Maximizing Talent Through Inclusive Relocation Programs
Inclusion is more than just a catchphrase—it's a necessity today for attracting and securing a new generation of recruits. In this article, we explore the significance of inclusive relocation and the steps organizations can take to promote diversity in their global mobility programs.
Belonging, as an Outcome
“Diversity” and “Inclusion” have become common business buzzwords, but sometimes little thought is given to what they truly mean or what outcomes can be if they are prioritized.
One way to understand these concepts, as suggested by Ramona Blake in a 2023 AutoDesk article, is to consider:
- Diversity as a mix of employees,
- Inclusion as a proactive behavior, and
- Belonging as an outcome.
People feel their contributions are meaningful and their ideas are important to the company’s success. This makes them feel that they are a valued and valuable part of the company’s future,” writes Blake.
In fact, more than ever, research shows that organizations with inclusive cultures are more likely to attract and retain top talent.
In a paper from Deloitte, researchers found that out of 1,300 employees and job seekers:
- 80% of respondents indicated inclusion is important to them when choosing an employer
- 39% said they would leave their current organization for a more inclusive one
- 71% said they prefer an organization that demonstrates inclusive behaviors, even if the company has inconsistent inclusive programs (as opposed to a company that has high-quality inclusion programming, but displays inconsistent inclusive behaviors)
- 23% of respondents indicated they had already left an organization for a more inclusive one (including 30% of millennial respondents)
Inclusive Companies Perform Better
Recruiters for companies with a strong inclusion / belonging culture usually emphasize connecting with, interviewing, and hiring a diverse set of individuals through understanding and valuing different backgrounds and opinions. Not only can this help access a much broader talent pool, but it fosters a more innovative and high-performing workforce.
“Finding and hiring these employees is only the first step. For them to stay, develop their careers, and contribute meaningfully to the organization, they need to feel included,” reports consulting firm Bain & Company. Their 2023 research finds that employees who feel fully included are 14 times more likely to be promoters of their organization and up to 6 times more likely to stay with the organization.
As part of an inclusive / belonging company culture, team members are encouraged to challenge the status quo. This is critical for industries in transition. According to a September 2023 Harvard Business Review article, inclusive companies are:
- 73 percent more likely to reap innovation revenue,
- 70 percent more likely to capture new markets,
- up to 50 percent more likely to make better decisions, and
- up to 36 percent more likely to have above-average profitability.
In decades past, companies have designed “one-size-fits-all” benefits packages, but this may have inadvertently resulted in reduced access or opportunities for a wider talent pool and acceptance of company relocation offers.
To support inclusive recruiting efforts and business goals, there is a strong business case to be made for reviewing and adjusting relocation policies and benefits to address new family / employee needs and changing demographic trends.
Inclusive mobility programs recognize that the needs of a diverse group of employees differ significantly. Organizations might consider revisiting their program benefits and policy communications to ensure they reflect their companies’ inclusivity initiatives and maximize opportunities for success.
This could simply involve tweaking existing language to make it more inclusive or offering a wider, more creative range of support services tailored to today’s changing relocation needs. For example, programs that can make a significant difference for individuals / families with different backgrounds and situations to accept a move could include.
- providing resources for spouse / partner transition assistance,
- addressing “sandwich generation” challenges,
- supporting families with special needs children,
- offering cultural and / or language training for those going to another country, etc.
Confidence and Competency is Key for Belonging
Promoting inclusion in relocation policies / programs also might involve deeper cultural understanding, so teams that regularly work across cultures and employees taking assignments to other countries would both benefit from pre-departure cultural training to ensure a seamless adaptation.
After all, employees / families asked to relocate to new cities, regions or countries may face significant lifestyle differences that may challenge their personal and professional roles daily.
For instance, even in some moves within the U.S., we are starting to see more cultural training being offered by clients for challenging relocations (e.g., small town Midwest to New York City or vice versa) where living conditions and challenges can be vastly different. Training topics can include lifestyle and cultural changes, transportation, safety, education, spouse/partner career issues, how to make new friends, how to get things done, and more.
Cultural competency training equips them with the knowledge and skills needed to navigate differences effectively. Some of the most common themes that prevent participation in employee international mobility programs include:
- issues of cultural fit or language.
