position of already being accommodating and hospitable. In the past that might have looked like requests for parking, balconies, certain amenities, facilities for families and so on. Today, those items are still typically asked for, but we’re experiencing many more layers to requests, and these often focus on more personal elements like accessibility, functionality, user experience and specialist needs. I think it’s fair to say that it’s more normalised in our sector, so it’s easier for the user to seek more information and support without fear of judgement. Of course, we’re always learning and evolving. The next step is for the tangible product to catch up.” On this, the picture is positive and


accommodations that easily meet their specific accessibility requirements. From wheelchair accessibility to accommodations tailored for sensory impairments, our


platform empowers


individuals to identify and book accommodations that cater to their unique needs. “Furthermore, we collaborate


closely with accommodation providers to ensure they adhere to accessibility standards, making the booking process more transparent and trustworthy. Through these efforts, ReloQuest, Inc. strives to make corporate accommodations accessible and comfortable for everyone, fostering a more inclusive and accommodating environment for individuals with disabilities.” Joanna Cross, chief operating


officer at Ariosi, the research and consultancy that


publishes the


annual ‘Global Serviced Apartment Industry Survey’, concurs. “Our sector is fairly au fait with handling unique and personal requests. We’re in the market of hospitality and a customer-centric culture is at the core of any successful serviced apartment product or temporary living supplier. “We’re in the advantageous


improving. In the serviced apartment sector’s mature markets, like London, Ariosi’s research suggests that forethought by developers and operators means a diversity of product, which likely means reasonable availability for a product that caters for physical disability.


MANAGING HEALTHCARE PLANS AND ACCESSIBLE WORKPLACES Excellent communication to support people with physical disabilities on international assignments or their accompanying family members does not stop at securing the right property in a location that also meets their accessibility needs, or ensuring their new workspace is fit for purpose. Extra attention to pre-departure health checks and insurance is also important if the employee is to be properly supported. This might include consideration


of access to prescribed medication, which may not be available in the host country. The quality and proximity of primary and secondary healthcare, as well as routine medical check-ups and conversations around time off to manage flare-ups and flexible working, are also likely to be


considerations so assignees can best manage their overall wellbeing. Sarah Dennis, head of


international at Towergate Health & Protection says: “Many chronic conditions will not stop people from working abroad, but they may need a little extra support to help them manage their condition and stay as healthy as possible.” With wellbeing, equity and


inclusion high on the international business and talent management agendas, the disability lens is an important one for global mobility and leadership to look through. The foundations are


already


there, but acknowledgement of individual needs and the obstacles that currently exist is an important aspect of meeting strategic and individual goals.


“ WE’RE EXPERIENCING MANY MORE LAYERS TO REQUESTS, AND THESE OFTEN FOCUS ON MORE PERSONAL ELEMENTS LIKE ACCESSIBILITY, FUNCTIONALITY, USER EXPERIENCE, AND SPECIALIST NEEDS.”


JOANNA CROSS, CHIEF OPERATING OFFICER AT ARIOSI


53


THINK GLOBAL PEOPLE D E & I


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