Roundtable 1

Eliminating the illusion of inclusion: 10 ways to make your global mobility program more inclusive

Join us as we explore practical strategies to create a culture of belonging that ensures your relocating employees feel valued and connected. During the session, we share our top 10 ways to make your global mobility program more inclusive, including tangible key takeaways that you’ll want to implement asap. Whether you are just getting started on your DEI journey or have an established DEI initiative within your organization, the best practices we discuss are designed to meet the needs of everyone.

Hosted by: Ava Norris, Director, Global Talent Mobility, Cartus

Roundtable 2

Heart Relocation – details tba

Roundtable 3

Unlocking Potential: Addressing skill and talent shortages using innovative pathways

In an era of fierce demand for talent, we explore the innovative ways you can set yourself apart and locate the skills you need to drive your organisation forwards. From developing non-traditional talent pipelines to utilising technology effectively to manage them, we’ll discuss how global mobility can be at the forefront of identifying valuable solutions to these challenges.

Hosted by: Ángel Bello Cortes, Partner, Fragomen Ireland Limited Charlotte Wills, Partner, Fragomen

Roundtable 4

Equus – details tba

Roundtable 5

The WOW Factor & Employee Experience

This roundtable explores why first impressions matter so much to your assignees and their families. First impressions are critical for company assignees and their families during the first 30 days in a new city, as they set the tone for the rest of their stay. We will discuss several things that companies can do to ensure that the first impression in a serviced accommodation is impeccable for their assignees and their families:

1. Welcome Packages: Provide a welcome package for the assignee and their family that includes information about the city, local restaurants and attractions, as well as essentials such as local maps and transportation information.

2. Clean and Well-Maintained Accommodations: Ensure that the serviced accommodation is clean, well-maintained, and ready for the assignee and their family to move in. This includes fresh linens, fully equipped kitchens, and all the necessary amenities.

3. Personal Touches: Consider adding personal touches such as fresh flowers or a welcome note to make the assignee and their family feel more at home.

4. Prompt Repairs and Maintenance: Address any maintenance or repair issues promptly to minimise inconvenience for the assignee and their family.

5. On-Site Support: Provide on-site support for the assignee and their family, such as a dedicated concierge or property management team, to assist with any needs or questions during their stay.

6. Relocation Services: Offer additional relocation services such as school searches, settling-in support, and cultural training to help the assignee and their family adjust to their new surroundings.

By taking these steps, companies can help ensure that the first impression in a serviced accommodation is impeccable for their assignees and their families, helping to make their transition to a new city as smooth and stress-free as possible. This, in turn, can lead to increased job satisfaction, productivity, and a more successful assignment.

Hosted by: Jess Dunderdale, Senior Director Client Partnerships, EMEA, AltoVita

Roundtable 6

Weichert Workforce Mobility – details tba

Roundtable 7

Graebel – details tba

Roundtable 8

SilverDoor – details tba

Roundtable 9

Challenges and Best Practices - Switching contracts for an assignee settling down on a permanent basis in the host country

The purpose of this round table is to enable participants to share their practices, and point out the many challenges at various levels in these situations : the HR community must anticipate the end of each assignment but things become even more tricky when the assignee decides to remain in their host country. The home-based salary approach will be turned into a host-based salary grid, and the incentives related to the assignment will also be removed (sometimes in a « phase-out » process). Benefits such as Health care coverage and more specifically the pension scheme can also become an issue, especially if there is no social security agreement between home and host countries. It is important that the home country as well as host country HR discuss with the international mobility team about the transition, given that taxation will also drastically change for the former assignee, sometimes for the worse but also for the better. In this case the salary negotiation can take into account the special tax regime that the employee could be entitled to, which will ultimately enhance their net salary.

In a nutshell, HR and IM managers need not only to be knowledgeable enough to ensure that the transition phase will go smoothly to retain the talent within the Group, but to communicate effectively with the employee on the salary and benefits that will be granted to them.

Hosted by: Anne-Flore Mirgalet, Head of Advisory Practice, Helma International

Roundtable 10

RSM UK – details tba

Roundtable 11

Northman & Sterling – details tba

2023 Agenda can be found below