As we progress into a new decade, it’s becoming clear that businesses are increasingly striving towards increasing their international markets. Indeed, global mobility looks likely to become one of the key HR trends of 2020, with an ever-intensifying focus on transforming ordinary enterprises into worldwide institutions.
No longer are companies content to limit themselves to a single pool of consumers nor a single nationality of worker. Instead, they’re turning their gazes outward and allowing themselves to dip into an international labour pool while also growing their audience.
While global mobility is a trend in itself, we’re also seeing certain patterns emerging within this area specifically, from international commuting to AI and increased inclusivity, and because of this, it’s important for businesses who want to benefit from global mobility to have an understanding of these.
Driving change in 2020, it’s a good idea for businesses and business owners to familiarise themselves with these concepts and how they could advantage their companies as the world of commerce becomes ever more international.
While global mobility is a notion that all employers should be embracing and that many employees view in a favourable light, it’s important to understand the toll it can take on those it affects. Indeed, while many professionals appreciate the opportunity to travel around the world with work, priorities are shifting, and there is an increasing focus on the importance of family relationships and self-care too.
As a result, many employees are demonstrating a preference for shorter assignments – ones that allow them to safeguard their mental health, recharge their batteries, and spend more time with their loved ones.
This trend is particularly prevalent among younger millennials, who are now beginning to step into more senior corporate positions. Often children of divorce themselves, many have a more family-focused view than their predecessors, with a 2016 study indicating that millennial mothers spend almost an hour more a day with their children than the previous generation. Millennial fathers, too, are more family-oriented, spending roughly an hour a day with their children compared to only 16 minutes for baby boomer dads.
This means that not only will there be a trend for shorter assignments moving forward, but that those who commute internationally are likely to expect greater flexibility with regards to their working hours e.g. that they’ll show a preference toward a shorter working week that gives them more free time to spend with their loved ones.
Big data analytics and AI will enter the mainstream
Another big trend that’s likely to emerge is the increasing use of disruptive technologies such as AI and big data analytics. While these have made headlines for the last few years now, it’s almost inevitable that they’ll soon become the norm in the global mobility sector.
Experts suggest that global mobility professionals will begin using them as a way of streamlining management processes and communicating with a workforce that will be scattered across the globe, in order to minimise the number of hours expended on admin tasks, compliance issues, and so on.
An increased emphasis on diversity and inclusivity
In keeping with the theme of making their businesses more internationally minded, it’s also assumed that a greater emphasis will be placed on inclusivity and diversity – a seemingly natural but nonetheless positive consequence of dipping into a global talent pool.
While there has been a move toward this for many years, it’s argued that the concept is currently celebrated more in theory than in practice – something that’s likely to change as we move forward into 2020 and beyond.
Interestingly, studies have indicated that not only do increased inclusivity and diversity reap social benefits, but that they’re a business-savvy decision too. Indeed, research conducted in 2018 by Boston Consulting Group indicated that companies with a diverse leadership team not only recorded better business innovation results, but roughly 20 per cent more revenue than their more conservative counterparts.
With global mobility offering an opportunity to dip into a much-more diverse talent pool, this is a perfect time for employers to embrace this concept and marry increased global mobility with a more representative and – according to research – successful workforce.
Isn’t it time you considered how to implement these trends in your business? With a new decade on the horizon and everything to strive toward, there has never been a better time to embrace such changes.
As an inclusive country, the UK is a low-risk country for the majority of its workforce, a similar experience echoed in other LGBT-friendly locations such as America, Brazil and South Africa. But for employees in different areas around the globe, or those on international assignments to countries overseas, the welcome may not be quite as warm as it would be in these lower-risk destinations. When it comes to supporting LGBT employees’ global mobility, there’s a lot to consider – and it’s vital to be in the know to ensure the ultimate safety of your staff wherever they are in the world.
Global mobility for LGBT individuals
For global organisations, the majority of placements and international assignments are created based on the merit of the individual employee; whether they’re a rockstar in their field or hold a particularly vital skillset, this is the first consideration of most worldwide firms. But when it comes to LGBT staff members, there’s a little more to consider. In fact, according to statistics provided by Stonewall, more than half of the total countries worldwide don’t offer any form of protection against discrimination for LGBT individuals, and in some of these countries, sexual acts with those of the same gender may even be illegal under the law.
As such, there is more to consider than simply the individual’s skill set when considering their placement in a country abroad. International human resources are a must to ensure global diversity can remain as effective as possible within businesses. This means providing the support and tools for LGBT staff members to take the same opportunities as all other team members, leading to:
- The development and retaining of effective and talented LGBT staff members
- The improvement of the organsiation’s global reputation in regard to LGBT rights
- Compliance with LGBT discrimination laws across all countries, from the UK and beyond
Issues facing LGBT global mobility
For LGBT individuals, the act of working abroad can be a difficult one, especially when it comes to the various barriers they can face in the workplace as a result of the location in which they have been posted. These barriers can include anything from a lack of rights and protection, all the way through to the restriction of rights or even criminalisation in the most extreme cases. It’s vital that businesses are educated on the LGBT laws and barriers of a country before deciding upon sending an individual to a country that may be unsafe for them.
