For corporate global mobility leaders, the current state of Volatility, Uncertainty, Complexity, and Ambiguity will require careful attention to new methods and practices that have emerged through the pandemic.
Proud to be a part of an initiative designed to spark interest in workforce mobility and fuel our industry with new talent for years to come. Quite frankly, it's an effort that's long overdue.
Recent events from this past summer have sparked self-reflection across companies, resulting in a call for increased caring and compassion for our fellow colleagues and a desire to better understand and appreciate each other.
The greatest challenge companies face in these times is sustaining their culture across a remote workforce connecting virtually.
How life in a pandemic is shaping our Consulting Services VP's efforts to help corporate managers build stronger relocation assistance programs.
Examining the ways COVID has impacted -- and may still impact -- talent mobility, from the perspective of one of our mobility consultants.
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.
In part three of our blog series on virtual assignments, we examine this issue from perhaps the most important perspective: the corporate mobility manager's.
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.
As companies consider virtual assignments they may be overlooking serious tax and duty of care implications that can undermine even their best laid plans.
While virtual global assignments remain a hot topic of conversation, many companies have at least acknowledged that they offer a pale substitute for the real thing.
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.
As lockdowns and travel restrictions are gradually lifted, talent mobility is poised to fuel many reopening strategies.
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.
When freedom of talent mobility resumes -- whether that comes sooner or later -- attention to Duty of Care will be even more critical than ever.
Business activity is slowly ramping up in the region where the virus first took hold. What will relocation look like in APAC under the "next normal"?
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.
As our industry continues to evaluate the impact of the global pandemic on mobility, one world traveler weighs in on the toughest, and most elusive question: Will employees want to move post-coronavirus?
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.
Our Global Practice Leader and Director, Global Supply Chain chat with EuRA’s COO about the impact they are seeing with COVID-19 on the operations and supply chain.
A guide to understanding and managing the tax risks facing your relocating employees in the face of Coronavirus, whether they're on assignment, recently relocated or repatriating.