BUSINESS MEALS TAX DEDUCTION / MARKET SUMMARY: STAMFORD, CONNECTICUT / DESTINATION PROFILE: UNITED ARAB EMIRATES

Magazine of Worldwide ERC® February 2019 THE NEW NORMOF COMPLIANCE

ENTITLEMENT ATTITUDE … OR JUST A NEED FOR EMPATHY?

DIVERSITY MATTERS D&I POLICY BENEFITS AND CHALLENGES

HOW FACEBOOK SAVED A GROUP MOVE WE PROVIDE SEAMLESS EXPERIENCES THAT MOVE PEOPLE.

Stewart Title provides companies in the relocation industry with title, acquisition and closing related services throughout the U.S. and Canada through a single point of contact. At Stewart, we simplify the process and ensure that you and your transferees receive exceptional service on every transaction.

For customized solutions, visit stewart.com/mobility191

STEWART TITLE RELOCATION SERVICES

© 2018 Stewart. All rights reserved. | 297202725 innovation

scan to learn more Our industry is continually changing. To meet the challenge, we use design thinking as a driver for innovation. Aires doesn’t just think outside the box. For us, there is no box.

®2019 American International Relocation Solutions, LLC Contents FEATURES

PG 42 EMPLOYEE ENTITLEMENT PG 48 DIVERSITY MATTERS By Jonathan Frick By Kristin White When transferees exhibit what seems Why diverse and inclusive like an attitude of entitlement, they workplaces are important, and what may just need a little empathy. global mobility professionals can do to help implement them. PG 46 MOBILITY MATTERS By Jon Ferguson PG 56 DESTINATION PROFILE: UNITED The path to invention and ARAB EMIRATES entrepreneurship varies from country By M. Diane McCormick to country. Today’s UAE is leading the Middle East toward a new economic model.

COVER STORY PG 36 THE NEW NORM OF COMPLIANCE By Sebastien Deschamps However you choose to handle the current and upcoming compliance challenges your global mobility team faces, assignment intelligence should always be the goal.

2 Mobility | February 2019

Contents COLUMNS

PG 8 PERCEPTIONS Hitting the Subscribe Button

EDITORIAL/DESIGN/MEDIA SALES PG 26 GOVERNMENT AFFAIRS The YGS Group Business Meals Provided During Entertainment Amy Norcross, Managing Editor Steve Kennedy, Senior Editor Activities Remain Deductible Beth Hughes, Copy Editor Tina Enck, Account Director PG 28 MARKET SUMMARY: STAMFORD, CONNECTICUT Melissa Wiedemann, Photo Editor By Jane McWilliams, CRP, GMS-T Serena L. Spiezio, Creative Director Megan Meckley Hacker, Art Director PG 30 PATHWAYS: HOW I FELL INTO MOBILITY

Jack Davidson, EVP Joseph Fick, CRP, The Malibu Life Team Zack Buchanan, National Sales Manager [email protected] PG 32 MEMBER PICKS +1 717 430 2291 Heather Macaluso, Account Executive Kaitlin Nygren reviews the Building a StoryBrand [email protected] podcast +1 717 430 2224 PRINTING The YGS Group York, PA DEPARTMENTS PG 6 CALENDAR OF EVENTS ABOUT WORLDWIDE ERC® Worldwide ERC® is the workforce mobility association PG 10 TIPS & TRENDS for professionals who oversee, manage, or support U.S. domestic and international employee transfers. The Keep Calm and Carry On organization was founded in 1964 to help members By M. Diane McCormick overcome the challenges of workforce mobility. ® OUR PURPOSE PG 13 AROUND THE WORLDWIDE ERC We empower mobile people through meaningful connections, In Case You Missed It (ICYMI) unbiased information, inspired ideas, and solutions. Worldwide ERC® Front Page Executive Spotlight Collective Wisdom

