Sustainability in recruitment: The future of logistics depends on it

The logistics sector is no stranger to transformation. From automation and electrification to global events reshaping supply chains, the pace of change is relentless. But one shift is becoming impossible to ignore: sustainability is not just a regulatory or reputational issue any more, but central to how we attract, retain and empower the next generation of talent. 

At a recent Women in Logistics event hosted by the Welch Group, industry leaders came together to explore the critical intersection between sustainability and recruitment. The message was clear: to future-proof the logistics workforce, companies must embed authentic environmental and social values into their hiring strategies. 

The data speaks volumes. In 2024, so called “green jobs” made up 3.3% of the UK workforce – nearly triple the figure from 2021. The low-carbon transport sector alone created 16,000 new roles in 2022, with even more growth on the horizon. But with this boom in opportunities comes a warning: unless we scale up training and outreach, the UK could face a shortfall of 16,000 qualified EV technicians by 2035. In broader terms, up to three million workers will need reskilling by the end of the decade to meet net zero targets. 

This is not just a workforce challenge; for employers, it represents a strategic opportunity. Generation Z, now entering and reshaping the labour market, brings a new set of expectations. Nearly 90% say a sense of purpose is essential in their careers. Over half have either changed roles or left a job altogether due to concerns over environmental or ethical misalignment. Green credentials are not just a “nice-to-have” – they are a deciding factor that is shaping the workforce of tomorrow. 

For logistics employers, this should be a wake-up call. The companies that succeed in attracting top talent won’t be those that merely claim to care, they will be the ones that can demonstrate it. Candidates are looking for real-world action: visible sustainability commitments in job descriptions, honest storytelling from existing employees, and cultures where environmental impact is more than a KPI. 

Take Patagonia, for example – a brand that famously built its identity around environmental activism. By focusing on purpose-driven work, it did not just attract talent, it built a community, grew revenue, and cemented long-term loyalty. From publishing ads telling people not to buy their products to investing in grassroots environmental causes, Patagonia’s recruitment and retention strategy was deeply aligned with its mission. As a result, it attracted employees and customers who saw their values reflected in every part of the business – and stayed for the long haul. This is a model logistics companies can adapt, especially as the sector competes for tech-savvy, value-driven candidates. 

The big questions logistics leaders should be asking now are: Are we hiring for a mission, or just filling vacancies? Do our values resonate with the people we hope to recruit? And ultimately: would a Gen Z candidate see our company as part of the climate solution, or the problem? 

The call to action is simple: walk the walk. Start embedding sustainability into your employer brand and your conversations with talent, not only into your operations. Because the future of logistics won’t just be electric, autonomous, or data-driven – it will be sustainable, or it will not be at all. 

What is your business doing to attract new recruits into your “green” roles? The Generation Logistics team would love to share your successes to inspire the next generation of logistics professionals. Please email generationlogistics@logistics.org.uk and the team will be in touch to find out more from you.

Published On: 17/07/2025 15:00:00

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