February 2021
The New Relocation, A to Z What’s changed in mobility? Everything worldwideerc.org
The 2021 Housing Picture Worldwide ERC®’s 2021 Board Chair Vendor Support AFTER A YEAR OF COVID, WHAT’S NEXT? TALKS ABOUT THE PANDEMIC AND BEYOND HOW TO EVALUATE ITS REAL COST CUSTOMER SERVICE REFRAMED
Making sure your experiences are the best they can be is our top priority. That’s why we tailor our boutique-style services to meet your needs. It’s why we offer tools like remote online notarization and digital signing capabilities.* And it’s why you can count on us to help keep transactions running smoothly and securely for you and your transferees. Redefined and moving ahead.
See what our changes mean for you at stewart.com/relocation-reframed.
*May not be available in all areas or for all transaction types.
© 2020 Stewart. All rights reserved. CUSTOMER SERVICE REFRAMED
Making sure your experiences are the best they can be is our top priority. FORTY YEARS That’s why we tailor our boutique-style services to meet your needs. It’s why we offer tools like remote online notarization and digital signing capabilities.* of ... And it’s why you can count on us to help keep transactions running smoothly and securely for you and your transferees. Redefined and moving ahead.
See what our changes mean for you at stewart.com/relocation-reframed.
*May not be available in all areas or for all transaction types.
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© 2020 Stewart. All rights reserved. ®2021 Contents 26 The New Relocation, A to Z BY GEOFF WILLIAMS What’s changed in mobility? Everything—from the appraisal process and compliance to employee experience and new work styles to attract Gen Z.
FEBRUARY 2021 2 Contents worldwideerc.org
32 38 44 The 2021 Housing Through the Evaluating the Real Picture Pandemic and Beyond Cost of Vendor BY D.H. COBURN BY ANDREW WALKER, WORLDWIDE Support ® After a year of dealing with the ERC ’S 2021 BOARD CHAIR BY SARAH HUNT, ROBERT SMITH, “triage of COVID,” what’s next? Although disruptions may be AND ANNA VOLINKATY WHEELER inevitable, 2020 has taught us Choosing the right talent mobility that mobility has an increasingly technology vendor is one of the important role in making business— biggest decisions facing employers. and the world—work better. A WORLD OF DIFFERENCE IN IMMIGRATION
At Fragomen, we don’t just facilitate immigration—we create opportunities. From individuals and small local businesses to the world’s largest companies, we support all of your immigration needs, all over the world. We are internationally local—with offices in the heart of each region and services stretching around the world. No matter where you’ve come from, or where you’re going next, Fragomen is here to propel you forward. www.fragomen.com CONTENTS • FEBRUARY 2021
February 2021 | Vol. 42 No. 2
Worldwide ERC®
Karen Cygal SENIOR VICE PRESIDENT, PRODUCT DEVELOPMENT
Eric House WRITER-EDITOR
Editorial/Design/Media Sales
The YGS Group YORK, PENNSYLVANIA, USA
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Serena L. Spiezio, VICE PRESIDENT 48 Megan M. Hacker, ART DIRECTOR Destination Profiles Zack Buchanan, NATIONAL SALES MANAGER Cape Town, Kuala [email protected] 4 +1 717 430 2291 Lumpur, Nashville, Heather Macaluso, ACCOUNT EXECUTIVE [email protected] and Panama City +1 717 430 2224 BY M. DIANE Mc CORMICK Printing
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6 About Worldwide ERC® Worldwide ERC® is the workforce mobility association worldwideerc.org Events Calendar for professionals who oversee, manage, or support U.S. domestic and international employee transfers. The 8 organization was founded in 1964 to help members overcome the challenges of workforce mobility. Perceptions 56 This Is Our Opportunity Mobility Matters Our Purpose Reimagining We empower mobile people through meaningful connections, unbiased 9 Destination Services information, inspired ideas, and solutions. Insights BY JON FERGUSON Going the Extra 1,399 Miles BY EVELYN PEARL AND ANANDA HOLTON 23 10 Public Policy Around the Worldwide ERC® We Are Where Work Is Going: In Case You Missed It Worldwide ERC®’s Public Policy Industry Highlights Forums Lead the Way Executive Spotlight YP40 55 Collective Wisdom Advertisers’ Index Learning for a Global Marketplace That’s Constantly on the Move!
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Interactive Micro-Learning LinkedIn Learning Webinars Conference Online Learning Paths Session Learning Recordings
Learn more at worldwideerc.org/membership EVENTS Executive Committee CHAIR Andrew P. Walker, GMS-T Calendar ERNST & YOUNG LLP, NEW YORK, NEW YORK, USA CHAIR-ELECT Tyler Reynolds EQUUS SOFTWARE, DENVER, COLORADO, USA
VICE CHAIR – FINANCE Michelle Moore NEI GLOBAL RELOCATION, OMAHA, NEBRASKA, USA
VICE CHAIR – TALENT COMMUNITY Spring Spring Conference Anupam Singhal TOPIA, DALLAS–FORT WORTH, TEXAS, USA 2021 SPRING PRESIDENT AND CHIEF EXECUTIVE OFFICER Lynn Shotwell, GMS WORLDWIDE ERC®, ARLINGTON, VIRGINIA, USA
Global Workforce Symposium 2021 Board of Directors 20–22 OCTOBER Merritt Q. Anderson Oct Chicago SAN FRANCISCO, CALIFORNIA, USA 2021 worldwideerc.org/events-conferences Kathy Connelly, SCRP, GMS BERKSHIRE HATHAWAY HOMESERVICES GEORGIA PROPERTIES, GREATER ATLANTA AREA, GEORGIA, USA
Horst A. Gallo IBM CORPORATION, ARMONK, NEW YORK, USA
Sigrid Nauwelaerts JOHNSON & JOHNSON, BEERSE, BELGIUM
Binwa Sethi THREEFOLD LEADERSHIP LLC, NEW YORK CITY AREA, NEW YORK, USA
Shelby Wolpa SHELBY WOLPA CONSULTING, AUSTIN, TEXAS, USA
6 Ex-Officio Directors
IMMEDIATE PAST CHAIR Edward Hannibal, GMS DELOITTE TAX LLP, CHICAGO, ILLINOIS, USA
CHAIR, FOUNDATION FOR WORKFORCE MOBILITY Eve Seib, CRP, GMS ONESOURCE RELOCATION, GREATER ATLANTA AREA, GEORGIA, USA worldwideerc.org Mobility (ISSN 0195-8194) is published monthly by Worldwide ERC®, 4401 Wilson Blvd., Suite 510, Arlington, VA 22203-4195, +1 703 842 3400. Mobility examines key issues affecting the global mobility workforce for the benefit of employers and firms or individuals providing specific services to relocated employees and their families. The opinions expressed in Mobility are those of the authors and do not necessarily reflect the Correction opinions of Worldwide ERC®. Mobility is printed in the United States of America. Periodical postage paid at In the December 2020/January 2021 issue of Mobility, we mistakenly Arlington, VA, and additional mailing offices. Worldwide used incorrect logos for The RES Forum, Ineo LLC, and Equus. Visit ERC® members receive one annual subscription with their membership dues. Subscriptions are available to https://bit.ly/3bE4WXP to view the updated page. We regret the error. both members and nonmembers at $48 each per year. ©2021 by Worldwide ERC®. All rights reserved. Neither all nor part of the contents published herein may be reproduced in any form without written permission from Worldwide ERC®. Read all about it!
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This Is Our Opportunity
The idea of “the new relocation” is incredibly evocative because those words capture what so many of us are feeling right now. Over the past year, our mobility role has been catapulted into greater visibility due to this pandemic. It has become our oppor- tunity—no, our responsibility—to provide the key leadership and strategic guidance so badly needed as companies every- where ponder and assess how employee mobility has changed, and how it will continue to change. While technology was available before, now we all are actu- ally using it. In particular, our industry has pivoted to facilitating moves through virtual tools, transforming everything from house hunting and shipping to talent and business development. After all, we have a remarkably diverse Meanwhile, we don’t see an end to remote work membership, spanning the entire range of 8 anytime soon, so these nontraditional work situations mobility—from A to Z, as it were. Our cover are continuing to create sticky compliance situations. feature, “The New Relocation, A to Z” (see Immigration issues may be top of mind, but just as page 26), focuses on what our members can important are domestic tax and employment law consid- expect for relocation for 2021, tapping into erations as well as duty-of-care obligations. the insights of some of these diverse mem- Since the pandemic broke in March 2020, Worldwide bers to pull out specifics on key issues such ERC® has been here for you, working proactively to provide as compliance, taxes, and immigration; the you with new tools and resources for where work is going, impact of families, language, culture, and soft- worldwideerc.org from our COVID-19 resource center and town halls; to ware on employee experience; and housing our advocacy efforts for COVID-19 relief and immigration considerations for 2021, including real estate, and tax reforms; to career supports such as adding a second corporate housing, and mortgages. CRP® exam window and badges, providing discounted access Our chair said it best: “We can … to credentials and learning, and expanding our job bank; and be grateful for the lessons of 2020: that finally, to our Global Workforce Symposium, offering more upheaval is inevitable; that we must be than 65 hours of learning that are available on our learning prepared for major disruptions; and that, portal all year. For 2021, we will do even more—and better. if there was ever a doubt, mobility has an I am incredibly excited to embark on 2021 with new increasingly important role in making busi- leadership on our board, led by Chair Andrew Walker, ness, and indeed the world, work better.” GMS-T, global leader of mobility and total rewards at As we look ahead to 2021, more than EY (see “Through the Pandemic and Beyond,” page 38). ever, we are where work is going. The As we were thinking strategically about the new reloca- opportunity is now—and I can’t wait to tion in 2021, we made the deliberate decision to bring go there with you. onto our board a diverse array of voices from across the entire industry, to reflect experience in global mobility, relocation, RMCs, and of course technology, so that we Lynn Shotwell, GMS can better understand the important issues and roles each President & CEO of these plays in this new world of work. Worldwide ERC® Insights
Going the Extra 1,399 Miles
BY EVELYN PEARL, SENIOR SALES CONSULTANT, AND ANANDA HOLTON, SENIOR INTERNATIONAL RELOCATION COORDINATOR, PETRELOCATION
hen you’re moving with pets, U.S. to transit country, the transit country to desti- even a seemingly easy move can nation. While the ultimate destination continued to quickly become complicated. be Armenia, we knew we needed to be more flexible WWhen we received an inquiry and consider alternate—and still safe—routes that from a longtime Peace Corps volunteer who planned required travel through nontypical countries. to move her two cats to Armenia, the relocation plan appeared straightforward: We were using a familiar USE YOUR IMAGINATION route with an established airline, and the volunteer We live in a world where almost all countries enlisted the U.S. Embassy in Yerevan to assist with allow some form of access for pet travel. When we customs clearance. But this move—along with many agreed that thinking more creatively was para- others we have encountered over the years—is a mount in the success of this relocation, we began great example of some key lessons learned in the to see more opportunities. We investigated import- field of pet relocation. ing into neighboring countries such as Azerbaijan, Georgia, or Russia, with either added ground 9 DEVELOP A PLAN—AND A FEW BACKUPS transportation or a third flight. These countries Before any relocation plan begins to derail, it is would typically never be considered for this type ideal to have backup plans B and C. Without of relocation, even while we were familiar with the warning, our established airline issued an embargo pet import regulations and entry requirements. for Armenia and could not offer an estimate on when the restriction would be lifted. Move plans COMMUNICATE CONTINUOUSLY can often change due to airline embargoes, and a The most important tool when facing a challenge worldwideerc.org backup plan will need to be implemented. is maintaining constant and transparent commu- nication with all parties involved. As collaborators, BE FLEXIBLE our client and the U.S. Embassy were able to offer Sometimes it is necessary to reevaluate relocation additional insight that proved beneficial to the expectations on all sides and look at the relocation relocation. When we initially looked at Georgia with a new perspective. In this case, both backup as a possibility, our client and the U.S. Embassy plans quickly went out the window, as all other advised that there was increased civil unrest in that flights to Armenia required multiple layovers or region. When all plans led us to Russia, the U.S switching between airlines—resulting in a greater Embassy was the first to say that if we could make chance of pets getting stuck in a layover country it work, so could they. without specialized care. An unsafe flight routing The lesson here is that relocations can always or backup plan, even if possible, is never an option. change at the last minute, no matter how straightfor- We realized that we would need to let go of our ward the original plan may seem. With a combina- expectations and our “standard” routing plan—the tion of flexibility, collaboration, communication, and a little bit of imagination, a rewarding relocation can result out of an otherwise impossible situation.
Send your article ideas, letters, and feedback to [email protected]. In Case You Missed It
Worldwide ERC® What’s happening on social? President and CEO Lynn Shotwell recently reflected on the Follow us! @WorldwideERC past year while looking forward to 2021. 2020 was quite unlike any other year, presenting challenges LinkedIn that upended our personal and A new year is a time for reflec- professional lives while causing us tion, and over the past month, Twitter to quickly adapt to unprecedented we have continued to share 2020 was quite the year for changes. It also gave us the chance in-depth articles and other public policy, and we have to connect in ways we never content through our website continued to update you on our anticipated, such as through the and social pages on topics that advocacy efforts on behalf of 2020 Global Workforce Symposium, reflect on the past year while the workforce mobility industry. where more than 1,600 participants looking forward to 2021. For Over the past month, we filed from around the world in the example, we shared articles on comments on the proposed workforce mobility industry met to what HR leaders have identified H-1B wage cap rule and sent learn and connect. Shotwell reflected as their top priorities going into the Biden-Harris transition on this immense opportunity, as 2021, as well as what factors team public policy papers on well as summarizing how Worldwide employees are looking for to key economic and tax relief, as ERC® has worked to bring all sectors enhance the overall employee well as immigration solutions of the industry together during 2020. 10 experience. We talked about that will benefit the workforce With 2021 in full swing, now is the how to navigate the complex- mobility industry. We also time to take what we’ve learned and ity of compliance around the stayed on top of pressing issues continue to engage and connect into world, as well as how to build to give you the information you a brand-new year of possibilities. a more diverse, equitable, and need, such as what employers inclusive workplace environ- need to know about employees ment. For additional engaging and vaccinations; the resto- and educational content, as well ration of DACA, or Deferred
worldwideerc.org as valuable resources offered Action on Childhood Arrivals, in The silver lining in this by Worldwide ERC®, don’t forget the U.S.; Brexit developments; year is that it made us to renew your membership at and more. To keep up with the pause and consider how worldwideerc.org/membership. latest in all things government we can do things better. affairs and public policy, visit
® More and better is what
C worldwideerc.org/public-policy. we promise to bring to you in 2021. May Facebook you all have a healthy Learning and development continue to be top of mind, which is why we’ve and prosperous 2021. continued to produce top-notch learning courses and webinars for the We are where work is workforce mobility industry. Over the past month, we conducted webi- going—and I am looking nars on such topics as how to plan for the expiration of travel bans; how forward to going there to navigate iBuyers; and what the new era of global talent mobility may bring. Members can also access our Learning Portal, where—in addi- with you.” — LYNN SHOTWELL, tion to a vast catalog of learning courses—members can access content PRESIDENT AND CEO, from the 2020 Global Workforce Symposium. To view our webinars, visit WORLDWIDE ERC®
AROUND THE WORLDWIDE THE AROUND ER worldwideerc.org/events-webinars, and to visit our Learning Portal, go to worldwideerc.org/learning. Industry Highlights
