b'DIVERSITY & INCLUSIONbackground or demographic,For LGBTQ+ professionals, there are even countries where you rarely find that sametheir sexual orientation is a criminal offense. This should not representation withinpose a barrier to their prospects at relocating. That should not mobility, she says.determine [who is eligible for placements], says Young. We can From a Canadian[identify] safer locations, and if they cannot have their partner join perspective, thethem on an assignment, we might offer home leave to another global mobilitylocation that is safe, or more home leave, or providing security. industry isWhereas what we often defer to is, Its not feasible, so itunder-repre- cant happen.sentative of the work- Similar creative thinking could increase representation among force that isprofessionals who are part of the neuro-diverse, deaf or blind actually in thecommunities, adds Young. Currently, she says, We do not see a workplace. lot of representation for them on assignment.By way ofSURVEYexample,The committees first project has been a membership survey to Young pointscollect baseline data in order to form effective strategy. We have out that sheto ask ourselves how we do something fundamentally different sees few Black[from] what has been done before, explains Young. I strongly professionals inbelieve that were about to do something different than what Ive global mobility. Sheseen in other associations. We have to be asking ourselves: if also stresses, however,we had a crystal ball and money was no object, what would we be that DEI goes beyonddoing differently? considerations of skin colour alone. There are a numberThe first stage of the process will be to build awareness and a of marginalized groups that we canbetter understanding of the issues. Oftentimes when committees speak of. They could be gender orientation,are formed, we build them from the perspective of the employer. sexual orientation, ethnicity, nationality, she notes. The ideal here is were building a committee that is from the perspective of that communityand that could mean aOne of the areas for discussion is the selection of candidates, saysmyriad of communities. By building awareness, were creating Gordon, who points to a need for companies to ensure they arerespect, mindfulness, a space for safety and a space for inclusion, being thoughtful of DEI and tracking progress, and for reloca- Young explains.tion professionals to be providing necessary supports within their programs. For instance, he says, for a Caucasian male, going intoThe next phase will be about sharing information with CERC the Middle East will be very different than for a Caucasian femalemembers, as well as with their much broader network of suppliers or a Black female. Going further into the LGBTQ+ community,and client companies. Were going to have to educate everyone, thats going to be a whole other experience. and were also going to have to learn, says Young.We dont have a lot of data on diversity metrics and statistics. [Now] we Without the DEI focus, says Gordon, you lose a valuable perspec- have an opportunity to influence client companies by highlighting tive. Youre losing that lens of the different experiences that data on the gaps that exist in assignments.those employees, though they might have the same qualifica-tions, are facing experientially, he says. Things as simple asGoing forward, CERCs dedicated group of committee members community, food choices and safety really have to be taken will be devoting their time to the pursuit of change in this area. into consideration. Its time, says Young. It is my hope that this committee creates an avenue or a platform for Canadian companies to make signifi-cant changes, advocate for all communities, and leverage the power of a global workforce that covers everyone, not just the ACE KETPL R A M select few.Signature Sourcerecruits the most desirable global mobility talent toHAVE YOUR SAYSignature SourceSignature Sourcemeet the talent acquisition strategies of only the most highly regarded Signature Source brings unrivaled innovation, and results-driv- What do you feel should be the prioritiescorporations in the relocation industry. As the premier woman-owned-Signature Source brings unrivaled innovation, and results-driven solutions to companies and job seekers in the globalfor CERCs new Diversity, Equity andGlobal Executive Search and Talent Acquisition firm with experience en solutions to companies and job seekers in the global in international and domestic job placements, our industry experienced mobility industry. We are the premier woman-owned ExecutiveInclusion Committee? mobility industry. We are the premier woman-owned Executive Global Mobility Executive Recruiting Team understand first-hand the Search and Talent Acquisition firm with experience in inter-needs of our clients to find the most experienced and culturally fit talent Search and Talent Acquisition firm with experience in inter-national and domestic job placements. Our experienced teamCERC would love to hear your views on this important and to meet the customers needs and to find the best career opportunity and national and domestic job placements. Our experienced team culture fit for a career enhancing move for our candidates.of industry professionals ensures an unparalleled advantage in of industry professionals ensures an unparalleled advantage inevolving topic. Let us know at perspectives@cerc.ca. Signature Source pairing the right talent with the right job at the right company.pairing the right talent with the right job at the right company. Please include Diversity in the subject line.4973 Bacopa Lane South, Ste. 305, St. Petersburg, FL 1-888-613-4170 | 1-727-906-9963 Signature SourceSignature Sourcejean@signature-source.com | www.signature-source.com4973 Bacopa Lane South, St. Petersburg, FL | 1-888-613-4170 4973 Bacopa Lane South, St. Petersburg, FL | 1-888-613-4170 contactus@signature-source.com | www.signature-source.comcontactus@signature-source.com | www.signature-source.com16PERSPECTIVES Fall 2021'