What is social impact, and why does it matter?

Defining social impact in the workplace

Social impact in the workplace refers to the tangible outcomes that organisational decisions and everyday operations have on societal and environmental systems. It is not limited to external initiatives; rather, it is embedded in how a company hires, sources, designs, and engages, with each choice either reinforcing or challenging broader inequities. Whether addressing climate risk, improving access to opportunity, or promoting ethical business practices, social impact arises when a workplace intentionally aligns its internal processes with the wider public good. These actions influence internal culture, shape consumer expectations, and directly affect how the organisation is perceived and trusted. In this sense, social impact is not confined to external outreach—it is embedded in the organisation’s identity and its relationship with all stakeholders.

Why employees and employers should care

For employees, being part of a values-driven organisation is increasingly important as it boosts engagement and pride. A Culture Amp study found that “employees at B Corp certified companies—businesses formally recognised for meeting high standards of social and environmental responsibility, transparency, and accountability— are more proud of working for their company than the average employee,” with leaders who “communicate a motivating vision,” driving a higher engagement. B Lab also reports that centring wellness is not only humane—it delivers measurable business returns through lower burnout, reduced turnover, and increased satisfaction. 

For employers, social impact initiatives offer reputational, operational, and financial benefits. According to a McKinsey report, companies that perform well on ESG (environmental, social, and governance) indicators often outperform their peers financially. McKinsey refers to such organisations as “triple outperformers,” meaning they consistently deliver better environmental and social outcomes while achieving higher total shareholder returns by as much as two percentage points annually. These findings align with insights from the UN Sustainable Development Goals (SDGs), which serve as a global benchmark for aligning corporate initiatives with systemic social and environmental challenges. It was observed that when employees see how their work contributes to something larger, they are more engaged, innovative, and committed to driving meaningful results.

How to measure social impact in your role?

Set clear goals aligned with broader social outcomes

The first step in meaningful social impact measurement is goal-setting. Define specific, measurable objectives that connect your work to larger initiatives such as ESG policies, corporate social responsibility (CSR) programs, or the UN SDGs. For example, if you are working in human resources, your impact goal might be to improve workplace diversity through inclusive hiring and internal development programmes, a marketing team might aim to reduce print waste by 40% within a year, or promote inclusive imagery in all campaigns. A product manager could focus on ensuring accessibility for users with disabilities. A SMART goal (Specific, Measurable, Achievable, Relevant, Time-bound) provides a clear benchmark to track progress and improve impact over time. Whether your target is to reduce carbon emissions by a certain metric tonnage, increase the number of underrepresented groups in leadership, or fundraise for social causes, having concrete objectives helps transform intention into action.

Use quantitative and qualitative indicators

Effective impact measurement requires a combination of quantitative and qualitative data. Quantitative indicators provide the hard numbers, like the number of volunteer hours logged, trees planted, community members served, or emissions offset. These metrics offer a clear, digestible way to track scale and scope. But numbers alone do not tell the full story. Qualitative indicators—like stakeholder interviews, personal stories, community feedback, and behavioural shifts—add depth and emotional context. For example, hearing from an employee who felt empowered by a new wellbeing policy or reading a testimonial from a beneficiary of a community programme can demonstrate the real-world effect of your work. Together, these measurements create a holistic understanding of how your role contributes to meaningful change.

Leverage frameworks and tools

To elevate your social impact measurement, you can leverage existing tools and frameworks designed for this purpose.

Social Return on Investment: SROI assigns a monetary value to your social and environmental outcomes, allowing you to quantify how much impact each dollar invested delivers. This can be pivotal for decision-making and showcasing ROI to funders or executives.

 Theory of Change: This planning framework maps the causal pathway from your activities to long-term goals. It ensures your interventions are grounded in clear logic and allows you to identify and test assumptions along the way.

 B Impact Assessment: Administered by B Lab, this tool helps organisations evaluate their performance across governance, workers, community, environment, and customers. With over 150,000 registered companies, it offers benchmarking and targeted improvement plans and serves as the gateway to B Corp certification.

ESG dashboards and reports: Many organisations now use digital dashboards to integrate environmental, social, and governance metrics directly into performance reviews, annual reports, and executive scorecards. These dashboards make impact data visible and actionable across the business.

Embedded impact-related KPIs into performance reviews or team Objectives and Key Results (OKRs). This ensures social impact is treated not as a side project, but as a core metric of success.

Embedding social impact into daily work

Micro-actions with macro effects

You do not need a job title with “sustainability” or “impact” in it to make a difference. Social impact is not limited to grand gestures or company-wide initiatives—it often begins with small, intentional choices in your day-to-day work. These micro-actions, when repeated across teams and departments, can ripple outward to create systemic change. Take a marketing executive, for example. By choosing to feature underrepresented voices in a campaign or by switching to digital-first content to cut paper waste, they are influencing both representation and environmental footprint. Similarly, a procurement specialist might opt for local suppliers or vet vendors for ethical labour practices—seemingly minor changes that promote economic equity and sustainability within the supply chain. Even in highly structured environments like finance or IT, small shifts matter, and everyone at their level can contribute. A finance team might prioritise ESG-aligned investment funds or screen for sustainable portfolios. An IT manager can reduce server emissions by optimising cloud storage or advocating for greener hardware procurement.