In Memoriam: Nancy Carol Baltus, Founder of Worldwide ERC ®
11 Nancy Carol Baltus, Worldwide ERC® founder, spent the majority of her career in Chicago.
n 8 January seven years at ERC, Baltus also worked closely 1964, Nancy with CEOs of Fortune 500 companies to help Carol Baltus relocate their employees all over the world. O made Baltus would remain in Chicago for the remain- mobility industry history der of her career, working as a lead researcher for worldwideerc.org when she helped found the Sears, Roebuck & Co.’s board of directors and Employee Relocation Real its merchandise group and retiring from Sears in Estate Advisory Committee, 1995 at the age of 65. which would later become Worldwide ERC®. During her retirement, Baltus continued to break Born on 10 May 1930 in Chicago, Baltus began new ground, enrolling at the University of Chicago, her career working for the National Association where she earned her master’s degree in business. of Real Estate Boards. When NAREB sponsored After graduating, she acquired her stockbroker’s a meeting for corporate relocation managers from license and began working for William Blair & Co. across the U.S., including leading names of the until she retired for a second time in 2008. day such as U.S. Steel, General Mills, Kraft, Alcoa, Baltus passed away on 4 December 2020, at the Caterpillar, and Westinghouse, it was Baltus who age of 90. “Nancy Baltus will always be remem- was tapped to guide those members as the execu- bered fondly by all of us at Worldwide ERC®,” tive secretary of the newly formed ERREAC. says Lynn Shotwell, GMS, president and CEO During those early years, Baltus helped pub- at Worldwide ERC®. “She was a pioneer for her lish the first directory of real estate brokers and time, a leader when not many women enjoyed appraisers in order to serve the needs of corporate that role. Thanks to her work in those early years, relocation managers, who at the time ran primary Worldwide ERC® has built itself into a global in-house programs, remembers Cris Collie, who organization that continues to shape the future of became ERC’s CEO in 1972. Throughout her our work.” ® AROUND THE WORLDWIDE ERC 12 worldwideerc.org INDUSTRY HIGHLIGHTS for ourcustomers.for people’s Supporting health and companyas we continue tobeahigh-performing ofemployeeswell-being important isvitally “The Crowley’s vicepresident of peopleandculture. priority,”their familiesakey says King,Tiffanny health andwellness ofourteammembersand commitment asanemployer whomakes the ropolitan area, where Crowley isheadquartered. companies intheJacksonville,nizes Florida, met award’s highestlevel. The council’s program recog straight year atplatinum, thefifth including the ness. Crowley won the11thconsecutive for year, Award creating for aculture ofhealthandwell CrowleyCouncil recognized withitsPlatinum input, andculture andenvironment. and incentives, benefitsandprograms, employee based on factorsasoutcomes, such participation SynBella. firm systems Companies were reviewed assessment created andadministered by wellness and summerawardwere by period evaluated an thespring 44 winningcompanies for recognized theeffectiveness ofits programs.for wellness The straight year BusinessResourcesfor thefifth for in Wellness Award from theNational Association as well astheirfamilies. well-being ofitspeopleintheircareers andlives, awards recognizing thecompany’s the for support health andwellness hasresulted intwo new Crowley’s successhelpingemployees achieve benefiting others. In 2019,Crowley’sHeartWalkteamsupportedtheirownfitnesswhile FOR EMPLOYEEWELL-BEING CROWLEY EARNSTWOAWARDS “These awards spotlightCrowley’sfocus and “These In addition, Coast Worksite theFirst Wellness Crowley won theNational BestandBrightest
- - - • • • • • • • health toolsandopportunities, including: assessments,risk aswell asanarrayofwellness and providing employees and withhealthevaluations careers.” peopleseekingmeaningful for of choice toCrowley asanemployerwellness alsoiscrucial Award Network Commitment toExcellence Platinum year’s conference was “Foresight Is20/20.” worldwide.customers andclients The themeoflast toits service who have provided extraordinary companiesrecognizes andindividualsinthenetwork provider network, wide service annually andCartus 2020. Global NetworkThe Cartus isCartus’ world Conference, from 7to16October heldvirtually Corporation’smance atCartus 2020GlobalNetwork MSS Inc. washonored itsoutstandingperfor for PLATINUM AWARD COMMITMENT TOEXCELLENCE MSS INC.RECEIVESCARTUS’ events,fitness run-walks. as such from home, andemployee invirtual participation whileworking healthy for lifestyles and support guidance,safety mental healthassistance, guidance employeescontinued tosupport withhealthand are proud tohave astrong such teamwhovalues time intheirlives andcareer.an important We such network ourtransfereesduring for support metrics. performance critical who have by distinguishedthemselves achieving providers is presented toGlobalNetwork service plier’s commitment measurable toexcellence and performance.service This award asup recognizes through award achieve highest-level asuppliercan Gym reimbursement programs Gym Emotional well-being education programs andevents Fitness Mental healthresources Weight management tools Health coachingprograms shots Flu The awards reflect Crowley’s commitment to MSS Inc. wasnamedwinner oftheGlobal theCOVID-19 pandemic,During Crowley has “Cartus Global Network“Cartus providers are the
for its exceptional service results, itsexceptionalfor service the - - - professionalism, work ethic, attentiveness, and Suddath has been serving the Jacksonville commitment to excellence above all else,” says Eric community for more than 100 years, establishing Barnes, CFO and senior vice president of supply itself not only in moving and logistics, but also as chain management at Cartus. “MSS Inc. is one of a respected employer. Founded upon a strong set the Cartus Global Network providers who exhibits of core values that include trust, agility, innova- this caliber of excellence.” tion, teamwork, and caring, Suddath has also been “In a year full of challenges and uncertainty, awarded Best Place to Work for a third time, after our relationship with Cartus has proven to be a taking home the award in 2017 and 2019. constant that guides our path forward,” says Tim “If you ask anyone what they like best about Hughes Jr., vice president of strategy and mar- working at Suddath, they will tell you it’s the keting at MSS. “We recognize the high stan- people,” says Chief People Officer Heather dards that Cartus expects of all suppliers within McBride-Morse. “While we continue to grow its Global Network and believe these make us our global footprint and innovative technol- a better company. We remain committed to ogy, we remain a family company that values providing innovative solutions and adding value and takes care of our employees. We’re proud to our place in the relocation process, through to be an employer of choice in our hometown hard work and dedication to quality service. We of Jacksonville, Florida, and to offer incredible are proud to receive the Platinum Commitment employment opportunities across the U.S. and in to Excellence Award again this year and are 14 countries around the world.” 13 thankful for all of our moving partners who help Suddath was also recognized earlier this year as us deliver quality service on a daily basis.” one of the Best Places to Work in IT by Insider Pro and IDG’s Computerworld. SUDDATH NAMED 2020 BEST MOVING COMPANY AND BEST PLACE TO WORK STERLING LEXICON AMPLIFIES USER Suddath has won the titles of Best Moving EXPERIENCE WITH WEBSITE REVAMP Company and Best Place to Work in the 2020 Sterling Lexicon has launched its enhanced worldwideerc.org Bold City Best competition, hosted by the Florida website, sterlinglexicon.com, designed to provide a Times-Union. Bold City Best is an annual compe- personalized experience for visitors, customers, and tition that gives people in the Jacksonville commu- partners around the world. nity the opportunity to vote for their favorite local The new site delivers content specifically places, businesses, and people. designed to connect each unique visitor with the Suddath is grateful to be voted the city’s best relevant resources they need quickly and easily. In local moving company for the fourth year in a row, addition, the site now has a range of new features, having won the award in 2017, 2018, and 2019. including localization, additional language transla- “It’s an honor to be recognized as Jacksonville’s tions, and geofencing. best moving company again this year,” says Dick “With 15 global locations and 33,000 reloca- Eschbacher, president and general manager for tions across 180 countries a year, Sterling Lexicon Suddath’s Jacksonville branch. “We are proud is no stranger to the wide range of our diverse that in this unprecedented year our team rose to clients’ needs,” says David Dance, president of the challenge to keep our operations running as Sterling Lexicon. “The enhanced features and an essential service provider. This award demon- streamlined navigation are specifically designed to strates the dedication of all our people—drivers, improve the user’s experience with our company crew members, and administrative employees right from the start, by delivering content and alike—to continue delivering the highest-quality information based on what visitors are looking for service to our customers.” and where they are located, quickly and easily.” ® AROUND THE WORLDWIDE ERC 14 worldwideerc.org INDUSTRY HIGHLIGHTS • • • • • of whatitfound: 2020 to11December2020, andhere’s asnapshot U.S. andabroad. work or assignments inthe for rates transfers companies relocated employees atmuch lower ofCOVID-19, relocated because Americans Lines Migration Patterns Study, patterns. According tothe everything, householdmoving including 2020 wastheyear thatCOVID changed RELOCATION DUETOCOVID-19 ATLAS VANLINESSEESINCREASEIN throughrelevant information thesite. access timely, toquickly ability accurate, and benefitfrom andpartners animprovedclients reliance connectivity, on virtual thecompany’s COVID-19 pandemicandamuch greater enhancesatailored experience. further U.S. EnglishtoU.K. English, French, orSpanish way. personalized highly The option totranslate trending in news,a offerings service andreview Lexicon, content navigateeducational and world, enablingthemtoconnect withSterling around customers the for andpartners platform respectively. thefirsttimesince1995 and2010,status for Utah 2009, respectively. percentage moves since2014and ofoutbound Minnesota first timesince1995. California New Jersey. study’s inception. highest percentage moves sincethe ofoutbound two years inarow. its The stateexperienced leader in2020, adesignation ithasnow held York New Carolina andMaine. timesince2016,the fourth followed by North Idaho The studyisbased on fromrelocations 1January Additionally, the during particularly The website alsoprovidesglobal anintegrated and ranked asthestudy’sranked inboundleader for
Kentucky was the country’s outbound move outbound was thecountry’s earned an outbound status for the statusfor anoutbound earned and
New Jersey It was followed by Illinois and Itwasfollowed by Illinois achieved aninbound achieved 2020 Atlas VanAtlas 2020 sawthehighest whilemany
atlasvanlines.com/migration-patterns. by thecompany.handled For more, visit asreflected patterns moving inthemoves tries) Canada only), andinternational (between coun state (between U.S. states), cross-border (U.S. to inter since1993totrack studyannually patterns Arabia, Germany, andtheU.K. werenational origins Japan, Korea, South Saudi the U.K., andCanada, whilethetopfive inter tions 2020were for Japan, Korea, South Germany, Star Awards,Star Award, IsBorn theAStar and the Awards, maincategories—All-Star four Super theawardduring period. are eligiblefor Suppliers realizing favorable employee satisfaction scores orders withintheaward period,Altair service and financial commitments), receiving 25ormore andcompliance withcontractualformance and standing withAltair(i.e., per delivery service Partnership Awards maintaininggood include above andbeyond collection anddonations. infood Hunger’sMove for award one for supplierthatwent withAltair, tohonor 13partnerships ries aswell as Partnership Awards ofcatego represented avariety and thecustomer experience, the2020Supplier experience toboththesupplierpartner dedication supplier partners’ and exceptional performance supplier partners. Designedtoshowcase Altair’s awardsonly ceremony, heldvirtually, torecognize annualinvitation- Altair Globalhosteditsfourth AWARD WINNERS 2020 SUPPLIERPARTNERSHIP ALTAIR GLOBALANNOUNCES Atlas Van Lineshasconducted itsmigration Interestingly, thetopfive internationaldestina Qualification criteria for the Supplier for the criteria Qualification www.
- - - - - - Written in the Stars Award—with subcategories multiple initiatives displaying significant results in the All-Star and Super Star categories. and environmental outcomes; humanitarian The All-Star Awards acknowledge exceptional commitment, for significant impact in a human- supplier partners in their various fields of expertise. itarian cause with conviction and commitment; Winners are selected based on specific perfor- and product/service innovation, for introducing a mance criteria, as well as nominations submitted technology solution that positively influenced the by Altair Global’s consultants and associates. The mobility industry. The 2020 winners are: 2020 winners in their various categories are: • Environmental Consciousness: New World • Move Management Services, U.S. Domestic: Van Lines. A-Mrazek Moving Systems. • Humanitarian Commitment: F.C. Tucker Company. • Move Management Services, International: • Innovation: Global LT. Champion International Moving. Altair Global’s A Star Is Born Award recog- • Logistics Support Services: Reindeer Auto nizes a recently established relationship. Executive Relocation. Language Training LLC notably distinguished • Corporate Housing Services: Synergy itself by delivering exceptional service, elevating Global Housing. the customer experience, and demonstrating the • Destination Services: Premier Destination Services. true spirit of partnership. • Global Mobility Support Services: Air Animal The Written in the Stars Award honors a Pet Movers. long-standing relationship. CORT was selected 15 • Real Estate Broker Services: @properties. for its dedication to a 10-year partnership built • Real Estate & Rental Support Services: on mutual success, as well as cultural and strategic GlobeSpec Inc. alignment, and for upholding and promoting the The Super Star Awards specifically recognize vision of Altair Global. three suppliers for exceptional achievements in Lastly, the Move for Hunger Supplier of the Year three areas: environmental consciousness, for Award is presented to a company that incorporated worldwideerc.org
Challenge yourself this year and earn the top Earn Your Certified certification for mobility professionals working in employee mobility in the United Relocation Professional States. The CRP® shows your peers you have Designation in 2021! comprehensive knowledge of the industry and your dedication to the field.
Do You Want to Earn Your CRP in 2021?
