By Karolina Lis, senior director, Expert Perm in Hays Poland

Environmental, Social, and Governance criteria assess a company’s impact on the environment and communities. Businesses that perform well in these areas are seen as more responsible and competitive, attracting investors and customers, while also enhancing their employer brand. 2024 has seen a significant rise in demand for specialists in ESG, with the demand exceeding supply.

ESG defines an organisation’s sustainable approach to conducting business in a way that is neutral or even beneficial to people and the environment. Companies that invest in quality working conditions, diversity, and CSR initiatives create a better work environment, leading to higher employee satisfaction and productivity. Ethical management and transparency build trust among investors and customers, while minimising reputational threats and legal problems. Additionally, reducing environmental impact through eco-friendly, low-emission solutions resonates with consumers increasingly concerned about environmental degradation.

As business awareness grows, so does the need to address the subject of sustainability. Until recently, many organisations in the Polish market did not approach this topic strategically or else treated it as an optional extra rather than a necessity. Today, however, more organisations view ESG very differently, as a project that requires immediate attention and investment in sustainability policies and skills.

This shift brings challenges for employers. The apparent increase in demand for ESG specialists reveals a significant skill gap. There are not many ESG experts in the Polish market, as it is a relatively new field of expertise, and the need for these professionals is expected to grow also in 2025.

The demand for ESG experts is growing. Why now?
The demand for ESG experts is increasing, primarily due to new regulations regarding sustainability and ESG reporting. The implementation of the EU Corporate Sustainability Reporting Directive (CSRD) mandates that many organisations report ESG from 2026 onward.

Firms that have not previously engaged in ESG reporting – and this applies to the majority of businesses in Poland – will have to comply with these obligations for the first time. It is estimated that thousands of companies in Poland will need to comply and report data already for the year 2025. Meanwhile, the new regulations and requirements are complex, and the implementation of reporting procedures will require at least several months of dedicated work. Consequently, the demand for both ESG experts and professionals reskilling in this field will be very high in the upcoming months.

While there is an increase in hiring for ESG roles, it seems insufficient given the scope of work that organisations will soon have to undertake. Companies that currently don’t employ ESG specialists and will need to report data for 2025 should start recruiting now, as the competition for ESG talent is expected to intensify. Today, recruitment takes about a month, but this timeframe might extend significantly.

Another factor driving the demand is the expectations of investors, who increasingly consider ESG criteria when making investment decisions. Similarly, more and more consumers are choosing products and services from socially and environmentally responsible brands that operate ethically. To meet these expectations, companies must invest in ESG policies and, as a result, in the employees who will enable their implementation and execution. Lastly, more organisations recognise that sustainability is a long-term business strategy that translates into higher profitability.

In search of skills
Employers most often seek experts who not only have a deep understanding of sustainability concepts but can also effectively implement these principles within their organisations. However, having a theoretical background or a degree in ESG is insufficient. Employers expect solid practical experience and the ability to translate vision into concrete solutions, while also successfully implementing these strategies.

In particular, analytical skills are highly sought after. ESG specialists must analyse large volumes of multidisciplinary data and metrics to accurately assess the environmental and social impacts, as well as evaluate the quality of a company’s governance. Familiarity with international reporting standards, such as GRI (Global Reporting Initiative), SASB (Sustainability Accounting Standards Board) or TCFD (Task Force on Climate-related Financial Disclosures), is also essential. In addition, a strong understanding of the law and knowledge of ESG regulations and standards are crucial.

Equally important is the ability to present complex ESG data clearly and understandably. Professionals must be able to communicate this information to various audiences and for diverse purposes, both internally and externally. Implementing sustainable practices often requires finding new solutions to existing problems. Therefore, ESG experts should demonstrate an innovative approach and creative thinking. Interpersonal skills are also vital for effective cooperation with different departments in the organisation, building consensus, and motivating teams to engage in sustainability initiatives.

A remedy for the skills gap
Employers are looking for individuals who combine all these qualities. Unfortunately, very few candidates in today’s market possess all the required skills, knowledge and experience, which makes it challenging to fill ESG positions. For example, not every legal expert with advanced analytical skills has experience in policy implementation or the necessary interpersonal skills. As a result, many employers are investing in developing sustainability expertise within their existing teams to eventually identify individuals responsible for ESG within the organisation. Employees from finance, legal or investor relations departments are most likely to consider a career shift in this direction.

For firms where internal upskilling or reskilling is not possible, finding suitable candidates in the labour market is the only alternative. In these cases, employers usually seek candidates for expert or managerial positions, expecting them to have solid experience in building and implementing ESG policies in previous roles. While certificates or postgraduate studies in sustainability are an asset, they are not sufficient without practical experience. In manufacturing and technical industries, employers also look for experts with a background in engineering, environmental studies or renewable energy sources who specialise in developing and implementing green technologies. They are required to have extensive knowledge of energy efficiency and the principles of the circular economy.

ESG in the company structure
As ESG is a relatively new area of expertise, its placement within organisational structures can vary widely. Depending on the size and specific characteristics of the company, the responsibility for ESG can be assigned to different teams and individuals at various levels of seniority. In many organisations, ESG falls under the CEO’s purview, whereas in others, a dedicated position of ESG Director is created. Sometimes ESG topics are addressed collectively at executive or supervisory board levels, ensuring that they are integrated into the business strategy.

It is a common practice to distribute ESG-related responsibilities among different directors, such as those in finance, legal, risk or investment departments. Many businesses also have established ESG departments dedicated to this area. The reporting line usually is directed to the board of directors or the legal, financial, or corporate governance departments.

The importance of sustainability will continue to grow, which means that organisations now need to focus on their recruitment strategies and the development of ESG expertise within their structures. Conversely, this might be an attractive and future-proof career path for both entry-level candidates and experts who are willing to reskill.