transitioned, learned, and thrived with the right support. Companies should embrace that potential.
“Above all, sustainability must become embedded in culture, not siloed in a department. Set clear goals, build inclusive teams, and create space for innovation. When employees feel connected to the mission, they step up."
HR leaders and recruitment managers should regularly review hiring processes, to avoid barriers when hiring for sustainability roles, stated Euan Cameron, founder of global candidate screening platform Willo.
Speaking to HR magazine, he said: “Too many job descriptions still read like wish lists for a PhD in environmental science. Candidates are being screened out because their CV doesn’t tick every box. That’s counterproductive.
“We’re seeing progressive companies rethink the entire hiring funnel, designing roles that welcome career changers, using human-first assessments that can't be gamed by AI tools, and stripping away outdated filters that perpetuate bias. CVs, for instance, tell you where someone has been, not where they could go. That’s where HR and hiring teams need to focus. The most successful employers will be those who back potential over polish, and invest in people who align with their purpose – even if they don’t arrive fully formed. If you can’t find the perfect candidate, build them.”
Indeed commissioned the polling platform Censuswide to carry out research across two waves. The first had a sample of 500 UK employers and 1,047 UK employees and jobseekers, and that data was collected from 9 to 11 April 2024. The second wave had a sample of 500 UK employers and 1,000 UK employees and jobseekers; that data was collected from 21 to 25 March 2025.