- career concerns/dual-career concerns.
- personal family challenges.
“Typically, the most common obstacles are visa and immigration requirements and timelines, language barriers, and cultural differences. Companies can mitigate these obstacles by planning ahead to align visa and immigration timelines with the timeline of the business need and by offering language and cultural adaptation services,” said Randy Wilson, President and CEO at NEI Global Relocation, in HRO Today Magazine.
“The fact that all employees feel valued and included in the success of the company as well as their own development is the biggest benefit to an inclusive relocation program,” said NEI’s Wilson.
Understanding and respecting different needs, cultures and challenges not only promotes inclusion / belonging, but helps:
- build strong, collaborative teams of employees across borders and cultures; and
- open global career opportunities for employees that never thought they would be capable of accepting an international assignment.
As highlighted in the NEI article “Helping More Women Accept International Assignments” in International Business Magazine, the faster employees and their accompanying families can adapt to new countries and cultures, the more productive employees are likely to be, increasing the chances of a successful assignment.
Such proactive assistance reduces relocating employee stress, assignment failures, and lost business opportunities for the company. Providing personalized support, services, and resources is key to accommodating varying needs. This includes local housing guidance, community information, or even mentorship programs to ensure a smoother transition for employees.
“Strength lies in differences, not in similarities.” ~ Stephen R. Covey
People want to work where they feel the organization is contributing to their growth and realization of their potential, and where they feel seen, valued, and respected and most business executives agree that the purpose of the organization should be to create value for workers as human beings.
Promoting diversity and inclusivity in relocation programs is not just a matter of corporate social responsibility, it's a strategic priority to be more competitive going forward. Whether it’s through redefining relocation programs, addressing cultural competency, or providing tailored support, organizations are taking meaningful steps that benefit companies and teams.
Tailored support initiatives contribute to a more inclusive, supportive work environment where all employees feel valued and empowered to make a positive impact.
If you would like to discuss this or any other global mobility trends or unique company challenges, please contact your NEI representative.
The above article is provided for informational purposes only. Please consult your tax, legal, immigration or accounting advisors before making any decisions or transactions.
Maximizing Talent Through Inclusive Relocation Programs
Inclusion is more than just a catchphrase—it's a necessity today for attracting and securing a new generation of recruits. In this article, we explore the significance of inclusive relocation and the steps organizations can take to promote diversity in their global mobility programs.
Belonging, as an Outcome
“Diversity” and “Inclusion” have become common business buzzwords, but sometimes little thought is given to what they truly mean or what outcomes can be if they are prioritized.
One way to understand these concepts, as suggested by Ramona Blake in a 2023 AutoDesk article, is to consider:
- Diversity as a mix of employees,
- Inclusion as a proactive behavior, and
- Belonging as an outcome.
People feel their contributions are meaningful and their ideas are important to the company’s success. This makes them feel that they are a valued and valuable part of the company’s future,” writes Blake.
In fact, more than ever, research shows that organizations with inclusive cultures are more likely to attract and retain top talent.
In a paper from Deloitte, researchers found that out of 1,300 employees and job seekers:
- 80% of respondents indicated inclusion is important to them when choosing an employer
- 39% said they would leave their current organization for a more inclusive one
- 71% said they prefer an organization that demonstrates inclusive behaviors, even if the company has inconsistent inclusive programs (as opposed to a company that has high-quality inclusion programming, but displays inconsistent inclusive behaviors)
- 23% of respondents indicated they had already left an organization for a more inclusive one (including 30% of millennial respondents)
Inclusive Companies Perform Better
Recruiters for companies with a strong inclusion / belonging culture usually emphasize connecting with, interviewing, and hiring a diverse set of individuals through understanding and valuing different backgrounds and opinions. Not only can this help access a much broader talent pool, but it fosters a more innovative and high-performing workforce.
“Finding and hiring these employees is only the first step. For them to stay, develop their careers, and contribute meaningfully to the organization, they need to feel included,” reports consulting firm Bain & Company. Their 2023 research finds that employees who feel fully included are 14 times more likely to be promoters of their organization and up to 6 times more likely to stay with the organization.
