Teleworking: Sustainability Considerations

Since Spring of 2020, when the coronavirus pandemic upended life worldwide, millions of previously-office-bound workers in the U.S. have shifted to working from home. What does this mean for environmental and social sustainability?

Some effects, such as less time spent in transit to work mean more time for employees to do things other than commute (exercise, sleep, etc.), are straightforward. Other impacts, such as facility energy use, are more nuanced: Are the energy savings from unoccupied offices offset by additional heating, cooling, and lighting in people’s homes?

There is a growing body of literature pointing to benefits of flexible work environments. From the employer perspective, there are some clear-cut positives. Some employers, like Metro Nashville Government, track greenhouse gas emissions data attributable to their operations. Downsizing on office space, as more employees work remotely, is likely to lead to significant reductions in energy consumption (and related Greenhouse Gas emissions). Likewise with transportation, fewer employees commuting to work leads to fewer transportation emissions attributable to that organization.

Let’s look at an active, successful telecommuting program. The State of Tennessee determined that teleworking is beneficial and hence developed a robust program called Alternative Workplace Solutions, from which we can glean lessons from that can apply to other employers.

Alternative Workplace Solutions is a cultural and physical transformation that uses non-traditional workspaces to promote efficiency and flexibility across state government. AWS reduces square footage needs across state-owned, managed and leased facilities by creating policies and workspaces that allow employees flexibility in their work style. AWS also increases workforce productivity by providing flexible schedules and workspace options, allowing eligible employees to work how they work best, for the job they are currently doing. (What is Alternative Workplace Solutions by the State of Tennessee)

Pre-pandemic, about 25% of Tennessee’s 43,000 state employees participated in Alternative Workplace Solutions. Over the past several years, the State has accrued the following benefits:

• Increased productivity and flexibility for our employees
• Changing the culture of state government
• Recruitment and retention of top talent
• Better customer service for our citizens
• Improved energy management
• Decreased environmental footprint by reducing business travel, commuting and time that can be refocused on customer service
• Reduced square footage, therefore lower cost

Here at Socket, we are especially interested in the sustainability impacts of remote work. And sustainability includes not only environmental wins, but also social, wellness, and financial ones. To consider how increased work-from-home could be beneficial for both employers and employees, consider the following questions:

Traffic Mitigation

How would fewer cars on the road at peak rush hours improve quality of life and safety (including accidents)?

Air Pollution

If fewer commuters reduce the amount of vehicle miles travelled, how would air quality be improved in the Nashville region?

Energy/ Water Conservation

• How might needing fewer office spaces reduce the number of office buildings, and likewise their energy and water use?
• How might an increased use of home offices increase residential energy and water use?

Health and Wellness

• What are the social and emotional benefits of being in the same space with co-workers?
• How might communicable illness be reduced by increased remote work, and the ability to work remotely while mildly sick?
• How might time formerly used to commute to and from work be repurposed?

Work/Life Balance

How might working from home blur the line between work and personal life? What are the positive and negative implications?

Productivity

How does working from home affect professional productivity?

Recruitment, Satisfaction, and Retention

How does the option to work remotely impact employee recruitment, satisfaction, and retention? Does it allow a more traditional employer, like local government, to “compete” more effectively with the private sector?

Resilience

How does the ability for remote work increase an organization’s agility and allow for continued work despite extreme weather, for example?

For organizations and individuals considering remote work, there are many potential benefits. Asking these questions may help decide what is best for you.