The exam will be offered at hundreds of designated testing centers worldwide AND via live, online proctoring (you can take the exam at home!) from Tuesday 1 June 2021 – Monday 21 June 2021 (the 2021 Exam Dates: specific site, date, and time will be chosen by each 1-21 June 2021 registered candidate closer to the exam start date). Visit worldwideerc.org/gms-detail to get started! //////////////////////////////////////// ® AROUND THE WORLDWIDE ERC 16 worldwideerc.org INDUSTRY HIGHLIGHTS emerged lower down theirlistofconcerns. flexible for working (40%)also opportunities acceleration (31%) andincreased ofdigitization threat.the jobmarket (50%)alesssignificant Overall jobsglobally,for respondents considered of thesize impact theirprogression. budgets significantly tighter training (66%)will face-to-face for (68%)and training opportunities entrepreneurs, two-thirds of alsothinkthatalack whom go will on tobecome businessleaders and long-term careers. their affect negatively network will withcolleagues thatnotbeingabletophysically mid-20s—believe to of young professionals—most intheirearly based inJouy-en-Josas, France, that72% found inManagementthe GlobalAlliance Education, from 40different countries. global research among recent master’s graduates prospects ofyoung professionals, according tonew to COVID, thelong-term career couldharm Decreased face-to-face interactions atwork, due LONG-TERM CAREERPROSPECTS TO-FACE INTERACTIONSCOULDHARM GLOBAL RESEARCHFINDSFEWERFACE- anddedication.” service demonstrating exemplary ners’ through perseverance adifficult for yearand supplier partners. We are ourpart thankfulfor customers, clients, ourteammembers, andour our to create for thebestpossibleexperiences intheworld, experts and recognized we continue respected withthemosthighly partnering “By atAltair.president ofglobalsupplierpartnerships supplier partners,” Edwards, Jim says seniorvice keep andtherelationships we have builtwithour ing thecommunities itserves. shown acommitment tofeed and hascontinually meals—in 2020. Itsteamembracedtheprogram 280,000 for than 335,900poundsoffood—enough more anddelivering incollecting itsefforts for Westerberg Hunger theMove for Award earned culture. ofitsdaily HungerMove for aspart Nelson On theotherhand, despiteincreased competition respondents,Of the310survey many of conducted by CEMS,The international survey “We are proud extremely ofthecompany we - - and educators seize this opportunity toinnovate, thisopportunity seize and educators development opportunities, globalcompanies ductivity, timesofcrisis.” andgrowth during need, butalsoavaluablesource ofinnovation, pro afundamentalhuman isnotonly collaboration professionals thatsocialinteraction recognize and Siegers, executive director ofCEMS. young “These havedevelopment will on theircareers,” Roland says for face interactions andopportunities ‘in-person’ are concernedabouttheimpact decreasing face-to- automation, digitization, andflexible working, they hasaccelerated apreexisting19 crisis trend toward no matterwhere someone islocated.” experience, and bereal orvirtual whethertheclass engagingeducational the aimistoprovide atruly space-agnostic learning,might becalled where expect. We toward what toseeashift are alsolikely digitalnatives—that ourstudents—whoare mostly activities tofacilitate ways theextracurricular for are experience clear,of theon-campus we must look inthefuture,”learning headds. thebenefits “While onfocus interaction, application, andexperiential had notbeenexplored.previously that alsobetween students—inways schools—and between for collaboration affords opportunities the pandemicisthatpromise oftechnology perspective,education one ofthelessons from adapt, beinhighdemand.” will tation, and learn continuously andwhocan employees andstakeholdersaround experimen post-COVID world, engage graduates whocan and embracegreater and flexibility. risk In a mindsets,to shift andcreatively, thinkcritically give andanabilitywhich graduates awillingness viaonline platforms, opportunities learning proved thatitispossibletocreate significant ofthepandemic, thechallenges “Despite we’ve BusinessSchool. ofSydney of theUniversity oftheCEMSchair anddean GlobalAlliance ful networks,” Professor says Greg Whitwell, andbuildmeaning business leaders collaborate tohelpthenext ways generation offinding new “It is essential that rather thanreducing is essentialthatrather “It thattheCOVID- graduates recognize “While “Digitally enabled learning will have will agreater enabledlearning “Digitally According to Whitwell, from abusiness - - - Worldwide ERC®’s 2020 H. Cris Collie Leadership Award
he H. Cris Collie Leadership Award was created in tribute to H. Cris Collie, Worldwide ERC® CEO prestigious award—these are what truly stand out. from 1972 to 2008. Trustees of Richie is a change agent and was instrumental in T ® the Worldwide ERC Foundation for Workforce creating the Foundation Gala and building it to Mobility established the HCC Leadership Award what it is today. The first Foundation Gala was for members who embody specific qualities actually conceived and spearheaded by Richie and associated with Collie and who have demonstrated two other mobility professionals. Since its incep- them in various areas of achievement. Among tion, she has been involved on some level with the those traits are positive leadership, a generous planning and execution of the Foundation Gala, spirit for mentoring and collaboration, strength of and from 2017 to 2019, she facilitated the entire character, and steadfast integrity. event. Richie is a selfless leader who is always will- 17 This prestigious award is presented at a min- ing to share her time, talent, and treasure to have a imum of every four years. Nominees may be positive impact on our industry, communities, and submitted by Worldwide ERC® members and the charitable endeavors. H. Cris Collie Nominating Committee, and a Leadership is about empowering others to be rigorous vetting process identifies the winner. their best self, to lead with integrity and strong We are delighted to share that our 2020 H. character, and to partner and collaborate with Cris Collie Leadership Award winner is Pandra others to achieve results. These leadership quali- worldwideerc.org Richie, SCRP, SGMS, owner of Windows of the ties are important, especially during challenging World Travel LLC. Richie is a longtime member times. Richie exhibits these qualities in the good of Worldwide ERC® and a passionate supporter as well as challenging times. The contributions of the Foundation for Workforce Mobility. She is she has made over the years have left a legacy of an enthusiastic leader with years of experience in positive change, and she continues to be a role planning, leading, and collaborating to drive key model for others. strategic initiatives forward. Her contributions to “Receiving this distinguished award is, without Worldwide ERC® and the Foundation are many, a doubt, the pinnacle of my career,” says Richie. “I including serving on the Worldwide ERC® Board have long admired Cris Collie and feel extremely of Directors, the Foundation board of trustees, honored to have been recognized as having the and the board of directors for the Relocation same values and attributes as Cris. I am so incred- Directors Council. She was inducted into the ibly blessed to have been part of such a caring and Hall of Leaders in 2010 and has received four worthwhile industry, and I’m especially proud of all Distinguished Service Awards. the generosity of time, talent, and resources others Richie’s contributions to the mobility industry have given to support the work of both Worldwide are significant. However, her passion for making a ERC® and the Foundation for Workforce Mobility. positive impact, her willingness to raise her hand It truly ‘takes a village’ to make something happen, to help out wherever she can, and her leadership and there is no finer example than what has been style, which aligns with the attributes of this accomplished collectively in our industry.” ® AROUND THE WORLDWIDE ERC 18 worldwideerc.org Fred Haladay Sally Davis Executive Executive her career, brought herfive often Steinke Center Office on18March 1968. in Early Shopping Shorewest’s BrookfieldSquare more for than50 years,family joining enforcement, andlistingservices. onfocuses government affairs, ethics Wisconsin. association southeastern The real estateprofessionals throughout REALTORS Associationthe Greater of Milwaukee Achievement Awardthe Lifetime from Officehas received Country of theLake At Shorewest, REALTORS ACHIEVEMENT AWARD STEINKE RECEIVESLIFETIME SHOREWEST’S MARY foundation. chain and initialsupply inoperations,footprint service, technology, the company’s national andinternational Suites,of globaloperationsatBlvd sheled base.national client Asthevicepresident CWS alignwell withitsmulti will says ininternationaloperations,expertise which tions, anddataanalysis. Davisalsobrings ment, product development, rela partner market platform, manage brand including ledmultiple areasShe withintheonline Furnished atStay Apartments.technology president ofbusinessdevelopment and ment, anddataanalytics. vices, vendor relations, manage inventory onfocused operational efficiency, guestser industry, avastbackground Davisbrings area managerDenver. for Davis hasbeennamedthecompany’s first expansion intotheDenver market, Sally Housing’s ofCWS Corporate As part AREA MANAGER HOUSING’S FIRSTDENVER DAVIS ISCWSCORPORATE Steinke has been part of the Shorewest oftheShorewest hasbeenpart Steinke 4,000 The GMARconsists ofnearly Before joiningCWS, Daviswasthevice housing A veteran ofthecorporate Spotlight ® (GMAR). ® , Steinke Mary
- - - - - her, the andthepaircontinues tosupport Steinke’s isnow granddaughter working with band, Brian, thisyear. whopassedaway earlier intosaleswithherhus transitioning back for28 Office yearsbefore Country the Lake REALTORS the first Shorewest,woman salesdirector at tor oftheOconomowoc Office, makingher nized. In1970, shewasappointedsalesdirec about helpingfamiliesfindahome. a hard-working mom, shewaspassionate young children along toshowings, andas marketing, pricing, development andagency Management, government services, quality, 30-year tenure, hehasoverseen Avail Move care, support. andnational client his Over tion, communication, systems, customer cial officer.transporta isin Hisexpertise as seniorvicepresident commer andchief manager serving andmostrecently services 1990s,since theearly astheagency starting and COO. has beennamedthecompany’s president Group Inc., announced thatFred Haladay Atlas Canada, ofAtlas World asubsidiary PRESIDENT ANDCOO ATLAS CANADANAMESNEW Achievement Award.” thisLifetime earning on Steinke tocongratulate Mary thrilled been faith, family, andcommunity. We are on theirfeet. passion hasalways Mary’s place tostaygot whilethey back fortable friends, family, andanyone needingacom 50 years, thecoupleopenedtheirhome to means.of whathome really thepast Over marriage. appreciationThis gave heratrue intheir moved 15timesin11years early a release by Shorewest. andBrian “She lives by,” truly Steinke Mary according to ties withtheiraward-winning services. communi andKettleMoraine Country Lake Her leadership skills were quickly recogHer leadership were skills quickly Haladay hasbeenwithAtlas Canada ahousehome issomething“Making ® . andgrew nurtured Steinke ------for the Canadian sector of the van line. He “It is an honor to assume the leadership is a graduate of Seneca College and served role in a company that’s helped set the as a member of the Royal Canadian Navy. standards for the relocation industry,” “Fred has been a proven leader in says Haladay. “I look forward to continu- consistently developing and executing ing my professional journey with Atlas successful client relations and quality Canada and helping drive the van line to initiatives that have been critical to our new heights.” growth in Canada,” says Jack Griffin, Haladay is active in industry associa- chairman and CEO of Atlas World tions, participating in various Canadian Group. “We are excited for him to be at Employee Relocation Council (CERC) the helm and implement Atlas Canada’s committees, and has spoken at several edu- strategic plan in the years to come.” cational sessions presented by both CERC As Atlas Canada’s president and COO, and CAM (Canadian Association of Haladay oversees all business areas to Movers). He has had articles published in drive the future direction of the van line. trade magazines as a subject matter expert He is also responsible for leveraging for service and has been presented with Atlas World Group business synergies, both a Meritorious and two Distinguished establishing and adhering to all budgets Service awards from CERC. Haladay and profit and loss and collaborating with recently served as the chairman on the 19 fellow Atlas World Group leaders. board of directors for CERC. worldwideerc.org
What’s new: More content i ersit and ncl sion, t o Care, Assign ent i ec cle est Practices and ore ncl des the Talent Mobilit iece o the designation Introducing the so o earn the GMS T Earn digital badges to share o r acco lish ents NEW Global as o rogress thro gh the rogra Mobility Specialist Progra content is bro en o t into bite si ed ieces which eans no ore ho r long co rses in a Program! sitting
Visit worldwideerc.org/gms-detail to get started!
