Articles and news

How can mobility support the organization’s initiatives for improved diversity, equity, and inclusion?

Our latest survey shows limited progress on diversity in the globally mobile workforce, but can it withstand the economic fallout of the pandemic?

Here are six ways in which the COVID-19 pandemic has amplified the need for companies to step up their diversity and inclusion efforts.

Cultural differences and biases can be barriers to success for any type of assignment. Let's look at the main issues and methods for overcoming them.

Highly mobile employees can face many forms of stress. How can you design a support program, get support from managment, and engage the assignees themselves?

Ageism is the last diversity frontier. Don't let it put a break on growth and thriving workforces. By adapting mobility polices and changing mindsets, organizations can truly benefit from the silver revolution.

Moving talent between jobs and geographies plays a key role in fostering diversity and inclusion, and mobility management teams should be at the forefront in the fight to tackle this issues – as long as the mobility and diversity teams collaborate.

Solving a problem like diversity is not just about reaffirming principles. From a practical perspective it is about building a strong and diverse international talent pipeline.

Only 14% of employees on international assignment are women. Overcome key barriers to gender parity and unlock the full potential of your global workforce.

Having a diverse workforce gives you more insights into LGBT-, gender-, and age-related issues. Learn to manage your diverse workforce in non-diverse locations.

The gender imbalance in international assignments poses a challenge for strategic talent management, but we can start to change it now.

As the Innovation Leader of Mercer's EuroPac region, Yvonne Sonsino advises companies on strategic succession planning and the perils of ignoring ageing workforce issues.

Are current mobility policies and practices helping to place more women and minorities in the international workforce, or are they part of the problem?

Christopher Minett, a co-founder of The Positive Ageing Company, discusses the implications of an ageing workforce and how it affects employers globally.

Women compose far less than 50% of the expatriate workforce. Gender parity is both a moral imperative and a strategic opportunity. We can achieve it.

Companies are making progress on the road to diversity, but assignments to some locations pose challenges. Learn the issues and how to overcome them.

Older professionals are a talent pool multinationals would be wise to leverage to meet their critical skills needs. Flexible mobility policies are the key.

Highlights how global mobility professionals can help find the best candidate for positions, regardless of age, gender, and sexual orientation.

Successful organizations know how to leverage diversity to create a unified and inclusive global culture.