PG 34 THE NUMBERS 2018 Relocating Partner Survey

PG 67 ADVERTISERS’ INDEX

PG 68 INDUSTRY INSIGHTS How Facebook Saved a Group Move By Jill Heineck, SCRP, GMS-T

worldwideerc.org | Mobility 5 MOBILITY Vol. 40 No. 2 • February 2019

EXECUTIVE COMMITTEE Chairman of the Board Calendar of Events SCRP, SGMS-T Sue Carey, Baird & Warner, Chicago, Illinois, USA FEBRUARY 2019 Chair-Elect Edward Hannibal, GMS Frankfurt Mobility Summit 2019 Deloitte Tax LLP, Chicago, Illinois, USA 7 February Frankfurt, Germany Vice Chair – Finance Robert Brezosky worldwideerc.org/events-conferences The Walt Disney Company, Burbank, California, USA

Vice Chair – Talent Community MARCH 2019 Andrew P. Walker, GMS-T Shanghai Summit 2019 EY, New York, New York, USA 14 March President and Chief Executive Officer Shanghai Peggy Smith, SCRP, SGMS-T Worldwide ERC®, Arlington, Virginia, USA worldwideerc.org/events-conferences BOARD OF DIRECTORS Singapore Summit 2019 Merritt Q. Anderson 19 March GitHub Inc., San Francisco, California, USA Singapore Erik Eccles worldwideerc.org/events-training Urbandoor, San Francisco, California, USA Kerwin Guillermo Hewlett Packard Enterprise, Singapore MAY 2019 Heather Henry Americas Mobility Conference 2019 Netflix Inc., Los Gatos, California, USA 8–10 May Gustavo Higuera, CRP, GMS-T Atlanta Weichert Workforce Mobility Inc., Miami, Florida, USA worldwideerc.org/events-conferences Sigrid Nauwelaerts Johnson & Johnson, Beerse, Belgium Certified Relocation Professional (CRP) ® Examination Shelby Wolpa 8–24 May InVision, Austin, Texas, USA Designated testing centers worldwideerc.org/events-training EX-OFFICIO DIRECTORS Chairman, Foundation for Workforce Mobility Robert L. Giese, SCRP, GMS SEPTEMBER 2019 Graebel Relocation Services Worldwide, Aurora, Colorado, USA Tokyo Summit 2019 PAST CHAIRMAN Robert J. Horsley 5 September Fragomen Worldwide, Santa Clara, California, USA Tokyo worldwideerc.org/events-conferences Mobility (ISSN 0195-8194) is published monthly by Worldwide ERC®, 4401 Wilson Boulevard, Suite 510, OCTOBER 2019 Arlington, VA 22203-4195, +1 703 842 3400. Mobility Global Workforce Symposium 2019 examines key issues affecting the global mobility workforce 16–18 October for the benefit of employers and firms or individuals Boston providing specific services to relocated employees and their families. The opinions expressed in Mobility are those worldwideerc.org/events-conferences of the authors and do not necessarily reflect the opinions of Worldwide ERC®. Mobility is printed in the United States of America. Periodical postage paid at Arlington, VA, and additional mailing offices. Worldwide ERC® members CREATING CONFIDENCE IN receive one annual subscription with their membership dues. Subscriptions are available to both members and nonmembers at $48 each per year. Copyright ©2019 by THE COMPLEX WORLD OF Worldwide ERC®. All rights reserved. Neither all nor part of the contents published herein may be reproduced in any READ ALL ABOUT IT! ® form without written permission from Worldwide ERC . CORPORATE IMMIGRATION About what? That’s our question for you! Send your suggestions for topics you’d like to read about in Mobility to [email protected]. BALGLOBAL.COM POSTMASTER: Send address changes to Mobility, Worldwide ERC®, 4401 Wilson Boulevard, 2400 N. Glenville Drive Suite 510, Arlington, VA 22203-4195. Building A Richardson, TX 75082 February 2019 6 Mobility | Copyright © 2018 Berry Appleman & Leiden LLP CREATING CONFIDENCE IN THE COMPLEX WORLD OF CORPORATE IMMIGRATION

