As 2025 comes to an end, the EHS and Sustainability profession finds itself navigating a familiar paradox: demand for experienced talent continues to rise, even as budgets tighten and workforce expectations shift.
This year’s Shirley Parsons EHS & Sustainability Salary & Workforce Insights Report revealed a sector that is evolving quickly and not always evenly, providing important signals for both employers and professionals planning for the year ahead.
A year of steady salary growth with strategic pressure points.
Across the country, EHS salaries continued their upward trajectory in 2025, with average compensation increasing again year over year. While growth wasn’t dramatic, it was consistent and most pronounced in industries where risk is high or transformation is underway.
Sectors like Pharmaceuticals, Renewable Energy, Technology, and Retail/Entertainment led the salary tables, reflecting a competition for talent that shows no sign of easing. These industries now rely heavily on EHS leadership to support scaling operations, ensure compliance, and advance sustainability strategies, creating upward pressure on wages.
Meanwhile, senior-level salary growth remained more modest, suggesting many organizations are still calibrating budgets after several years of cost inflation. The result is a widening squeeze at the mid-management level, where expectations are rising but compensation isn’t keeping pace.
Flexibility, culture and development define job satisfaction.
One of the clearest patterns in this year’s report is what drives satisfaction for EHS professionals and it isn’t just pay. Respondents were most satisfied with:
- Flexible working arrangements
- Supportive direct managers
- Paid time off
But the factors causing the greatest dissatisfaction were telling:
- Progression and development opportunities
- Bonuses and long-term incentives
- Organizational safety culture
This reinforces a critical truth for 2025: EHS professionals increasingly want to work for organizations that invest in their growth and demonstrate a genuine commitment to safety and sustainability. Compensation matters but career pathways and culture matter more.
Workforce mobility remains high: A signal for employers.
Despite economic uncertainty, nearly two-thirds of professionals are open to new opportunities, with a notable share actively looking. The EHS workforce remains highly mobile, curious, and responsive to strong opportunities.
Retention, therefore, has become a serious strategic priority. With many organizations struggling to hire experienced talent, especially in high-risk or rapidly growing sectors – losing a strong mid-level manager or technical specialist can create major operational disruption.
Education and credentials continue to shape career trajectories.
This year’s data confirmed a long-running trend: education and certifications remain powerful accelerators for EHS professionals.
Bachelor’s and Master’s degrees are strongly associated with higher earning potential, as are professional designations / certifications. Many professionals now use certifications as a strategic way to progress faster, influence cross-functional initiatives, and strengthen their standing in competitive salary negotiations.
In 2025, a growing share of employers also indicated that the right certifications can sometimes matter as much as, or more than, years of experience, reflecting the increasing complexity and specialization of EHS work.
Diversity challenges persist: especially at leadership levels.
One of the most concerning findings in this year’s data is the decline in female representation in the EHS workforce. Women now make up a smaller share of the profession than in 2024, and their representation drops significantly at Director and VP levels. Racial diversity also declines sharply as seniority rises.
For a profession that thrives on trust, culture, and communication, this lack of diversity – especially in leadership – presents both a challenge and an opportunity. Organizations that prioritize inclusive succession planning and leadership development in 2026 will be positioned to outperform in recruitment, retention, and employee engagement.
Looking ahead: What to expect in 2026.
Drawing on the patterns in this year’s insights, several themes are likely to shape 2026:
Hiring Competition Will Intensify in High-Growth Sectors
Renewables, Technology, Pharmaceuticals, Construction, and Advanced Manufacturing will continue to seek experienced EHS leaders faster than the talent pipeline can supply them.
Culture Will Become a Key Differentiator
Organizations with strong, “generative” safety cultures consistently pay more and retain people longer. Culture maturity will increasingly influence employer reputation and hiring success.
Career Progression Will Be a Make-or-Break Retention Factor
With development emerging as a major dissatisfaction point, organizations that invest early in leadership pathways, mentorship, and skills development will benefit the most.
Certifications and Technical Skills Will Gain Even More Weight
Data literacy, ESG reporting skills, and specialized certifications will enhance career mobility and earning power.
Diversity and Representation Will Become a Strategic Priority
The profession’s leadership pipeline needs deliberate attention. Organizations that take measurable steps toward improving representation will outperform in engagement and employer brand.
How Shirley Parsons can help.
2025 was a year of cautious growth, shifting expectations, and ongoing competition for talent in the EHS and Sustainability profession. The market remains dynamic and, for many organizations, challenging – but it also offers significant opportunities for those willing to invest in people, culture, and capability.
As we move into 2026, one message stands out: EHS talent is more valued, more mobile, and more essential than ever.
Organizations that adapt to these realities will have a clear advantage in the year ahead.
If you’d like tailored benchmarking insights or to discuss your hiring or career plans for 2026, get in touch with our team.
