To assess the ways workforce mobility has changed since the pandemic, we interviewed experts from around the industry about the things they've learned about work, family and themselves during this odd and uncertain time.
Companies that don't include the mobility function in candidate selection do so at their own risk, and most hiring managers still need to be educated and made aware of the power of diverse and inclusive teams.
Each month, in our Mobility Rising series, we are showcasing future leaders across our colleagues base around the world, as they share their passion for mobility, how they thrive in their careers, and how they drive our industry forward!
Building a great corporate relocation program begins with understanding the wants and needs of the various stakeholders in your company. In this post, we examine mobility through Talent Development's eyes.
Most workforce mobility policies are designed to manage the relocation of a nuclear family to destinations where they may easily adapt. But today’s assignee population includes a wider range of genders, ethnicities, needs and abilities, all requiring non-traditional support to thrive on an international transfer or assignment.
It’s been several months since the pandemic surrounding COVID-19 did what would have seemed almost impossible before 2020: It ceased mobility and travel on a global basis for an extended period of time.
Our Belief in Each Other is our most critical corporate value, and there is nothing we take more seriously than empowering our colleagues to be the agents of change they want to see in our company and in our global communities. Especially in these turbulent times.
With whispers of a possible global recession filling the air amid the Coronavirus pandemic, mobility managers are reviewing their mobility spend to ensure they're meeting the needs of the mobile workforce, as well as their organizational objectives.
For many countries, this upcoming Sunday, May 10, is Mother’s Day, when we celebrate and honor the strong women in our lives. And this year, more than ever, the role of a mother has changed not only quickly, but drastically.
Understanding how your policy components and administration can impact your program costs is critical to creating a mobility program that achieves the balance between engaging your mobile talent and restraining overall spend.