BALGLOBAL.COM

2400 N. Glenville Drive Building A Richardson, TX 75082 Copyright © 2018 Berry Appleman & Leiden LLP PERCEPTIONS

Hitting the ‘Subscribe’ Button

oday, it’s possible to get up, use a razor that is automatically replaced when you need a new one, try out new skin care products, dress in clothes that were selected for you to align with preferences you shared, and drive to work in a sedan you can switch out for a sportier car on vacation. When you get home that evening, you can open a bottle of wine that fits your palate profile while you’re making dinner from a food kit—before you binge-watch that series that just dropped on your streaming service. TMade the connection? You’ve seen some of the names: Dollar Shave Club, Birchbox, Stitch Fix, Volvo, Winc, Blue Apron, Netflix. These are all examples of subscription services that are taking hold in a big way, because they offer ease of use, convenience, flexibility, variety, personalization, trustworthy brands, and often cost savings. The business benefits are clear: customer loyalty, ability to scale, often lower marketing and selling costs—and growth! Companies in the subscription e-commerce market, which has increased by more than 100 percent a year over the past five years, are growing revenue nine times faster than the S&P 500. From health enterprises to the auto industry, businesses are either committing to subscriptions as their main model or incorporating them as part of their strategy. This is disruption that we need to watch, learn about, and incorporate where it fits in the mobility space. With 55 percent of all subscriptions curation-​based, it’s a reflection of customers’ demand for bespoke, high-quality transactions and superior end-to-end experiences—just the kinds of experiences that are second nature to our industry.

Cheers,

PEGGY SMITH, SCRP, SGMS-T President and Chief Executive Officer Worldwide ERC®

8 Mobility | February 2019

Mobility Nobility.

We can talk all day about our Legendary Service. But it’s more rewarding when others do the talking for us. Like relocating employees, who gave us the industry’s highest net satisfaction rating. And mobility managers, who showered us with such accolades as “industry’s best technology,” the highest “willingness to recommend” score, the highest net satisfaction rating among large providers and the highest international service rating. Recognition like this inspires us and propels us to do even better. It also makes writing these ads much easier.

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

Weichert Workforce Mobility

* Results taken from The 17th Annual Relocation Managers Survey, the 24th Annual Nationwide Relocating Employee Survey and the 14th Annual Relocation Manager Survey— Propelling International Administration, all Mobility conducted by Trippel Survey & Research LLC.

+1 877 882 1290 | [email protected] | weichertworkforcemobility.com TIPS & TRENDS

Keep Calm and Carry On

BY M. DIANE McCORMICK he airport baggage carousel, symbol of futility. Time crawls. Bags trundle past. And then you’re alone by an empty belt, praying in Send your article ideas, vain for one more suitcase to slide down the chute. For this, you letters, and feedback to paid a checked-baggage fee? [email protected]. The obvious solution: Fit everything into a carry-on. We hear your skepticism, but experienced travelers have their tricks. Try these nine ideas, with a bonus tip “packed” into each.

• Leave behind the “just in case”: Pack wardrobe staples only. If “just in case” happens, Tbuy what you need. Bonus tip: Some travelers buy a cheap T-shirt on arrival, and voilà—pajamas.

• One week at a time: Plan for a single, average week. Clean items by hand-washing or using local laundry services. Bonus: Wool and performance fabrics wash well and dry quickly.

• Color-code: Build a mix-and-match wardrobe around a single color. Bonus: A scarf offers warmth and a pop of color.

• Shed the bulk: Don’t pack bulky sweaters. Layer over base pieces in warm but light fabrics. Bonus: If a bulky coat must come along, wear it on the trip.

• Few shoes: Make two pairs the limit. Wear the bulkier pair, and pack another that’s flat and light. Bonus: Squeeze the packed shoes together with rubber bands.

• Little things last: Pack shoes and clothes first. Then cram underwear, socks, and swimsuits into corners. Bonus: Consider packing older undergarments, and throwing them away as you go along. It’s one way to purge, not to mention make a bit of room for souvenirs or conference handouts.

• Try travel cubes: Travel cubes compress clothing into manageable chunks. Bonus: Some travel pros get the same effect by squeezing the air out of food-storage bags.

• Rethink toiletries: Chances are, there’s shampoo and a hair dryer where you’re going. Your hair will be just fine. Bonus: Hotel shampoo doubles as laundry detergent for hand-washing.