P M . P F 1 , GMS21TEN, and receive 10% off! //////////////////////////////////////// ® AROUND THE WORLDWIDE ERC 20 worldwideerc.org What wasspecialabout2020isthat we wereWhat meanstoeveryone. whatourindustry learn gence, introduce toeachother, ourselves and to thejoy, we firstneededtodoourduedili more wantedtobring joy.industry—we To get group more tobring thanjustcontent tothe andpersonally,ally we decidedwe wantedour course, we swam. You have two options: You sinkorswim. can Of from 2020thatyou’dlearned liketoshare withthe upcoming YP40 committeeandother YP40 members? E “After meetings, countlessZoom profession To thatend, membersof2020’s we askedseveral YP40 committee: “2020 hasbeen where isabsent? touch inayear forward professionals move group ofyoung of thebox. How doesa team tothinkoutside requiredthe YP40 standard year. This year buta everything stronger senseofindividualresponsibilitytomakeapositive impact. stress, ofyoung three-quarters professionals whoresponded sayhave they a them. world around the in and communities their in change positive to drive to helping ever than morededicated and resilient to be proving are professionals young disruptions, social and economic, health, unprecedented 2020’s with ven In Deloitte’s From 2020 Lessons Global Millennial Survey 2020 Global MillennialSurvey - - we didagreat jobinadapting and creating more year, whenfaced withourfirstpandemic, Ithink bepreferred, always in-person will events butthis #YP40RunEatSleepWeek! not enoughandcreated fitness bingo and We was decidedthatone fitnessday simply now,ness—right tostay it’s mobile. important why totheindustry. YP40 isimportant arecurrently intheindustry, andtheirthoughts on more are, aboutwhothey do, whatthey where they tohelpwiththecelebration,chairs shared andthey decided tocelebrate YP40’s 10thbirthday. ber, BenCross with began working famousboard withafellow mem industry! but withtheentire globalmobility able toshare ourjoy other withnotonly YPs, “I amconfident—ascan agree—that “I you all otherbursts ofjoy were tolook to fit “Our “We brought thepreviousyears’ back YP40 inthefirstburstofjoy, tobeginbringing “So we What specificlessonshave you What , and despiteincreased anxiety The Love+Relo Show, and - - joy in the industry! Kudos to the 2020 YP40 team routines. Embracing this idea has helped me and our incredible 2020 chair, Chris Ward! take a step back and appreciate the fact that we “What I would like to share with the 2021 don’t have to be everywhere all the time.” chair and YP40 committee is this: Please continue ERIN WEBER to bring in the joy, enjoy the relationships that Manager, Brand & Content you create—I love my YP40 peeps—and Zoom Envoy Global meetings rock!” CHRISTINA BLONDHEIM Director of Business Development “I’ve learned many Preferred Corporate Housing lessons this year, but the one that has made the biggest impact in my life “This year has been a was learning to invest in great reminder on the myself. Self-care must importance of being be a priority, and I’ve adaptable. With so learned to be more many things outside of intentional in addressing our control, we’ve all my physical, emotional, had to get creative and spiritual, and mental needs. adjust plans both “The lockdown in mid-March got me to stop personally and and think, and I did so for days. My head was professionally. This spinning, I was scared for my family, I was con- 21 could mean anything from taking an in-person cerned for the future, and I kept asking myself tons conference virtual to finding your groove from a of questions, but most of all: What are you doing? work-from-home standpoint or celebrating a “One night while lying in bed trying to go to birthday virtually. sleep, that question kept repeating itself. And that’s “For my team at Envoy Global, being adaptable when it hit me. I wasn’t taking care of myself, and meant quickly altering our content calendar and if I wasn’t taking care of me, how could I take care marketing initiatives to cover the topics and breaking of my family? worldwideerc.org news updates most important to our customers and “In a world of instant culture, where we have to the foreign national employees at their organizations. have everything quicker and faster, it’s tiring, it’s “For YP40, being adaptable often overlapped challenging, and it’s hard to keep up sometimes. with figuring out how to replicate the projects and One of the little things I have done to take better events we would normally have if we could meet care and enable discipline and accountability is in person. Our brainstorming efforts resulted in learning to say no, while doing things that matter: a handful of Zoom happy hours for prospective Learning to say no members, a virtual birthday party, a panel at the • No to that TV show. Global Workforce Symposium, and several social • No to worrying about things I can’t control. media activities—all from our homes! • No to that urge to check social media. “This year has also taught me that it’s OK Doing things that matter to slow down. I think a lot of people are used • Reading for myself and with my kids. to being productive the moment their feet hit • Getting outside at least once a day. the floor in the morning.I am certainly one of • Listening more intently. those people! Now, we’re spending most of the “In short, be intentional with everything you do. day at home with fewer plans but new distrac- Invest in yourself. Listen to yourself.” tions (kids, roommates, pets, family, etc.), and MIKE FITZGERALD the schedules we were used to keeping pre- Director, Business Development pandemic no longer align with our daily Plus Relocation ® AROUND THE WORLDWIDE ERC 22 worldwideerc.org Collective Wisdom Corporate government and agency members loginat can tions menu.Pleasereachoutto international and domesticreloca dard temporaryandpermanent would beinadditiontoourstan remote workpolicy.Thispolicy early stagesofpursuingaglobal ity practices,wearebeginningthe reimagine corporatetalentmobil ing anexcellentopportunityto With theCOVID-19crisispresent Working Policies Global Remote handling: know howothercompaniesare policy questionsthatwe’dliketo We havesomeU.S.immigration Benchmarking Immigration • • • • • dependents? employee onlyoralsoforthe If yes,doyoupayforthe are doneinAustralia? diem forE-3renewalsthat flights/accommodation/per Does yourcompanypayfor nated doctor? have a$$limitordesig If yes,doesyourcompany all dependentsaswell? cover onlytheemployeeor If yes,doesyourcompany card process? medical examinthegreen burse/pay fortherequired Does yourcompanyreim of your own in the WorldwideERC Read the answers, add your own comments to these questions, or post addyourown anewone comments tothese Read the questions, answers,
------of ideaswithmypeers! Looking forwardtotheexchange tions acrossallindustrysectors. are eagertohavetheseconversa on developingsuchapolicy.We would beinterestedinnetworking comfortable sharingwithusor work policythatyouwouldfeel me ifyouhaveaglobalremote group at currently beingdiscussed intheir dedicated community herearesomeofthecorporate/HR things members, or questionsthat aretopofmindforWorldwideERC To helpkeepyouinthe ofthe knowonmany topics tion/homefinding programfor is asettlingin/areaorienta relocated. Thisspecificmatter as incometoouremployeewho from ourthird-partycompany we neededtoincludeaninvoice my payrollgroup,advisingthat Recently Iwasapproachedby Service Fees something different. curious ifothersdothesame,or local costforhousing,andI’m and COLAbutthelargertotal differential fortransportation housing. Wecurrentlyusethe for transportation,COLA,and lating expatallowances/budget host locationcostwhencalcu panies usethedifferentialor wondering whetherothercom I’m reachingoutbecause CalculationsAllowance Expat Housing worldwideerc.org/community. ® Community’s Corporate Benchmarking Forum. - - - - worldwideerc.org/community. interested inthefollowing: location totheU.S.Iwouldbe someone movingfromanon-U.S. • • • side, wouldyoubewilling For thoseontheprovider Imputing aportionofit? service feeintheW-2? amount ofathird-party Are youincludingthefull rate side,whatdoyoudo? For thoseonthecorpo service? different thingsbasedonthe For everyone,areyoudoing just therecommendation. specifically theclientname, clients? Idon’tneedtoknow recommending/advising your are doing?Orwhatyou to sharewhatyourclients ® -
Public Policy
We Are Where Work Is Going: Worldwide ERC®’s Public Policy Forums Lead the Way
BY REBECCA PETERS
n this constantly changing global public Forum have graciously agreed to extend their policy environment, Worldwide ERC® leader terms for another year to confront solutions leads the way on where public policy impacting the industry during the pandemic. workforce mobility solutions are going. I 2021 PUBLIC POLICY PRIORITIES Our Public Policy Forums are on top of the issues impacting the future of workforce mobility and As business works to recover amid COVID-19 providing solutions to leaders around the world. restrictions, so have the forums. We have moved to Forum leaders work with Worldwide ERC®’s Vice a virtual format in which Worldwide ERC® mem- 23 President of Member Engagement and Public Policy, bers have been able to attend their sessions from Rebecca Peters, to ensure that the organization thousands of miles away. Many recently participated tracks, analyzes, reports out, and works to provide in our Public Policy Forum Roundtables at the forward-thinking solutions to public policy and Global Workforce Symposium, where Worldwide industry leaders on rapidly developing issues such as ERC® learned what public policy issues were top of the coronavirus, economic and tax relief, immigration, mind for the industry this year. Below are the top and real estate and mortgage—all of which have vast issues identified from each Public Policy Forum worldwideerc.org implications for global business, relocation, and travel. Roundtable that we will be working on this year. This article serves to provide you, the Worldwide These identified public policy issues are integral to ERC® membership, with an update on how the our recently released principles for reform and will forums are leading the way on public policy that will be important to the forward-thinking public policy impact the industry this year. solutions that the global mobility industry will be working on as we move ahead. NEW PUBLIC POLICY LEADERS On the forum leadership front, Worldwide ERC®’s Global Forum new chair, Andrew Walker, Ernst & Young, USA, Chair – Nino Nelissen of the Executive is now also the chair of the Government Affairs Mobility Group Committee, which oversees public policy solu- Vice Chair – Dale Collins of Graebel tions for the forums. Regarding forum leader Companies Inc. terms that recently expired during the COVID- 19 public health emergency, we have selected The top global public policy issues identified for Craig Anderson to continue as chair of the Tax employers, the mobile workforces they manage, Forum, and we have brought on Jennifer Stein to and organizations’ clients this year include how lead as vice chair. Both will serve for a two-year technology is driving and changing mobility, term. Additionally, Jay Hershman and Patrick the displacement of talent, the General Data McManamy of the Real Estate and Mortgage Protection Regulation (GDPR), and the fall of PUBLIC POLICY
Corporate responsibility— regulations last autumn to limit access to H-1Bs, especially in regard to along with employment-based green cards that a pandemic—is a hot increase wage level requirements and prioritize talent selection, using a new lottery system based on those issue, as are increased receiving the highest prevailing wages. Worldwide expectations and policies ERC®’s Immigration Forum is working with the for diversity. Biden-Harris administration and Congress on top priority immigration issues identified by the new administration, such as the travel and visa entry bans, as well as access to certain high-skilled immigrant the EU-U.S. privacy shield regarding the transfer talent in the DACA workforce regarding larger immi- of personal data. With the privacy shield struck gration reform efforts for mobility workforce industry down, the protection of the transfer and retention talent and system predictability and reliability. of employee data from the EU to the U.S. is top of mind as technology and displacement of talent Real Estate and Mortgage Forum drive changes in mobility. As technology plays a Chair – Jay Hershman of Baillie & Hershman larger role in the workforce mobility industry, the Vice Chair – Patrick McManamy of McManamy shift in global power structures in the coming years McLeod Heller will pose new challenges that companies can and 24 must tackle. The Global Forum is working on for- Even as the COVID-19 pandemic took its toll on ward-thinking public policy standards with orga- the U.S. economy and the workers who support it, nizations such as the International Organisation the real estate market showed considerable resil- of Employers and the Global Forum on Migration ience in the face of unprecedented challenges. The and Development that will be important in tack- health of real estate continues as the seller’s market ling some of these issues. was able to shift its strategy to meet the needs of homebuyers. Top real estate and mortgage issues Immigration Forum this year identified during the roundtable include worldwideerc.org Chair – Jurga McCluskey of Deloitte UK COVID impacts on the real estate market, process Vice Chair – Azmina Aboobaker of Facebook changes in real estate and mortgage closings, along with e-closings and remote signings. Whether The combination of the COVID-19 pandemic, through such methods as e-notarization, remote policies put forward by the Trump administration, online notarizations (RON), remote ink notariza- and Brexit have all challenged traditional workforce tions (RIN), and others, closings were largely able immigration systems. The top immigration issues to resume. Currently, 42 states allow the use of identified as impacting employers and organizations’ e-notarization for real estate transactions. The use clients this year include remote work due to border of e-mortgage increased from 0.5% to 4.25% as of openings/closings and stranded workers, remote June 2020, with the steady increase further fueled by work occurring in a location that is not the main the pandemic. As these methods gain prominence, office, and the impact of U.S. visa entry bans on data security will be of utmost importance to real workforce planning. Other issues discussed by the estate practitioners to protect consumer data in the forum’s roundtable include the travel bans put into continued purchasing of mortgages and homes place by the Trump administration on immigrant and in the U.S. Also, while the number of moves has nonimmigrant visas and entry restrictions put into decreased during the pandemic, interest rates place by all countries to curb the spread of COVID- have continued to drop, with decreases in home 19. The forum also discussed U.S. Department of inventory and rising sale prices. Worldwide ERC®’s Labor and Homeland Security Trump administration Real Estate and Mortgage Forum is promoting forward-thinking solutions to Congress, such as consideration public policies that impact the benefits, reinstating the mortgage deduction and exclusion. payroll tax, and expense reimbursements of work- It is also working with the National Association forces. The pandemic has also complicated the global of REALTORS® to promote forward-thinking taxation of remote workers and transferees. Many solutions such as e-closings and remote signings. workers have moved back to their country of citizen- ship and are not meeting residency requirements of Regulatory and Compliance Forum individual countries; thus, they are subject to different Chair – George Powdar of Altair Global tax rules. Canada, for instance, has issued additional Vice Chair – Jeff Margolis of SIRVA Worldwide Inc. T4 reporting requirements due to COVID-19— similar to the Paycheck Protection Program (PPP) in The Regulatory and Compliance Forum Roundtable the U.S.—that have provided temporary subsidies for identified its top priorities for this year, including employers. We expect tax to remain a top priority for restrictions on global trade regulations and talent governments this year, and the Tax Forum is working location, the placement of global talent, and the with the new U.S. administration and Congress in European Posted Workers Directive and its impact particular on issues of economic stimulus and tax on employees on temporary assignments to the EU. relief for small business and employees in addition to On the European Posted Workers Directive, as of solutions for remote work taxation. 30 July 2020, employers with employees on tempo- rary assignments in EU countries must adhere to a GET INVOLVED IN OUR PUBLIC framework of protections for the workers, including POLICY DISCUSSIONS AND 25 minimum salaries and a set of work conditions. The EFFORTS TODAY forum also discussed the growing trend of worker To engage in our latest public policy efforts regarding protection laws in areas other than the EU, with the our public policy campaign and to share our public rise in use of contractors and whether or not they policy principles for reform on social media with your should have the same rights and benefits as employ- government representatives or your employer, please ees. Finally, corporate responsibility—especially in visit Worldwide ERC®’s Public Policy webpage regard to a pandemic—is a hot issue, as are increased and access our social media toolkit. Also be certain worldwideerc.org expectations and policies for diversity (e.g., nation- to participate in our Public Policy Forums in the ality, race, gender) around the globe. The Regulatory Community, where Worldwide ERC® has its Global, and Compliance Forum will be working toward Tax, Immigration, Real Estate and Mortgage, and solutions in these priority areas this year. Regulatory and Compliance forums open for you to join the discussion with other experts on public Tax Forum policy today. If you are a member, just log in to the Chair – Craig Anderson of AECC Mobility Community to be a part of the discussion and be a Email: [email protected] part of our forums’ efforts as we work toward public Vice Chair – Jennifer Stein of the Global Tax policy solutions for the mobility industry this year. Network Finally, I encourage you to reach out to me at [email protected] if you wish to learn more As the world of work has reacted to unprecedented about the benefits of being involved in our public changes that caused many around the world to shift policy efforts. to remote work, the temporary location tax treat- ment of employees working from home has been Rebecca Peters is vice president, member ® top of mind. In the U.S., the issue varies by state engagement and public policy, at Worldwide ERC . as to work presence (nexus) and payroll tax with- To get involved in our public policy efforts or if you holding. Each state needs to be looked at separately. have questions, please reach out to her at +1 703 842 Finding tax solutions for remote work must take into 3413 or [email protected]. The NEW RELOCATION,
A toZ
What's changed in mobility? Everything—from the appraisal process and compliance to employee experience and new work styles to attract Gen Z
By Geoff Williams
26 ast year was like no other, impacting every area of the mobility industry, from how technology has become a key part of the appraisal process to how we’re embracing new work styles to attract LGen Z, the newest generation of workers. In the coming year, relocation professionals are also keeping a close eye on compliance issues as related to immigration and taxes, how the pandemic has impacted and will continue to impact housing and corporate housing, and why employee experience matters more than ever. It’s “the new relocation”—and it’s changing how all of us do business. A: Appraisals. Transferees are always inter- ested in hearing the good—or bad—news about the worth of their house. While the pandemic has made this once-rote process much more challeng- ing, appraisers are relying on technology such as drones or applications like Zoom to manage the ongoing need for home appraisals. B: Brokers. For these real estate professionals who exclusively represent the buyer in real estate trans- actions, 2021 could well be a busy time. According to data from Realtor.com in November 2020, U.S. median listing prices grew 12.6% over the previous year due to a combination of eager buyers, lower mortgage rates, and reduced inventory, while total inventory is down 39%, another motivator. C: Corporate housing. For these providers of fully furnished, short-term housing for employees and their families, continued attention and rigor in following U.S. Centers for Disease Control and Prevention, World Health Organization, and local government guidelines has become business as usual. Other changes that have become standard are contactless check-ins and key retrievals, addi- tional sanitization protocols, and use of technology to connect families with accommodations.
