Mobility - April 2021 - 36

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36

Those challenges include the facts that talent
pools for prospective mobility candidates are not
diverse to begin with, diversity initiatives are often
not formally integrated into global mobility programs, international assignments are often made
based only on the business unit involved, data
points related to diversity haven't traditionally been
captured, and some countries' laws are forbidding
to the LGBTQ+ community.
The 2018 Inclusion and Diversity Opinion
Survey from KPMG showed that among factors
in decision-making for international assignments,
39% of respondents cited sexual orientation, 31%
gender or gender identity, 31% socioeconomic
background, and 28% ethnicity. Among more than
175 respondents, 41% said they had specific DE&I
objectives in their global mobility strategy, while
nearly 60% said candidates are mostly determined
by the business unit.
In addition, nearly 40% said international
assignments are open to everyone, 31% said " there
is no need " for diversity goals, and nearly a quarter
said such objectives are outside of mobility's scope.
However, among the 41% who did have specific
goals, 70% cited the business case, far more than
those who did so in response to internal feedback
(12%), for recruiting purposes (8%), or due to
marketplace pressure (5%).
" Some forward-thinking businesses are therefore realizing the value of-and making the
business case for-an increasingly diverse workforce as they address both mobility and broader
talent-management challenges, " KPMG noted.
" That said, we see a vast number of businesses
today that are still 'behind the curve' in developing formal ... programs that are also aligned with
mobility initiatives, and our caveat there is the risk
these businesses face in falling quickly behind in
today's unprecedented environment of rapid-and
accelerating-workplace and workforce changes. "

A DE&I Primer
Companies still at square one on DE&I should start
by developing an understanding of the differences
and interrelationships between diversity, equity, and
inclusion, says Valencia Culbreath, CRP, GMS,
global head of diversity, equity and inclusion and
chair of the global DEI Council at Graebel.
Diversity relates to the overall representation of
different groups within the organization, which
can be visible traits such as race and " invisible "

As an organization, if
you say and model,
'This is how we do
things here, and we
don't accept anything
else,' it becomes part
of who you are. It's
not just marginalized
employees or minority
employees who
benefit-everyone
benefits from diverse,
equitable, and inclusive
organizations. "
- V AL E N C IA C U L BR E AT H , G R AE BE L

ones such as sexual orientation, Culbreath says.
" If you are considered a diverse candidate-and
that can change depending on where you are in
the world-you see diversity in the workplace as
leading to a sense of belonging where all identities
are valued and where success in the workplace
feels attainable, " she says. " Whether it's leadership
or executives who look like you, that gives you
the notion that success is possible for you, too.
Representation matters, and we've got to get to a
point where the predictability of success isn't tied
to any part of our identity. "
But diverse employees want to know that the
concept is honored and celebrated rather than
thought of as a box to be checked or a quota to
be filled, Culbreath adds. " That's not what we're
getting at, " she says. " We want diversity to happen
organically, so we are looking at our processes and,
from a hiring perspective, casting a wider net for
talent [and] being intentional with our searches. "
Inclusion or creating an inclusive environment
helps employers not only attract but also support
and retain their talent, Culbreath says. " Employees
who feel included are happier employees. Happier
employees are more engaged and committed-and
less likely to leave. And who wouldn't be happy
when you can navigate spaces without having to


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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
Mobility - April 2021 - 10
Mobility - April 2021 - 11
Mobility - April 2021 - 12
Mobility - April 2021 - 13
Mobility - April 2021 - 14
Mobility - April 2021 - 15
Mobility - April 2021 - 16
Mobility - April 2021 - 17
Mobility - April 2021 - 18
Mobility - April 2021 - 19
Mobility - April 2021 - 20
Mobility - April 2021 - 21
Mobility - April 2021 - 22
Mobility - April 2021 - 23
Mobility - April 2021 - 24
Mobility - April 2021 - 25
Mobility - April 2021 - 26
Mobility - April 2021 - 27
Mobility - April 2021 - 28
Mobility - April 2021 - 29
Mobility - April 2021 - 30
Mobility - April 2021 - 31
Mobility - April 2021 - 32
Mobility - April 2021 - 33
Mobility - April 2021 - 34
Mobility - April 2021 - 35
Mobility - April 2021 - 36
Mobility - April 2021 - 37
Mobility - April 2021 - 38
Mobility - April 2021 - 39
Mobility - April 2021 - 40
Mobility - April 2021 - 41
Mobility - April 2021 - 42
Mobility - April 2021 - 43
Mobility - April 2021 - 44
Mobility - April 2021 - 45
Mobility - April 2021 - 46
Mobility - April 2021 - 47
Mobility - April 2021 - 48
Mobility - April 2021 - 49
Mobility - April 2021 - 50
Mobility - April 2021 - 51
Mobility - April 2021 - 52
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