• Use the personal item: Stuff that personal tote or laptop bag with light items and travel-size toiletries. Bonus: If your carry-on gets bumped to checked baggage, you’ll still have essentials such as documents, toothpaste, and eyeglasses.

10 Mobility | February 2019 Ellio Thomas, A orney

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In Case You Missed It (ICYMI)

TOP ARTICLES ON WORLDWIDEERC.ORG WHAT’S HAPPENING ON SOCIAL? Articles within the government affairs channel continue to top the list of FOLLOW US! @WORLDWIDEERC those most frequently read on worldwideerc.org. Whether we’re providing insights and analysis on various global election results, reporting on Twitter – Learn how to effectively scheduled sales or income tax rate changes, sharing the results of a mov- manage gig workers and avoid ing expense deduction impact survey conducted in the Community, or “herding cats” with tips from Richard Burns posting ongoing updates as new bills are introduced and Brexit scenarios in his Entrepreneur article: buff.ly/2EymvZy. continue to unfold, it’s clear that you value short, specific regulatory and legislative updates, distilled through a talent-mobility-specific lens. Facebook – We reported that the U.S. Senate voted to approve Kathy The ability to hear directly from some industry innovators is clearly Kraninger as the new director of the important to you as well, as evidenced in a multipart series recap- Consumer Financial Protection Bureau. ping Worldwide ERC® President & CEO Peggy Smith’s “Leadership buff.ly/2EIFgcM Unplugged” video interviews. You can read Part 1 at bit.ly/2EROzar and Part 2 at bit.ly/2SzMZNo, or tune into all of them on Worldwide ERC®’s LinkedIn – We shared that our 2019 YouTube channel at bit.ly/2RoIUPi. Americas Mobility Conference in May has a lot of new features in store, including a 360-degree stage where you’ll hear real stories, from real people, about real challenges. After the opening keynote, you can continue to enjoy product demos, pizza, libations, live music, karaoke, and more, in new ways to interact and connect with others. Learn more at buff.ly/2FJfXsu.

worldwideerc.org | Mobility 13 AROUND THE WORLDWIDE ERC ® Stay Connected Worldwide ERC® Front Page

The Community Is So Much Better When You’re In It

The CommunityFree to all global mobility Is professionals So Much - community Better contributors are industry leaders and professionals unparalleled in their expertise, enthusiasm and engagement. Use your When You’reWorldwide ERC® In log-in It to create a quick profile and join the conversation today.

COMMUNITY The Worldwide ERC® Community is a free, dedicated, online platform that keeps you connected to and collaborating with other global mobility professionals from around the world.

There are currently more than 2,600 contributors from 35 countries participating in over 28 discussion groups on a variety of topics. It’s another way to participate in the same kind of benchmarking, networking and information sharing you enjoy at our in-person events, but from anywhere you are, 24/7. Rob Worcester, left, member of the Wreaths Across America founding family and logistics team, presents the Spirit of Giving Award to David Arpin, president and CEO of Arpin Van Lines. Stay current with the latest news and policies. Pose a question, share an answer or idea, join a discussion group and continue to build relationships with others from around the ARPIN RECEIVES WREATHS ACROSS AMERICA AWARD corner or across the globe.

Arpin Van Lines President and CEO David Arpin was 86 years old. When presented with the oppor- received the James Prout Spirit of Giving Award from tunity to support Wreaths Across America by one of It’s open to all - sign in today at Sarah and Rob Worcester of Wreaths Across America our drivers, it was a no-brainer. Receiving this award during the 34th Annual Arpin Agent Convention in is an honor and only further solidifies my support community.worldwideerc.org Newport, Rhode Island. for the organization and appreciation for all of the /////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////// The award commemorates James Prout, owner trucking industry volunteers who make it possible of a Maine trucking group and the first volunteer to each year.” haul wreaths for Wreaths Across America. The group Arpin Van Lines’ employees and agents have Sample Groups Include: presents the award annually to a professional truck supported Wreaths Across America’s mission to driver, company, or organization that has supported honor veterans for the past six years. They have Corporate Benchmarking Forum charitable causes in ways that will affect generations donated time and transportation services leading up to come. to and on National Wreaths Across America Day each Government Affairs Forums (Global, Immigration, Tax) “My father, Paul Arpin, was an Army veteran December, when the organization places wreaths on of World War II and a survivor of the invasion of the graves of fallen veterans. Young Professionals (YP40) Normandy,” says David Arpin. “Following the war, Arpin Group also received several industry awards he returned home to run Arpin Van Lines until he for outstanding performance and for demonstrating General Data Protection Regulation (GDPR)