27 D: Data privacy. As data is transferred between residency for a $200,000 home. Also on the plus companies to manage seamless transfers, compa- side of the ledger: In this age of social distancing nies are having to step up their own data privacy and limited contact, expect to see more technolog- regulations. Anyone involved in talent mobility ical advances to help individuals process immigra- needs to be aware of the data privacy laws they tion paperwork faster and more efficiently over the need to adhere to—and the policies of their own next 12 months. company—as countries and states around the J: Jobs in mobility. Mobility will continue world are continuing to take a closer look at data to earn a seat at the strategy table as CEOs and privacy and develop laws to ensure it. other senior leaders lean on the expertise of talent E: Employee experience. HR professionals, mobility professionals to guide them across mul- including talent mobility, are working to drive an tiple issues, including this new world of remote exceptional employee experience from talent work, a potential rise in long-term assignments, acquisition through talent retention initiatives, and the compliance issues inherent in both, partic- which includes enabling employees to enjoy ularly as countries continue to take a closer look at international work experience. That in turn helps a stricter immigration rules. company become an employer of choice. K: Keys to unlocking talent. It’s a phrase F: Families (duty of care, schools, etc.). often heard in the industry. Relocating the right Duty of care has taken on a new meaning during employee to a new country and culture often the pandemic. Companies are asking tough inspires new ideas and inspiration and helps questions: How will employers continue to keep employees find talents and skills that they some- their employees safe on both a short-term and times didn’t even know that they had. Mobility long-term basis; what policies are they revamping focuses on getting the right people to the right to accommodate the changing needs of their jobs and the right jobs to the right people, and 28 employees; and how are families dealing with the ability to tap into global labor pools through remote schooling? remote work and bridging skills gaps will help G: Gig workers. The gig worker trend may not companies unlock the potential of their workforce. be going away, but how these individuals are classi- L: Language and culture. Even with the rise fied from a worker perspective is still being eval- in remote work, language and cultural skills remain uated. If they work gigs but work for a specified important—perhaps even more important as we amount of time, are governments going to make communicate via video tools and other technology the employer pay benefits or other requirements? in which meaning and tone can often be lost. worldwideerc.org H: Household goods. Moves—and the need M: Mortgages. Low mortgage rates around for housing and the transfer of household goods— the world should make buying a house attrac- are continuing. However, both are closely linked tive to anyone, including expats. Many lenders to pandemic case rates. Still, at this time, housing are also working to simplify the process for markets are generally robust, even as shippers noncomplex purchases to help deals proceed are working to ensure safe delivery of HHG through to completion. with delays as limited as possible. In the U.S. in N: Nomads. It seems a safe bet that in 2021, particular, shipping is exploding as people continue there will be more demand for digital nomads as their mass exodus out of urban areas, while global remote work continues. According to a report by shipping has stalled a bit. Forbes in early 2020, 4.8 million Britons identi- I: Immigration. Immigration promises to fied as self-employed and 57 million Americans continue to be complicated, with the ongoing identified as freelancers—well before COVID- pandemic and immigration legislation in certain 19. Some are predicting that 2021 is the year countries likely to slow the influx of workers. when growth in the digital nomad lifestyle will However, at the same time, COVID-19 may explode, and these nomads are expected to enjoy encourage countries to change laws to attract more job opportunities and more tech tools to immigrants. Qatar, for instance, is now allowing ease their way. foreign buyers who purchase a US$1 million home O: Orientation and onboarding. The new to have permanent residency, or temporary remote work environment means that traditional Compliance—and COVID-19 A closer look at immigration and taxes in 2021
Every country is different in how it handles expats varied life,” Townsend says, adding, “The pandemic working from home, and it’s easy to see why coun- thrusted this evolution into warp speed.” tries and companies want to keep track of where an Immigration will likely be even more of a expat is working. For instance, if you have a Canadian challenge for the relocation industry as well. employee working in Switzerland but taking a lengthy Immigration authorities in some countries are trip to Ireland to care for ailing parents in the evening scrutinizing expats’ work permits and work visas and work during the day, what country is entitled to more closely than ever. Granted, many countries the taxes on the employee’s wages? If your employee fervently want expats working in their country as a becomes injured on the job and wants the employer boost to the economy, but because of the pan- to pay for those injuries, was the expat really on the demic devastating many other nations’ location job if he or she was staying with parents? economies and creating high unemployment, some That may be an unlikely hypothetical, but you get governments may make it harder for corporations the point. Compliance questions are going to come to transfer employees—if it’s believed that local up in 2021—and beyond—says Johnie Townsend, tax employees can do the job that expats are doing. manager at KPMG, a global network of professional Some affluent expats—to get around the limita- firms providing audit, tax, and advisory services. “With tions some countries are imposing—are actually so many people being able to work remotely and applying for a second citizenship in order to obtain productively outside the traditional brick-and-mortar a second passport. For example, it’s been estimated workplace, employers have seen an uptick in requests that applications from United Arab Emirates expats from employees to move to more desirable living for second passports in 2020 shot up by 30%. locations,” she says. “This—coupled with the com- As a result of these many complications, demand petition for talent—will force employers to consider is increasing for integrated services to streamline an 29 allowing for some form of ‘working from anywhere.’” employee’s transition overseas, taking into account Working anywhere sounds great, and it is, but it their family’s unique circumstances. Global mobility can create headaches for human resource depart- professionals will need to aim to bring immigration, ments and other professionals. tax, and relocation service providers together to help “In certain cases, this can create significant indi- manage these issues and work toward ensuring a vidual, payroll, and corporate tax consequences, more streamlined process, according to Erickson along with new compliance requirements, that Immigration Group. This will not only ease compliance
employers will need to evaluate and assess,” issues, but it will also boost employee experience, worldwideerc.org Townsend says. “In addition, employers will need another area of focus for the new year. According to to create some governance, processes, and poli- Salman Cheema, Erickson Immigration Group manag- cies to manage these ‘work anywhere’ requests.” ing attorney – international practice, “When immigra- Of course, compliance questions were already an tion, tax, and relocation teams work together, facili- issue in the relocation space. “For the last decade, tated by in-house global mobility, employees—and there have been quite a few studies about how the their families—feel cared for and supported through new generation of employees put less value in tra- one of the biggest changes in their personal and ditional methods of work and more in having flex- professional life, with the end result being a focused, ibility at work that allows them to have a full and engaged, and retained employee and family.”
orientation and onboarding processes must satisfaction and retention. A little creativity helps, transform. Technology has become essential in too: Personalized swag bags and other deliverable smoothing the introduction to a new organiza- content or scheduled chats with employees from tion, allowing new hires to continue to expe- all parts of the organization are two ideas compa- rience company culture—one key to employee nies can employ. P: Policies. It’s almost a given that policies distributed workforces will also add complexities will be evolving more rapidly than ever in 2021, in tracking employees globally and the tax as corporations continue to mitigate the coro- obligations that may be associated with them navirus. The policies that will change the most from a personal and corporate tax perspective. rapidly will likely involve the transferee’s family, U: Untapped talent (including diver- with family concerns about safety and children’s sity, equity, and inclusion). As companies education often dictating whether an expat everywhere wake up to the need for systemic wants to stay with or leave an assignment. But change in order to embed diversity, equity, and changes will be at every corner. Since July 2020, inclusion into their day-to-day practices, those for instance, Singapore has twice tightened changes will likely reveal untapped talent. Often, rules around employment visas for foreigners by you have the right person for the job within a raising minimum salaries. The coming year looks company—or if you consider relocating them to no less complicated. the job site where you need them. Q: EQ-CQ-IQ. These were important in the V: Vendors. Vendors within the mobility past and will continue to be in the future. EQ ecosystem continue to partner in order to further refers to emotional intelligence; CQ, cultural the industry and the role we play in the support of intelligence; and IQ, ordinary intelligence. talent globally. Anyone working in a global environment must W: Worldwide. The world may have changed, have all three in order to succeed—especially but global markets will continue, and companies still with increased stress and anxiety around work will need to rely on global talent. As we continue to and family. Expats in particular need these skills navigate ongoing changes due to the pandemic and to adapt in a new location. other disruptive events, Worldwide ERC® remains at R: RFPs. Generally, at the beginning of a move, the forefront of where work is going. 30 a company will ask a relocation company for a X: Expenses and flexibility. For the fore- request for proposal. RFPs are commonplace as seeable future, expenses and budgets are going companies continue to look for great partners to be prone to dramatic change as travel restric- to help them manage their mobile workforce. tions may change on the spur of the moment or Pending the virus, RFPs should be on the rise as flights may be canceled. Relocation professionals companies and employees slowly return to a more will need to stay nimble, and their clients are normal style of work and reevaluate their policies going to need to stay informed and to be condi- and how they fit into their new business normal. tioned to expect the unexpected. worldwideerc.org At the same time, procurement departments at Y: YP40. Mobility professionals under 40 will corporations are getting more involved in negotia- want to connect with Worldwide ERC®’s Young tions and vetting, while service providers are trying Professionals Under 40, or YP40, group. This to streamline the process. dynamic community helps young relocation and S: Software. Technology and new software mobility professionals build relationships with are continuing to change the mobility landscape each other and industry experts—to establish and elevate the employee experience. Tech tools mentorships, build networks, and deepen every- are enabling us to transform how we identify one’s careers. diverse talent, manage performance, upskill Z: Gen Z. For this newest generation of employees, prepare expats and families for expats and relocation professionals—born in relocation, manage compliance, and so much more. the mid-1990s to about 2010—it’s essential T: Taxes. 2020 and 2021 are going to be that managers understand what drives Gen Z, heavy years around tax compliance. While including smart technology, work-life balance, governments lifted some restrictions on when and learning styles that lean on collaboration individuals were liable or not for tax payments— and hands-on methods. based on their time in a country due to the pandemic—this may not continue. Companies Geoff Williams is an Ohio-based freelance writer will need to be vigilant in knowing where their with expat experience and is a frequent contributor employees are located. Remote work and to Mobility. Focus on Employee Experience Including families, the impact of software and technology, and DE&I Fortunately, says Lisa Johnson, the director of 24-hour help hotlines that were set up for assignees world mobility consulting services for Crown during the early days of the pandemic when every- World Mobility, the employee experience in 2021 body was on edge, and more frequent discussions looks to be much better than in 2020, with several about how to reduce stress for assignees. improvements likely in store. “The last year has been a difficult experience for Technology will help companies be even more flexible. everybody, and I think we’re in a much more comfort- Johnson thinks that once vaccines begin to eliminate able space in how we support mental health,” says danger from social interactions, many corporations Johnson, who believes the conversation about mental will even be less stringent about where work is done, health in the relocation industry is 10 years ahead of as long as it gets done and any compliance issues are where we might have been without the pandemic. addressed. “It’s easy to think about all the things that “We’re more focused than ever on the well-being of we’ve been missing in the pandemic, but I’ve been assignees and their families, and that’s exciting to me.” able to find a lot of silver linings, and one of those Opportunities for more transferees, which helps that stands out is the added flexibility that working everyone. Johnson points out that 2020 wasn’t only remotely has given people,” Johnson says. “I think the about the coronavirus. lockdowns have given some companies that were “The social justice movement that ignited from hesitant about letting people work from home willing- the killing of George Floyd wasn’t just a U.S. expe- ness to be more flexible going forward.” rience. It triggered a response from other coun- Global employee relocation management soft- tries and global companies. CEOs stood up and ware is also going to help mobility professionals, said, ‘We need to do more.’” especially with staying compliant and ensuring Johnson thinks this won’t go away in 2021. She 31 that, for instance, the paperwork of an expat on cites research that Crown did in the waning days assignment doesn’t go out of date before he or of 2019 before all of this happened, that showed she returns home. According to Beroe, a procure- that while most companies recognized that diver- ment intelligence firm, the relocation management sity, equity, and inclusion was a critical priority, software market is currently at US$31.5 billion and, most mobility teams don’t have a diversity focus before the pandemic started, was forecast to grow in their programs. Mobility teams will need to more than 3% to 4% in 2021. That mobility profes- start adding that component because research sionals are more reliant than ever on technology shows that having international experience can worldwideerc.org may mean there will be even more growth. help professionals get ahead. Having diversity More attention devoted to assignees—and programs embedded in mobility strategies would their families—regarding mental health. “To me, help further that goal. employee experience falls under the duty-of-care But DE&I would also help companies become inno- umbrella, and I think that evolved a lot in 2020,” vation hubs. When you have a wide mix of people Johnson says. “Companies had to focus on duty of with varied backgrounds, knowledge, contacts, and care, including mental health and well-being.” values, spread out around the world, those corpora- She feels that going forward this year and beyond, tions’ brain trusts arguably have far more depth and it’s going to be easier for companies to talk about substance than companies that are more limited. mental health and the fact that after uprooting their “I’m looking for those companies that focus on lives, assignees may struggle—since as a result of the diversity in their mobility programs to lead our pandemic, people may be more open to discussing industry, to lead loudly, and say, ‘Let’s make this these issues, which will be a positive change for the a mandate.’ I think a lot of people would be very transferees and the relocation professionals or cor- excited about that,” Johnson says. porate executives who work with them. Whether that happens in 2021 or not, She cites, for example, mental health webinars Johnson says, “I don’t see this social justice that are becoming more common in the industry, movement going away.” 2021THE Housing Picture
32 After a year of dealing with the ‘triage of COVID,’ what’s next?
BY D.H. COBURN
onsider this while you’re not sitting at your gate, not waiting for the flight you would have been on a year ago, not headed for that meeting you’re now attending virtually: According to a recent analysis by The Wall Street Journal, airlines could lose more than one-third Cof their business travel volume forever—at least 19% in the best-case scenario—as a result of the COVID-19 pandemic that has upended the global economy and forced massive shifts in how business gets done. With 2020 in the rearview mirror, changes of similar magnitude are on the minds of stakeholders representing every sector of the relocation industry, from employers for whom moving key personnel is a strategic business impera- tive to the army of service providers who support them. For housing-related providers in particular—relocation management companies, real estate brokerages, mortgage lenders, and temporary housing suppliers—2021 is shaping up to be a year of challenge and transformation as market forces, long-term trends accelerated by COVID, and pandemic-induced supply dislocations collide. That much was clear at a recent meeting of the Global Mobility Roundtable, an informal network of corporate- side relocation practitioners and service providers, says Bob Portale, president and CEO of Chicago-based global relo- cation firm RELO Direct®, a wholly owned subsidiary of Leading Real Estate Companies of the World®. While still focused on dealing with “the triage of COVID”—making sure their now largely remote workforce is equipped with the tools they need to be productive, coping with cost- cutting measures, and assessing the impact of space con- solidations and office closings—corporations are clearly pivoting to what comes next.
