Employee mobility teams the world over have the opportunity to have more influence in talent areas such as assignment candidate selection, screening and strategic workforce planning, as highlighted in the report. Some of the key areas for their contribution are listed below.
Diversity and inclusion has been one of the hot topics of the past few years; this is also high on the agenda for global mobility teams. Business leaders and mobility professionals also see a contingent workforce playing a more important role in talent resourcing for international assignments, in addition to AI and technology leading to more virtual assignments.
Global mobility teams are predominantly providing the wider business with data on assignment durations (67%), total cost management data (43%), and compliance data (40%), but little around assignees themselves or talent management.
The gender ratio of mobility assignees is still heavily skewed towards men. To provide further industry context, in the construction sector the assignment profile is 92% male versus 8% female, followed closely by automotive on 88% male versus 12% female.
The consumer products sector reports the highest number of female assignees with 64% male versus 36% female. Whilst it is encouraging to see gender diversity, overall there is still a way to go, with only a quarter (24%) expecting more gender diversity in their workforce over the next five years.
Infographics / Santa Fe Relocation