b"PRIDEan LBGTQ+ organization at her work-place to explore these issues in Europe. From there, her interest expanded to other countries. After two years in Belgium, she and her partner moved back to the U.K. (supported by a fulsome and inclusive relocation package), where Maestre moved from a law firm to an in-house global mobility role. Davidson is originally from the U.K., where he worked for PwC for four years in London. Thanks to previous experiences in Whistler, B.C.s stunning ski country, he was already in love with Canada, its people, and the environment. He knew he wanted to spend his life here and kept hisSCHEREZADE MAESTRE JAMES DAVIDSONeyes open for relocation opportunities. He got his PR status for Canada during the 2008 financial crisis when no Canadianquestions like, Can my friend move withfor LGBTQ+ employees. The network jobs were available, but his patience paidme? You have to find a way to ask thepromotes global mobility opportunities off, and he was offered a position withappropriate question. and highlights queer-friendly countries. PwC Canada in Calgary in 2010. The company also leverages the Shine Maestre and Davidsons relocation experi- Finally, the recognition of children can beNetwork to promote Canadian oppor-ences provide a window into the chal- complex. Some are not considered chil- tunities to employees in other countries. lenges that queer, relocated employeesdren of their parents anymore when theyCanada was the second country in the can still face. Davidsons PwC clients arerelocate to another country. I've seen casesworld to pass gay marriage legislation and usually moving from one socially progres- in which they are considered orphans. Or,is generally accepting. We see that as a sive country to another. As in his ownthey only have one parent (the biologicalcompetitive advantage, Davidson notes. relocation, their moves tend to be initiatedparent), but because the documents do not by the employee instead of the employer.say which person the biological parent is,The network provides a safe, authentic no one is deemed the parent, space for queer people to hear directly But there is still much to consider whenMaestre explains.from other queer people about why lifeexploring a global move. Safety andHow can employers break down globalin Canada is great, and get theirsecurity are often on people's minds, asmobility barriers for LGBTQ+ employees?questions answered. This approach has well as potential discrimination withinMaestre points to the importance ofsuccessfully increased interest inthe workplace and the culture, notesinternal company policies, including howCanadian opportunities. Davidson. There are also parental rightsdependents are defined, and how risk of and recognition of same-sex partnerships.relocation is assessed. Should, for instance,Ultimately, global mobility presents rich an employer send someone they know isopportunities for both employers and In countries with significant regionalqueer to a certain country? It can be aemployees, and its therefore critical differences, Davidson notes that employeeschallenge to say exactly where the employ- that these opportunities extend to all may want to closely examine the laws anders duty of care responsibility ends.employees, of all orientations. There culture at the state or regional level. is so much research indicating that the What happens when someone is consid- Strong policies must also be accompaniedcareer and business benefits of mobility ering relocating to a country with lessby cultural training that includes inter- experiences can help make people better socially progressive laws and culturalsectional analyses. We advise employersproblem solvers. It builds resiliency, which norms? Maestres challenge is findingto have a core policy with flexible optionscan increase promotion opportunities, the best way to tell them about potentialbecause that allows intersectionality toDavidson explains.constraints and risks. I may say, Yourwork, says Maestre, who advocates for partner cannot be your partner. Wetraining and resources to be offered notMaestre points to the opportunity for need to look for a student visa or anotherjust to HR managers, but also to staff global companies to engage in public option for them.' Or, 'It's illegal to eventhat speak directly with employees policy advocacy for LGBTQ+ commun-live together. Many people are shockedconsidering relocation.ities in collaboration with special interest because they dont know the reality some- Davidson agrees that employer data isorganizations. That is the end goal where else, Maestre notes.vital: You need to build granular data onbecause the best way of showing employees people's identities, let them know what itthat you care about LGBTQ+ staff isnt And then there is the opposite situationwill be used for, and that it will be confi- putting up a flag and giving out rainbow of people being relocated from moredential. He recalls how important thecupcakes in June. Its saying to employees, restrictive countries to those with moreglobal mobility team was during his ownI'm giving you the benefits that I can up socially progressive laws. People wouldrelocation to Calgary when it came toto the level of current legislation, butnot disclose and may be afraid to completeanswering his questions.I'm fighting for you, Maestre says. You forms listing dependents because theywant to help your employees. But it'scome from countries in which they are notPwC has taken this approach to the nextalso a good talent acquisition andrecognized, Maestre explains. They asklevel with their Shine Inclusion Networkretention strategy.Summer 2023PERSPECTIVES19"