Why Sustainability Job Descriptions Are Often Unrealistic
Sustainability job descriptions have become a minefield of acronyms and inflated expectations. A now-viral LinkedIn post in the Sustainability & CSR community humorously captured this reality with the line:
“You’ll need to be an expert in GRI, CDP, SASB, GHG, TCFD, TNFD, TPT, ISO, MSCI, BREEAM, ESG, CSRD, ISSB… and Teams.”
It reads like satire—but for many professionals, it hits close to home. The accompanying image showcased a split reality: on one side, a wall of frameworks under “Sustainability Manager Job Description,” and on the other, just an Excel icon and a Teams logo—representing the actual tools used.
This viral moment sparked conversation and criticism, spotlighting a major flaw in sustainability job descriptions: they’re often overengineered, exclusionary, and disconnected from real work.
The Evolution of Sustainability Roles
The post came from one of LinkedIn’s largest ESG/CSR-focused communities, surfacing just as ESG roles are expanding rapidly worldwide. As regulations like the EU’s Corporate Sustainability Reporting Directive (CSRD) take effect, demand for sustainability professionals has surged.
However, sustainability job descriptions haven’t kept pace with the reality of the role. Many now resemble technical manuals packed with ISO standards, ESG ratings providers, disclosure frameworks, and niche data tools.
The Problem with Today’s Sustainability Job Descriptions
1. Overloaded with Buzzwords and Acronyms
The biggest issue with modern sustainability job descriptions? They’ve become a checklist of jargon—CDP, TNFD, SASB, ISSB, GHG Protocol—alienating applicants rather than inviting them. These acronyms are important, but demanding expertise in all of them from day one is both unrealistic and unnecessary.
2. The Real Job Looks Very Different
Despite the heavy framework requirements listed in most sustainability job descriptions, much of the actual work centers around internal coordination, Excel modeling, and Microsoft Teams. Execution relies more on communication and collaboration than encyclopedic knowledge of ESG frameworks.
3. Narrowing the Talent Pool
By stacking job descriptions with 10–15 compliance frameworks or niche tools, companies unintentionally shrink their applicant pool. This excludes career-switchers, early-career professionals, and candidates from diverse or non-traditional backgrounds.
As one LinkedIn commenter joked:
“Bonus points if you have a PhD in decoding acronyms.”
The Soft Skills That Don’t Make It Into Job Descriptions
A sustainability professional once remarked:
“You can learn the frameworks—but you can’t teach someone how to get buy-in from finance.”
This reflects a broader truth: stakeholder management, negotiation, communication, and systems thinking are the real drivers of impact. Yet few sustainability job descriptions reflect that reality.
Community Response: Humor Meets Truth
This viral post generated over 25 reposts and dozens of comments—many echoing the sentiment that sustainability job descriptions need a serious overhaul.
Key Reactions:
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“We need more JDs written by practitioners, not procurement checklists.”
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“Let’s stop scaring off good people with impossible asks.”
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“I almost didn’t apply because it read like a compliance manual. Now I lead ESG strategy.”
From a Legal and Hiring Standpoint
We’ve reviewed hundreds of sustainability job descriptions and ESG-related contracts. A few insights:
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Over-engineering leads to inflexible roles and hiring delays.
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Overpromising in JDs creates liability: if frameworks are listed but not executed, companies risk scrutiny during audits.
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Underestimating execution complexity—many roles require cross-functional alignment, not just technical knowledge.
Instead, align the job description with actual tasks and deliverables. Allow room for learning and development. Frame sustainability as a collaborative function, not a solo mission.
Practical Tips to Improve Sustainability Job Descriptions
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Start with the essentials: Focus on responsibilities and impact areas.
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Include upskilling support: Mention training and learning opportunities.
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Add soft skills: Emphasize communication, adaptability, and leadership.
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Limit acronyms: Only list frameworks actually used in the role.
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Be inclusive: Encourage diverse applicants by avoiding laundry lists of tools.
Reflection for Hiring Managers & HR
Would you apply for the job you just posted?
If the answer is no, it’s time to revise your sustainability job descriptions. Make them realistic, inclusive, and aligned with what your teams truly need.
For professionals, remember: the most impactful work doesn’t come from how many frameworks you know—it’s how you use them to drive change.
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