Embracing inclusivity in global mobility allows companies to tap into a broader talent pool, which not only enhances diversity within a company, but also brings an assortment of perspectives and innovation to the organization. Mobility policies successful in incorporating these principles provide flexible support that acknowledges the individual needs of the employee and family. Inclusive policies offer relocation packages that support diverse family structures, including same-sex couples, single parents, or multigenerational households. They may also include support for dual-career couples, assistance with unique community needs, or access to specialized education services.

When evaluating a relocation program through the lens of inclusive principles, Cornerstone recommends companies consider the following:

Alignment between Company DEI Principles and Mobility Programs

When evaluating or redesigning mobility programs for improved inclusivity, begin by ensuring that relocation opportunities provided by your company align with its DEI principles. Relocation programs that are accessible to all qualified candidates promote fairness, equity, and inclusivity. Understand what obstacles may prevent your key talent from accepting a relocation or assignment to ensure your program has flexibility to address individual needs. Policy information should also be visible and transparent to candidates. A candidate may disqualify themselves from an opportunity simply based on their perception of a potential challenge without understanding the support available to them. While the company may not be able to address every issue, solutions may be available that the candidate hasn’t considered.

Ensure hiring managers are familiar with relocation or assignment policies and processes so they can discuss available support with qualified potential candidates regardless of the candidate’s background or personal needs. Regular training and education of hiring managers can help address and counter unconscious bias in hiring decisions, especially when global mobility is on the table.

Inclusive Language

Inclusive language in company communications helps promote equality and reduces gender bias. Review the language used within mobility program documentation and determine whether it’s gender neutral. To promote inclusivity, replace gender-specific pronouns with gender-neutral pronouns, such as "they / their".

Ensure that relocation policies recognize domestic partnerships, whether same or opposite sex, where possible. Avoid language that assumes that family begins with a traditional married opposite sex couple. Many companies now use “spouse / partner” in recognition of non-married but committed relationships. It’s also important to avoid negative terminology such as “trailing” spouse/partner and instead refer to the “accompanying” spouse / partner.

Similarly, those relocating with a family size of one may not refer to themselves as single. They could be separated, widowed, divorced, etc. Often, the policy’s structure benefits based on the employee being single or married. Consider using terms like unaccompanied, employee plus one, etc. instead of single or married.

Recognition of Diverse Family Structures

Mobility programs should also recognize that there may be other adults in a household that are dependent upon the employee beyond the spouse / partner. This could be a parent or other relative living with the employee or an adult child with impairments. Consider including all household members dependent upon the employee in program coverage. If cost or age limitations apply to specific benefits, clearly state the limitations in policy documentation to help set employee expectations. Employees or their partners with shared custody of children may require additional flexibility, especially when considering temporary assignments. Examples of inclusive benefits are additional home leaves, or trips for dependent children remaining at home to travel to the host location. Again, cost or age limitations can apply.

In addition, recognize that unaccompanied employees or those in one-adult households do not have the same support that an employee with a partner / spouse may have. Consider offering accompaniment of another person during home finding or flexibility for relocation-related tasks, such as paid time off to coordinate with movers or real estate agents.

Recognizing diverse family structures and providing accessible and flexible benefits can make it easier for employees to accept a relocation or assignment. 

Family Transition Assistance

Family challenges can have a significant impact on an individual’s willingness to accept a relocation opportunity. Families may need to find childcare, household help, or children may have special education needs. The ability of a spouse / partner or other family member to work in the new location may change due to a relocation or assignment. They may need to find a new role, get licensing transferred, or find volunteer / community opportunities. For those moving to a new country, family members may be prohibited from working and may look for ways to preserve their skills or look for other networking opportunities.

Offering comprehensive family transition assistance that supports and guides employees and their families in adjusting to their new location can broaden the talent pipeline for an organization. This support could be a cash allowance or through providers that offer services such as career transition support, education consultation, and destination services.

Additional Considerations:

Equity between Renters and Homeowners: Address disparities in homeownership by offering equitable benefits to both renters and homeowners. For example, eliminate distinctions between renter and homeowner categories in your Miscellaneous Expense Allowance (MEA) benefit to provide fair assistance regardless of housing status.

Home Purchase Benefits for Renters: When applicable, consider extending new home purchase benefits to renters as well as homeowners to help bridge the homeownership gap, particularly for employees facing financial barriers to homeownership.

Domestic Partners in International Locations: In regions where the host country does not recognize domestic or same-sex partnerships, provide alternative solutions such as split assignment benefits. This may involve allowing the partner (and family if applicable) to reside in a nearby country that is more tolerant, allowing more frequent travel between locations to maintain family connections.

Flexibility for Home Leave: Offer more frequent home leave for employees whose partners or families remain at their home location, allowing them to maintain family ties, which can help support their mental/emotional well-being.

Security Briefings and Cultural Resources: Prioritize employee safety by providing comprehensive security, cultural training, and resources to help ensure the well-being of employees and their families in unfamiliar cultures or potentially risky environments.

By fostering diverse and inclusive work environments, companies not only enhance innovation but also build stronger, more resilient teams capable of navigating the complexities of the global market. Incorporating inclusivity principles into global mobility further contributes to culture and enriches the talent pool, increases employee engagement, provides a better employee experience, and ultimately improving talent retention and organizational success.