{"id":17073,"date":"2025-12-02T12:08:11","date_gmt":"2025-12-02T12:08:11","guid":{"rendered":"https:\/\/tst.wordpress.realogydev.com\/cartus\/uncategorized\/global-mobility-is-dei-gold\/"},"modified":"2025-12-03T10:52:03","modified_gmt":"2025-12-03T10:52:03","slug":"global-mobility-is-dei-gold","status":"publish","type":"post","link":"https:\/\/tst.wordpress.realogydev.com\/cartus\/insights\/blog\/global-mobility-is-dei-gold\/","title":{"rendered":"make your organization more inclusive with global mobility & DEI"},"content":{"rendered":"","protected":false},"excerpt":{"rendered":"","protected":false},"author":26,"featured_media":17074,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"wds_primary_category":0,"footnotes":""},"categories":[23,179],"tags":[70,71,72,271,73,180],"class_list":["post-17073","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-diversty-equity-inclusion","tag-dei","tag-diversity","tag-equity","tag-ils","tag-inclusion","tag-intercultural"],"acf":{"blog_type":"Long Blog","category_type":"blogs","dont_display_published_date_in_blog_landing_tile":false,"hero_image":17075,"story_section_topic":"","story_section_description":"","rich_text_content1":"Imagine that your organisation could invest in Diversity, Equity, and Inclusion (DEI) by sending significant numbers of employees each year on immersive cultural experiences, living and working in other countries. \r\n\r\nIf your organisation has a Global Mobility programme, then this DEI dream is already coming true. But does your team have the right framework for leveraging it?\r\n\r\n\r\n\r\nIn our 2022 DEI and Global Mobility Pulse Survey Report<\/a>, 99% of respondents said DEI is a priority for their organisation yet only 66% consider their Global Mobility programs to be \u201cvery connected\u201d (14%) or even \u201csomewhat connected\u201d (52%) to DEI strategy.\r\n\r\nAre you excited to close this gap, and leverage international assignments to promote equity and inclusion? If you said \u201cyes,\u201d here are five ways DEI and Global Mobility can work together<\/strong> to make your organisation more inclusive: \r\n\r\n","rich_text_content2":"

1. align global mobility with DEI<\/h2>A first step for many will be to collect data on your current Global Mobility programme. How inclusive is it? Is diversity represented within your pool of assignees across gender, ability, ethnicity, sexual orientation and family structure? How are candidates identified and selected? Our pulse survey revealed that less than a third of organisations provide support such as unconscious bias and DEI training to selection managers, suggesting opportunity to make Global Mobility more inclusive. \r\n\r\n

2. ensure language and intercultural support are core benefits for assignees and their families<\/h2>\r\n\r\n

\u201cI was sceptical\u2026 given prior extensive travel,\u201d wrote one assignee recently about their Cartus intercultural coaching, \u201cbut I learned way more than I thought.\u201d<\/i><\/p>

\u201cI initially thought \u2018why do I need to do this?\u2019\u201d wrote an assignee partner who moved from the US to the UK, \u201cbut after completing the training, it has created a huge awareness and appreciation in me for other cultures.\u201d<\/i><\/p><\/blockquote>\r\n\r\nWe continually hear from assignees and their families that they didn\u2019t realise the importance of language and cultural coaching until they experienced the value firsthand in their assignments. Placing language and intercultural support in a flex category sends a message that it is discretionary, when in reality, every global assignee will benefit both personally and professionally from cultural and communication coaching. It is also an opportunity for your organisation to demonstrate commitment to building equity and inclusive leadership. In fact, our pulse survey<\/a> found that companies with a strong link between their Global Mobility programme and DEI objectives are often companies that also make cultural and language support a requirement for assignees. \r\n\r\n

3. look at DEI from the assignee\u2019s perspective <\/h2>An international experience brings value on many levels, including personal development, cultural awareness (of your own and new cultures), expanded perspectives and ultimately, gaining a global mindset. Consider that global assignees are also in a unique position to observe business culture, processes and behaviors in multiple locations within the same organisation. This can illuminate best practices and some inequities that are not otherwise visible. Create a forum to discuss the experience, ensuring a safe space to debrief key personal and professional learnings during and after the assignment \u2013 and consider adding DEI topics to the discussion framework. \r\n\r\n","title":"","sub_title":"","sub_text":"","display_primary_cta":true,"label_for_primary_cta":"","download_pdf_or_link":false,"download_pdf":"","download_link":"","primary_video_or_image":false,"primary_image":17076,"primary_video":{"video_title":"","video_type":"youtube","video_id":""},"rich_text_content3":"

4. invest in repatriation coaching<\/h2>Adjusting to a new culture and way of life requires a reinvention of the self, and after so many changes, \u201chome\u201d may not feel like home anymore. Repatriation coaching is critical for empowering assignees to understand and articulate what they have learned and the new skills they have developed, so that they can bring this value into their next role within your organisation. \r\n\r\nRepatriation coaching also enables assignees and their families to reflect on what the assignment experience meant to them, how they grew and changed and how to continue to thrive beyond their assignment. Providing post-assignment support also reinforces your engagement and retention strategies by showing assignees how much their international experience and growth are valued. Yet 74% of companies surveyed do not have any repatriation support in place post-assignment, suggesting ROI left on the table and vulnerability to talent attrition.\r\n\r\n

5. leverage global mobility resources to support DEI initiatives<\/h2>In today\u2019s workforce, 84% of employees work on global teams; of this group, 86% connect with their teams at least weekly.1 This means at least 86% of the global workforce are connecting regularly, across cultures and potentially in a non-native language and would therefore benefit from intercultural and language support. Global Mobility has access to language and intercultural learning tools and resources that your DEI team can also leverage. Investing proactively in cultural awareness and communication skills across the organisation will not only increase the return on your overall talent investment, it will help tackle linguistic and cultural barriers throughout. Consider working with Learning & Development, HR and Talent Development to identify those who will benefit from intercultural and language coaching. \r\n\r\n

find out more!<\/h2>For more insights on how Global Mobility and DEI support each other, check out these resources:\r\n\r\n