December 2, 2021
Create Equity Across All Types of Cross-Border Moves
Make all your international job opportunities inclusive
Every department in the company has a role to play in advancing diversity, equity and inclusion (DEI) initiatives. For global mobility teams, that means creating equitable talent opportunities through unbiased programs and policies. Today’s employers recognize that a vital part of business growth is challenging the status quo, a skill that comes from diverse perspectives on a project team and diverse experiences in the employee’s career.
Benefits of Experience Abroad
It is well documented that living abroad is associated with a clearer sense of self and this clarity, as stated in the Harvard Business Review, “has been linked to a host of benefits, such as psychological well-being, the ability to cope with stress, and job performance.” As work teams become increasingly multicultural, whether in-person or virtual, having cross-border living experience fosters cultural sensitivity and more awareness of nuances in communication styles, adding valuable skills to a career trajectory.
As more organizations recognize the value to the employer – as well as employee – of international experience, companies are initiating new programs to increase cross-border work situations.
Traditionally, companies offer expatriates on assignment a full array of benefits, but because total costs are in the range of two to three times an employee’s salary, organizations are also promoting permanent one-way international relocations, allowing more workers to gain this type of experience in a less costly, but equally worthwhile, manner.
Facilitating Equity in International Move Types
Investment in a suite of tools sets employees up for success. Think about:
- Starting with an inclusive candidate selection process
- Aligning with talent management goals
- Supporting throughout the initial phases of the relocation
This small amount of support helps employees assimilate to the new environment as quickly as possible. Most often associated with an expatriate assignment, we view intercultural training, language instruction, destination services and spouse/partner assistance as equally important to an individual and their accompanying family members moving on a permanent basis.
Yes, working outside one’s native country can be difficult, but it cultivates growth for the employee well beyond job skills. Thinking broadly about the right candidates to select, then equipping them with the right skills and resources, can unlock growth by bringing diverse perspective to both the employee and the new team. Furthermore, listening to understand the individual’s needs and motivations may reveal the need for flexibility in the package of benefits.
Global Mobility as a Tool for Equity
Global Mobility can deliver for the organization, not only through thoughtfully designed and applied policies across all move types, but also as a trusted advisor providing guidance on the potential challenges of living and working abroad.
Whether a job opportunity is within country or abroad, creating a culture of belonging by understanding your employees’ needs can help organizations build a foundation of inclusion. Applying policy in a consistent manner is foundational to HR philosophy, yet adding a degree of flexibility, where possible, is a proactive way to attract and retain employees, especially those seeking personal and professional growth by living and working overseas.
Want to learn more about how to ensure your policies are optimized for equity? Sterling Lexicon’s expert team can help you create the best experience for all your relocating talent. Contact us today.
Leah Johnson is Sterling Lexicon’s Director, Client Solutions, and has worked in the global mobility industry for more than 20 years. She has held management positions in business development, operations, account management, and consulting, and had the opportunity to live and work in Tokyo and Hong Kong for six years. She initiated destination services in Hong Kong for a relocation management company and directed global mobility for Goldman Sachs in the APAC region. She graduated from Colgate University, earned an MBA from the University of Alabama in Huntsville, and maintains a Senior Certified Professional (SCP) certification from SHRM.
As Account Director at Sterling Lexicon, Stuart Jackson focuses on working with clients to optimize their global mobility solutions. Stuart has worked in global mobility for 19 years. His broad experience of working with different program sizes across a variety of industry sectors helps to bring success to clients' programs and wider business strategies. If you would like to discuss any of the points raised in this article or learn more about Sterling Lexicon, please do not hesitate to contact Stuart Jackson at email@example.com.