NORTH AMERICA LGBT GLOBAL MOBILITY PULSE SURVEY OCTOBER 2014
CONTENTS 1. Executive Summary... 2 2. Survey Results... 3 Survey Results Additional US Domestic Relocation Questions... 19 3. About Mercer... 24 MERCER i
1 Executive Summary In today s global economy, employers understand that Talent is a company s most precious resource and Talent management has become one of the hottest topics in HR. As the world recovers from the deepest recession in generations, organizations are looking to new and emerging markets to drive growth. However, skills shortages in various parts of the world threaten to stifle economic recovery. The mobilization of talent and Diversity and Inclusion strategies are seen as a key way of plugging skills gaps and achieving business goals. At the same time, a willingness to work abroad has become the new normal and employees may find better career opportunities await abroad. However, while most organizations understand and advocate the importance of having a diverse workforce and inclusive workplace culture and more and more organizations value international experience and promote working overseas, achieving a diverse and globally mobile workforce can be extremely difficult and Lesbian, Gay, Bisexual and Transgender (LGBT) employees in particular face specific challenges not experienced by other groups. Over the past several weeks (September and October 2014), Mercer has been examining the challenges and considerations of LGBT Global Mobility and conducted a pulse survey on organizations approaches. 83 companies participated in the North America LGBT Global Mobility Pulse Survey and below is a summary of the findings as well as the survey results. Fewer than half of organizations (48%) have a global Diversity & Inclusion policy that makes specific reference to LGBT employees The vast majority of organizations (93%) do not track their employees sexual orientation and only 52% track their employees gender 54% of respondents have LGBT employees working internationally for their organizations 56% of organizations cited compliance (legal, immigration, tax etc.) issues as the main barrier to LGBT mobility o 28% believed family/dual career issues were the main barrier, 23% cited safety/security and 23% thought there were no barriers to LGBT Mobility. Just 9%of respondents are flexible with the assignment type and only 7% would offer an assignment to an alternative (LGBT friendly) location 61% of organizations are not aware of the local cultural and legal conditions for LGBT employees in all the locations in which they operate 42% of respondents offer cultural training and a legal briefing to mitigate the risks to their LGBT employees However, 73% of the cultural training/security briefings offered to internationally mobile employees do not include information regarding LGBT issues/considerations 91% of respondents do not prevent their LGBT employees from travelling to LGBT unfriendly locations 64% of organizations do not offer training to managers on LGBT issues MERCER 2
2 Survey Results 1. What is your organization s primary type of business? Financial services 14% Business professional services Transportation equipment manufacturing Retail trade Professional, scientific and technical services Engineering Chemicals and allied products manufacturing Energy manufacturing Industrial machinery and equipment manufacturing Computer and electronic product manufacturing Telecommunication Food manufacturing Transportation services (Including postal services) Metal product Mining 7% 6% 6% 6% 5% 4% 4% 2% 2% 2% 2% 1% 1% 1% Other 35% N=83 Among the answers from the Other category, participant organizations came from the Consumer Goods, Non Profit and Pharmaceutical sectors. MERCER 3
2. How many full-time employees does your organization have worldwide? Less than 500 8% 500 to < 1,000 2% 1,000 to < 10,000 22% 10,000 to < 25,000 29% 25,000 to < 50,000 10% 50,000 to < 100,000 10% 100,000 or more 18% Don't know 1% N=83 MERCER 1
3. How many internationally mobile employees does your organization have worldwide (e.g. Short & Long-Term International Assignments, Commuters, working on projects etc.)? (0-10> 12% (10-25> 9% (25-50> 8% (50-100> 18% (100-150> 7% (150-300> 12% (300-600> 8% more than 600 12% Don't know 14% N=74 MERCER 2
4. Does your organization have a global Diversity & Inclusion policy that makes specific reference to Lesbian, Gay, Bisexual and Transgender (LGBT) employees? 52% 48% Yes No N=82 5. As part of your organization s workforce demographics tracking, do you ask employees to indicate their sexual orientation and gender ID (where possible and no legislative restrictions or sanctions exist)? 6% 1% 47% Both sexual orientation and gender ID Just sexual orientation Just gender ID 46% Neither N=81 MERCER 3
6. If not, are you aware of any LGBT employees working for your organization, including anecdotally? 15% Yes No 85% N=74 7. Are there LGBT employees working internationally for your organization (e.g. Short & Long-Term International Assignments, Commuters, working on projects etc.)? 41% 54% Yes No Don't know 5% N=82 MERCER 4
