Based on 5 years of data, captured from over 350 human resources executives, global mobility managers, and risk/insurance managers, Aon’s International People Mobility (IPM) Survey provides a unique insight into our industry. Crucially, the survey covered a global audience across 49 countries, making it a truly global snapshot of global mobility as it stands today.
Within the report, we can identify key changes with the thinking and expectations of decision makers in client companies. This can help to define business focus for service providers large and small.
Overall, eight key trends were identified, here are our thoughts on Aon’s findings.
'As a new generation enters the marketplace, they, Generation Z, are proving to be keener on international relocation than their predecessors. In fact, Gen Z is 36% more likely to value opportunities to travel or relocate in their work.'
Changing Regulatory Landscape
The range and scope of legal implications continue to grow in global mobility. Broadly, businesses need to comply with tax, immigration and employment regulations. But these aren’t static. With updates and amendments coming from within countries, and beyond from organisations like the EU.
Ensuring that they are up to date with current and future legislation is crucial for service users. Especially with immigration laws tightening and evolving, a proactive and agile approach is important here.
Data Driven Decisions
Increasingly, the most successful international employers are taking a data driven approach to global mobility. Making informed decisions based on real world analytics.
Traditionally, data has been used for cost containment, looking at insurance, relocation services and travel. But increasingly, it is being used to develop more robust policies, to ensure that benefits are competitive and to look after the wellbeing of assignees.
Global Instability
It’s clear that there is a large amount of instability and uncertainty on the global stage at this point. From conflict in multiple regions, to tariffs and inflation, all these factors seek to increase costs for employers recruiting abroad.
However, whilst these challenges do need addressing, they also present an opportunity to seek new opportunities in regions and markets which have previously been underutilised. By seeking collaborations in different countries, the cost increases and uncertainties can, to a great extent, be reduced or even mitigated entirely.
Bigger Pool, Evolving Market
As a new generation enters the marketplace, they, Generation Z, are proving to be keener on international relocation than their predecessors. In fact, Gen Z is 36% more likely to value opportunities to travel or relocate in their work.
This coincides with local governments making temporary work visas more accessible than ever before. However, there still remain some challenges in Belgium.
Whilst this is a good sign, there are some signs that potential employers are limiting their opportunities based on complicated compliance and regulations around relocating staff.
Better Support
It has long been understood that the likelihood of success of a placement is greatly increased by supporting the assignee in the long-term. We are now seeing businesses actively helping their new team members establish themselves in their new home.
Services which are now being offered include cultural training, mental health support, and more in-depth relocation services. These are also extending beyond the individual, with many companies offering support to the partners and family of their assignees.
Individual Solutions
Building on the concept of better support, the companies with the most successful placements take a flexible approach to relocation. The idea that one service or solution fits all people is out-dated and unhelpful.
Tailoring mobility services to the needs of the individual and their family will both reduce stress and lead to better outcomes. Whether it’s as important as meeting specific accessibility needs or just meeting a personal preference, a flexible approach is better for all involved.
Owning Sustainability
The need to be more actively sustainable is clear in all aspects of business. With increased legislation, attention and customer expectation on businesses, it’s no surprise that global mobility is also being reviewed.
Companies are increasingly aware of reducing their carbon footprint when it comes to relocating their staff. By seeking more sustainable and environmentally friendly solutions, they are upgrading their mobility strategy, with an eye on more ethical practices and engaging with the local community.
This can be as large as choosing more carbon-conscious routes for relocation, to as simple as training assignees on local recycling practices. It all contributes to a picture of greater focus on operating in a long-term sustainable fashion.
Levelling the Playing Field
The drive for better diversity, equity and inclusion organisation-wide has, in many areas, never been stronger. With some evidence showing that a more diverse team has beneficial outcomes for the bottom line, it’s understandable that top-tier companies are looking to take advantage of this.
By actively eliminating biases through DEI initiatives, relocation options are becoming available to a broader scope of employees. In doing so, these organisations are opening up roles and positions within their hierarchy to candidates with experience who have been previously excluded.
Underpinning many of these trends is a desire to ensure employee safety and wellbeing while travelling. Within the survey, 45% of respondents saw this as one of the greatest challenges to their global mobility programme.
If you’d like a deeper dive into the information, you can download a copy of the survey itself here. If you work for a Belgian team and are considering taking your first steps into global recruitment, contact ABRA and we’ll put you in contact with one of our members who can support you.
We’d also love to know your thoughts on these trends, whether you’re a service user or provider, on LinkedIn here.
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