FLYING THE FLAG for LGBTQ+ expatriates
Global mobility, perhaps more than most other HR domains, is at the forefront of pioneering ways to best manage assignments for people who identify as LGBTQ+. A new white paper from Weichert examines the trends and was discussed in a panel session at September’s Canadian Employee Relocation Council (CERC) annual conference in Niagara Falls, says Ruth Holmes.
I
nclusion and diversity is a hot topic and here to stay. For people in charge of managing and providing support for international assignments, one aspect is ensuring people of all sexualities are supported best according to their needs. For global mobility more than any other function, this task includes
navigating relocation packages, as well as having an awareness of local laws, customs and immigration rules – all of which can complicate moves for LGBTQ+ people and their families.
KEEPING PACE WITH CHANGE Despite significant progress in recent decades across much of the world, there are still 72 countries where homosexuality is regarded as a crime. Included in this number are Russia, UAE, Pakistan and Malaysia. For a larger number of countries, gay rights are minimal if homosexuality is not a criminal act. Worryingly, findings from a Mercer Pulse survey show that almost
two-thirds (61 per cent) of organisations are not aware of the local and cultural environments or legal conditions for LGBT employees in all of the locations in which they operate. A further 73 per cent of cultural training offered to internationally mobile employees excludes information on LGBT considerations. These figures echo an earlier Mercer study cited by Weichert in
its white paper and round out the picture that LGBTQ+ assignees are being underserved by employers. This study found that 56 per cent of respondents to a 2016 Pulse survey cited compliance issues as the main barrier to mobility for people who identify as LGBT, highlighting the additional challenges around tax and immigration. Again, this was exacerbated by 64 per cent of managers not being offered training around the issues.
EMPLOYEE EXPERIENCE SUPPORTING INCLUSION Weichert’s 2019 white paper, Diversity Matters: Best Practices and Benefits for LGBTQ Assignees – discussed during the CERC’s panel session ‘Meeting the Evolving Needs of Today’s Expat: Incorporating Diversity & Inclusion Policies in Global Mobility Planning’ – offered insights into what companies can and are doing to ease pathways to successful assignments. A key aspect is how the shift to employee experience and its more
flexible, people-focused assignment packages are dovetailing better with LGBTQ+ assignee needs. For example, in some companies, relocation benefits are being offered to partners who are not married, including same-sex couples.
However, the challenge arises around support mechanisms,
observes Weichert. These often focus on traditional assignee profiles and do not encompass the type of advice or support a lesbian, gay or transgender assignee might find most useful. Weichert therefore advises, “Organisations should ensure that any
internal or external relocation managers, as well as any relocation- related service providers, are well-trained about the nuances and unique challenges that can accompany different family structures, and should know which resources can best help LGBTQ couples to minimise stress, and ease the transition process as much as possible.”
PRACTICAL WAYS TO SUPPORT EMPLOYEES WHO ARE LGBTQ+ The paper and panel also discussed innovative practices for managing diverse assignee types. The first step is to build a culture that supports LGBTQ+ employees and breaks down barriers by building trust. Among the approaches Weichert has seen in practice include
the appointment of a diversity and inclusiveness officer, whose role includes the remit to oversee and keep up-to-date with changing legislation in host countries, as well as provide more focused support for LGBTQ+ individuals. Internal networks, real-estate advice for customised solutions
and a candidate refusal process where people feel safe declining an assignment to a destination that would be challenging for them are also highlighted in the paper.
MAKING MOBILITY MORE INCLUSIVE Laura Levenson, Weichert’s director of consulting services and CERC panellist, spoke to Relocate before the CERC conference, saying, “The panel discussion is looking at traditional policies to see how we can make them more progressive. LGBTQ+ is an important part of this discussion and destination service providers have a vital role. “We also recognise that there are so many other
considerations and practices that can make mobility much more inclusive. For example, gender diversity, disability and neurodiversity. This is where we see the next practices coming to the fore.”
For FREE downloadable factsheets on diversity and inclusion visit our Global Mobility Toolkit at
bit.ly/GMToolkit
GLOBAL MOBILITY TOOLKIT Diversity & Inclusion
RESEARCH SUMMARY 2: Questioning LGBTQ & diversity
Factsheets produced by Relocate Global
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
