June Virtual Roundtable of EMEA Global Mobility Leaders

    Jul 12, 2021 @ 09:58 AM / by Catherine Tylke

    Berlin

    AIRINC recently hosted a group of EMEA Global Mobility Leaders in June to discuss how the function is moving from Mobility to Mobilisation, moderated by Michael Joyce, Mike Wincott, and Bruno Lagasse. The conversation looked at the short- and medium-term challenges that companies are facing as Global Mobility is being asked to shift the focus from physical mobility to effective talent mobilisation.

    Current Challenges - Compliance

    Compliance has always been important for Global Mobility. Employees’ new requests for international remote working arrangements during the pandemic has renewed the spotlight on cross-border compliance, requiring the business to reassess their appetite for risk with regards to compliance. To ensure ongoing compliance, Global Mobility needs to be involved in each request and support a risk assessment to guide the business’ decision regarding which arrangements are feasible and which ones are not.

    Increasingly Important Initiatives - Talent

    The use of developmental policies to support growth opportunities for talent is gaining importance amongst the roundtable participants. Some participants are trying to better balance the number of assignees sent for business needs vs. for talent development. Since international assignments provide a lot of experiential learning that cannot be replicated elsewhere, participants want to be ready with solutions to offer the business for when offices reopen. During the pandemic, some participants have been developing alternative short-term virtual global mobility options to support talent development initiatives.

    Increasingly Important Initiatives - Diversity, Equity & Inclusion (DE&I)

    We at AIRINC are hearing more and more conversations around the importance of DE&I and how the mobility function can support it. However, Global Mobility alone cannot carry DE&I: it must be supported and carried across the whole organisation. Global Mobility can be creative in how international assignments can support the initiative.

    Increasingly Important Initiatives - Virtual Assignments and Remote Work

    There is more and more demand that Global Mobility have off-the-shelf solutions using virtual and remote working arrangements. In addition to bridging the current gap left by canceled or stalled in-person assignments, virtual assignments can provide international opportunities for individuals who previously couldn’t go on assignment due to personal / logistical complications. They remove the barriers presented by physical relocations and enable the option of talent development and supporting DE&I through international (remote) working experiences.

    Please contact us if you would like to learn more.

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    2020 Global Mobility Playbook [Download]

    Topics: Talent Mobility in EMEA, Cost of living allowances, Insights and Experience, trends in global mobility, Mobility Leaders, Strategy

    Catherine Tylke

    Written by Catherine Tylke

    Catherine joined AIRINC in 2008 as a data surveyor. Based in AIRINC’s Brussels office, she conducted over 35 on-site surveys in nearly 30 countries before joining the Business Development team in Europe in 2011. In her current role, Catherine assists the European team with responses to tenders, works as project coordinator for AIRINC’s consulting department, and provides support for AIRINC’s Product Management and Marketing activities in Europe. She received her B.A. in Comparative Literature in French and Spanish from Brown University in 2005, which included a semester abroad in Santiago de Chile. A native English speaker, she grew up in Brussels, Belgium and is fluent in French and Spanish.