Domestic relocation has fundamentally changed since the pandemic. People’s lack of willingness to relocate, the desire to work remotely, and the high cost of housing have forced companies to reevaluate if policies are fit for purpose.
Our latest download explores five ways to optimize your Domestic Relocation Program. Explore each approach further in our blog series.
3. Take a New Lens: DE&I (Diversity, Equity, and Inclusion)
When optimizing your domestic relocation program, it is crucial to incorporate principles of diversity, equity, and inclusion (DE&I). Recognize that relocation experiences can vary based on factors such as gender, race, ethnicity, or disabilities. To create an inclusive program, ensure that it addresses potential disparities and supports all individuals equally.
Promote diversity by ensuring that relocation opportunities are available to employees at all levels and across different demographic groups. Implement fair and unbiased selection processes that consider merit and potential. Provide resources and support for underrepresented groups, such as mentorship programs, networking opportunities, or affinity groups, to foster inclusivity throughout the relocation process. By taking a DE&I lens, you can foster a sense of belonging and support the overall well-being of individuals and families during the relocation process
By downloading our white paper, you can explore all five core innovations in domestic relocation strategy in greater detail. Discover how companies have successfully adapted to the changing landscape, embraced new approaches, and achieved their strategic objectives. Stay ahead of the curve by implementing these innovative strategies and ensuring a seamless relocation experience for your employees.
