Electricity in vogue
“We are in the process of converting our entire fleet to low-emission or electric vehicles. To encourage our employees to opt for an electric vehicle, we have equipped our head office with 73 charging points.” Following the example of Banque Raiffeisen, and according to its HR director Laurent Derkum, electrification is under way. “We recently renewed our fleet of vehicles and our ambition is to soon have 100% electric vehicles,” says Julian Troian, head of talent at ING Luxembourg. “Our mobility policy is resolutely geared towards electric vehicles, whether cars or bicycles. Our car park is equipped with recharging points,” says Christopher Frères, HR director at the Luxembourg Stock Exchange. The same applies to La Mondiale Europartner: “We decided to electrify our vehicles at the beginning of 2024,” says Delphine Bath, HR director, while at Sodexo Luxembourg, the transition began in 2023. At Lombard International Assurance, the company cars are being replaced.
Incentives galore
“Banque de Luxembourg is encouraging employees to take public transport, by subsidising €60 per month for cross-border commuters,” says HR director Nicole Dochen. The same goes for Société Générale Luxembourg: “In collaboration with the staff delegation, we subsidise part of the public transport season ticket for our French cross-border commuters,” explains HR director Aurélie Ederle.
These incentives also take the form of internal surveys, such as the one currently being carried out by the Fondation Hôpitaux Robert Schuman on the needs of its resident and non-resident employees, or “the in-depth analysis of our data” at BDO, which has enabled us to “calculate our emissions and lay the foundations for a sustainable travel guide for employees and visitors,” explains HR director Matina Korma. For Post, Isabelle Faber explains: “The company has adopted a three-pronged green mobility policy: transition to a fleet of electric vehicles (with some exceptions), eco-driving training and a quantified fleet conversion target with a precise timetable.”
The arrival of the tram at the CHL in 2032 will be a real opportunity for our patients and employees. In the meantime, we need to make our employees aware of the opportunities we offer to switch to soft mobility.
The use of shuttles
“We have set up a shuttle system from France and Belgium for our employees working at the Belval site,” reports the HR director of Société Générale Luxembourg, Aurélie Ederle. “We have also entered into a partnership with Klaxit/Blablacar to encourage carpooling.” A car-sharing app has also been set up at the University of Luxembourg, where part of the cost of season tickets is covered, bicycles and scooters are made available to staff and they benefit from a subsidy for bicycle hire and maintenance. At Cocottes, HR director Léa Piot notes that “we have a lot of cross-border employees with long commutes to work. We’d like to promote teleworking, but it’s difficult at the moment because of the long working hours of our departments and restaurants.” Cocottes would also like to use electric vehicles for its delivery staff, “but we haven’t yet found any refrigerated electric vans on the market that meet our needs.”
A health issue
“I’m convinced that there is still a lot to be done to facilitate mobility, particularly for cross-border commuters,” says SLG HR director Fabrice Encelle. “In my opinion, the impact of transport on employee morale and health is still underestimated. It’s very often an obstacle course, between the hardship of overcrowded public transport and blocked roads. We would benefit from introducing more bus routes between the more remote towns and critical areas such as Luxembourg City. All this with quality transport, where passengers could relax and start and end the day much more serenely.” “With 70% of employees coming from the Greater Region, crowded trains and overcrowded roads, mobility is above all a source of daily wear and tear for our employees, who value being able to benefit from parking facilities and flexibility of working time and place,” adds Delphine Bath, HR director at La Mondiale Europartner.
The challenge of transition
“In all our daily tasks, we are thinking about the ecological transition, and this applies to all departments, with savings on paper, electricity and the preservation of our SDK label,” assures Chantal Trausch, HR director at Rak Porcelain Europe. Other points of attention: “Be vigilant about the transport of inbound and outbound goods, and favour short circuits for certain suppliers.”
“Raising our staff’s awareness of the ecological transition and its impact on our environment. Striking a balance between the operational management of a hospital and its green transition,” says Karine Rollot, HR director at the Fondation Hôpitaux Robert Schuman. “Our main contribution lies in supporting our members in financing ecological and energy efficiency projects. We help them to better understand the new legal provisions, encourage them to share best practice and pool certain processes,” concludes ABBL HR director Myriam Sibenaler.
This article was written in French for the HR Leaders supplement to the February 2025 issue of Paperjam magazine, published on 29 January. The content of the magazine is produced exclusively for the magazine. It is published on the website as a contribution to the complete Paperjam archive. Click here to subscribe to the magazine.
Is your company a member of the Paperjam Club? You can request a subscription in your name. Let us know via club@paperjam.lu
