The success of the transformation depends on the decisions of managers, whose qualifications do not necessarily include sustainability competence. Headhunters and recruiters have an important role to play here by systematically imparting sustainability knowledge to management levels and helping to further develop compensation and bonus systems towards sustainability.

Diversity and equal opportunities are no longer buzzwords for HR managers, but rather valuable assets that drive companies forward, especially in times of skilled labor shortages. Responsible temporary employment agencies and personnel agencies promote cultural diversity and equality by enabling professional development regardless of changing assignments and working hours at customer companies. They drive social transformation by advocating for inclusive working conditions. Inclusive HR professionals help their customers build more agile, productive and innovative workforces. The result is increased productivity, lower sick leave, practical resource conservation and low fluctuation in companies.

Social sustainability contributes to the employer brand. The shortage of skilled workers requires that companies retain skilled workers and employ temporary and temporary workers on at least the same terms as permanent employees. Recruiters have leverage by ensuring social standards, promoting qualifications and improving employment opportunities. Sustainability efforts also include ecological aspects – from climate-neutral mobility to reducing CO2 emissions. The optimization of locations in particular offers the potential to defuse the problem of “Germany’s commuter republic” and to save career paths and thus CO2 emissions.

The industry includes, for example, the placement of workers and temporary employment of workers.