b"Research reveals that the more traditionalThe chart on page 16 shows how support can companies' existing relocation policiesvary per provision based on whether companies inherently discourage diverse employeeschoose to take a more or less inclusive approach from seeking to undertake overseasto supporting the employee diversity.assignments. Provisions such as educational assistance, home leave and family settlingEven with flexible and progressive support in assistance are geared to assignments thatBEST PRACTICES place, it is not clear how effectively policies are accompanied by children who are ablesupport core values and diversity objectives. to attend local or mainstream internationalBelow are some bestDespite greater awareness and current schools and spouses who are female.practices companies canheightened focus on this topic, most companies They dont address or specifically includeimplement to be morestill have not adjusted their mobility policies same-sex or opposite-sex, non-marriedinclusive when relocatingto meet the needs of an increasingly diverse partners. Moreover, in many cases, programsemployees. workforceuntil, that is, they encounter a designed to support accompanying spouse/ specific situation or candidate that requires support that is not mainstream. In practice, partners traditionally focus on job or career Intranet sites, online enhancement, when careers and jobs maycommunities, andonly the most progressive companies have not even be possible for accompanyingchatbots as HRupdated and upgraded their policies. Others partners due to local labour laws, even inofferings make practical adjustments and exceptions cases of legally recognized marriages in bothas needed. The rest, frankly, are either passing over or not even considering some employees the home and host country.Additional home leaves for unaccompaniedas candidates due to pre-conceived assumptions On the other side of the spectrum are moreassignments about unwillingness to accept an assignment progressive companies that are offeringand/or inability to adjust.broad-based options related to these typical Inclusive familybenefits for families, such as educationalsupport as such schoolSTEADY CHANGEassistance in finding specialized schools,search, communityProgress may seem slow, but increasingly, additional home leaves for unaccompaniedorganizations orcompanies with global mobility programs, either assignments, and spouse/partner assistancecorporate ERGs by policy or in practice, are accommodating designed for both working and non-workingunique and special needs of a more diverse spouse/partners of the same or opposite sex.workforce. Whether it be cross-cultural training, Winter 2019PERSPECTIVES15"