Diversity, equity, and inclusion (DE&I) is a trending topic in Mobility. This spring, AIRINC ran a pulse survey to learn more about the latest trends in Global Mobility. Keep reading to learn more about the results!
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Your mobility policies say a lot about your program. Often, the policy document is the first introduction to your company’s Mobility program. Having a carefully curated policy suite can ensure that your program makes a strong first impression.
This past Wednesday, AIRINC hosted a webinar with Kerwin Guillermo, Global Head of Employee Mobility at Hewlett Packard Enterprises, and Inez Nomidis, Director of Advisory Services in America for AIRINC, in a show and tell of the innovative approaches to mobility at HPE. The discussion focused on differentiated investments, “Pay for Performance”, and Making Good Mobility Decisions.
Last week, we hosted a webinar on COVID-19 recovery and what to expect next. We invited three corporate panelists to discuss their experiences and share their perspective. Our panelists during this event were the following:
In the past month, it feels as if there is new information about COVID-19 every day. As I learn more about this disease and the growing pandemic, I find that I also have more questions—when will things go back to “normal”? Where are people the most affected? How is everyone else reacting to these chaotic times?
With COVID-19 putting a pause on typical mobility tasks, and more and more of us working from home, I’m finding that I have more unstructured time in my day. To try to make the most of this unusual break in normal work activity, I’ve been revisiting our 2019 Long-Term Assignment Benchmark and finding some interesting statistics and facts around common policy benefits, and the variety in how they are delivered. You might find that now is an opportune time to revisit your own policies and see if they follow the trends that AIRINC is seeing.
When transferring assignees from low wage to high cost locations, many companies are confronted with this challenge: even with a COLA, their lowest wage assignees don’t have sufficient purchasing power in the host location, especially in comparison to their fellow expats and local peers.
