How to Encourage Employees to Make Ecological Choices?

On 28 February 2022, the Intergovernmental Panel on Climate Change (IPCC) published the report ‘Climate Change 2022: Impacts, Adaptation and Vulnerability’. This report deals with the worldwide effects of climate change, among other things. In Europe we can expect heat, drought, water scarcity and floods if global warming increases further. This report confirms once again that it is time for action.

Many enterprises therefore have greening and sustainability high on the agenda nowadays. This aspect can also be taken into account when giving shape to employment conditions. By making ecological choices, you can diminish the CO2 footprint of your business and employees. Moreover, research shows that a large majority of employees likes to work at a company with strong social awareness. Several initiatives have already been taken in the market to encourage ‘green’ employment conditions, such as ‘Trappers’ and the ‘Groene Arbeidsovereenkomst’.

Green Clauses in the Employment Agreement

What kind of employment conditions can these be? Below are a few examples, inspired in part by the ‘Groene Arbeidsovereenkomst’.

• Encouraging sustainable transport in commutes. An example is to increase the allowance for commuting costs if the employee travels by public transport. In addition, an employer may offer an (electric) bicycle scheme. If a car is absolutely necessary, the electric leased car or carpooling (which is also good for the bond between employees) may be a solution. In addition, offering flexible working hours gives employees the chance to travel outside rush hours, which results in a lower environmental impact. In the long run, the reimbursement of removal expenses if an employee moves closer to work can also contribute to less commuting.
• ‘Rewarding’ the choice for a sustainable holiday. For example, awarding additional days’ holiday if employees go on holiday by a sustainable means of transport, such as the train, the bicycle or the electric car. This way, travelling by plane is discouraged and employees are compensated for the longer travel time they have when they choose to go on holiday using a greener means of transport. Increasing the holiday allowance is an alternative.
• A sustainable telephone and laptop scheme. In practice, we often see that employees are allowed to choose a new telephone or laptop already after two years. This term can be extended to four years, for example (unless the device breaks down earlier). Or a ‘refurbished’ telephone or laptop can be offered, or a discount on the next device if the old device is handed in for recycling. This is a way to fight overconsumption.
• A circular work from home policy. For example by facilitating desks and desk chairs of recycled material. You can also give work from home materials on loan, so that they can be reused when an employee no longer needs them.
• The choice for a green pension fund, which invests in sustainable energy projects, for example, rather than in the fossil fuel industry.
  Rewarding the choice of an employee for a ‘green’ bank. This can be done in various ways. Examples are a contribution from the employer to a sustainable charity, or – as included in the ‘Groene Arbeidsovereenkomst’ – the employer planting trees.
• Offering your employees financial support in making their house more sustainable. For example, a one-off contribution to employees who want to install solar panels or have their house properly insulated.
• Offering your employees the option of spending part of the annual working time (during office hours) on ‘green’ Corporate social responsibility (CSR) activities.

Green Actions Beyond the Employment Agreement

Beyond the employment agreement, the employer can also encourage sustainable choices by employees. For example by giving employees the choice to give their Christmas present to a charity. You might even consider doubling the amount if it is a sustainable charity. When lunch is offered, a vegetarian lunch can be introduced as the standard, with meat and fish on request, rather than the other way round. Encouraging the option of working from home (if possible) results in a decrease of travel movements, which has a positive effect on CO2 emissions.

Action?

Are you an employer that wants to put ‘green’ employership into practice? Do you have questions about the practical performance of the above? Or do you have a good example of how you encourage ‘green’ choices by your employees as an employer? Please contact Noor Sluis.