Sophie Serizier
Anne Bartel-Radic

The role of companies, particularly multinationals, in meeting the immense challenges of climate change is well established. Faced with regulatory constraints, and sometimes more proactively, companies are integrating these challenges into their strategies and social responsibility policies at various levels, and making them a subject of communication. International human resources management is not far removed from these issues, with international mobility generating a significant carbon footprint through expatriate travel and relocation. This article presents the results of an exploratory survey of 110 international mobility professionals working in 28 major international companies of French origin and 10 companies providing international mobility services.

Exploratory questionnaire sent to 110 IM professionals

The number of internationally mobile employees in the companies surveyed ranged from less than 50 employees (1%) to over 1,000 (9%), with the majority in the 200 to 500 range (51%) and a significant number in the 500 to 1,000 (20%) and 100 to 200 (17%) ranges. The majority of the companies surveyed thus have a relatively well-developed international mobility sector. The number of internationally mobile employees is stable according to 60% of those surveyed, although it is decreasing according to 29%. 68% of those surveyed state that managing assignments and extended business travelers is not part of their scope of action. 

How would you define your International Mobility Department's action on the subject of climate change? 

When it comes to taking climate change into account through the MI department, the results show that the teams concerned are asking questions on the subject, but only a minority of companies have integrated it into their policies and practices. Although only 9% of those questioned indicated that the climate issue is already taken into account by the MI in their company, 65% consider that it is not a current concern. The reduction of CO2 emissions is nonetheless an integral part of several companies' commitments, for 67% of respondents, compared with 11% of companies concerned by an absence of commitment, and 13% of respondents consider the commitment to be "forthcoming". 28% of respondents also indicate that a reflection on the climate impact of international mobility has emerged in their departments, and 26% are beginning to study the integration of new practices into their management. On the other hand, a minority (16%) consider that climate change will not be taken into account in their international mobility policies.  

When will climate change be taken into account in your IM management? 

Although the proportion of respondents indicating that the climate issue is already taken into account by the IM in their company is low (11%), 31% consider that it will be within 2 years, and 24% within 5 years - which means that 66% of respondents consider that it will be taken into account within 5 years. On the other hand, 10% see the integration of climate policies into IM in the longer term, and 16% consider that it will never happen. The majority of companies are still waiting for measures to be published, or to be forced to implement them. It should be noted that 68% of respondents are not responsible for managing staff on short-term international assignments. This point is worth noting, as the volume and frequency of mobility is questioned to justify whether or not measures to adapt international mobility policies should be put in place. 

On a personal level, would you like to see International Mobility management adapted to these issues?

91% of the international mobility professionals who responded to the exploratory questionnaire indicate a willingness to commit to the subject, saying they "personally want to see the profession adapt to this issue". However, for 65% of them, taking the climate issue into account is not a priority, even though they see this trend emerging. Nevertheless, a majority (66%) of those questioned feel that taking climate change into account in their strategy would have no impact on their management of international mobility.

What would you need to take environmental issues into account in your international mobility management? 

32% of respondents indicated that a reference framework including the measures to be taken would enable them to take environmental issues into account in their management of international mobility. 16% felt that a benchmark with peers would be useful. 14% say they need tools to measure the GHG impact of international mobility, so as to be able to take climate change into account when managing it. Finally, 18% of those questioned did not know which element would enable them to achieve this goal. 

The results of the exploratory questionnaire reveal that, although international mobility professionals recognize the importance of climate change challenges, their integration into corporate policies and practices remains limited and postponed. Despite strong individual determination, the effective integration of this issue into international mobility management is hampered by a lack of prioritization and clear guidelines. The study thus highlights the need for companies to develop strategies with more structured actions and concrete commitments.