From our morning routine to our daily commute, there’s no denying that we’re creatures of habit. But it’s often these habits which can be the biggest barrier to making real change when it comes to sustainability. It can be difficult or even uncomfortable to change our established routines, but that’s not always the case.
Following on from their insightful whitepaper last year, our friends at ExpatRide decided to dive deeper into the case for sustainable relocation. Their follow-up whitepaper, “Global HR’s Green Opportunity”, is an insightful read highlighting some of the unexpected green benefits to global relocation. Where do those benefits start? In reshaping habits…
'This study clearly shows that during relocation is the exact time where people can really affect their environmental impact. But, with everything else going on, it’s an opportunity which is easily missed. '
A Fresh Start
There’s nothing quite as disruptive to routine than moving country. With a new location comes a complete change in our social groups, behaviours and habits. It turns out that this disruption is the perfect time for people to implement more sustainable ways of living.
ExpatRide explored this concept with the support of Bas Verplanken, Professor of Social Psychology from the University of Bath. As part of a study of 800 households in the UK, half of which had relocated in recent months, Professor Verplanken found that those who had recently arrived were more likely to adopt and maintain sustainable behaviours. In fact, the more recent the move, the more noticeable these changes were.
The study involved both circumstances and direct interventions which would promote more sustainable lifestyle choices. These included shorter showers, walking or cycling on short journeys, turning down heating, and reusing shopping bags.
What can we do?
This study clearly shows that during relocation is the exact time where people can really affect their environmental impact. But, with everything else going on, it’s an opportunity which is easily missed. The longer the assignee is in their new location, the more habits will develop and the harder it becomes for these to change.
It is therefore crucial that positive sustainability behaviours are established, supported and encouraged by the relocation and HR teams as a matter of process. This is a great opportunity to further integrate ESG goals directly into mobility planning, making those goals more cohesive with business operations and easier to achieve.
How do we do it?
Start with policy. If global HR teams actively engage with this process, then global mobility policy and best practices can be brought in line with ESG policy from day one. This will require a review of ESG policy to ensure that all assignment policies reflect these objectives.
It would then be wise to establish both an expectation of sustainability goals and practical ways in which they can be achieved. If the business plans to mandate low CO2 housing or electric vehicles, then there should be an easy, guided way for new assignees to access and implement these requirements. The easier that it is to make the change, the greater the chance of success.
A process of future evaluation and course correction should be established as part of the policy rollout. Having an established feedback process is crucial to the future efficacy of any policy.
Bring people with you.
Policy and guidance are important, but often how that is communicated and implemented is more so. Providing a structured process for raising awareness and training new assignees is vital to success.
This isn’t just an arrival day discussion. HR should establish training and support for prior to arrival, after arrival, throughout the project, and then repatriation. By delivering clear, consistent messaging throughout the assignment, the business can ensure that positive sustainability behaviours are established and maintained during and after the contract is completed.
Hit the ground running.
As we’ve established, for this type of initiative to be successful, there needs to a structured process within the policy.
It’s important that when the assignee arrives in their new home, there is support to establish desired outcomes. This should include training to familiarise the new arrival with the local options for services including recycling. Additionally, introductions to approved suppliers for services including energy, vehicles and other forms of transport. Making it easy for them to make positive sustainable choices greatly increases the chances that they will.
HR teams should then follow-up and report on information including the uptake of sustainable options and experience using approved partners. As with any initiative, feedback, evaluation and correction are essential to the long-term results which it achieves.
More than saving the planet.
This process of training, information and support has benefits beyond the company’s sustainability targets. Assignees will feel more supported, connected, and integrated into their local community. This is not only better for their physical and mental wellbeing but can also lead to a deeper sense of job satisfaction and loyalty to the company.
By proactively addressing your team’s habits and making them more sustainable, it’s possible to create a more empowered and satisfied workforce. An outcome which is better for the team, company and planet.
If you’d like to read more on this, we recommend that you take a look at the ExpatRide whitepaper which you can download a copy of the report here. Thanks to the ExpatRide team for their insights and we look forward to their next whitepaper!
Share this: 
