Since the health crisis, telecommuting has become a must-have model for many companies. Popular for its flexibility, it also raises challenges in terms of sustainability and social responsibility. Its impact on ESG criteria (Environment, Social and Governance) is complex and merits in-depth analysis. How can we maximize its benefits while limiting its negative effects? Here’s how.
- A mixed environmental impact
Telecommuting is often presented as an ecological solution, as it reduces the number of commuting journeys. A study by ADEME estimates that it reduces CO₂ emissions by 30% per day worked remotely. Major companies such as Schneider Electric have thus reduced their emissions by 50,000 tonnes of CO₂ per year thanks to the widespread use of hybrid working.
The reduction in business travel leads to a significant drop in CO₂ emissions, while lower office occupancy reduces on-site energy consumption (heating, electricity, water).
However, this practice is not without consequences. Household energy consumption increases by 20-30%, according to ADEME, and the intensive use of digital tools (videoconferencing, cloud storage) generates a significant carbon footprint. What’s more, the increase in home deliveries (meals, office equipment) can offset the initial ecological gains.
To optimize environmental impact during remote working, companies can :
- Encourage grouped telecommuting by scheduling common days to reduce office energy consumption.
- Promote eco-responsible equipment, such as low-consumption computers, and support employees in adopting eco-friendly heating.
- Limit digital impact by reducing non-essential virtual meetings (1 hour of videoconferencing = 1 g of CO₂ per minute and per participant, according to the Shift Project) and favoring lightweight e-mails.
- Encourage sustainable mobility on face-to-face days, by encouraging carpooling, public transport or cycling.
2. A double-edged social impact
Teleworking improves employees’ quality of life: 82% of them feel that their work-life balance has improved. However, it can also widen inequalities and generate psychosocial risks.
Eliminating the need to commute reduces stress, while flexibility helps to reconcile work and personal life. Teleworking can also facilitate the inclusion of people with disabilities.
However, almost 45% of teleworkers experience social isolation, and only 30% of jobs are compatible with this mode of working. Another pitfall is over connection: 37% of teleworking employees say they have difficulty disconnecting from work (LinkedIn Work Trend Index).
To mitigate these effects, companies can :
- Structure a hybrid model, with 2 to 3 face-to-face days a week to maintain team cohesion.
- Offer coworking spaces to employees away from the office.
- Train managers in remote management and psychosocial risk detection.
3. Governance: a managerial and technological challenge
Telecommuting is transforming management methods, and requiring new practices, particularly in terms of cybersecurity.
It encourages management based on trust and performance rather than on physical control, while at the same time broadening the recruitment pool thanks to the abolition of geographical borders.
However, 70% of companies have noted an increase in cyber-attacks since the rise of teleworking (Capgemini, 2022). Measuring productivity and protecting sensitive data are also becoming critical issues.
To meet these challenges, organizations must :
- Reinforce cybersecurity via VPNs, dual authentication and dedicated training.
- Define clear performance indicators, without resorting to intrusive monitoring.
- Train managers in remote leadership and regular communication.
- Ensure equity between teleworkers and face-to-face employees, particularly in terms of access to promotions.
A model to be managed to maximize its ESG potential
Telecommuting has great ESG potential: reducing carbon emissions, improving well-being and modernizing managerial practices. However, its deployment must be accompanied by targeted measures to avoid isolation, the digital divide and cyber risks. Companies that know how to reconcile flexibility and responsibility will make telecommuting a genuine lever for sustainable performance.
