The focus on equality is shifting in emphasis to that of the pursuit of equity alongside diversity and inclusion.
This factsheet address the key issues to consider.
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Diversity refers to characteristics that differentiate individuals and groups from each other.
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Women comprise around one-third of international assignees. Given that diversity is advantageous for organisations and assignments provide capability building and career opportunities for employees, it is disappointing that women’s participation remains lower than men’s.
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Racial and ethnic diversity is considered a key contributor to organisational success.
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Legislation and social policy are in place to support disabled people’s employment.
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Sexual orientation covers a range of non heterosexuals.
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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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Assisted by legislation and a changing social climate, women’s representation in management is being translated into senior leadership roles but womenstillremainunder- represented within board positions.
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Sexual minorities include lesbian, gay, bisexual, transgender, intersex, queer/questioning, and asexual (LGBTIQA+) individuals. Supporting
LGBTIQA+ within global mobility is an indicator of effective equality, diversity and inclusion policy and practice.
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Harnessing the Valuable Competencies of Talented Employees for Organisational Growth.
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When organisations select people to work internationally they must ensure that these individuals possess appropriate competencies if they are to fulfil assignment objectives.
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The selection of individuals to undertake senior job roles requires careful planning and clear criteria.
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