Articles and news

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

Health complications are a major reason why global assignments fail. Why don't more companies conduct pre-assignment screenings?

Balancing flexible assignments with duty-of-care obligations is a complex yet vital undertaking. Here are some tips and pointers for accomplishing this task.

If you’re overseeing international assignments in Latin America, Asia, or Europe, you must understand how contrasting cultures and laws can impact policies.

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.

Our series on how mobility professionals are responding to new challenges starts with a discussion of how the future of mobility will require more agility, adaption, and ongoing learning.

How flexible can a company be without jeopardizing the consistency of its mobility program? Let's take a quick look at the possibilities.

Implementing a segmented mobility policy can increase the effectiveness of a mobility program, but a segmentation approach needs to be aligned with business objectives and avoid unnecessary complexities.

Here are four simple steps for revisiting expatriate compensation approaches to align them with a more comprehensive vision of talent mobility.

A new batch of acronyms and corporate concepts tells us about current global trends, companies’ concerns, and how talent mobility is evolving.

Video consultation with doctors can save time and money, and a globally mobile workforce stands to benefit especially from this technology.

Copenhagen enjoys a high quality of living. In this interview, its mayor shares his insights on the city's success.

Manage assignment compensation, overcome talent mobility barriers, take mobility trends into account, and more.

Things we can learn from mobility professionals who successfully reinvented themselves and their mobility function to become strategic HR partners.

Organizations will soon not only have to train or hire talent, but also borrow it, as the gig economy comes to mobility.

Most companies use local life insurers for international assignees, but there may be problems with this approach. Let's examine the risks.

Here you'll find tips on how to identify and provide the right global mobility solutions to address the latest complex trends in talent management.

Despite strategic importance, global mobility programs are not exempt from the drive to cut costs. Here are tips for defending the cost and containing it.

Action points to help companies make genuine progress on key mobility policies and strategies and achieve lasting program benefits.

Lisa Emami is the CTO of Averda, an environmental services provider with some unique employee assignment models.

Professor Dr. Benjamin Bader of the Leuphana University of Lüneburg discusses his research, including hardship locations, diversity, and digitalization.

Vienna mayor Michael Häupl discusses the city’s accomplishments and challenges and key decisions he has made.

From targeting specific talent groups to managing their mobility brand, here are tips from companies that excel at managing their global talent pool.

Despite the relative stability of most locations, there are notable instances of cities climbing the ranking in the past two decades.

Quality of living data and reports are valuable tools for global HR professionals and municipalities. Learn all about their benefits here.

Executive Director of the Centre for Liveable Cities discusses how Singapore came to have one of the highest living standards in the world.

To help with your global employee relocations, follow these steps to optimize the RFPs you send to relocation management companies.

Recent US tax reform has brought changes for mobility programs. We discuss them here, plus results from our survey of corporate response.

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

Managing a globally mobile workforce means juggling compensation approaches and segmenting mobility policies. Here are the key areas to focus on.