Many companies are currently focused on enhancing their Diversity, Equity, and Inclusion (DE&I) initiatives. Global mobility professionals are being asked to adapt their policies to follow suit. But translating overall company initiatives into the mobility landscape isn’t as easy as one would hope.
One unique aspect of global mobility compared to general HR policy is that an assignment or a transfer goes beyond the traditional employer/employee business relationship. Global mobility extends much further into the personal lives of employees, sometimes in profound ways. A global mobility opportunity affects the employee’s life as well as that of their family. This involves considerations about housing needs, partner career opportunities, children’s education, living away from friends, family, and community, the political/social environment of the new location, and other factors. Because of this, it is even more important to apply DE&I principles to global mobility, adapting them to consider the personal aspects of an assignment.
If you have not yet been tasked with including DE&I in your mobility policies, it is likely you will be asked soon. This important initiative may seem daunting at first. I hope these practical steps will help you get started on your journey! If you need any help, please contact us.
DE&I is an increasing area of focus for Global Mobility. We have launched a short survey to get a pulse on the latest developments in this space, and what specific steps, if any, Global Mobility is taking to promote DE&I.
This complimentary survey should take no more than 5 minutes to complete. Your answers will be aggregated and completely anonymous, and you will receive premier access to the results. Participate now.