July 23rd, 2018

Diversity in Mobility


Mercedes Naficy D’Angelo - Cultural Awareness International, Inc.

Forward-thinking companies are incorporating Diversity and Inclusion initiatives into their global mobility programs wherever possible, and where restricted by law, are creating solutions that help LGBT employees seek out and accept international assignments as part of their career journey. Through the efforts of strong leaders, these companies are implementing inclusive solutions to foster the success of all international assignees, by considering the individual support needed by all candidates.

Above and beyond the challenges to promoting a more inclusive corporate culture, the current global regulatory environment is dynamic and increasingly complex.  Research suggests that Diversity and Inclusion (D&I) leaders, HR practitioners, not to mention members of the LGBT community, can easily become overwhelmed by the complexity of the legal and regulatory landscape across scores of jurisdictions. In addition, they must navigate and manage different cultural and corporate environments across all the geographies any given company operates in or is planning on expanding into. Depending on the country, regulations span so many areas of an employee’s life –from recognition of same sex partnerships or marriage to definition of dependent children, adoption to protection from workplace harassment, discrimination protections, and parity of benefits. These concerns are compounded when employee development includes global assignment as a desired career trajectory.

How does one align mobility with D&I initiatives to best to support the recruitment, deployment and retention of LGBT assignee? How can global mobility enable their top talent who may be LGBT overcome the barriers to accepting international assignments? The panel addressed these questions from a policy, legal, cultural and personal perspective. Without a doubt, supporting LGBT transferees requires additional considerations for Global Mobility to spearhead, not only to ensure compliance, and safety, but also to ensure adaptation and workplace success. A holistic approach, one that considers a myriad of issues, is the only way to ensure that opportunities exist for this unique population, and that they receive the support necessary for assignment and business success.



Mercedes Naficy D’Angelo - Cultural Awareness International, Inc.

Tim Dwyer - SCI

Laura Levenson - Weichert

Ana Garicano - Sagardoy

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