Certified Relocation Professional (CRP®)/ Senior Certified Relocation Professional (SCRP®)

14 Mobility | February 2019 ///////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////

COMMUNITY The WorldwideERC When You’reInIt The CommunityIsSoMuchBetter Certified Relocation Professional(CRP General DataProtection Regulation(GDPR) Young Professionals(YP40) Government AffairsForums(Global,Immigration, Tax) Corporate BenchmarkingForum Sample GroupsInclude: community.worldwideerc.org It’s opentoall-signintodayat corner oracrosstheglobe. join adiscussiongroupandcontinuetobuildrelationshipswithothersfromaroundthe Stay currentwiththelatestnewsandpolicies.Poseaquestion,shareanansweroridea, events, butfromanywhereyouare,24/7. kind ofbenchmarking,networkingandinformationsharingyouenjoyatourin-person 28 discussiongroupsonavarietyoftopics.It’sanotherwaytoparticipateinthesame There arecurrentlymorethan2,600contributorsfrom35countriesparticipatinginover around theworld. connected toandcollaboratingwithotherglobalmobilityprofessionalsfrom Senior Certified RelocationProfessional (SCRP Worldwide ERC® log-into create aquick profile joinand the conversation today. and professionals enthusiasm unparalleled expertise, intheir and engagement. Use your Free mobility global to all professionals -community contributors are leaders industry CommunityThe So Is BetterMuch When You’re In It ® Communityisafree,dedicated,onlineplatformthatkeepsyou ® )/ ® ) Stay Connected AROUND THE WORLDWIDE ERC ®

a high commitment to service among supply chain partners, presented at individual company ceremonies held in October in conjunction with the Worldwide ERC® Global Workforce Symposium in Seattle. For the third year in a row, Paragon honored Arpin International Group with its Partner Award for achieving excellent supplier performance in interna- tional household goods. Altair presented its Global Relocation Super Star Award for Humanitarian Commitment to Arpin Group. “We aim to provide our customers and indus- Altair 2018 Supplier Partnership Award winners try partners with the highest level of service at all times,” says David Arpin. “We are proud to be The All-Star Awards acknowledge exceptional recognized by industry partners for our commitment suppliers in their various fields of expertise. Winners to customer service, quality, and innovation within are selected based on specific performance criteria, the industry.” as well as nominations submitted by Altair Global’s consultants and associates. The 2018 winners ALTAIR GLOBAL ANNOUNCES GLOBAL include move management services, U.S. domestic: HEADQUARTERS MOVE, SUPPLIER AWARDS Alexander’s Mobility Services; move management Altair Global will move its global headquarters office services, international: Elite Moving Systems; logistics to Frisco, Texas, in the autumn. The global mobility support services: ReloTrans; corporate housing ser- services firm has signed a lease in Frisco’s HALL Park vices: Synergy Global Housing; destination services: for almost 65,000 square feet. Copenhagen Relocations; mobility support services: “The importance of a physical environment to IMPACT Group; real estate broker services: Helen accentuate your culture translates to better experi- Adams Realty; and real estate support services: ences for our customers,” says Chad Sterling, CRP, Pacific Union International Inc. GMS, CEO of Altair Global. “We involved our team The Super Star Awards recognize three suppliers members from the very beginning, and HALL Park for exceptional achievements. The 2018 winners are: delivers the amenity suite our team members identi- environmental consciousness, Unigroup Inc.; human- fied as critical to productivity and work-life balance.” itarian commitment, Arpin Group Inc.; and innova- “Our own talent recruitment and retention is very tion, Going-there (GT Global Ltd.). important to Altair,” adds Jeff Douglass, CFO at Altair Altair Global’s A Star Is Born Award recognizes a Global. “We are investing in more efficient space, which recently established relationship with TIAA, in which also incorporates a more up-to-date office design, in the partner distinguished itself by delivering excep- order to prioritize our team member experience.” tional service, elevating the customer experience, and Altair Global has also recognized its suppliers’ demonstrating the spirit of partnership. outstanding achievements. The 2018 Supplier The Written in the Stars Award honors a 20-year Partnership Awards represent a variety of categories partnership with Executive Movers Service Inc. EMS to honor 13 exceptional partnerships. was selected for its dedication to a relationship built Qualification criteria include maintaining good on strong partnership and mutual success, and for standing with Altair (service delivery performance upholding and promoting the vision of Altair Global. and compliance to contractual and financial com- “Our company is only as successful as the sup- mitments), receiving 25 or more Altair service orders pliers we choose to partner with, which is why within the award period, and realizing favorable we’re extremely proud to be working with all of our employee satisfaction scores. 2018 winners,” says Sterling. “Their hard work and

