Mobility - June 2020 - 36

Although the number of women assignees is still
exceptionally low, a shift may be coming, with factors
such as younger generations and more women
entering the workforce daily, along with changes
in the ages at which women are having children.

It's hard to label these types of benefits as being
merely to entice women to relocate: What about
single women or single dads? Or women moving
with kids or men moving on their own with kids?
That is where the shift toward both diversity and
inclusion has come into play.
"I've struggled with this, personally," says
Cornell. "I don't feel it's up to the mobility policy
to stipulate within its standard support-here we
are calling out this one group of many diverse
groups, and this is how we are going to support
them. In a way, it can actually work against what
your organization is trying to do in terms of
diversity. Singling out one category-such as gender-doesn't necessarily help you. ... You could be
enticing women to relocate, but you could be isolating other groups. For example, you could entice
a woman with a family, but it could work against
you if you have a single woman who doesn't have
children or a husband, where they now feel they
aren't being included or considered."
Avery Dennison's Lam agrees: "From the company
as a whole, I am hearing more about the importance
of inclusion these days. I think gender diversity was
something people talked about a few years back."
Georgia Gordon-Martin, head of North America
benefits and head of global mobility at Chemours,
shares that they don't necessarily have a challenge
attracting women to go on assignment, which may
reflect their broader objective of selecting their talent

36 Mobility | June 2020

based on merit for the position, rather than their
gender, marital status, or family size.
"We want the best talent, regardless of gender, so
when we approach mobility discussions within the
business, we certainly don't encourage gender-type
conversations; it's more about the business determining whether or not an individual is appropriate for
the role," says Gordon-Martin.
Walmart Canada's Douglas agrees. "Walmart is
focused on selecting the best talent overall. ... We look
at everything; we look at the entire picture," she says.
LOOKING INTO THE FUTURE OF MOBILITY
Although the number of women assignees is still
exceptionally low, a shift may be coming, with factors
such as younger generations and more women entering the workforce daily, along with changes in the
ages at which women are having children.
"We are in an ever-changing world. ... We don't
want to take 10 steps back and look into the 1930s,
1940s, and 1950s, where women played very minimal
roles in the workforce and huge roles in the household. We now want to look forward ... where women
are trying to balance both work and life-developing careers and being the mom and the wife," says
Chemours' Gordon-Martin.
Lam foresees younger generations better balancing gender diversity. "They can just go, pick up their
backpack, and say, 'I'm ready to go.' They are always
looking for changes and are really keen on getting new



Mobility - June 2020

Table of Contents for the Digital Edition of Mobility - June 2020

Mobility - June 2020 - Cover1
Mobility - June 2020 - Cover2
Mobility - June 2020 - 1
Mobility - June 2020 - 2
Mobility - June 2020 - 3
Mobility - June 2020 - 4
Mobility - June 2020 - 5
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Mobility - June 2020 - Cover3
Mobility - June 2020 - Cover4
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