The sustainability concept and ESG analyses (environmental, social, and governance) are often used by investors, but they are becoming relevant for all parts of the business.
- Executives are increasingly concerned about how their organizations are perceived on everything from welfare practices to progress on climate and ethical practices. The pressure from management is trickling down to HR and mobility teams.
- International HR teams will need to review talent mobility practices to take into account ESG factors. Environmental issues, the wellbeing and inclusion of the mobile workforce, and how mobility can contribute to the resilience of the business will need to be assessed. Regular reporting about ESG progress will increasingly be expected.
- We are also seeing the rise of stakeholder capitalism: organizations need to create value not only for shareholders but also for consumers, employees, and local communities.
How do we track the environmental impact of talent mobility? Is talent mobility benefiting the business units and local communities that host assignees? Can a distributed workforce composed of expatriates, locally hired foreigners, and international remote workers contribute to business resilience?