Mobility - April 2021 - 7

Perceptions

Take Care

want is just a little nurturing. I don't know an
industry that does that better than mobility.
Caring for our employees around the world
is at the core of what we do. And while this
imperative may sound " soft, " at the end of the
day, it's those positive employee experiences
that help deliver our business goals.
Still, expatriate failures do occur, often at
rates higher than we would like. Research finds
that failure rates can vary widely, from 10% to
50%, depending on the industry and the destination, with failure occurring either overseas
due to culture shock or upon reintegration if
repatriation isn't taken seriously.
But here's where experts also find that
positive employee experiences drive a clear
difference when they are integrated into an
employee's life cycle, from recruitment to
retirement and everything in between.
Technology holds a key part in this cycle,
enabling companies to offer a greater array
of personalization and customization of
benefits and other supports. Yet personal,
human interactions remain important. As
Netflix's Robert Brezosky explains in our
cover story (see " Employee Experience,
From the Corporate Side, " page 22): " We
are fully aware of the need for technology

Lynn Shotwell, GMS
President & CEO
Worldwide ERCĀ®

7
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After a year like 2020, what many of us

to be enabled by mobility professionals with subject-matter
specialization, passion for the work, and a natural ability to
support employees and families with empathy. "
That empathy leads us to another essential aspect of
employee experience: the sense of belonging and inclusion.
Most expatriates are white and male, say experts at Loyola
University in " The Why and the How, " page 28, but multinational companies " need to ensure that their decisions embrace
and reflect the diverse global marketplace and are representative
of their populations. " In order to do so, we must be genuine in
how we hire and support diverse candidates: " It used to be a
bullet point you put on your webpage, but now companies are
actively looking to move the needle demonstrably, " says IBM's
Victoria Pelletier, in " Inclusivity Inc., " page 40. " And not just in
terms of diversity, but more so in inclusiveness. "
While inclusiveness may feel like a challenge during this
age of remote and hybrid work, the first step is intentionality,
says Graebel's Valencia Culbreath in " The ABCs of DE&I, "
page 34. Rethinking interactions and slowing down to ponder
how to connect with people we don't see every day " gives us
a wonderful opportunity to do better in the sense of diversity,
equity, and inclusion, " Culbreath says. " Who's sitting alone in
a one-bedroom apartment? Who's helping their 5-year-old do
kindergarten online? ... We need to take advantage of regular
check-ins to stay connected and be supportive. "
DE&I also matters among our own global mobility
professionals. To that end, Worldwide ERCĀ® has gathered its
Inclusion, Diversity & Equity in Action task force, a volunteer
group that will focus on helping us develop content so you can
better ensure diversity within your own organizations.
Today, as COVID-19 vaccinations become more widespread, we're anticipating tremendous shifts and movement
in talent as employees look both for meaningful jobs and
employers that allow them to bring their whole selves to
work. We are where work is going-and there's no better
time than now to prioritize what we do best: nurture and
care for our employees.


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
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Mobility - April 2021 - 50
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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