33 Will Relocations—and the Need for Housing—Return? “The biggest concerns are the ramifications of a The efficacy of vaccines, work-from-anywhere culture becoming normal- their potential impact on ized,” says Portale. “When does it establish tax consumer confidence nexus for the corporation, what new challenges does it create for corporations relative to tracking and economic recovery, and compliance, and how does this impact mobil- and the long-term ity policies?”—all of which have a direct down- impact of companies stream effect on housing. discovering how It may take time for all of the implications of this emerging “next normal” to be understood, productive their but it’s clear the phenomenon of employees self- employees can be selecting for relocation—a trend that was already working from home happening but dramatically accelerated by stay- at-home orders—will change the type of services remain to be seen. Still, relocation managers provide and how and to relocation pros agree whom they provide them. 2021 will see some level 34 In the short term, the consensus of top relo- cation housing experts points to a slow return of bounce back. of business at some point later this year from an estimated decline of 30% to 40% in reloca- tions in 2020. “We’re being told by multiple clients that professionals agree 2021 will see some level of Q1, Q2, Q3 of [2021] is going to be a lot of bounce back. the same,” says James R. Gargano, SCRP, RAC “We know relocation will continue to be worldwideerc.org member and president and managing partner a vital tool for acquisition and retention of of appraisal firm Bomba Gargano Valuation, key talent, and when it comes to key strategic based in the Chicago suburb of Naperville, engagements—certainly launching or expanding Illinois. “Maybe Q4—which is ironic because a business unit—interpersonal engagement is that’s usually the slowest quarter—we can start necessary and can be hard to replicate virtually,” seeing some change, but a lot of it’s up in the air says Cathleen Podell, a Chicago-based regional because we remain in uncharted waters.” vice president for Wells Fargo Home Mortgage. Gargano serves more than 50 relocation “Leaders largely recognize that, so we fully management clients, many of them for more than expect companies will ramp relocation activities two decades. But the usually reliable relocation back up but in a very strategic way.” business at BG Valuation was down about 35% for the year and 60% over the last three quarters of Tough Sledding in the Housing Market 2020—offset partially by a 30% increase in mort- When they do, they’ll find challenging con- gage- and litigation-related work. ditions on the housing front. Real estate has The efficacy of vaccines, their potential impact been on a wild ride since before the pandemic on consumer confidence and economic recovery, began, with homesales hitting a 14-year high and the long-term impact of companies discover- in October 2020. With mortgage interest rates ing how productive their employees can be work- continuing to hover near historical lows and a ing from home remain to be seen. Still, relocation persistent supply-demand imbalance, experts say all signs point to continued tight housing mar- Challenges for Relocation Professionals kets that will present challenges for companies Experts such as Givens and LeadingRE®’s and the employees they are relocating in 2021. Portale agree the needs of companies and trans- City dwellers fleeing major cities—propelled ferees have shifted as a result of the superheated by COVID fears as well as the new freedom to housing market and the work-from-anywhere work remotely—and young first-time buyers culture. Instead of traditional relocation benefits drawn by low rates are further exacerbating like guaranteed home buyouts—which aren’t the housing shortage for more traditional relo- needed at a time when homes are selling before cations to the suburbs as well as desirable they hit the market—the emphasis now is on second-tier cities. providing expert hand-holding in the form of “The lack of inventory available for purchase marketing assistance, consulting, and other tools is a real issue for most of the country right now, for employees who may not be familiar with the and the significant competition for housing ins and outs of selling their home—especially on a local level is making it even harder for a acquiring a home in their new location. corporate buyer,” says Kim Givens, CRP, vice “This time last year, built-up demand was so president of the relocation and leads division huge and inventory was so low [that] we were edu- of William Raveis Real Estate in Shelton, cating our relocation clients about purchasing in Connecticut. “We have these super-low interest a competitive market,” said Givens. “I think we’re rates, which is making housing so much more spending more time educating about the actual 35 affordable, but where we’re running into some service delivery for transferees—increased use of struggles is, we have sellers that are wary—just videoconferencing for home tours, market analysis, regular sellers—about putting their home on and touring local areas in separate vehicles while the market because they’re not sure that they’re delivering an overview of the new location.” going to be able to find another home to pur- And with so many employee moves now falling chase, so we’re not bringing up the back end of into the “self-relocating” bucket, in which an that inventory to get that person to move up.” employer has granted its workers the power to worldwideerc.org “There’s just such a low supply out there right choose where they live, relocation management now that transferring employees are faced with companies are figuring out how to serve the needs a frenetic real estate market in terms of bidding of the company—their traditional primary cus- wars, price pressures, and favorable interest tomer—and their workers. rates,” adds Portale. “It’s no longer about finding “So how do we marry those constituencies: the perfect home, but rather, finding a home. the corporations that want their employees to This has really created a challenge for the entire be happy and productive in whatever location relocation supply chain to make these moves they wish to call home, and the employees who happen at speeds and service levels that were are looking for the assistance of a consultant to previously expected.” help them through that process?” says Portale. Givens, also a Relocation Directors Council mem- “Bringing more of these consumer-focused or ‘soft’ ber, says William Raveis saw a single-digit decline in services to the table for the employee, while help- relocation volume in 2020 compared to the previous ing the corporation ensure all compliance factors year, but homesales tied to what would be considered are addressed—that’s what I see as the focus for voluntary moves were up by double digits—trends she relocation professionals in 2021.” expects to continue into 2021. Globally, relocations are down significantly, and within her own company, Transferees’ Changing Wish Lists corporate transfers from Raveis’ overseas offices to A survey of 160 CEOs by The Predictive Index the U.S. are “almost at a standstill.” in late 2020 found that 97% plan to allow remote work to some degree, and a whopping 76% said it restrictions, others were “full steam ahead” with would be the norm for all employees on a full- or mission-critical moves throughout 2020, and the part-time basis. Given the expected staying power drumbeat has been building for months to get of the work-from-anywhere phenomenon, real strategic employee moves into the pipeline again. estate experts such as Givens and Gargano agree “We’re hearing from client after client about the that relocating employees have a different wish pent-up demand,” says James, whose clients have list when looking for a new home than they might warned of a coming deluge of housing requests. have had a year ago. Must-haves now include “The flood hasn’t happened yet, but in conversa- more outdoor living space, ample room for a home tions with our clients it’s looking more like this office, and other creature comforts. could really start to accelerate in the latter part of “We saw a surge in houses with in-ground pools Q1 or early Q2.” and significant exterior amenities selling, seem- Meanwhile, the temporary housing land- ingly because people wanted to be around their scape awaiting those who have deferred relo- families, to create their own little bubble,” Gargano cations has shifted significantly over the past says of the Naperville area. “That’s generally rare 11 months, says James, citing the urban exodus for our local market and could be a temporary that has left major cities like San Francisco with trend, but the shift appears to have been directly high apartment vacancy rates and plummeting 36 related to the pandemic.” rents that are now 15% below pre-COVID Corporate buyers are also more willing to levels. The flight of workers out of San Francisco expand their search area to suburbs like Wilton, and Silicon Valley after major tech employers Connecticut, and Cape Cod because of work- adopted work-from-anywhere policies could be from-home policies that make a long or difficult a boon to any company seeking living quarters commute more palatable. Says Givens: “Towns for employees on long-term business assign- that had been off the radar for someone working ments in the region. in Boston, now it becomes a reality. If I only have “We’re seeing a great deal of pricing variety,” worldwideerc.org to go in to the office three days a week, I’m willing says James. “If you’re an operator that’s got 60 to do that commute.” vacant apartments in Santa Clara and you are dying for a rental, you may have dropped your Temporary Housing: ‘Tale of Two Cities’ rate 30% because you just need to put somebody and Pent-Up Demand in there, so we’re getting some options back with For providers of temporary corporate housing, pretty dynamic pricing.” 2020 was a “tale of two cities” in terms of the Some suppliers estimate the pandemic and pandemic’s varied impact on industries, individual other factors have slashed available temporary companies, and their relocation plans, along with housing by about 30,000 apartment units or 35% the disparate impact on real estate and housing of North American inventory, but relocation markets across North America and internationally, managers shouldn’t be overly concerned, due to says Gavan James, president and CEO of San the way the U.S. temporary housing industry is Diego-based Nomad Temporary Housing. structured. Unlike those in the rest of the world, The global aggregator of temporary housing where most operators also own the buildings they solutions works directly with corporate clients rent, temporary housing providers in the U.S. rent as well as more than 30 relocation management apartment units unfurnished on a one-year lease companies. While some of Nomad’s clients and then furnish and rent the units short-term. dialed back on relocations significantly due to After COVID hit, most operators let their leases business travel freezes and visa and other travel expire and handed the keys back to the landlord or negotiated new terms. Supply also took a hit as a high-rise temporary apartment building might some smaller operators, as well as venture capital– have eight to 12 units per floor, thereby reducing backed furnished apartment operators like Lyric the risk of unwanted contact. and Stay Alfred, have exited the business. “Many of these operator relationships [with Opportunities Amid the Challenges their landlords] have lasted 10 or 15 years, so in Despite the challenges, many of the participants most cases people adjusted the inventories without at the Global Mobility Roundtable’s November harm,” says James. “When demand rises again, gathering were excited about potential opportu- you’ll see an influx of new apartments leased and nities arising from the new workplace paradigm, put into the marketplace.” says Portale. Even in Europe and around the world, where All aspects of the relocation industry were temporary or “serviced” apartment operators typi- moving toward increased use of technology and cally own the properties they let, supply shouldn’t automation prior to the pandemic, which only be an issue, according to James. One of Nomad’s served to accelerate the trend. Experts say clients U.K. suppliers owns a 60-unit apartment building and transferees alike are demanding more tech- in London’s Covent Garden district. “It operated savvy solutions, from video home tours to remote as a serviced apartment a year ago, and it’s still notaries, automated appraisals and e-closings to there, unfortunately with only 40% occupancy automated temporary housing request systems, 37 today,” says James. “So they’re weathering the electronic invoicing, and mobile apps. storm, and they eventually will go back up to 60 Then there’s the positive impact work-from-any- units. In some cases buildings have been sold or where could have on a company’s diversity, equity, repurposed into long-term rentals, but many of the and inclusion initiatives. Housing affordability is operators are just waiting through this.” another area where self-relocation can be a boon as As in the for-sale housing market, temporary employees move to lower-cost markets, with benefits housing operators are also responding to changing accruing to themselves as well as their employers. worldwideerc.org needs of relocated employees, whose typical stays And some of RELO Direct®’s clients have expressed range from 30 to 90 days, says James. Noise from interest in creative new relocation policies, such as construction or other activity in the neighborhood offering relocation services to retiring employees as a is one new concern for residents of temporary retirement benefit or providing low-cost or no-cost apartments that has emerged during COVID, relocation assistance programs for self-relocating because they may be working from home for employees who normally would not be covered under part of the week. Heightened sensitivities about a company’s traditional relocation benefits package. ambient noise should be part of the checklist “Ultimately, corporations are trying to establish for corporate relocation practitioners and others policies for this future work environment—as vetting corporate housing suppliers. employees look to self-relocate for all the reasons James has also noticed more transferees—and you would suspect—that support and create the even short-term business travelers who might right suite of benefits,” says Portale. “These policies have used business hotels previously—taking not only support employee needs, but ultimately two-bedroom apartments so they can use one as a drive a company’s talent and recruiting efforts and dedicated home office. With social distancing still make them an employer of choice.” a concern, some of those travelers are also favoring temporary housing over hotels to avoid crowded D.H. Coburn is an award-winning business writer elevators. A typical high-rise business hotel might and editor and communications consultant based in have 17 floors with 60 to 70 rooms per floor, while Charlotte, North Carolina. 38 Throughthe Pandemic andBeyond Although disruptions may be inevitable, 2020 has taught us that mobility has an increasingly important role in making business—and the world—work better
By Andrew Walker, GMS-T
s I write to introduce myself to you as the new Worldwide ERC® chair, I realize that you all are probably facing the same dilemma as I am: How can we confidently project what will occur in 2021, given the Astunning and profound changes we experienced in 2020? That said, we can look back on how members of our organization were able to shift gears and successfully navigate around some of the huge obstacles resulting from the coronavirus pandemic. While we are still reeling from the impact of this disease and its effect on almost every aspect of our lives, mobility professionals can be proud of how quickly we responded to protect employees while keeping businesses operating worldwide.
39 A Little History This year offers new potential for mobility Before I start talking about the future, I’d like to tell professionals to integrate their work with essential you a little about my history in the mobility industry. business functions—and more firmly position our It started out with a lucky connection, which set me seats at the table. on a path that I’m continuing 30 years later. When I was a college student looking for a sum- Mobility in the Time of COVID mer job, I went knocking on doors at a business park The first response of organizations and nations to near my home. The only door that opened for me was the coronavirus was to find ways to keep employ- at Merrill Lynch Relocation Management. And that ees and residents safe. company hired me when I graduated. Some businesses immediately removed personnel After five years, I was offered a job with from hot spots and relocated them to other cities, The Principal Financial Group and relocated even as border shutdowns required others to remain myself from Connecticut to Des Moines, Iowa. in one location long after their planned departure. A few years later, I moved back East for a job Individual organizations were able to move with Goldman Sachs. Over the years I have quickly to keep the work flowing. But any sudden worked with Mercer, Thomson Reuters, and change has unintended consequences—which is ® WorleyParsons. Today I work with EY, which where Worldwide ERC members were able to help. specializes in consulting, assurance, strategy and Changing workforce strategies brings up a host 40 transactions, and tax services. of compliance issues specific to individual nations During my career, I have visited more than 45 and industries. If an expat remains in a country countries and had the great opportunity to live long past her planned stay, what does that mean with my family in London for five years. I can with respect to the host government? truly say I have seen all sides of our responsibilities, What if a company suddenly moves an employee all the benefits, and all the demands of supporting to a different country to avoid COVID-19 a worldwide workforce. outbreaks or pending border closures? Do these employees have permission to be working where worldwideerc.org The Pandemic, and a Year to Reset they are? What other immigration issues may We are constantly responding to change: Whether come into play? it is caused by geopolitical issues, economic ups Similarly, what problems come up when work once and downs, new competitors, or new technology, being done in an Asian capital is now being per- remaining flexible is essential. In fact, disruption formed remotely from a city in the U.S.? What are often spurs innovation that serves us well. the employee’s income tax obligations, and what are But 2020 was beyond anything we’ve experi- the employer’s corporate tax responsibilities? Who enced. Borders slammed shut around the globe. covers health care and retirement benefits? Our ability to travel, even domestically, was greatly In 2020, mobility professionals stepped in to reduced. And those on foreign assignments experi- help companies anticipate the many implications enced many restrictions. of personnel changes related to COVID-19. We But even 2020’s drastic changes give us alerted corporate managers to a checklist of issues opportunities. that can be triggered by these sudden disruptions. With fewer people moving internationally and We also gave them pathways to prevent liabilities changing jobs, we can take some time to reexamine related to compliance while making sure employ- our role and do a reset. We can not only address ees received the benefits and legal protections to the immediate challenges of the pandemic, but we which they were entitled. can look at some of the long-term trends facing During the next year, we can work on expand- international organizations. ing and formalizing these procedures for use in As stated above, remote work can bring new compliance challenges. In addition, the nature of By sharing the digital communication can create intercultural perspective of difficulties—even beyond those often encountered businesses operating by employees physically working in a foreign envi- ronment. Mobility professionals can contribute to internationally with the virtual workplace by creating a playbook on government entities on intercultural education and understanding.
