DIVERSITY
policy, practice and reality – is around ethnicity. Here, studies suggest where women share a similar cultural heritage with the assignment destination, people tend to be treated and accepted more readily as a local person. For women, this has the added benefit of “on the whole being
better treated the higher they are up the organisational hierarchy,” observed Dr Shortland. For employers, international HR and global mobility, Dr Shortland believes there is scope here to “consider the potential synergies in terms of this idea of greater cultural understanding, which means assignees work more effectively with people on the ground.” But what happens when difference is much less clearly signalled,
the selection as a gender-neutral process. Asked whether the selection procedure for international assignments is, in general, objective and purely based on job quality, 59 per cent of male respondents agreed, while only 38 per cent of women agreed to this statement. About 17 per cent of women thought that the main obstacle in the selection process was their gender, while only 3 per cent of men thought this.
Opportunity for all? Another key perspective in the wider conversation around agility, creativity, diversity and inclusion – and the mismatch between
such as for faith or sexual orientation, asked fellow panellist Michael Grover, senior global mobility consultant at Mercer. “A lot of the issues facing the LGBT community are very similar to the diversity strands,” said Mr Grover. “Candidate selection is probably the biggest barrier. It’s probably about cultural bias. “A lot of line managers might think if you are openly gay they
are doing you a favour by not assigning you to Saudi Arabia or wherever. But actually, the big learning for all strands around diversity is to make opportunity and let people choose.”
To read the full piece on challenges and solutions around diversity and inclusion, visit
relocateglobal.com/hr-section
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