Ethical Recruitment in the Green Space Sector: A Conversation with Nicola Rogers
When it comes to championing inclusion and opportunity within London’s green economy, Nicola Rogers has been leading by example. As Programme Manager at Groundwork London, Nicola oversees a wide range of employment programmes across the capital, including the Green Space Skills Hub (GSSH), a pan-London initiative supporting both jobseekers and employers to build a fairer, more inclusive workforce in the environmental sector.
We sat down with Nicola to discuss ethical recruitment, why it matters, and how the sector can open its doors wider to everyone who wants to play a part in creating greener, healthier cities.
Q: Nicola, can you start by telling us about your role at Groundwork and how it connects to the Green Space Skills Hub?
Nicola:
I’m a Programme Manager at Groundwork London, and I look after several employment programmes across the city. My remit has grown a lot in the last couple of years and I now cover north, south, east and west London.
The Green Space Skills Hub is one of the programmes I manage. It’s a pan-London project supporting both employersand individuals working or aspiring to work in green space roles, from parks maintenance and horticulture to landscaping and environmental management.
We help employers advertise roles, improve their recruitment practices, and think about the future of their workforce. At the same time, we support individuals with training, career changes, and skills development to help them grow in their green careers.
Ultimately, it’s about connecting people and opportunities and ensuring that the sector becomes more inclusive, accessible and sustainable.
Q: Why is ethical recruitment such an important issue in the green space sector right now?
Nicola:
Traditionally, green space work has been very male-dominated. It was often viewed as a “blokes’ job”, physical, outdoors, and not necessarily open to people from all backgrounds. But that’s changing, and it needs to change faster.
Ethical recruitment means thinking differently about gender, ethnicity, disability, and life circumstances. It’s about creating equal opportunities for everyone, from a young mum who needs flexibility around the school run to an older worker who may need a little physical support on the job.
Employers are beginning to realise that inclusion strengthens their teams. We’re seeing progress, with more women, young people, and ethnic minority candidates entering green roles, but there’s still work to do to make recruitment processes genuinely fair and accessible.
Q: What are some common barriers faced by underrepresented groups in this sector?
Nicola:
It varies a lot, but we see recurring themes:
Educational disadvantage in some London communities, where young people simply haven’t had equal access to opportunities.
Health conditions that make candidates worry employers won’t understand their situation.
Language barriers that can make interviews and workplace communication daunting.
For example, we worked with a young woman from one of Westminster’s most deprived areas. She’d struggled at school but was determined to work. Through our support, she secured a placement with a prestigious employer in construction, something she never imagined possible.
These are the transformations that happen when employers look beyond the CV and see the person’s potential.
Q: How important is inclusive language and imagery in job adverts and recruitment materials?
Nicola:
It’s vital. Candidates form an impression of an organisation within seconds. If they don’t see themselves reflected in your language or imagery, they’re unlikely to apply.
Job descriptions and career pages should reflect diversity, inclusivity, and the organisation’s ethos. People want to work somewhere they feel they’ll belong, somewhere that values who they are as much as what they can do.
Q: What else can employers do to encourage more diverse applications for green space jobs?
Nicola:
Engage with communities. Many people simply don’t understand how recruitment processes work or where to find opportunities. Employers can do more by:
Connecting with community groups and housing associations, especially in diverse areas.
Offering recruitment days or open events instead of relying on long online forms.
Supporting schools and colleges to teach life skills like CV writing and interview confidence.
We often say, don’t just expect people to come to you, go out and meet them where they are.
Q: Flexibility is another big theme in inclusive employment. What can employers do to improve flexibility in green space jobs?
Nicola:
Flexibility can be challenging in practical, outdoor roles, but it’s not impossible. Employers can:
Provide adaptive tools or equipment to support physical needs.
Have regular one-to-one check-ins to spot health or wellbeing issues early.
Use schemes like Access to Work to get funding for assistive technology or support workers.
It’s all about communication and awareness. If you know your team and create an environment where people feel comfortable to speak up, you can prevent small issues from becoming big ones.
Q: What kind of cultural or structural shifts are needed to make the sector more inclusive?
Nicola:
We need to see more women and ethnic minorities in leadership roles, supervisors, managers, directors. Representation matters.
Many organisations have long-serving managers who were hired decades ago, before inclusion was a priority. Now, when internal roles open up, employers should actively encourage diverse candidates to step forward. Seeing diversity at the top sends a clear message: this organisation walks the talk.
Q: Can you share an example of an employer doing ethical recruitment really well?
Nicola:
Peabody Housing Association is a great example. They recently recruited a 30-year-old with a hearing impairment into their green space team. Instead of making assumptions, they sat down with him and asked, “How would you like us to support you?”
They offered BSL training for supervisors, introduced assistive tech for communication, and created a genuinely inclusive working environment.
Another success story is a young man with a learning difficulty who’s been with Peabody for five years. He’s now increased his hours and taken on supervisory responsibilities across two sites. His confidence has grown enormously, proof that with patience and the right support, people can thrive long-term.
Q: What’s your vision for a truly inclusive green space sector?
Nicola:
A sector where opportunity depends on skills, not circumstances. Where your gender, background or health doesn’t define your career path.
A truly inclusive workforce would be balanced — 50/50 male and female, diverse in ethnicity, age, and ability — and full of people who feel valued for what they contribute.
Because when we get inclusion right, we don’t just build better teams, we build a stronger, greener, fairer society.
Q: Any final thoughts or advice for employers?
Nicola:
If you’re an employer looking to recruit more ethically, start by reviewing your job descriptions, talking to your teams, and reaching out for guidance.
At the Green Space Skills Hub, we’re here to help employers embed inclusion into their recruitment and workplace practices. If you’d like support or training for your staff, get in touch, we’d love to work with you.
Want to learn more about ethical recruitment and inclusive careers in the green sector?
Explore our website to find resources, stories, and guidance, whether you’re on your employment journey in green spaces or an employer building an inclusive workforce.
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