The digital sector accounts for almost 4% of global greenhouse gas emissions, a figure that is constantly rising. Faced with this challenge, every player in the sector has a responsibility to assume, whether technological, organizational or human.
At ANSAM, we have chosen to assume this responsibility through our 2024 sustainability report and our commitment to B Corp certification. But we also wanted to go further by giving our experts a say, through a series of testimonials in the form of 3 key questions to shed concrete light on the challenges of the digital transition.
Yann Politi, Director of Dedicated Services, gives us his HR perspective on the changing expectations of employees and how sustainability is becoming a lever of attractiveness and commitment.
Sustainability isn't just about infrastructure and technology: it's also transforming employees' relationship with their company. How can we respond to this quest for meaning and involve our teams in the transition?
1. What do employees expect of their company's environmental and social commitment?
Today, more and more employees - especially the younger generation - want to work for a company that is aligned with their personal values. They expect transparency, not just stated commitments, but concrete, measurable, visible actions. Many also express a desire to get actively involved, through everyday eco-actions, skills sponsorship or impact projects. And beyond environmental issues, there is a strong desire to set an example in terms of diversity, inclusion and equal opportunity. Companies are increasingly seen as corporate citizens, with clear social responsibilities.
2. How can sustainability become a lever for attracting and retaining talent, particularly among the younger generation?
Today, CSR criteria are integrated into many candidates' initial considerations. A committed company is perceived as more modern, more responsible and more coherent. Sustainability also gives meaning to work, which is an essential factor of commitment, reinforces pride in belonging and creates a stronger, longer-lasting relationship with employees. In the long term, this can reduce turnover, as people stay not just for a job or a salary, but for a collective project that makes sense.
3. What HR levers could be activated to get teams more involved in the sustainable transition?
At ANSAM, we're already starting to integrate sustainability into our teams' day-to-day work, notably through concrete actions such as sorting waste, promoting soft mobility or more responsible consumption in the office. We have also offered awareness-raising training to help them better understand environmental and social issues. In the future, we could go even further by gradually integrating these themes into our annual appraisals, or by creating discussion forums around sustainable initiatives undertaken by our employees. The aim is to develop our practices gradually and collectively.