Diversity and Inclusion in Global Mobility
Over the years, the business world has adopted numerous buzzwords and catchphrases, including:
- Thinking outside the box
- Low-hanging fruit
While “Diversity and Inclusion” is sometimes thought of in this way, we prefer to think of the concept as two necessary pillars supporting the foundation in any successful organization. In global mobility, companies are encountering an increasingly diverse multigenerational workforce, and therefore should consider re-evaluating outdated policies and guidelines in response to the distinctive and unique needs highlighted by the changing workforce demographics.
New Challenges and Realities of a Multidimensional Workforce
As mobility professionals, we are required to address new challenges. Companies must consider new solutions and provide the necessary tools to prepare and support the changing requirements of transferring employees and assignees. Reducing transitional challenges, facilitating productivity, and creating a positive employee experience are the ultimate objectives. Such measures can mitigate risk of failed assignments and transfers, and promote the achievement of the organization’s objectives.
Our white paper, Diversity and Inclusion in Global Mobility, outlines various scenarios that are becoming more prevalent and require the attention of global mobility to support their workforce. As a result, companies may need to consider updating policies to build greater flexibility within the proven practices we are accustomed to today. An effective program enlists the support of all internal stakeholders, including talent management, HR business partners, and senior management to identify roadblocks in current processes.
Policies and Practices to Satisfy Non-Traditional Mobile Employees: The Core-Flex Approach
A core-flex methodology is one viable strategy to manage a diverse workforce. The core-flex approach identifies a set of pre-defined benefits that are critical to compliance and that provide basic relocation support to ensure the success of a relocation. Additional (flex) benefits can be chosen by the business, the employee, or a combination of both.
A structure with employee-choice allows employees to be part of the process, selecting benefits that best fit their specific needs. With business choice, the employer is able to determine the specific needs of the role by location and employee level to attract the right talent and better manage their costs.
Like any new program, there are advantages and disadvantages to the core-flex approach, which is why engaging a consultative relocation partner like Cartus can assist your company in designing and implementing the optimal core-flex approach for your current program—all of which we explore in greater detail in our white paper.
As you can see, Diversity and Inclusion is more than just a catchphrase; by promoting equality and the value of choice, a wider range of skills and resources become available to enhance professional development and help your global mobility program reach new heights. For more information, please reach out to your Cartus representative, or email us a email@example.com.