US FOCUS


Embracing diversity Diversity is playing a key role in the run-up to the US election, as Laurette Bennhold-Samaan explains. “According to the Pew Research


Center, the US voters this year will be the country’s most racially and ethnically diverse ever. Nearly one in three of those eligible to vote will be Hispanic, black, Asian, or from another racial or ethnic minority, up from 29 per cent in 2012. “Much of this change is due to strong


growth among Hispanic eligible voters, in particular US-born youth. “The US is accustomed to diversity, as


currently most expatriate assignments globally are to the US. If a president is elected who embraces less diversity, we may perhaps see a decline of interested expat talent wanting to take on US assignments. “Even with the potential for the


f irst woman president and the voter population being more diverse, there is an ever-growing need to better understand our own lens of culture – how we view each other and the world – in order to live and work together effectively.” Commenting


on the historical


significance of Hillary Clinton’s nomination for the presidency, Peggy Smith says, “There is synchronicity with this timing that may or may not be coincidental when we look at what’s happening in the corporate arena. “Diversity and inclusion are pivotal for many companies


points these


days; it’s well documented that those companies that successfully incorporate these two elements in their strategies outperform those that don’t. “We


are increasingly more


transparent, so gender and pay equality are scrutinised more closely. And just as organisations need to integrate systemic practices to build a female talent pipeline, so does our government.” However, with women comprising


only 20 per cent of today’s international assignees, it’s clear that gender equality still has some way to go. Currently based in TheMIGroup’s


London office, global account manager Tina Abdulla is herself an expat. She understands the challenges and lack of expatriate assignment opportunities women often face. Referring to the recent PWC report


Modern Mobility: Moving Women with Purpose, Ms Abdulla says, “You are faced


with companies that want to have top talent employees and want to be globally strategic, but they may not actually be utilising their full potential. “The 71 per cent of women who want


to go on global assignments could be some of the company’s top talent or future global leaders, but companies are not tapping into that talent pool, which is a key strategy when looking at global mobility and demographics.” Tina Abdulla adds, “Perhaps the most


compelling case for companies seeking to engage their female employees in their mobility programmes is the PWC f inding that 64 per cent of women indicate that international assignment opportunities are critical for an employer


to attract and retain them. “With the ongoing war for talent,


this information becomes invaluable for HR and mobility teams.”


Brexit implications Where Brexit is concerned, the picture is complex and uncertain, particularly because there is no precedent for the UK government to follow in its forthcoming negotiations, since no country has ever before left the EU. David Everhart, president of Aperian


Global, is based in London. “It is still unclear what the full impact of Brexit will be to US companies invested in the UK,” he says. “Some US-based firms, mostly financial services companies,


28 | Re:locate | Autumn 2016


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60  |  Page 61  |  Page 62  |  Page 63  |  Page 64  |  Page 65  |  Page 66  |  Page 67  |  Page 68