July 10, :00 PM (ET)

Transcription

1 July 10, :00 PM (ET) Our thanks to today s sponsor:

2 How to Build Diverse Teams With the Power of Global Mobility

3 WORLDWIDE ERC WEBINAR DISCLAIMER The views, opinions, and information expressed during this webinar are those of the presenter and are not the views or opinions of Worldwide ERC. Worldwide ERC makes no representation or warranty with respect to the webinar or any information or materials presented therein. Users of webinar materials should not rely upon or construe the information or resource materials contained in this webinar as legal or other professional advice and should not act or fail to act based on the information in these materials without seeking the services of a competent legal or other professional.

4 Webinar Instructions Technical difficulties? Dial , or questions to Sound Troubles? If your sound quality is poor, check your Wi-Fi strength or connect via cable. Call in using the phone number listed under the Event Info tab in the upper left-hand corner. To return to meeting room window: If you are in full screen mode, you may return to the meeting room window by clicking the View Meeting Room button located at the bottom left corner of your screen.

5 Q&A Instructions Submit questions through Q&A dialogue box Box is located in lower right corner of screen Do not use the Chat Box Be specific You may submit your question at any time Q&A Dialogue Box:

6 Polling Instructions The Polling Box appears below Q&A Box Question will appear on slide and in the Poll Box Submit answer quickly Results will display in the same location Polling Box:

7 CRP and GMS Certification If you are a CRP seeking CE credit for this webinar, you may utilize the CRP credits management portal, available online under My Account. The seminar ID is (All (S)CRPs must apply for credit and submit the $8 processing fee to receive CE credit) If you are a GMS seeking CE credit for this webinar, you must include the name/date of this webinar on your GMS Renewal Application (at the time you apply for recertification).

8 Today s Presenters Headshot here, sized to placeholder. Headshot here, sized to placeholder. Meghan M. Biro Founder & CEO TalentCulture Peggy Smith, SGMS-T SCRP President/CEO Worldwide ERC

9 About Meghan Meghan founded TalentCulture in 2008 to lead a conversation about the future of work with her peers in HR and leadership. These days, she is consistently included in lists of top online influencers and writes about HR tech and talent management at Forbes.com, SHRM.org and a variety of other media outlets. Her career background spans recruiting, tech, marketing, branding and digital media. As an HR tech analyst, author and brand strategist, Meghan is sought after for her ideas about the future of work, is a regularly featured speaker at global business conferences, and serves on boards for leading HR and technology brands.

10 About Peggy Peggy Smith, SCRP, SGMS-T is President and CEO of Worldwide ERC. Peggy, always a strategic and adventurous leader, has a keen eye for industry trends, fresh concepts and innovative solutions. In addition to extending the reach of the organization around the world, she s building Worldwide ERC into a content-rich community for talent management and mobility professionals. Peggy holds a BA in marketing from Seattle University, has guestlectured on talent mobility at Georgetown University and Seattle University, and is a contributing writer to the NACE Foundation. She also is an active member of the Forbes Nonprofit Council and an oftenquoted thought leader on Forbes.com. A frequent keynoter and expert panelist at mobility and HR-related conferences, Peggy shares her unique perspective country-to-country on the future of work.

11 Harnessing the power of global mobility can boost your diversity and inclusion. When Deloitte did its Human Capital Trends report for 2017, it found that diversity and inclusion are on the forefront of the discussion among top organizations, and improving Diversity and Inclusion has become a key objective for 69% of executives. Leading organizations now see diversity and inclusion as a comprehensive strategy woven into every aspect of the talent life cycle to enhance employee engagement, improve brand, and drive performance. The era of diversity as a check the box initiative owned by HR is over.

12 A Win for Employer and Employees Top tap into the power of D&I, organizations need to create a stronger culture of: Inclusion Flexibility Mobility When a company has inclusive talent practices in hiring, promotion, development, leadership, and team management, it generates up to 30 percent higher revenue per employee and greater profitability than their competitors.

13 The Millennial Factor: Going Global Millennials are the largest generation in the workforce right now as of now they comprise 35% of the labor force, or more than one in three workers. Pew Research 80% Want to work abroad 70% 94% Expect to use non-native languages in their careers Believe they will work across geographic borders more than their parents did PriceWaterhouseCoopers

14 Millennials Expect Diversity and Inclusion Millennials expect that an employer should: 83% of millennials are more engaged when they work in an inclusive culture. Have the program, the technology and a clear strategy in place to manage global mobility Be enabled by technology and have a smart, flexible, agile digital platform an extension of the employer brand

15 The Conversation

16 Poll Question 1 Does your organization have a program in place to improve diversity & inclusion in your workforce? No we ve got other objectives for the moment. Not yet but we re committed to the objective. Yes we do!

17 The Questions Integrating global mobility into HR and why it s a best practice The business argument for diverse and inclusive workplaces. Why and how aligning global mobility with D&I benefits the organization. Why women, people of color, and LGBTQ talent are left out of global mobility opportunities. What tools we can use to remedy the D&I imbalance in global mobility such as a Cloud-based program. How we can improve employee experience in terms of global mobility across the board. Whether or not we need to be more sensitive to individual needs such as cultural training or gender issues and how we can improve on that. What kind of features and incentives can organizations build, and from the organizational standpoint, do you think it s helpful to have targets? How we can ease the burden on our managers handling global mobility.

18 Question 1 Why do you think it s important for companies to integrate global mobility into HR to begin with?

19 Question 2 Diversity and inclusion now impacts brand, corporate purpose, and performance. Not only is the public increasingly aware of the issue (witness the scrutiny of gender and racial diversity in the technology industry), but employees are also expressing stronger views on diversity and inclusion. Millennials see inclusion as a mandatory part of corporate culture, defining how the company listens to them at work. Shareholders, customers, and suppliers are all taking a closer look at this issue. Deloitte 2017 Report Diversity and Inclusion: The Reality Gap

20 Question 3 How can aligning Diversity & Inclusion and Global Mobility benefit an organization?

21 Question 4 20% Of global mobility assignments go to female employees 71% Of female millennials aspire to take on a global role 22% Of executives are actively trying to change the trend 62% Of female millennials would be willing to take a role in a less developed country to further their career Fidi.org PriceWaterhouseCoopers It seems like women, people of color, and LGBTQ employees are left out of global mobility opportunities. Why do you think that is, and what can be done to fix it?

22 Poll Question 2 What percentage of your workforce has experienced a global assignment? Under 10 percent 10 percent to 20 percent As many as 50 percent

23 Question 5 How can having modern tech-based relocation tools for HR teams as well as employees improve on providing equal opportunities across more inclusive lines?

24 Question 6 What are some effective ways to improve employee experience across the board in terms of global mobility?

25 Question 7 How can a large organization help each and every employee with the details and challenges of global mobility for them?

26 Question 8 What kind of features and incentives can organizations build into a global mobility platform to appeal to a more diverse range of employees?

27 Question 9 How can we ease the burden on our managers handling global mobility?

28 Conclusion

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30 Thank you for attending! Visit the Worldwide ERC web site at or contact Worldwide ERC for more information on these topics