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blogs / 17 AUG 2021

Diversity, Equity, & Inclusion: Implications for Global Mobility

Cindy Madden

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Diversity, Equity, & Inclusion

For more information on DE&I in the workplace and best practices, be sure to read our comprehensive report.

Growing in significance around the world and across industries, diversity, equity, and inclusion (DE&I) play a strategic and tactical role in organizations. In order to better understand the implications of DE&I on global mobility and develop best practices in an ever-evolving work environment, Cartus recently conducted a pulse survey of more than 50 companies worldwide on the topic of DE&I.

We are grateful for the global mobility professionals who contributed their time and experience on topics including: 

  • Supporting employee inclusion

  • Leveraging new skills post-assignment

  • Incorporating DE&I principles into policy review

  • Providing coaching support for assignees

  • Duty of care and the LGBTQ+ community

Although DE&I is increasingly influencing organizations, we have found that global mobility teams are not yet taking broad action to improve at the program and policy level. According to the pulse survey, only 19% of respondents felt their global mobility/relocation program is “very connected” to their organization’s overall DE&I and/or talent acquisition strategy. Of those who felt “somewhat connected” or “not connected,” 60% did indicate they plan to better align their global mobility program with organizational DE&I objectives within the next two years. 

Our pulse survey results take a deep look into questions such as: 

  • How does tracking diversity data related to relocation and/or global mobility populations benefit an organization?

  • What type of support do organizations provide to network, connect, and otherwise facilitate the inclusion of relocated employees?

  • When and where should nondiscriminatory or 

    more inclusive language be used across mobility policies and programs?

  • How are organizations equipping relocating employees (and their families) to thrive within the diverse cultural and linguistic environments they encounter on assignment–and, in turn, how are they  leveraging the global experiences, skills, and a more inclusive mindset of returning employees?

While the pulse survey results largely represent a U.S.-headquartered perspective, there were many implications to consider, and we will be conducting a deep dive into regional nuances in the coming months. 

This blog post was co-authored by Karen Menendez, Global Director, Cartus Intercultural & Language Solutions, and Alex Harris, VP International Client Services.

Head shot of Blog Author Cindy Madden

Cindy Madden

Cindy Madden is Director of the Cartus Consulting Solutions practice, which supports clients and prospects in the areas of Global Policy and Program Design, Group Moves, Destination Location Research, and the development of customized mobility websites. Cindy has more than 25 years’ experience in the relocation industry in a variety of roles, including account management and sales