AIRINC recently hosted a group of EMEA Global Mobility Senior Leaders to explore the role of Diversity, Equity, & Inclusion (DE&I) in Global Mobility.
Sustainability plays an increasingly prominent role in corporate strategy, and an organisation’s approach to setting ESG (environmental, social and governance) standards directly impacts its global mobility programme.
Events in Ukraine have been at the forefront of everyone’s mind, and global mobility is no exception. Clients are keen to understand how others are dealing with a broad range of challenges both for expatriates and local employees alike.
Africa is a diverse and dynamic continent. As the activity in the region grows, more companies are sending assignees and needing data and information about African locations.
The world’s attention is squarely focused on the issue of sustainability. Many organizations are declaring ambitious sustainability goals at the corporate level, but have these commitments reached Global Mobility, and are they affecting the way companies deploy talent globally?
As autumn sets in and the days get shorter, the thoughts of many assignees turn towards their plans for the holiday season and booking their home leave trip.
We are hearing sustainability come up in more and more conversations in our personal and professional lives. Now, the question of how to implement sustainable assignments is increasingly a topic of conversation in Global Mobility circles, too.
Last week I had the opportunity to present at the French network group Cercle Magellan’s 7th Africa Day on International Mobility and Compensation & Benefits.
One of the clear trends we have seen over the last year is the focus on companies mobilising their workforce innovatively, as normal talent flows have been displaced.
Remote working and virtual assignments are on everyone’s lips at the moment. There is a lot of speculation out there, but until now, relatively little that is concrete.