As part of an inclusive / belonging company culture, team members are encouraged to challenge the status quo. This is critical for industries in transition. According to a September 2023 Harvard Business Review article, inclusive companies are:
- 73 percent more likely to reap innovation revenue,
- 70 percent more likely to capture new markets,
- up to 50 percent more likely to make better decisions, and
- up to 36 percent more likely to have above-average profitability.
In decades past, companies have designed “one-size-fits-all” benefits packages, but this may have inadvertently resulted in reduced access or opportunities for a wider talent pool and acceptance of company relocation offers.
To support inclusive recruiting efforts and business goals, there is a strong business case to be made for reviewing and adjusting relocation policies and benefits to address new family / employee needs and changing demographic trends.
Inclusive mobility programs recognize that the needs of a diverse group of employees differ significantly. Organizations might consider revisiting their program benefits and policy communications to ensure they reflect their companies’ inclusivity initiatives and maximize opportunities for success.
This could simply involve tweaking existing language to make it more inclusive or offering a wider, more creative range of support services tailored to today’s changing relocation needs. For example, programs that can make a significant difference for individuals / families with different backgrounds and situations to accept a move could include.
- providing resources for spouse / partner transition assistance,
- addressing “sandwich generation” challenges,
- supporting families with special needs children,
- offering cultural and / or language training for those going to another country, etc.
Confidence and Competency is Key for Belonging
Promoting inclusion in relocation policies / programs also might involve deeper cultural understanding, so teams that regularly work across cultures and employees taking assignments to other countries would both benefit from pre-departure cultural training to ensure a seamless adaptation.
After all, employees / families asked to relocate to new cities, regions or countries may face significant lifestyle differences that may challenge their personal and professional roles daily.
For instance, even in some moves within the U.S., we are starting to see more cultural training being offered by clients for challenging relocations (e.g., small town Midwest to New York City or vice versa) where living conditions and challenges can be vastly different. Training topics can include lifestyle and cultural changes, transportation, safety, education, spouse/partner career issues, how to make new friends, how to get things done, and more.
Cultural competency training equips them with the knowledge and skills needed to navigate differences effectively. Some of the most common themes that prevent participation in employee international mobility programs include:
- issues of cultural fit or language.
- career concerns/dual-career concerns.
- personal family challenges.
“Typically, the most common obstacles are visa and immigration requirements and timelines, language barriers, and cultural differences. Companies can mitigate these obstacles by planning ahead to align visa and immigration timelines with the timeline of the business need and by offering language and cultural adaptation services,” said Randy Wilson, President and CEO at NEI Global Relocation, in HRO Today Magazine.
“The fact that all employees feel valued and included in the success of the company as well as their own development is the biggest benefit to an inclusive relocation program,” said NEI’s Wilson.
Understanding and respecting different needs, cultures and challenges not only promotes inclusion / belonging, but helps:
- build strong, collaborative teams of employees across borders and cultures; and
- open global career opportunities for employees that never thought they would be capable of accepting an international assignment.
As highlighted in the NEI article “Helping More Women Accept International Assignments” in International Business Magazine, the faster employees and their accompanying families can adapt to new countries and cultures, the more productive employees are likely to be, increasing the chances of a successful assignment.
Such proactive assistance reduces relocating employee stress, assignment failures, and lost business opportunities for the company. Providing personalized support, services, and resources is key to accommodating varying needs. This includes local housing guidance, community information, or even mentorship programs to ensure a smoother transition for employees.
“Strength lies in differences, not in similarities.” ~ Stephen R. Covey
People want to work where they feel the organization is contributing to their growth and realization of their potential, and where they feel seen, valued, and respected and most business executives agree that the purpose of the organization should be to create value for workers as human beings.
Promoting diversity and inclusivity in relocation programs is not just a matter of corporate social responsibility, it's a strategic priority to be more competitive going forward. Whether it’s through redefining relocation programs, addressing cultural competency, or providing tailored support, organizations are taking meaningful steps that benefit companies and teams.
Tailored support initiatives contribute to a more inclusive, supportive work environment where all employees feel valued and empowered to make a positive impact.
If you would like to discuss this or any other global mobility trends or unique company challenges, please contact your NEI representative.
The above article is provided for informational purposes only. Please consult your tax, legal, immigration or accounting advisors before making any decisions or transactions.
