• MMC

International mobility is entering a new era. Traditionally driven by cultural openness, talent development, and strategic business expansion, it is now being confronted with crucial challenges: climate urgency, new employee aspirations, and changes in working methods. In this context, more and more organizations are asking essential questions:
How can we maintain a dynamic international presence while controlling its environmental impact?
How can we continue to attract international talent without neglecting their ethical, social, and environmental expectations?
International mobility is not disappearing; it is transforming. And this transformation represents an exceptional opportunity: to reconcile performance, responsibility, and attractiveness.

Rethinking the Reasons for Mobility
First and foremost, it’s about giving meaning back to travel. Every assignment should be the subject of a strategic reflection:
• What are the objectives, and can they be achieved differently (video conferences, hybrid missions)?
• Is physical presence really essential, and if so, for how long?
• Does the trip provide real strategic added value?
Implementing a thoughtful mobility policy means valuing the qualitative impact of each mission, while avoiding unnecessary travel. It’s about transforming mobility into a lever of efficiency, not an end in itself.

Exploring Alternative, More Flexible, and More Sustainable Formats
Flexibility is becoming a key pillar of mobility policies. Less energy-intensive and often more agile, certain systems can meet needs without resorting to long-term expatriation:
• Short-term assignments,
• Partial international telework,
• Managed commuting,
• Partnerships with local or regional teams.
These alternatives reduce environmental impact while maintaining a high level of interaction and intercultural collaboration. They also enhance employee responsiveness and comfort.

Measuring, Reducing, and Offsetting Carbon Footprint
Sustainability is driven by concrete data. Incorporating carbon assessments into mobility processes is becoming an increasingly common – and necessary – practice.
Some companies have already committed to strong actions:
• Calculating emissions related to travel,
• Choosing committed airlines,
• Prioritizing direct flights or rail transport,
• Implementing offset programs (reforestation, social or environmental impact projects, etc.).
The carbon footprint is thus becoming a central decision-making criterion, alongside budgetary or organizational considerations.

Optimizing Relocation and Moves in an Eco-Responsible Approach
The logistical support for employees on the move can also gain in efficiency and meaning:
• Systematically check the necessity of an international move: in some cases, it can be avoided or simplified.
• Encourage renting furnished accommodation suitable for the assignment’s duration to limit the shipping of furniture.
• Support local providers who are committed to CSR: information on eco-responsible housing, recommendations for sustainable transport, advice on environmentally-friendly lifestyles in the host country.
A responsible relocation is not only more sustainable, simpler, and often more economical.

Leveraging the Principles of the Sharing Economy
Companies can go further by collaborating with mobility stakeholders who adopt a circular and collaborative vision:
• Sharing information and best practices for eco-responsible actions,
• Hybrid solutions to reduce physical travel,
• Connecting with suppliers, agencies, or hosts involved in environmental efforts,
• Promoting local sustainable initiatives in host cities.
When integrated into mobility processes, the sharing economy becomes a transition accelerator.

Selecting Partners Aligned with Your Values
Surrounding yourself with partners committed to the same sustainability goals strengthens the overall impact of the HR policy. Whether relocation agencies, immigration firms, or travel organizations:
• Environmental certifications (Ecovadis, ISO 14001, etc.),
• Social or solidarity engagement,
• Transparency and continuous improvement policies.
Building a coherent and responsible ecosystem creates value at each stage of the journey.

HR: 5 Levers for Initiating the Transformation Toward More Sustainable Mobility

1. Reevaluate Your Mobility Policy in Light of Current Issues
   Review your existing practices: types of assignments, duration, frequency, destinations, associated relocations, and logistics. Analyse the carbon, social, and economic impacts, and identify optimization levers, particularly regarding relocation and furnished housing.
2. Set Ambitious and Realistic Goals
   Set clear targets that are appropriate for your company: reducing long-term expatriation, increasing hybrid missions, limiting unnecessary relocations, widespread carbon offsetting, proportion of rented furnished accommodations, CSR engagement level of providers, etc.
3. Unite Stakeholders Around a Common Dynamic
   Involve managers, employees, CSR teams, external partners, and mobility providers. Encourage co-construction, transparency, and the dissemination of best practices—particularly around the sharing economy and eco-responsible local solutions.
4. Implement Concrete Actions at Each Stage of the Mobility Journey
   Integrate sustainability from the strategic planning stage: choose the type of mission, assess the need for relocation, select engaged providers, raise employee awareness, promote responsible housing, etc. Every detail counts.
5. Create a Common Culture Around Responsible Mobility
   Train and engage your teams: provide practical guides, organize awareness sessions (such as Climate Fresques), offer intercultural training that includes environmental dimensions. Make every mobility experience conscious and aligned with the values of your organization.

An Opportunity for Collective Transformation
International mobility remains a powerful lever for personal and strategic development. But to remain meaningful in a rapidly changing world, it must be anchored in a sense of responsibility.
By integrating sustainable principles at every stage—from strategic planning to on-the-ground support—HR can drive a virtuous change, benefiting the company, its talent, and the planet.
Transforming mobility is not about abandoning it. It’s about evolving it to reflect today’s values and tomorrow’s ambitions.