Mobility - April 2021 - 27

Mobility: A more holistic employee experience strategy means considering other
employee needs, too, including mental
health and wellness, the impact of company culture, and more open communication-all of which converge in the ongoing
discussion of how to embed DE&I in the
workplace. What needs have your diverse
employees shared with you, and how do
you plan to address these needs in 2021?
Brezosky: Incorporating inclusion and diversity
into our mobility experience has absolutely been
a priority for us, and in particular over the last
year or so, it has made the " where, when, and
how " of our ability to make an impact much
more clear. First, we've partnered more closely
with a number of our employee resource groups
to ask for their feedback on what was going
well and where there were opportunities for
improvement. We quickly learned that influencing positive change in creating an environment
where all employees feel welcomed and expected
would require close partnership not only with
our ERGs and inclusion professionals, but also
with our service providers, who are helping our
employees through critical milestones such as
choosing a neighborhood and home, understanding cultural differences, and building the
trust needed to discuss topics that may have
historically been avoided, e.g., where to buy
certain foods or hair products. We've started to
invite our destination services providers to meet
members of our ERGs and have candid conversations about how support could be improved to
provide a truly inclusive experience. We've also
added services, e.g., cultural training, to help
our employees understand the intersectionality
of inclusion and culture and how to bridge those
gaps. We are definitely making meaningful
progress, but there's still much to be done, and
we are excited about the opportunities ahead.
Bui: We must build more transparency into how
our processes work and how people are selected.

I've also heard the need for more opportunities
to seek and receive candid feedback about how
our programs are running. We can sit back
and think that we've built this really strong
program based on benchmarking, etc., but if
we don't try to hear the feedback from our end
user, is it really all that good?
Kiepura: All of our employees, not just assignees,
have looked to Edelman to help with mental and
physical well-being since the pandemic started.
Thankfully, Edelman recognized the need for
acknowledging mental wellness and made it
a priority to provide employees with tools and
resources for self-care. We continue to strive to
help our employees make time to care for their
mental and physical well-being through global
and regional programming around the world.
We also strive to have DE&I not just as a standalone function but embedded in everything we
do. We are also thrilled with the results of our pay
equity analysis, which demonstrated that we have
reached pay equity across the globe. As well, our
workforce identifies at well over 50% female, and
we have made great strides for female representation in management and leadership positions, by
a commitment to 50-50 gender parity. I am very
proud to say the number of women in leadership
roles who are assignees outnumbers their male
counterparts-a rarity in expatriate programming!
Woods: In the course of my career, I have provided different types of customized support to
transferees due to their personal circumstances.
I have helped employees who have children with
special needs, and we need to provide them with
an enhanced school search benefit. I've supported
a single mother who wanted her nanny to accompany the family on assignment, which presented
immigration challenges. I've authorized additional
benefits to an employee with a health condition
who needed to be flown to another country to
receive the right level of medical care. Your policy
can't be too rigid, or you won't be able to make the
appropriate accommodations that are necessary
in order to enable a diverse set of employees to be
successful while on international assignment. Each
move is unique, each family is unique, and flexible
solutions need to be available within your policy
parameters to address individual needs.

27
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comfort level and thus enhance the employee
experience. If the family is settled, safe, and
happy, then transferees can focus on their job and
be more productive.


http://www.worldwideerc.org

Mobility - April 2021

Table of Contents for the Digital Edition of Mobility - April 2021

Mobility - April 2021 - Cover1
Mobility - April 2021 - Cover2
Mobility - April 2021 - 1
Mobility - April 2021 - 2
Mobility - April 2021 - 3
Mobility - April 2021 - 4
Mobility - April 2021 - 5
Mobility - April 2021 - 6
Mobility - April 2021 - 7
Mobility - April 2021 - 8
Mobility - April 2021 - 9
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Mobility - April 2021 - 19
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Mobility - April 2021 - 21
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Mobility - April 2021 - 26
Mobility - April 2021 - 27
Mobility - April 2021 - 28
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Mobility - April 2021 - 38
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Mobility - April 2021 - 42
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Mobility - April 2021 - Cover3
Mobility - April 2021 - Cover4
https://www.nxtbook.com/ygsreprints/WERC/mobility-july-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-june-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-may-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-april-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-march-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-february-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility_122020
https://www.nxtbook.com/ygsreprints/WERC/mobility_112020
https://www.nxtbook.com/ygsreprints/WERC/mobility_102020
https://www.nxtbook.com/ygsreprints/WERC/mobility_092020
https://www.nxtbook.com/ygsreprints/WERC/mobility_082020
https://www.nxtbook.com/ygsreprints/WERC/mobility_072020
https://www.nxtbook.com/ygsreprints/WERC/mobility_062020
https://www.nxtbook.com/ygsreprints/WERC/mobility_052020
https://www.nxtbook.com/ygsreprints/WERC/mobility_042020
https://www.nxtbook.com/ygsreprints/WERC/mobility_032020
https://www.nxtbook.com/ygsreprints/WERC/mobility_022020
https://www.nxtbook.com/ygsreprints/WERC/mobility_012020
https://www.nxtbook.com/ygsreprints/WERC/mobility_122019
https://www.nxtbook.com/ygsreprints/WERC/mobility_112019
https://www.nxtbook.com/ygsreprints/WERC/mobility_102019
https://www.nxtbook.com/ygsreprints/WERC/mobility_092019
https://www.nxtbook.com/ygsreprints/WERC/mobility_082019
https://www.nxtbook.com/ygsreprints/WERC/mobility_072019
https://www.nxtbook.com/ygsreprints/WERC/mobility_062019
https://www.nxtbook.com/ygsreprints/WERC/mobility_052019
https://www.nxtbook.com/ygsreprints/WERC/mobility_042019
https://www.nxtbook.com/ygsreprints/WERC/mobility_032019
https://www.nxtbook.com/ygsreprints/WERC/mobility_022019
https://www.nxtbook.com/ygsreprints/WERC/mobility_012019
https://www.nxtbookmedia.com