Many HR departments are establishing their objectives for 2016. Among the most popular is advancing Diversity and Inclusion goals.
With talent shortages well documented and voluntary turnover largely caused by a lack of career development opportunities, your global workforce mobility program can be a strategic tool for supporting diversity and inclusion. What follows are some best practices to consider as you secure meetings with HR/Talent Management to align your 2016 goals:
Unfortunately, women are still in the minority among the expatriate community, as stereotypes often prevent managers from asking females to consider an assignment. For example, assuming a young female executive would rather settle down and have children than advance her career through an assignment. Some ways that companies can increase the number of women considered for international assignments include:
Millennials have a reputation for high turnover, but research suggests they are more interested in “experience hopping” than job hopping. To that end, it is important to provide a host of exciting and interesting assignments to keep them engaged and developing. Many companies are establishing policies to support these “hand raisers”.
Conscious and unconscious biases can limit your talent pool and it makes sense to increase awareness among managers about various benefits designed to support more diverse candidates.
Especially for single parents, consider flexible home leaves to embrace family member travel to the assignment location/or give children the ability to visit the host location.
In all cases, best practices should include starting a communication campaign (on your intranet or through management briefings) to profile success stories and show how global assignments supported business goals and personal development opportunities.