About a year ago, we reported over a third of companies we surveyed were considering implementing some type of core/flex mobility policy. Since then, Global Mobility professionals have had to deal with many COVID-related challenges around assignments and physical relocations, as well as counsel and support their organizations regarding new types of global work patterns such as virtual assignments and remote work.
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This catchy term seems to be popping up with increasing frequency in articles and blogs regarding global mobility trends. Although AIRINC’s most recent Mobility Outlook Survey indicates only 14% of companies currently employ a core/flex approach to promote flexibility for the business, many companies are expressing a keen interest in learning more about how core/flex works, and whether it is an effective way to help businesses manage assignment costs.
In a recent custom AIRINC survey, 36% of participants indicated they were considering implementing a core/flex approach within the next few years. For firms considering core/flex to add flexibility for the business, it’s helpful to know that no single policy configuration works equally well for all. AIRINC’s benchmarks confirm effective core/flex arrangements vary significantly from company to company. Practices regarding which elements are flexed, and by how much, are highly varied.