b'GLOBAL PERSPECTIVEmarkets (e.g., the Middle East or Africa), butoperations. Developing robust contingency it also compels global mobility professionalsplans and staying informed about inter-to keep a constant eye on where allegiancesnational relations can help mitigate the are forming.impact of geopolitical conflicts onThe emergence of regional trade agree- mobility programs." ments, such as the USMCA (United States- Part of staying informed means under-Mexico-Canada Agreement), and the Euro- standing and prioritizing comprehensive pean Unions push for strategic autonomy,risk management practices. This involves highlights the growing regionalization ofconducting thorough risk assessments global markets, says Babu. [Mobilitybefore making relocation decisions, staying professionals] must strategically positioninformed about political and economic themselves to operate effectively withindevelopments, and having contingency these blocs while maintaining access to plans in place.key markets.Duty of care too is a core component ofAlso key to navigating challenges tied to global relocation. And given the currentglobal shifts, says Babu, is investing in escalated risks associated with conflictadvanced technology, enhancing virtual regions, companies are compelled tocollaboration and remote work capabilities, re-evaluate the scope of support required forcreating flexible mobility policies, and such moves. placing a stronger focus on employee well-being and support. There\'s always a duty of care componentDIVERSIFICATIONin policies, but maybe some relocation pack- Taryn Kramer is senior principal at ages or policies need to be looked at againMercer Workforce Mobility. She believes to ensure they provide a heightened duty ofit is important for organizations to seek a like Vince Cordova, partner at Mercercare for people moving into conflict areas, Workforce Mobility, believe the regionsays Cordova, suggesting now is the momentmore diversified talent strategy. "Now may will see different types of professionalsto ensure assignees are well monitorednot be the best time to put all your eggs in deployed: When Ukraine comes back,and backed by best-in-class suppliers andone basket when it comes to where they NGOs (non-governmental organizations)vendors for support and services like emer- are drawing talent, she says. Things can and other multi-lateral entities (i.e. Unitedgency evacuation and medical cover. change very quickly, and relying solely on a Nations) will start to assist in the restora- particular geography for talent may present tion," Cordova says.Employers can also take cues from organ- some challenges at some point, whether izations that are more familiar with oper- temporary or long term." After that, its likely that a second waveating in high-risk areas. For example, it is of mobility will emerge that focuses oncommon practice for multilateral organiza- Alternatively, now may be a good time to rebuilding infrastructure and creatingtions and defence contractors to establish aconsider increasing investments in local opportunities for stabilization andframework for benefits based on risk profilesskills and talent. This is a longer-term path, economic development. That could bearthat comprise elements like danger pay andbut Canadian organizations will benefit fruit when it comes to encouraging organ- account for non-family locations, or non- from the ability to pull from domestic talent izations that exited the market to comeaccompaniment locations.pools when more global challenges arise. back, Cordova suggests."Your typical private sector company mayHowever the global mobility landscape not have to consider these types of risks on ashifts moving forward, Kramer adds, it is GLOBAL SHIFTS regular basis," Cordova says. "So, there arein every organizations best interest to have Global shifts are also creating trade blocscertain things organizations can do whena response at the ready. This may mean that can be beneficial to those within theserelocating talent to make sure that they\'respending additional resources to forecast territorial lines but limited to companiesleveraging best practices around policytalent needs and future mobility conditions, that operate outside of them. A pro-Chinastructures, benefits and suppliers in thosebut these are actions that cannot be left to bloc, for example, would facilitate morehigh-risk locations to ensure they have metthe last minute.freedom of movement between Myanmar,their duty-of-care requirements as it is going Vietnam, Pakistan and other countries into be significantly higher." It\'s very hard to react to something when Chinas orbit. On the other hand, it will beeveryone else is trying to do the same, much more restrictive for people of nation- PERSISTENT CHANGE explains Kramer. So if there\'s a plan in alities from outside those blocs. WereChange is a constant in the global mobilityplace ahead of time to deal with somestarting to see a more segregated worldfield. Nevertheless, the confluence of game- of these challenges, that\'s always a good in that way, Egan says. It\'s almost likechanging conflicts makes it important tosolution or at least a step in thewere going back to a Cold War situationtake a step back to explore how best to moveright direction."where you\'ve got distinct camps that don\'ttalent in these hotspots. interact as often as they did. For a more extensive perspective on navigating After all, says Babu, "Geopolitical tensionsgeopolitical shifts, please read Gunturu Raghu As a result of these forming trade blocs,and trade conflicts can significantly impactBabus article, Navigating the Shifting Land-Egan adds, multinational companies mayglobal mobility. Mobility professionalsscapeMovement of Talent for Employ-not be able to have a globally holistic viewmust be well-versed in current geopoliticalment, at: https://cdn.ymaws.com/www.cerc.ca/of moving people and skills. This maydevelopments and understand how theseresource/resmgr/perspectives/2025_perspectives/create more competition in middle-groundchanges may affect cross-border businessnavigating_the_shifting_land.pdfSpring 2025PERSPECTIVES17'