EMPLOYER RISKS of MOBILE TALENT
HR and Mobility managers are not always directly responsible for all compliance and risk management issues, but they are in a unique position to act as expert advisers and educate the business about potential problems in an internal context, coordinate activities, and anticipate issues.
Furthermore, they are on the front line when it comes to assessing the risks of losing mobile talent. The increasing involvement of mobility managers in major business issues lead to questions about the responsibilities and purview of the talent mobility function.
It opens up more opportunities for talent mobility team to play a more strategic role in the organization and get recognized for that.
Memo from GLOBALHRnews: Info provided by MERCER.
Learn much more, read the full story, click here
UNDERSTANDING RISK… TALENT DIVERSITY
not all expatriates are equal when facing risks or, more precisely, risks might be different for various assignee groups
Assignees can be the target of discrimination because of their nationality, ethnicity, religion, social class, gender, sexual orientation, disability, or age. This is further complicated by the fact that some minorities are invisible.
Family members of the expatriates themselves can also be the target of discriminations. These issues could be easily overlooked by the company unless they are flagged by the assignees themselves.
An accurate assessment of the degree of discrimination for all assignee groups in each location is needed.
A difference should be made between objective barriers (legal or widespread problems) and subjective perception or prejudices that can addressed through training and communication. Whenever possible prejudices should be fought, but it is important to recognize objective difficulties.
The assessment of objective hardship levels is important to differentiate real barriers to mobility from simple preference or convenience matters.
Compliance and legal teams should be involved in the process for the most problematic locations.
Memo from GLOBALHRnews: Info provided by MERCER. Learn much more, read the full story, click here