8. What are the main barriers to LGBT mobility for your organization? Compliance (legal, immigration, tax etc.) 56% Family/Dual career issues 28% Safety/ security 23% Additional cost 4% Other 15% No barriers 23% N=82 Participants that responded Other cited benefits cover for employees spouses in the host country, lack of awareness of LGBT employees and religious covenant of understanding as barriers to LGBT Global Mobility. MERCER 5
9. Do you have a leadership development/high potential talent program for high potential employees? 25% Yes No 75% N=81 10. Does this program involve any form of global mobility? 31% Yes No 69% N=61 MERCER 6
11. How does your organization ensure LGBT employees receive the same career opportunities, vis-a-vis global mobility, as all other employees? Offer confidential discussion with HR or other resource (e.g. LGBTA network) to discuss personal circumstances 23% Offer alternative assignment (type e.g. Commuter, Short-Term) 9% Offer assignment to alternative (LGBT friendly) location 7% Extra home leave flights 6% Other 20% No action 31% Not applicable 22% N=81 Among responses in the Other category, many survey participants advised that they had not come across this issue but that their organization offered equal opportunities to all employees and this would be handled on a case by case basis and relevant accommodations made. MERCER 7
12. Is your organization aware of the local cultural and legal conditions for LGBT employees in all locations in which your organization has employees? 39% Yes No 61% N=79 MERCER 8
13. How do you mitigate the risks to the organization from globally mobile LGBT employees? For example, compliance with local laws and customs in locations where there are requirements to report LGBT people to local authorities. Legal advice 39% Briefing with employee 33% Other 29% No action 25% N=78 Some of the responses in the Other category were Don t know, suggest assignment to alternative country and consult with immigration vendor. MERCER 9
14. How does your organization mitigate risks to LGBT employees undertaking cross-border assignments or relocation? Cultural training 42% Briefing on legal status, rights and restriction 42% Security briefing 34% Employee Assistance Program 25% Other 16% No action 30% N=76 Among responses in the Other category, many survey participants advised that they had not come across this before, some said they would rely on local HR to provide support and others said LGBT employees received the same support as their heterosexual counterparts i.e. no additional support. MERCER 10
15. How does your organization define spouse? 21% 15% Wife or husband (married) 11% Husband, wife, or domestic partner of the opposite sex Husband, wife (Married or in Civil Union/Partnership) or domestic partner of the opposite or same sex We do not define ''spouse'' 53% N=75 MERCER 11
16. How does your organization support internationally mobile LGBT employees spouses/families? Same as opposite sex couples (married or unmarried) 58% Same as unmarried opposite sex couples 11% Additional support e.g. offering a job to the spouse to allow them to accompany (please state) 1% Other 15% No support 15% N=74 Among the responses in the Other category, many survey participants advised that LGBT employees spouses would receive the same support or heterosexual employees spouses but in many cases immigration/legal restrictions do not allow this to happen. A number of other respondents advised that this is handled on a case by case basis. MERCER 12
17. Are there any countries in which your organization operates to which you do not allow out LGBT employees to travel/relocate? 9% Yes No N=74 91% Countries listed were Hong Kong, India, Saudi Arabia, Singapore, the United Arab Emirates, anywhere the government would not allow and we would not advise the employee to travel to a Muslim country if we knew they were gay. MERCER 13
18. One of the issues faced by many organizations is not knowing whether an employee is LGBT. Therefore, are LGBT issues/considerations covered as part of the cultural training / security briefing offered to all internationally mobile employees to ensure the message reaches everyone (including LGBT employees who aren t open about their sexuality)? 27% Yes No 73% N=75 MERCER 14
19. Does your organization offer training to managers on LGBT issues? 23% Yes, in all locations 64% 13% Yes, in certain locations (please state) No N=75 Some survey participants advised the LGBT issues are covered under wider diversity & inclusion training, one organization advised that LGBT specific training is being delivered to their HR Management Team as a pilot. Other respondents advised that this training takes place either in the USA only or just USA, Sweden and the UK. MERCER 15
