Companies in Asia and the Pacific Ocean have cut off sustainability talent at the level of beginners while taking advantage of artificial intelligence (AI) to perform applicable jobs such as reporting sustainability, according to an employment consultant.

Speaking at the Hong Kong conference last week, Paddy Balfour, Managing Director of the Employment Company in Asia and the Pacific, said that companies are publishing Amnesty International to automate some tasks to improve efficiency, which came at a cost to job opportunities at the level of entry and job progress.

“We have seen more higher appointments – and a lower number of young employees,” said Balfour, whom the sustainability departments of companies all over the region. He said: “We see it undoubtedly.”

His note repeated a study he conducted Bloomberg in JulyThat I found that beginners functions are pressured by artificial intelligence in many sectors where employers use tools based on artificial intelligence to automate basic tasks.

This trend has exacerbated “huge talents course issues” in the sustainability sector, as novice and medium employees are deprived of the expertise needed to progress in their career by carrying out intense employment functions, but the task such as reporting sustainability.

He said that more work is needed by industry and the academy to integrate instructions into companies that will give graduates the experience required for progress in their career.

Specialized, commercial skills in the request

With the maturity of the sustainability sector, companies focus less on capacity building and more on achieving “concentrated goals”. This may mean increasing demand for specialized roles, such as biological diversity managers, as companies are increasingly reports on their effects on nature and climate.

At the C-SUITE level, there is now more pressure on the large sustainability staff (CSOS) to prove their commercial value of a commercial company.

He said: “There is a variety of different things that civil society organizations deal with now: organization, carbon markets, reports – which all require various skills.” He said that these sophisticated, rapid topics also require them to be bleak.

Notice the end of the direction of consultants who are appointed by companies to operate the sustainability sections, which He said in Rathink last year He created a gap in the consulting experience of companies to benefit from it. He said, “This has stopped.”

However, the recruiter noticed that in order to take the sustainability very seriously at the company’s level in Asia, sustainability specialists need to move to the roles of higher companies. Vinamra Srivastava, head of investment and investment in Capital and Investments, is a rare example in Asia.

“We don’t see many people, if any, from CSO to the CEO,” he said. He said: “Once you have a sustainable professional who bring a more comprehensive understanding of high positions, and who can bring real experience in sustainability, then I think we will then start seeing more representation of sustainability in the foreground.”

Balfour’s comments come at a time when sustainability departments are under pressure to prove their value amid a difficult economic climate and an increasing audit in the environment, social and governance (ESG) after Donal Trump’s election as President of the United States.

Hong Kong Power Sustainability Head, Hondrik Rosental, told the Environmental Business newspaper, recently that the sustainability teams You need to “survive” to maintain importance In the current climate. John Havener of Hang Lung Properties has acknowledged that sustainability teams face resistance to pay the ESG agenda, but he said the company’s ambitions She remained unchanged.