Ecology skill shortage?

Justin Ayling • August 20, 2025

Are we heading for an even greater skills gap in the ecology jobs sector?

“My name is Justin, I’m co-founder of Embankment Group, alongside my two incredibly skilled business partners, Nathan Warwick and Sam Thorne. We launched Embankment Group (specialists in ecology recruitment) towards the back end of the pandemic when our former employer decided to remain a remote operation, working this way just wasn’t what we’d signed up for we enjoyed each other’s company, we wanted to learn from each other (you never stop learning, by the way, no matter how senior you are in a job), and as sales people in a recruitment startup, our camaraderie gave us a level of motivation that you simply don’t get from collaborating on teams’.

But here’s the problem: there’s a major skills gap in the ecology sector that makes filling ecology jobs hard, and I mean really hard. It was already tough before the pandemic, and now it’s bloody ridiculous. The habits and demands of our nation of workers has changed… remote and flexible working is here for good (and for the better). Our lives are more balanced, we are being given more autonomy to work, and in turn….to live.

The demands of long survey hours, late nights completing bids and reviewing urgent reports for designers and developers take their toll on employees. We’ve also reached a point (actually we’ve been here for some years) where emerging Ecologists just aren’t getting the same support and training they were five or so years ago. Combine that with a growing shift towards freelance working, and the skills gap is widening at a frightening rate.

So how do we fix it?

From a job market perspective, I see too many fledgling Ecologists stuck in a cycle of seasonal work for big consultancies. These businesses should offer longer-term employment options, not just six-month contracts. I also firmly believe freelance work should be something you turn to when you’re at the top of your game. If you leave mainstream employment too early, without the development you need, you narrow your options, reduce your job security and are unable to pass on knowledge and skills to junior Ecologists.

Whatever the solution ends up being, Embankment Group exists to support the incredible people working in the ecology sector. With the tireless work of our clients and most importantly, YOU….hopefully the tide will turn.”

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How to Position Yourself for Promotion in the Ecology Sector

By Justin Ayling • June 2, 2026

How to Position Yourself for Promotion in the Ecology Sector As a specialist ecology recruiter, Embankment Group places around 200 ecologists into permanent and freelance roles in the UK and Ireland every year. One thing we hear far too oAn is that ecologists do not always know what they need to do to get promoted. They may be working hard, delivering strong technical work and supporting projects, but still feel unclear on what the next step actually requires. This simply must change. The ecology sector requires transparency, clear progression routes and strong support for ecologists who want to develop. If ecologists are expected to grow into Senior, Principal, Associate or Director level roles, they need to understand exactly what good looks like and what evidence they need to show. Promotion is about Readiness, not time served Promotion in ecology is not just about the number of years you have been in the role (time served). It is about showing that you are ready to take on more responsibility, support others and add value beyond your own workload. If you are aiming for the next step, whether that is Senior Ecologist, Principal Ecologist, Associate or beyond, you need to think about how you are presenting to the person or people responsible for deciding if you are ready for the next step. Know exactly what promotion looks like at any moment in time If you want to be promoted, you need to know exactly what you are being measured against. It should not be vague or based on guesswork. Ask your manager to clearly outline what you need to do, what competencies you need to show and what evidence they would need to see before you can move up. This should almost work like a tick sheet, covering areas such as technical ability, project management, report writing, client communication, mentoring, commercial awareness and business development, depending on the level you are aiming for. At every moment, you should know where you stand. You should know what you have already demonstrated, what still needs to be improved and what specific actions will help you qualify for promotion. This also makes career conversations much easier. Instead of simply saying you feel ready for the next level, you can point to clear examples and show that you have met the agreed expectations. Promotion should not feel like a mystery. The clearer the criteria, the easier it is to focus your development and build a strong case for progression. Build evidence of your impact One of the biggest mistakes people make is assuming their hard work will speak for itself. In reality, managers are busy and may not always see the full extent of what you are doing. Keep track of the projects you have supported on, the surveys you have led, the reports you have written and any positive feedback from clients or colleagues. If you have helped deliver work on time, improved quality or supported junior team members, make sure you can clearly evidence it. Show commercial awareness As ecologists move into more senior roles, technical ability is only part of the picture. Employers want to see that you understand project budgets, deadlines, client expectations and resourcing. You do not need to be winning work overnight, but you should be able to show that you understand how your role fits into the wider business. Taking ownership of project delivery, communicating risks early and thinking ahead can make a big difference. Take on responsibility before you ask for it (or you’re asked to!) Promotion often comes when you are already operating at the next level. That might mean mentoring junior ecologists, reviewing reports, managing small projects or becoming the go to person for a particular survey area or technical specialism. Look for opportunities to step up, even in small ways. The more you can show you are already trusted with higher level responsibility, the stronger your case becomes. Communicate your ambitions clearly It is important to have open conversations with your line manager about your career goals. Do not wait until review time to mention that you want to progress. You should be able to meet your manager casually to review your progress. A single annual review doesn’t really cut the mustard. If this is the case, I would recommend talking to you Line Manager or HR team to review this. Ask what you need to demonstrate to move up, what gaps you need to close and what support is available. This gives you a clearer route forward and helps your manager understand that progression matters to you. Keep developing your technical profile In ecology, specialist skills can really strengthen your promotion case. Survey licences, protected species experience, botany skills, Biodiversity Net Gain knowledge, EcIA experience and project management capability can all help you stand out. Think about which skills are most valuable to your team and where you can become more useful to the business. Final thoughts Positioning yourself for promotion is about more than doing a good job. It is about showing leadership, commercial awareness, technical growth and a clear willingness to take on more responsibility. If you feel you are already operating above your current level, start gathering evidence, have the right conversations and make it easy for your employer to see the value you bring.