These actions do not always require permission or policy—just awareness and initiative. For instance:

• • Including pronouns in email signatures to signal inclusivity
  • Hosting a monthly “green hour” to brainstorm eco-efficiencies

These micro-decisions are like water drops; they might seem small, but they build momentum. When multiplied across an organisation, they shift the culture and inspire larger strategic moves. Over time, they help embed social and environmental responsibility into the DNA of the workplace. When individuals begin asking, “What is the social consequence of this task, decision, or policy?”, they begin to see opportunities for change that were always within reach.

Collaborating across departments

Social impact often becomes most powerful when cross-functional teams collaborate. When departments with distinct skill sets unite around a shared social goal, they can deliver broader and more innovative solutions. For example, a procurement officer working with the sustainability team can assess and prioritise vendors based not just on cost, but also on social value, like local sourcing or fair labour practices. Marketing and HR teams might co-design inclusive recruitment campaigns. These collaborations can make impact efforts more authentic and deeply embedded within the company culture.

Dedicated Social Impact Jobs

High-impact roles making a difference

Certain roles are specifically dedicated to creating positive social change. Social workers, nonprofit directors, community outreach coordinators, public health professionals, and education advocates work directly to improve lives and address systemic challenges such as poverty, inequality, and social exclusion. These positions are often found in the nonprofit sector, government agencies, and social enterprises, where the mission is explicitly aligned with community wellbeing and social justice. Whether they are delivering frontline services, designing inclusive policies, or mobilising resources for underrepresented groups, these professionals contribute to measurable improvements in societal outcomes.

If you are looking to build a career that contributes to real-world change, explore the latest social impact job opportunities on EnableGreen’s job page.

Impact-driven careers on the rise

The demand for social impact–driven careers is rising rapidly across diverse industries. Globally, the World Economic Forum’s Future of Jobs Report 2025 identifies care economy roles—such as social work, community health, and education—as among those with the fastest projected growth through 2030. In the United States, the Bureau of Labor Statistics forecasts a 7% increase in social worker employment from 2023 to 2033, resulting in approximately 67,300 new job openings each year.

While core social impact roles continue their upward trend, sectors like finance and law are embedding social focus into mainstream jobs. In finance, sustainable investing roles are surging: according to PwC UK, “green” job postings made up 2.2% of all financial services roles in 2023, nearly 10 times the proportion seen in 2019–2020, highlighting a significant acceleration in demand for sustainable finance professionals. At the same time, the legal sector is adjusting to emerging ESG regulations.  A study by Allianz Commercial found that nearly 60% of law firms expect demand for ESG-related services to increase. Together, these trends underscore a shift: social impact roles are expanding both within traditional social service professions and across other industries that are embedding social values into their core functions.

How employers can support impact-driven employees

Culture of accountability and purpose

Fostering a culture that supports social impact requires employers to empower staff with both the permission and the structure to act on purpose-led initiatives. This might include offering employees time for volunteering, giving them ownership over internal CSR programmes, or aligning company-wide objectives with societal goals. Purpose becomes most powerful when it is embedded into how the company operates.

Recognising and rewarding social contributions

To sustain momentum, organisations must also celebrate and reward impact-driven work. That means recognising social contributions in employee evaluations, offering awards or bonuses for purpose-led innovation, and sharing success stories across the organisation. Highlighting how individuals and teams are driving impact can inspire others to take action, fostering a ripple effect throughout the company. It also reinforces that social performance is as valuable as financial performance.

Final thoughts: Make your work matter

Measuring and amplifying your social impact is available to every professional who sees their role beyond their daily duties as a chance to create positive societal change, however big or small. By setting clear goals, using meaningful tools and indicators, collaborating with others, and integrating purpose into your daily work, you can ensure your contributions matter. Impact is not just measured in outcomes—it is measured in intention, effort, and persistence. Asking yourself, what is one way you could increase your social impact today? Whether it is a policy you improve, a voice you amplify, or a habit you change, your next move could be your most meaningful yet.

Stay inspired. Stay informed. Follow EnableGreen on LinkedIn for expert insights, ESG job opportunities, and ways to grow your impact-driven career. You can also discover ESG and sustainability roles that align with your values at EnableGreen’s ESG careers page.

This article was written by EnableGreen, one of the most respected sustainability recruitment agencies globally, which is at the forefront of this shift. The firm specialises in connecting purpose-driven talent with companies committed to building a better future—whether through decarbonisation, circular economy innovation, or social responsibility leadership. Their curated platform features roles that combine professional advancement with real-world impact. As younger generations enter the workforce, the desire for jobs that make a difference is reshaping what ‘success’ looks like—moving beyond salary alone to include purpose, impact, and social contribution.