HRO Today June 2018 - 20

Special D&I Report
By The
Numbers
" The learnings from these assessments help increase
awareness and identify cultural and work-style
opportunities. The assessment tool is not necessarily a
deciding factor for the assignment. It's more about making
the assignee's HR team, manager, and receiving manager
aware of qualities and opportunities that will help the
individual succeed, " she explains.
Optimizing Pre-Move Planning
Effective pre-move planning can alleviate many of the
cultural and career concerns that relocation candidates
face when considering an assignment. Some of the
key elements that organizations should deliver when
preparing employees for relocation include:
* Education. Valadez says it is critical for team leaders to
" foster an inclusive offi ce environment while also learning
about the host location's cultural and societal landscape.
Don't leave it entirely to destination services or cultural
awareness vendor partners; be able to share knowledge
and awareness with employees. "
By providing pre-decision location briefi ngs for relocating
employees, organizations can help take the strain off of
transferees and their families. Sharing knowledge about
the assignment and the new location gives employees the
tools and confi dence they need to make an informed and
collaborative decision.
" The company should provide cultural awareness training
for the individual as well as any spouse, " Valadez adds.
" This will help the entire family adapt to the new location
and culture. They will have better, more satisfying
experiences, making the assignee happier and more
engaged at work. "
However, it's not enough to simply educate the relocating
employee and their family. In order to create a culture of
diversity at the foundation of the relocation program, HR
leaders must also educate all stakeholders.
" While many programs include language and cultural
competency training primarily for relocating employees
and their families, it is equally important for the host/
receiving country managers and perhaps even colleagues
to participate in a similar type of training. With this
approach, all parties can work simultaneously to alleviate
cultural gaps, " Swan explains.
* Program fl exibility. Although it may be diffi cult to
understand and respond to family challenges that limit
[20]
HRO TODAY MAGAZINE
|
JUNE 2018
Having a diverse and inclusive relocation strategy
has benefi ts for employees and employers alike:
83%
of employees are more likely to innovate
if they feel included and believe their
organization is committed and supportive
of diversity.
Source: Deloitte
84%
of women feel that international
experience is critical to furthering
their careers.
Source: PwC
85%
of business leaders believe that relocated employees
achieve greater career progression as a result of
having international assignment experience.
Source: Santa Fe Relocation
global mobility program participation, offering a diverse
variety of relocation benefi ts and policies can make a
huge impact on program diversity and inclusion.
" Developing policies to support the variable needs of
the diverse candidates for the programs, while being
cost effective and consistent, is an on-going challenge
as the goal of consistency does not always support
diversity or inclusion due to each employee's unique
needs, " says Wilson. " There will be nuances to each
region of the world, so it is important that the team and
its leader remain fl exible. One single global program
will not meet the needs of all global regions. "
* Planning for repatriation. One of the top concerns
of candidates for relocation is the impact that the
experience will have on their careers. Inadequate

HRO Today June 2018

Table of Contents for the Digital Edition of HRO Today June 2018

HRO Today June 2018 - 1
HRO Today June 2018 - 2
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HRO Today June 2018 - 5
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