20. Does your organization take any steps to address inherent assumptions about LGBT employees global mobility (unconscious bias)? 16% Yes No 84% N=74 Some organizations advised that they leverage their organizations LGBT Employee Resource Group, encourage organic/open lines of communication between employer and employee, and ensure LGBT employees are aware of potential opportunities for mobility with the final decision resting with the employee. Additionally, some respondents advised that this topic was covered in wider unconscious bias training. MERCER 16
21. Are there any formal or informal procedures in place to ensure LGBT employees are not negatively impacted by turning down an international assignment? 15% Yes No 85% N=74 Additional comments included: Participants can turn down an international assignment without giving an explanation Informal only; employees, LGBT or not, are not punished or negatively impacted for declining an assignment opportunity, regardless of assignment location The employees would need to be forthright in their advising the first their reasons for declining the assignment MERCER 17
22. Has your organization had to address any issues around the competing rights of different groups of employees? 12% Yes No N=72 88% Among the comments to this question, survey respondents advised that a senior leader s rhetoric needed to be eliminated to ensure a hospitable working environment, the code of conduct, employee handbooks firmly address the organization s philosophy, expectations and practice around a respectful work environment. 23. Additional information about your organization s practices with regards to LGBT Global Mobility. Advance planning has been helpful, making sure we know the immigration regulations and cultural norms during candidate selection We have a LGBT employee resource group that would be a resource and work together with International HR I am not aware that my organization has taken LGBT rights and issues into our global mobility program Our LGBT mobile employees are currently silent and these issues should be addressed. MERCER 18
Survey Results Additional US Domestic Relocation Questions 24. Has your organization received domestic transfer requests from LGBT employees to states with greater LGBT freedoms? 3% 32% Yes No Don't know 65% N=68 MERCER 19
25. Has your organization experienced difficulty in recruiting LGBT talent to states with less LGBT friendly legislation? 29% Yes No Don't know 71% N=69 MERCER 20
26. If your organization offers domestic partner benefits to same-sex couples, which of the following best reflects the resources dedicated to designing and implementing the policy to offer domestic partner benefits to same-sex couples? 1-2 executives or senior leaders created and designed the policy within a couple months 13% A team of 3-5 executives and managers created and designed the policy in a few months 7% A team of 5 executives and managers spent several months making a decision 13% We do not offer domestic partner benefits to same-sex couples 7% Don't know 59% N=69 MERCER 21
27. If your organization offers domestic partner benefits to same-sex couples, which of the following best reflects the resources dedicated to maintaining your systems and tracking policy changes related to domestic partner benefits administration? 1-2 managers implemented the policy within a couple months 20% A team of 3-5 managers and junior resources spent a couple months implementing the policy 6% A team of 6-10 managers and junior resources several months implementing the policy and systems 9% We do not offer domestic partner benefits to same-sex couples 7% Don't know 58% N=69 MERCER 22
28. Does your organization outsource or use external consultants to support the functions of your organization deal with the complexities of inconsistent same-sex marriage laws across the US and / or to administer domestic partner benefits to same-sex couples? Yes, outsourcing / external consulting cost less than $15,000 3% Yes, outsourcing / external consulting cost between $15,000 and $30,000 0% Yes, outsourcing / external consulting cost greater than $30,000 6% Prefer not to answer 9% Don't know 42% We do not outsource these functions or use external consultants to support these functions 41% N=69 MERCER 23
3 About Mercer Mercer is a global consulting leader in talent, health, retirement, and investments. Mercer helps clients around the world advance the health, wealth, and performance of their most vital asset their people. Mercer's more than 20,500 employees are based in more than 40 countries, and we operate in more than 130 countries. Mercer is a wholly owned subsidiary of Marsh & McLennan Companies (NYSE: MMC), a global team of professional services companies offering clients advice and solutions in the areas of risk, strategy, and human capital. MERCER 24
Mercer Limited is authorised and regulated by the Financial Conduct Authority Registered in England No. 984275 Registered Office: 1 Tower Place West, Tower Place, London EC3R 5BU Mercer Limited Tower Place West London EC3R 5BU +44 (0)20 7626 6000