issues such as taxation Beyond Teleconferencing and travel permissions, Countless people around the globe may never we can pave the way have heard of Zoom before this year. Yet now they for regulations that are as familiar with it as they are with Excel and reduce uncertainty, Outlook. Teleconferencing has kept the business world going, as well as taking some of the sting speed processes, and out of separation from friends and family. support international Now, after months of interacting exclusively mobility. over screens, employers and employees are starting to ask questions about the sustainability of remote 41 work. Without the informal communication that takes place in lunchrooms and hallways, with- out the conversations that take place before and other situations that require the quick redeploy- after staff meetings, and without the events that ment of personnel. encourage camaraderie, how do we keep morale In addition to helping organizations, we can high? How do we share information? How do we also help governments prepare for new scenar- create and sustain trusting relationships? How do worldwideerc.org ios. By sharing the perspective of businesses we maintain loyalty? operating internationally with government Gathering in conference rooms still seems a entities on issues such as taxation and travel faraway goal, and technology doesn’t hold the permissions, we can pave the way for regulations answers to everything. But our innovative spirit that reduce uncertainty, speed processes, and and motivation to support organizations can help support international mobility. us make the most of the technology at hand. Those of you who participated in the Global Thoughts on International Workforce Symposium will have experienced a Telecommuting great example of this. One myth exploded by the COVID-19 outbreak I, like many of you, rely on conferences such as was that employees must be together in an office GWS to not only expand my knowledge of best to be productive. practices, but to meet and continue relationships with As the world accommodated to social dis- people who can become important resources. I look tancing, remote office work necessarily became to these gatherings as a place to meet new vendors. the norm, rather than the exception. For many I look for partners and potential employees. And I businesses and employees, it became the preferred always look forward to catching up with international option. It will be interesting to see how much of friends whom I may see only once a year. the workforce continues to work from home once This year’s symposium was virtual. And yet the this pandemic is controlled. electronic platform offered us a stunning array of options to conduct the informal networking that qualities and business acumen to run a local oper- adds so much to a conference’s value. We could ation. What they are missing are the international move in and out of breakout sessions. We could networks and global experience that are critical in have lengthy chats with people from around the the top roles. globe—sometimes picking up on conversations As we’ve all seen, the surest way to develop a global started in person a year earlier. We could see at a mindset is through an international experience. So, glance what nations were represented. instead of maintaining the cost of a revolving door Overall, it was an engaging and stimulating of expatriate leaders, organizations can improve their experience, far exceeding expectations. bottom line and employee engagement by preparing At the end of the symposium, I was energized emerging local leaders through developmental rota- by the idea of making this technology available for tional assignments of their own. international organizations—not as a substitute Situations like these offer mobility specialists for in-person meetings, but to enhance the virtual a great chance to work in partnership with talent experience. Ideally, the international workplace will development colleagues and business leaders to soon have hybrid systems that offer people meet- create new workforce planning frameworks around ing in one place the opportunity to connect with the globe. Indeed, mobility specialists can influ- others around the world with the same fluidity. ence broader business strategies in many ways.
42 Addressing Ongoing Challenges For 2021 Multinational operations frequently have relied on As we move into 2021, COVID-19 continues to “revolving door” personnel—expatriate employees be the predominant force in all our lives. We seem who take assignments in countries distant from to be holding our breath for a breakthrough that their homes, replacing other assignees who occu- will lead us back to stability and safety. pied the role before them. But we can also be grateful for the lessons of While these rotations may provide excellent 2020: that upheaval is inevitable; that we must be experiences for mobile staff while addressing prepared for major disruptions; and that, if there worldwideerc.org immediate business needs, they also present was ever a doubt, mobility has an increasingly broader organizational challenges. Multinationals important role in making business, and indeed the often prefer to send headquarters-based or world, work better. mature-market staff into top leadership roles in As we proved in 2020, mobility professionals their supporting markets. But over time, these have a role to play in supporting nearly every aspect moves can have a detrimental effect on the local of an organization. We have demonstrated our value talent pools of potential leaders. to legal, compliance, and accounting teams. We Companies with international workforces often can create new partnerships with communications, notice that failing to provide upward mobility for talent management, benefits, and other professionals local employees can be demoralizing. And poor who can leverage our expertise in so many ways. morale almost always affects the engagement, While we keep our fingers crossed for a quick productivity, and retention of emerging talent. and complete end to the pandemic, we can move This scenario presents a counterintuitive role for ahead, applying our skills and knowledge to mobility practitioners to play by encouraging an fundamental issues affecting international business alternative approach to foreign staffing. An obvi- operations, present and future. ous solution is to nurture and develop the great pool of local talent. Andrew Walker, GMS-T, is the global leader of mobility We have often observed that the local pop- and total rewards at EY and the 2021 chair of Worldwide ® ulation of potential leaders has the leadership ERC . He can be reached at [email protected]. Where Work Is Going
The pandemic has shifted where people work and the tools used to help them relocate. So, how can Worldwide ERC® help the mobility industry seize on the opportunities presented by this new world? We asked Worldwide ERC®’s four newest board members for their insights:
“In support of global mobility, Worldwide ERC® has “2020 was a difficult year all around, but for consistently provided a forum for collaboration companies, it clearly highlighted the importance among industry stakeholders. Now, more than of HR and mobility. As organizations grapple ever, the organization should continue to pro- with ‘work-from-anywhere’ models, they must vide a collaborative platform for thought leaders lean heavily on their global mobility teams to throughout the industry ecosystem. support employees across jurisdictions while “Adaptation to nontraditional mobility should ensuring compliance and duty of care. include an initiative to engage with leaders of each “Equally, mobility teams need to be aligned industry segment to understand their respective with their organization’s talent strategy to sup- challenges and consider tools that streamline and port global business growth. Worldwide ERC® is improve the speed of service delivery through secure perfectly positioned to aggregate and dissem- data sharing. Transparency inspires innovation, unveils inate market trends, data, and best practices emerging technologies, and results in best practices to HR and mobility professionals and suppliers for the benefit of the entire mobility industry. throughout the value chain to tackle these “Worldwide ERC® should remain the trusted newly created issues and opportunities. We source for information on public policy, regulatory also have the opportunity to help professionals changes, tax implications, and data protection in a adapt and evolve the role of talent mobility to remote work world.” meet the ‘new normal’ that’s coming next.” 43 — Kathy Connelly, SCRP, GMS, senior vice president, — Anupam Singhal, senior vice president, corporate services, and qualifying broker, Berkshire strategic partnerships, Topia Hathaway HomeServices Georgia Properties “For decades, transportation and communica- “Worldwide ERC® is in a pivotal position to support tion have been making the world smaller. But the industry as companies adapt to a new reality smaller doesn’t mean simpler. and redefine the workforce ‘where.’ Companies “Today, political, social, legal, and economic con- still have positions that require mobile employees, ditions vary widely. And they can change rapidly, worldwideerc.org while others are grappling with how to attract and as we saw in response to COVID. While Worldwide retain talent when the employee demands the ERC® can’t simplify the world, it can help us choice of where to work. For many companies, the see more clearly beyond borders. Our industry solution will be a hybrid based on business need. already has developed the tools to help mobility “With Worldwide ERC®’s dynamic membership, professionals stay on top of regulations, cultural the opportunity exists to continue to bridge diver- expectations, tax laws, and more, providing con- sity, equality, and inclusion gaps by working with tinual updates and insights. Using our expertise to the multifaceted groups of corporate members, provide access to the latest information can help relocation management companies, and service members move personnel around the globe with providers. This unified effort will be a power- the maximum fluidity and fewest barriers.” ful force in supporting the industry’s goals of a — Tyler Reynolds, president, Equus Software mobile and remote workforce through innovation, thought leadership, and governmental advocacy.” — Michelle Moore, chief global mobility officer, NEI Global Relocation Evaluating the Real Cost of Choosing the right talent mobility technology vendor is one of the biggest decisions VendorVendor facing employers SupportSupport 44 GPS apps can track employees who opt in as they move around the world. Web-based self-service tools support relocating employees. And intel- ligent automation technologies help employers streamline processes for international assignments, payroll management, compensation collection, and legal and tax compliance reporting. Powerful mobility platforms integrate all these capabilities into a single environment. Of course, By Sarah Hunt, Robert Smith, most employers do not develop these technology capabilities in-house but rather rely on vendors and Anna Volinkaty Wheeler to meet specific business needs or to help manage end-to-end mobility processes. Selecting which technology provider to work with is no doubt one of the most important decisions talent mobility oads of paperwork. leaders can make. Mindless, manual Not all mobility technology is created equal. tasks. Tedious And not all providers will be the right fit for a reporting. Barely particular organization. A poor choice can lead controlled risks. to issues from the start, turning what could be Rising costs. a smooth implementation into a lengthy—and Managing an costly—one. Down the road, the consequences can international talent base that’s constantly on be even more serious both financially and stra- Lthe move can be a logistical nightmare. Recent tegically, including the inability to scale mobility workforce disruption caused by COVID-19 and systems as the business changes and grows. an emphasis on “work-anywhere” culture—coupled A case study involving multinational snack with election year uncertainty in the U.S. and food company Mondelēz International high- global legislative changes related to taxation and lights how to plan and manage international residency—have only made it more so. workforces using a variety of technologies—and The good news is that advanced technology offers guidance for any employer seeking to is flipping the script. Today, technology plays a optimize mobility management using technol- critical role in helping employers understand and ogy. The goal is to help businesses successfully manage complex global workforces and the costs meet their global talent management objectives and compensation related to them. Businesses of by knowing what factors to consider and which all kinds are increasingly relying on external tech- red flags to watch for as they evaluate potential nology to enhance employee experience, optimize mobility providers. processes, strengthen compliance, improve tax planning, and make smarter overall talent-related Make Sure the Vendor Knows business decisions. Your Business For example, data analytics tools can bring New mobility technology doesn’t exist in a together disparate data sets from HR, travel, and vacuum. It connects to the internal guts of your tax systems in order to assess business travel costs organization—scores of interconnected processes and risks based on changing economic tides, cur- that drive your operations, delivered on the broad rency rates, and tax and immigration rules. Mobile technology ecosystem your company already uses.
45 The most basic requirement for any potential While some vendors create a low barrier to entry, technology vendor is that its solutions seamlessly additional spend may be required to receive the connect to other systems that house required program you need. Make sure that your pricing mobility data, such as relocation provider plat- analysis not only compares numbers but looks at forms, HR information systems, and in some cases the true cost of the needed offering, all additional payroll and finance systems. From the perspective components, and ongoing maintenance costs. of most multinational organizations, a system that doesn’t connect to other systems simply doesn’t Seek Strong Tech Support even belong in this space. For many companies, mobility technology is too Less obvious but equally important is selecting a complex and requires too much staffing to imple- partner that knows the ins and outs of your business, ment alone. They need a partner that provides including deep technical knowledge of how your not just robust implementation but also project existing processes and technology solutions work. management support. It was for both of these reasons that Mondelēz Mondelēz International, for example, didn’t International opted to work with a firm with have the internal resources on its mobility team which it already had a long tax partnership, or within the broader company to configure a including a project that helped Mondelēz identify new platform for mobility management, which is gaps in payroll reporting processes. With a strong why it sought vendor support. When it came to understanding of the company’s unique mobil- implementation, the company shared what it knew ity program structure, the partner was in a solid best—in-depth understanding of its programs, position to help close the gaps by leveraging its processes, and policies—and let its partner’s spe- 46 mobility platform to help align both policies and cialists do the heavy technical lifting. technology into a seamless mobility process. Beyond implementation, employers should also ask what the setup means for future releases and Look Behind the Cover maintenance. Resources for ongoing support are a In other words, beware of “vaporware.” It can be key differentiator, especially if you plan to engage in difficult to truly evaluate a new system from a a long-term relationship with the chosen provider. technology demo. Technology can look incredi- Make sure what is set up in the system is appropriate bly sleek and impressive, but is there real power and can be maintained by the vendor if necessary. worldwideerc.org behind it, or is it just a pretty face? As you evalu- ate, make sure you get hands-on with the technol- Get the Right Level of Service for Yo u ogy itself, using some of your own data if possible, When it comes to selecting a technology provider, to see what it can do firsthand before signing on another crucial decision is how you want to lever- the dotted line. age and harness the technology. Evaluate the vendor’s track record, too. Can Different vendors offer different options for the vendor really keep its promises? Don’t take its co-sourcing or outsourcing mobility activities, as word for it. Do your due diligence. Speaking to well as differing levels of expertise. Some are one- current and former clients of the vendor—espe- stop shops, with services covering the full gamut cially companies that are similar to yours—can of mobility: anything from budgeting and cost reveal key insights about the vendor’s experience, estimation, to submitting offer letters and paying expertise, reliability, and trustworthiness. The allowances, to compensation accumulation and strongest testimonials are from long-term clients tax reporting. Others provide only a selection of who have deep knowledge of the technology’s specialized services. However, these offerings and functionality and the value of the provider’s ser- vendors may not be created equal and may result in vices around it. suboptimal service if the vendor lacks the expertise Lastly, review how the vendor has priced its needed to administer the program. option, and consult with current and previous For this reason, the key task for mobility programs clients on the true total spend of the solution. is to determine how much of the mobility process they want to hold internally and how much they that could help the company meet its strategic want to outsource or co-source. They should also vet goals for true mobility program transformation. the experience the vendor has to help ensure a correct As Mondelēz International did, employers service match and high service quality. should make sure to evaluate not only the poten- Based on its company culture and strategy, tial of the system, but also its limitations—even Mondelēz International’s global mobility func- those that might not appear to be a problem today. tion knew full outsourcing wasn’t the right fit. It Avoid a situation in which today’s adoption and wanted to continue to own the relationships with implementation deliver value only for a short time employees and the business, managing much of and result in you having to start over with a new the customer-facing processes in-house. As such, vendor—and transition all your data to boot. its vendor evaluation prioritized a mix of the right Also, beware of customization. A very tailored technology with knowledgeable service teams. Top solution made just for you might seem ideal, but of mind was how services delivered by the vendor’s down the line, it may keep you from taking full team worked synchronously with the technology advantage of new functionality. Is the provider itself to deliver and optimize a full-fledged process. nimble to change? Is it committed to continual Mondelēz International was especially interested innovation? And will it make upgrading easy, or in specialist support for compensation reporting will it require expertise and infrastructure that processes, including shadow payroll capabilities. doesn’t exist in the client’s organization? Accurate compensation reporting is one of the Mondelēz International’s prior technology more complex mobility issues in today’s business solution was so customized that it wasn’t able environment. So, the company made sure to vet to take advantage of new features that were the strength of these specific services and the released. It would need to start over with a new 47 technology to facilitate services as it assessed pro- implementation in order to take advantage of all viders. As reduced tax revenues due to the impact available features. The lack of vendor implemen- of COVID-19 are spurring many tax authorities tation support would have been a major strain on to look for creative ways to close budget gaps, company resources and thus prompted Mondelēz accurate and timely compensation reporting is International to look for a technology solution that more critical than ever in avoiding noncompliance provides robust and ongoing technical support. penalties and audits. Final Thoughts worldwideerc.org Focus on Future-Readiness Realizing value from mobility technology invest- The world of talent mobility moves quickly, and so ments starts with choosing the right technology should its supporting technology. Employers need provider. While there are many to choose from, it’s tools and platforms that scale with the organization, important to accurately evaluate your needs against not only in size but in breadth of services. So, get the multiple offerings before ultimately settling on your crystal ball out. Envision the problems you a provider that aligns with your current needs and might need to solve five years from now. Then seek strategy. By understanding the key criteria to con- out a solution that both supports the current mobility sider during your search, you can start your journey program and has the capability to meet future needs. on the right foot. For Mondelēz International, getting future- ready meant selecting a provider that takes a Sarah Hunt is director of global mobility and equity holistic approach to mobility management. It compensation at Mondelēz International; she can be sought a provider that could offer an end-to-end reached at [email protected]. Robert Smith is a solution to become a single source of truth for senior manager in KPMG’s global mobility services all mobility data and solve multiple mobility group; he can be reached at [email protected]. needs, rather than separate technologies for Anna Volinkaty Wheeler is principal for global mobility specific processes. The right choice for it was a services at KPMG in the U.S.; she can be reached at comprehensive suite of software and services [email protected]. Destination Profiles
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Spotlight:
worldwideerc.org Cape Town BY M. DIANE Mc CORMICK
Stunning. Magnificent. Spectacular. The breathless superlatives attached to Cape Town never end. In this up-and-coming destination, expats revel in white sand beaches and Mediterranean warmth on Table Bay along South Africa’s western coast. Outdoor adventurers get their high from Table Mountain National Park inside the city limits or Boulders Beach Penguin Colony in Simon’s Town, a 45-minute drive away. Sports fans will fit right into a sports- crazed city. And for everyone, a lifestyle centered around cafes, clubs, and wineries—all in a rich, multicultural stew—make for exciting days. Maybe it’s the climate, but Cape Town draws local and international filmmakers, plus many other artistic types. The creativity doesn’t end there: The Cape Town business community is built on entre- preneurship and innovation. The city is considered the startup capital of Africa, due in part to a cost of living at least 50% below that of such major cities as New York, London, and Tokyo. Top companies investing in Cape Town through new offices, data centers, customer service centers, and production facilities include Amazon, Johnson & Johnson, Thomson Reuters, and Microsoft. Cape Town definitely feels the strain of skyrocketing growth. The city of 4.6 million people—as estimated by the UN World Urbanization Prospects—has added more than 500,000 people since 2015. The city is now South Africa’s second-largest, behind Johannesburg. Snapshots:
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Kuala Lumpur worldwideerc.org
Nashville
Panama City DESTINATION PROFILES • CAPE TOWN
Doing Business in Cape Town
Dubbed by PwC as “African City of Opportunity,” Cape Town is a prime entryway for doing business in South Africa. While the city’s visible inequality is considered a barrier to progress, internation- ally, Cape Town ranks in the top 30 cities for intellectual capital and innovation, technological readiness, sustainability, livability, 50 transportation and infrastructure, and health, safety, and security. Expats can expect a laid-back vibe in Cape Town, although dress codes can be formal in business or corporate settings. Invitations to after-work drinks are common, offering an effec- worldwideerc.org tive way to build relationships in a relaxed atmosphere. English and Afrikaans are the most widely spoken languages of South Africa. If “Hallo! Hoe gaan dit?” sounds suspiciously like, “Hello! How goes it?”, then you might get the knack of speaking the Dutch- derivative Afrikaans language. Immigration
Every foreign worker in South Africa needs a work permit, which the South Africans call work visas. As in most countries, appli- cants must prove they are not taking a job that a South African
can perform. However, the rules aren’t clear-cut, and the final A. MERTENS / SHUTTERSTOCK.COM decision falls on the discretion of individual officials, so expat hopefuls should rely on employers to untangle the red tape. The first application must always be made at a mission outside of South Africa. Travelers on visit visas cannot convert them to work visas while in the country. Available permits include the General Work and Critical Skills Work visas, good for up to five years. Multinational companies often use the Intra-company Transfer Work Visa, valid for up to four years, to transfer employees between countries. Passengers board a South African Airways plane at Cape Town International Airport.
