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How HRM can contribute to the mobility transition towards Car-Free Zones

Car-free zones are areas where motorized traffic is restricted in favor of environmentally friendly alternatives such as walking, cycling, and public transportation. While these transitions are often driven by local governments, businesses play a critical role in shaping mobility behavior. Employees constitute a significant portion of daily traffic, and the choices they make greatly impact the effectiveness of car-free initiatives.

Research shows that cities like Copenhagen, Paris, and Amsterdam have achieved significant improvements in air quality and traffic safety through the implementation of car-free zones (Gehl, 2010; Pucher & Buehler, 2012). Employers can support these urban transformations by developing policies that discourage car use and make sustainable alternatives more appealing.

The strategic role of HRM in the mobility transition

HRM occupies a unique position to promote behavioral changes among employees. Responsible for employee well-being, satisfaction, and development, HRM plays a key role in shaping corporate values and culture. By integrating mobility policies into broader HR strategies, HRM can contribute to sustainable operations while simultaneously increasing support for car-free zones.

Strategic pillars of HRM in the mobility transition:

  • Influencing Mobility Choices: Through targeted interventions such as mobility budgets and behavior campaigns, HRM can motivate employees to choose more sustainable transportation options.
  • Aligning with Urban Policies: Collaborating with municipal authorities and mobility advisors allows HRM to align corporate policies with urban goals.
  • Transforming Workplace Culture: By facilitating flexible work arrangements, telecommuting, and digital collaboration, HRM can reduce the need for commuting.

Practical HRM interventions for Car-Free Zones

Mobility budgets and allowances

A mobility budget gives employees financial freedom to tailor their transportation choices to personal preferences, with an emphasis on sustainable options such as public transit, cycling, or shared mobility. Implementing such a budget not only reduces dependency on cars but also strengthens employee engagement with the employer (Cohen et al., 2020).

Flexible workplaces and remote work

Flexible working arrangements have a direct impact on traffic congestion and make car-free zones more feasible. HRM can develop policies that encourage employees to avoid peak travel times or work from home more frequently.

Behavioral change campaigns

HRM can increase awareness by organizing internal campaigns that educate employees on the benefits of car-free zones. Examples include "bike-to-work" weeks or rewarding teams that achieve the highest percentage of sustainable commuting.

Investing in infrastructure

HRM can support the shift to sustainable mobility by providing practical facilities such as secure bike parking, charging stations for e-bikes, and subsidies for bike leasing.

Benefits of HRM’s contribution to Car-Free Zones

HRM’s involvement in the mobility transition offers benefits not only for urban sustainability but also for businesses themselves:

  • Increased Employee Satisfaction: Sustainable mobility policies resonate with the values of modern employees, particularly younger generations who prioritize sustainability.
  • Cost Savings: Companies can save on parking facilities, fuel reimbursements, and corporate car leases.
  • Healthier Employees: Cycling and walking to work improve health, resulting in reduced absenteeism and higher productivity.
  • Enhanced Reputation: Companies that support sustainable urban initiatives strengthen their image as socially responsible organizations.

Conclusion and recommendations

The mobility transition to car-free zones requires active involvement from employers and HRM. By making strategic choices regarding mobility budgets, flexible working arrangements, and behavioral change initiatives, HRM can contribute to the successful implementation of car-free zones while reaping benefits for both employees and the organization.

Recommendations for HRM:

  1. Develop and implement mobility policies that support employees in making sustainable choices.
  2. Collaborate with local governments to align urban and corporate goals.
  3. Facilitate behavioral change through internal campaigns, reward systems, and practical support.
  4. Measure and monitor the impact of HRM measures on mobility patterns and adjust policies as needed.

With the right approach, HRM can not only contribute to the realization of car-free zones but also lay the groundwork for a more sustainable and healthier urban future.


Sources:

Gehl, J. (2010). Cities for People. Island Press.Pucher, J., & Buehler, R. (2012). City Cycling. MIT Press.Cohen, B., Ilieva, R., & Retzlaff, R. (2020). Mobilizing for Sustainable Cities: Employer-Led Initiatives. Sustainability Journal, 12(8), 3189.


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