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Diversity and inclusion in global mobility processes.


In recent years, talking about diversity and inclusion in companies has become a trend. Companies have begun to worry about having multicultural work teams, with an emphasis on hiring people of color, with diversity of gender, skills and ages. But, have you ever thought if your company is being inclusive at the time of thinking about a profile to be a candidate for an international transfer? And if your company does, what has it done to ensure that inclusion is present in your mobility programs?


In this article we will give you some tips that you can keep in mind to make your international mobility programs more inclusive.


Working in the field of global mobility and relocation can be both interesting, exciting and frustrating. Working with people, families and their feelings can awaken our warmest, most empathetic and collaborative sense; but at the same time it can have us going round and round about what expats want and value most at the time of transfer.


To get out of this limbo our main suggestion is to keep track of data collection. The collection of information and the construction of demographic profiles in a tidy way is the key to the analysis of information. This is how the same expatriate population will give you the answer about what service is within their international mobility program that they value most. For example, if they are families that do not have children, they will surely prefer to spend more time on their relocation program in search of housing or recognition of the area, rather than having time spent searching for schools. Or, for example, if they are families that have pets instead of having children, they will prefer to invest a good part of their relocation program looking for academies and nurseries for their pets.


We are convinced that companies working with relocation programs must ensure that their expats feel listened to. Keep all these details in mind to build a tailor-made relocation program, will make your relocation strategy a more inclusive one. And these tips will help you complement your program:


  • Establish a networking dynamic between expatriates and locals that allows people who are arriving in a new city to start having a social circle. Invite them to participate in social, sporting or cultural events.

  • The Cultural Training programme is a tool that will allow the expatriate and his family to feel in some way like a local, when approaching the customs of his new city.

  • If you can include a local tutor in the new city it would be ideal. This person will help the foreign family get to know the city from a local perspective.

  • And finally, and perhaps most importantly, encourage the expat and family to give you timely and honest feedback about your relocation program. Knowing their feelings in real time will allow you to understand in detail their experience and make decisions about program adjustments to improve.


We hope these tips will help you make your relocation program a more dynamic and inclusive one. Leave us a comment on what other tip you use at your company to ensure your expats feel included.



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Key words:

Global Mobility, Diversity, Projections, 2022, process, procedure, Consultancy, Colombian Nationality, Support, Accompaniment, Relocation, LARM.


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