51 EQROY / SHUTTERSTOCK.COM worldwideerc.org
Terminal at Cape Town International Airport DESTINATION PROFILES • CAPE TOWN
Living
Cape Town’s Mediterranean climate access to bistros and shopping. schools offer their own teaching delivers warm summers and temperate Spacious, reasonably priced family and assessment styles and choose winters, but in southern hemispherical housing and some of South Africa’s their curricula. International schools seasons, with summer from December best schools abound in the English- offer International Baccalaureate, to February. However, brisk winter speaking Southern Suburbs. Homes American, and British curricula, but winds and the summer gust known as in the Northern Suburbs—predom- they are scarce in Cape Town. They “Cape Doctor” can change the weather inantly Afrikaans-speaking—require are also the most expensive option, in a heartbeat. Just as in Denver, it’s an hourlong commute, but on the and waiting lists are long, so expats are said that Cape Town has all four sea- upside, they’re in the heart of the advised to apply as early as possible. sons—sometimes in the same day. Durbanville wine route. More expats are choosing to home- Fortunately for expats, choices in The surrounding mountains call school their children, even more so now living arrangements are abundant and with hiking and climbing. Waters in this time of COVID, but they must varied. Even life in what’s known as beckon with surfing and diving. first apply and register their children the City Bowl, right in the heart of Rugby, cricket, and football—soccer with the provincial department of everything, offers greenery and room to those in the U.S. and a handful of education. Lessons must follow depart- to move and play. Popular expat areas other countries—are popular sports. ment guidelines, and parents must keep there include Gardens and Vredehoek. Even the non-outdoor adventurers records of the children’s classwork. For unparalleled views, nearby leafy will enjoy the mental-health breaks of Cape Town doesn’t offer a viable suburban options along the Lion’s walks in beautiful parks or alongside public transportation system, but 52 Head mountain slopes include soothing waves. the city is walkable, and taxis and Oranjezicht, Tamboerskloof, and the A public, localized funding system ride-hailing services are affordable. affluent Higgovale. has created a network of schools Expats who want to drive might Along the Atlantic Seaboard, that vary widely in quality, although join natives in complaining about expats can find trendy chic real estate government schools in wealthier areas congestion, although a comprehen- around the Cape Town Stadium and and partially administered and funded sive highway network makes getting the entertaining Victoria & Albert by parents can be very good. Most around fairly simple. Just beware of Waterfront. Sea-facing apartments expats choose private or interna- South Africa’s signature minibus taxis, worldwideerc.org and homes in Sea Point offer quick tional schools. Many excellent private known for their erratic driving.
Finances Cape Town’s overall cost of living is very reasonable, ranked 403rd out of 589 world cities. However, the ranking can be deceptive. Three-bedroom apartments can range from ZAR 15,254 (South African rand)—the equivalent of US$1,019—to ZAR 22,610, or US$1,510, depending on proximity to the City Bowl. Desirable homes near the mountains or the seaside, especially, come at a premium. Unexpected Cape Town
The Kirstenbosch National Botanical Garden, nestled on the slopes of Table Mountain, is a Cape Town must-see. Bursting with flora and wildlife, majestic sculpture, whim- sical art exhibits, prehistoric rock formations, acclaimed eateries, and a pepper bark tree planted by Nelson Mandela in 1996, the gardens offer a feast for the eyes, belly, and soul. If your taste in botanicals runs more toward the type that comes in a glass, Cape Town is a linchpin in South Africa’s gin boom. Globally 53 renowned versions of the tangy spirit are emerging—thanks to local botan- icals as distinctive as South Africa’s wine grapes—from such Cape Town establishments as Hope Distillery, Cape Town Gin Co., and Deep South Distillery. worldwideerc.org
Vineyards start to color during the start of autumn in the Constantia Valley near Cape Town. Snapshots
Kuala Lumpur, Malaysia Nashville, Tennessee, USA Kuala Lumpur’s history dates to the mid-19th century, and the diversity of its people is reflected in spectacu- Maybe the prospect of Nashville conjures up guitars lar temples and mosques dotted throughout the city. and fringed shirts, but Music City’s country music But this up-and-coming region of 8 million people also heritage is only a tiny slice of the appeal of this embraces modernity, to the advantage of expats seek- up-and-coming city for mobile workers. Here, major ing contemporary lifestyles. As the population boom record companies work alongside giants in a range accelerates, new construction features spacious, well- of fields, including AT&T, Cracker Barrel restaurants, 54 equipped condos and bungalows with floor-to-ceiling Dell Computer Corp., Firestone Tire and Rubber Co., windows, letting in the Malaysian sunshine all day. and Tractor Supply Co. With its affordability and Kuala Lumpur City Centre, known as KLCC, is walkable never-ending flow of creative energy, Nashville is to shopping, business, and entertainment. The KLCC considered a great place to launch startups. Park, sheltered amid towering skyscrapers, is home to Nashville’s metro-area population is 1.2 million— Lake Symphony, where two fountains offer daily shows small compared to the scope of global megalopo- pulsating with color, lights, water, and music. lises—but growth trajectories of about 2% a year put it Kuala Lumpur’s suburbs, including Mont Kiara, offer on the list of the fastest-growing U.S. cities.
worldwideerc.org affordable living, highly regarded international schools, Despite the rapid growth, Nashville still compares shopping malls, and beautiful views of the City Centre well, in terms of affordability, to other major U.S. skyline. The older Mutiara Damansara, Damansara cities. That three-bedroom apartment in center city Perdana, and Taman Tun Dr Ismail neighborhoods are can cost a pretty US$2,787 a month, but vast choices popular with expats and locals, offering quiet living and in housing simplify the search for a home that isn’t a a mix of modern and traditional housing. budget-buster. While accelerating growth can drive up prices, the Families relocating to Nashville may be pleased to Kuala Lumpur lifestyle can be very reasonable, at a cost- find that public schools rank among the best in the of-living index of 42 on a 100 basis. Even the monthly nation, while private and international schools also rental of a three-bedroom apartment in City Centre can offer excellence in education. cost the equivalent in Malaysian ringgit of US$862. Of course, the music scene offers everything from Business leaders hail the city’s status as a gateway honky-tonks to sleek venues playing jazz, blues, indie to Asia, more attractive to investors than Asia’s high- pop, bluegrass, and classical. And yes, you can make cost megacities. Investors are drawn to Kuala Lumpur a pilgrimage to the Grand Ole Opry, catching perfor- for its natural resources, large consumer markets, mances by today’s hottest stars or just soaking up manufacturing expertise, and an economy diverse nearly 100 years of history with the all-time greats, with banking, telecommunications, oil and gas, health from Hank Williams and Patsy Cline to Johnny Cash care, education, and tourism. and Garth Brooks. Panama City, Panama
A modern infrastructure and con- there’s no quick math to do in the large international community temporary lifestyle combine with head. The cost of living is relatively collaborates on business, academic, tropical warmth and beauty to make reasonable, at about 57 on a 100 basis. scientific, and humanistic ventures. Panama City a popular posting for That three-bedroom apartment in Visitors can pop in to shop for expats. Foreign investment lured by center city could run about US$1,500, handcrafts and fresh foods, attend a the Panamanian government has while finding a place in the suburbs can concert, dine, or join a sports league. transformed the expat population shave off about US$500 a month. The Panamanian people are from mostly pension-stretching In downtown Panama City, El renowned for their hospitality. retirees to dynamic businesspeople Cangrejo offers affordable living Businesses and government ser- 55 and entrepreneurs. for expats. The translation of Casco vices close for lunch and at unpre- The city of about 1.5 million peo- Viejo—Spanish for Old Quarter— dictable times, so expats from ple boasts the usual urban chains— defines its appeal. Though costlier, faster-paced cultures should plan Starbucks or Hard Rock Hotel—while this UNESCO World Heritage site is ahead, take a breath, and enjoy the offering its own unique personality, also a community offering upcycled modern living at a slower pace that with jazz festivals, a beer fest, and chic, with historical Spanish-style Panama City offers. international cuisine. buildings converted to housing amid
Spanish is the official language, culinary, arts, and cultural draws. M. Diane McCormick is a freelance worldwideerc.org but English is widely spoken. The A former Panama City military journalist and writer in Harrisburg, Panamanian balboa is pegged to the base has been transformed into Pennsylvania, and a longtime U.S. dollar, so for American expats, the City of Knowledge, where a contributor to Mobility.
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Aires ��������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������� 1 Cartus ������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������ Inside Back Cover Fragomen ����������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������� 3 Mayflower ����������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������� Back Cover Stewart Relocation Services ���������������������������������������������������������������������������������������������������������������������������������������������������������������������� Inside Front Cover Interesting, challenging, and surprising stats and finds around the globe obility BY JON FERGUSON The coronavirus pandemic has forced many of us to rethink atters how we do things—and in mobility, one area of focus has been on reimagining destination services. Leaders around the globe report that they and others in their network leaned on their 1 collective ability to find creative, innovative paths forward as 2 clients scattered and employees sought refuge in their homes.
Shortly after the pandemic struck, a 3 5 Swedish relocation firm instituted a program 4 called Motivational The need to work Mondays, aimed at virtually led local protecting the mental government officials and physical health of in European countries its employees. It includ- to accept digital copies ed a focus on mindful- of key documents like ness, nutrition, yoga, birth and marriage motivation, productiv- certificates. In the past, ity, and among other they demanded paper things, the need to stay copies that had to be 1 hydrated. This and a delivered in person. It’s When lockdowns daily “huddle” practice 56 to be hoped that this forced many clients “became our glue. practice continues even of relocation firms to It held us together,” after the pandemic. quickly abandon their according to the com- 3 Source: Michèle Bramstoft, rental properties and pany. The programs managing owner, return home, that will continue with or The inspiration to do 5 Copenhagen Relocations, prompted a need to without COVID-19. more and do better based in Denmark Before the coronavirus, offer home supervision Source: Michèle Bramstoft, this year has been email served as the services. The service managing owner, very powerful, with prime means of com- new leaders emerging worldwideerc.org provided by one Indian Copenhagen Relocations, munication. Businesses firm checked rentals based in Denmark at multiple levels in discovered, however, to make sure every- organizations. Zoom that customers were thing was locked up meetings in particular clamoring for more tight, that there were have become equaliz- personal connections no break-ins, and that ers to break down walls in the isolating wake appliances were turned and embolden people of the coronavirus, off. Its team also to express themselves leading employees contacted landlords and to make important to pick up the phone in an effort to reduce contributions to prod- and make “welcoming costs through the rene- uct development. calls” to their clients. All gotiation of leases for Source: Meredith Kennedy, agree that is a positive tenants stuck paying vice president, global change that will likely for unoccupied homes account management, continue. and apartments. Dwellworks Source: Sebastien Besson, Source: Raman Narula, CEO and partner, Intouch managing director, Formula Relocations, based in Dubai Group, based in India 2 4 TECHNOLOGY without limits. SERVICE without bounds.
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