<p>In times of an intensified shortage of skilled workers, social and healthcare organisations are more than ever called upon to attract and retain qualified staff through attractive working conditions. Empirical findings from the Caritas Panel 2022 can be used to compare the attractiveness and quality of employment in social work and geriatric care at the German Caritas Association. The review of results shows that Caritas organisations in both fields of activity rate numerous important aspects of the workplace as attractive. The level of workload, on the other hand, tends to be rated as a&#xa0;negative factor. As active incentives to secure skilled labour, the legal entities primarily rely on good further training opportunities, the implementation of flexible working hours and a&#xa0;high level of job security. Career planning programmes still play a&#xa0;subordinate role in social work, whereas they are already more established in geriatric care. This can be linked, among other things, to the different qualification levels in the fields of activity. The fixed-term employment rates in both areas are between the industry-wide reference values. There are currently more staff departures due to expiring contracts in Caritas than in the higher-level social and healthcare sector. However, there is a&#xa0;much higher incidence of permanent contracts being terminated than in the education and teaching sector. In addition, almost 40&#xa0;per cent of staff in geriatric care and social work are long-term employees who have been with their current company for at least ten years. This means that in many places, employees appear to have sustainable employment and retention opportunities. Further empirical research into own practice and employment structures appears to be very important overall for the prospective ability to act and the attractiveness of social professional organisations.</p>