In countries such as Hong Kong, Russia and Middle Eastern locations, the challenges faced by LGBT employees may be far more significant. In contrast to more LGBT-friendly destinations, the majority of companies within the countries stated do not recognise the rights of individuals who are gay, lesbian, bisexual and transsexual. However, these concepts may apply to locally-run businesses, but that does not necessarily mean that global companies should carry those same discriminatory policies or laws.
Using global diversity to your business’ advantage
With many multinational companies openly leading the way when it goes to changing the laws and behaviours surrounding LGBT culture in anti-LGBT locations, the ability for LGBT employees to reach their full potential is easier than ever, promoting global diversity as a positive element of your business practices. Ensuring you allow your LGBT employees to reach their full potential is a must to ensure your business can reach its full potential too.
Technology is unquestionably changing the modern marketplace for corporations and businesses when it comes to moving their employees or teams to branches in different countries. With many trends maximising the efficiency of mobility professionals, 2020 is rapidly shaping up to be a landmark year for managers looking to optimise their workforce and put their effort and energy where it truly matters.
So, what elements maximise the global mobility of the modern workforce and why are they so effective?
Talent sourcing platforms allow businesses to deploy analytics that can help earmark and identify the best candidate for any job. This can be as simple as finding employees that speak multiple languages, possess key performance criteria, or have worked on similar projects and can add value to work in a different region. If employees aren’t quite hitting the mark, these programs can help break down the skillset for the role into concrete keywords; letting you review your internal staff database or recruitment pool for potential quality hires or transfers when it comes to managing your international human resources.
Blockchain’s ability to store employee and team data can empower you to review that information more holistically and effectively. Transferring data between departments or countries can result in a segmented view of information and an inability to ‘see the big picture’. Choosing to securely store key data through global blockchain technologies means that businesses are provided with a concrete history of all transactions and interactions and allows the data to be updated from a single point of contact. This cuts down the fuss that comes from teams accessing data and the disruption that can stem from international relocation.
AI programs can take up some of the slack when it comes to handling employees looking for references from different international departments. Mobility managers can deploy chatbots to field questions from teams across the globe in many time zones and choose to personally respond if the assistant is unable to reach a satisfactory conclusion. Many artificial intelligence programs can help employees by providing answers to common problems, links to relevant knowledgebase information, or storing targeted queries and delivering them to their handlers. As the AI encounters more questions, it learns and improves; taking some of the strain off your mobility manager and providing 24/7 support to even the most over-stretched of teams. This way the system and its processes become more refined and more suitable to your unique business needs.
With VR and augmented reality programs on the rise, it has never been easier for individuals working in different geographic locations or time zones to be present for important meetings or data sharing. This can be as simple as holding a group conference call using a range of smart devices such as everyday laptops, phones, or tablets. Alternatively, using augmented reality elements on virtual platforms can allow your attendees to interact as if all your staff were in the same room together. They can also use virtual diagrams or pointers to visualise key projects, build decisions, or add value to the meeting in a way that would be impossible even if people were present in a shared physical space.
Current research into the reasons why assignments fail conclude that they often do due to family issues, and/or because of difficulties trying to integrate into the host society. When it comes to conducting research, organisations often focus on the effect the international move has on the assignee or their accompanying partner and often lacks the perspective of the child.
As someone who spent the majority of my early life and schooling years living in Spain, I wanted to cover a few points from my perspective as to what it was like growing up as an expat kid.
Where do you come from? Not an unusual question to ask someone the first time you meet them but, for global children, answering that question can be rather tricky. For me, it’s also not an easy one.
I would answer London if I chose the short answer, the longer version is that my parents moved between multiple areas in Spain and the UK over a period of 12 years, however I have lived most of my adult life in London and the Home Counties. The other common question I faced was, where do I consider my home to be – this was also a tricky question to answer. “Wherever I lay my hat” was my go to.
The unique life experience of having to move and regularly adapt to new environments has given me a strong sense of ambivalence as to where home was, where I belonged and a strong feeling of being different. Personally, I often feel closer to someone who has the same experiences as I do, regardless of nationality or cultural background, than I might do with someone from the same country as me.
A new understanding of the term “Home”
The concept of having a home is important to many people. There is a wide perception that if you don’t feel at home anywhere, then you must be rootless. For me, I don’t believe this necessarily applies. Instead, from my experience I see the home as something mobile, not a caravan or RV, but a something that is not linked to a specific geographical location. I find a home is a feeling more than a place and this feeling is mobile and recognisable. Home is where I feel at home and therefore, home can be in multiple locations.
The important role of an international school
Most of us probably remember our schools for lots of things – good and bad – but for me, as an expat child, school served as an important link in my life growing up. The support my schools provided in developing and encouraging extra-curricular activities and social networks was a huge bonus and made making friends an integral part of my experience.
My experience was by no means as turbulent as those expat kids that move between multiple locations globally. However, I believe the expat experience truly opens up a multitude of possibilities and exposure to different cultures which promotes an open-mind and the ability to see the world in many different ways.
If my story resonates with you I would be delighted to hear about your personal experience.