THINK GLOBAL PEOPLE POLIC Y DE SIGN
As the Covid-19 pandemic enters its third wave, many expatriate families are looking to repatriate when they can but there are still international relocations being planned which involve outbound family mobility. Educational, dual career, well-being and adjustment training issues remain significant to the success of global relocation exercises as well as to effective repatriation. Dr Sue Shortland examines global mobility policy actions in the context of the pandemic.
A
s Covid-19 has taken hold with a second wave potentially exceeding that of the first, global mobility professionals are now revisiting their forecasts on the types of mobility that
will be used in the next two years. Predictions that unaccompanied mobility using short-term assignments and business travel would increase are now being revised in favour of increasing use of virtual work arrangements. Accompanied long-term assignments are also predicted to decline but this does not mean that global expatriation will not take place at all. Although remote working has been found to be
effective in a number of job roles and industries, it by no means can replace physical on-the-ground workplace presence. Hence, the need to consider policy issues for expatriating employees and their family members remains paramount. In addition, as families who have been displaced by the pandemic are either moved to their expatriate host location when quarantine restrictions allow or return to their home country, and as long-term assignments are cut short in favour of repatriation, so global mobility professionals must consider provision within their mobility policies to support families on the move in this challenging time. Family support issues have been recognised for many
years as crucial to assignment success. They are also an integral part of ensuring successful repatriation. These include educational issues for children, dual career
support for working partners, health and well-being for family members, assistance linked to responsibilities for extended family and/or aging parents, and adjustment training for partners and children. If children are unhappy in school and/or are not
receiving appropriate education, partners are unable to continue their careers, there are concerns over health risks and access to medical care, and worries over family members left behind, these issues will impact on the assignee’s ability to work effectively and productively. This can potentially result in reduced productivity and performance, and even lead to early assignment return. Training can assist by facilitating cultural adaptation for the family, helping them to adapt to their new environment and thereby settle in more quickly. Hence addressing family issues is a crucial part of global mobility policy design and implementation.
Family support issues have been recognised for many years as crucial to assignment success. They are also an integral part of ensuring successful repatriation.
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