Diverse Approaches to International Mobility in Talent Management.
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Intersectionality highlights the effects of the interplay between an individual’s different identity characteristics and how these result in equality, diversity and inclusion outcomes.
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Excellent leadership is essential for good governance. It is important to use the best leadership approach to achieve organisational success and thereby improve ESG (environmental, social and governance) credentials.
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Cultural differences must be addressed for those settling permanently in the host location.
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Navigating Long-Term International Assignments Through Comprehensive Organizational Policies
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Access to networks, mentors and role models can play a significant role.
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All organisations have their own unique qualities that distinguish them from others.
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Diversity refers to characteristics that differentiate individuals and groups from each other.
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Organisations are increasingly developing international assignment policies that set out the terms and conditions that apply to employees and their families undertaking transfers to an international destination when there is no intention to return home.
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Dual careers are known to present a barrier to international mobility.
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Remote work, hybrid working and virtual assignments have become major areas of importance within global mobility. This has led to the need for policy design by global mobility profesionals.
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Racial and ethnic diversity is considered a key contributor to organisational success.
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