16 Mobility | February 2019 steadfast support allow us to continue to be a leading recognizes our mutual commitment to quality, to mobility provider in this industry. I want to person- superior service, and to finding innovative ways to ally thank each of these suppliers for partnership, provide that service in the changing face of reloca- friendship, and service.” tion,” adds CWS Corporate Housing’s Hayes. CWS Corporate Housing and CWS Home Services— CWS CORPORATE HOUSING HONORED also known collectively as CWS Corporate Leasing WITH AWARDS LLC—were recently certified as a “great workplace” CWS Corporate Housing has been honored with a 2018 by the independent analysts at Great Place to Work. Supplier Excellence Award by Lexicon Relocation. The CWS Corporate Leasing LLC earned this credential presentation, attended by more than 150 global mobil- based on extensive ratings provided by its employees ity organizations, recognized customer satisfaction, in anonymous surveys. performance, and partnership excellence. “According to our study, 89 percent of CWS Thirty-nine global providers were recognized by Corporate Leasing LLC employees say it is a great Lexicon’s & Sterling’s Global Network Integration pro- workplace,” says Sarah Lewis-Kulin, vice president of fessionals from a field of qualified entrants within the Great Place to Work certification and list production. global mobility industry. Excellence Awards were pre- “We believe in the CWS family; when you work sented for above-average industry benchmark levels. here, you become one of us,” says Jenny Garza, vice “Year after year, our team grows, and our part- president of CWS Home Services. “In this fast-paced nership with Lexicon grows stronger,” says Tracy environment, we love to see that our employees feel Hayes, GMS, president of CWS Corporate Housing. that the CWS family is a great place to work.” “We are fully committed to providing best-in-class “The heart of CWS is the great team of people that service, and we are glad that Lexicon feels the same make it work,” says Hayes. “Our goal at CWS is for dedication as we do.” our teams to be growing and reaching their goals CWS Corporate Housing was also named winner of individually while providing an exceptional experi- Cartus Corporation’s Global Network Commitment ence for our guests.” to Excellence Platinum Award for exceptional service results, the highest-level award a supplier can achieve BAL NAMED LAW FIRM OF THE YEAR through service performance. This award recognizes Berry Appleman & Leiden has been named a supplier’s measurable commitment to excellence “Immigration Law Firm of the Year” by U.S. News– and is presented to Global Network service provid- Best Lawyers. Only one law firm per legal practice ers that have distinguished themselves by achieving area receives this recognition. BAL has also received critical performance metrics. a First Tier ranking in Houston, San Francisco, and “It is no surprise to anyone in this business that Washington, D.C., by Best Lawyers. relocating, and the decisions associated with it, can be Managing Partner Jeremy Fudge comments, “This one of the most stressful times in a person’s life,” says has been another extraordinary year for BAL. We are Mike Brannan, CRP, Cartus’ senior vice president, honored to receive the U.S. News–Best Lawyers ‘Law global supply chain management. “CWS Corporate Firm of the Year’ in immigration.” Housing is one of the Cartus Global Network pro- viders that continually work at alleviating some of MSS INC. WINS FOUR CARTUS AWARDS these stress factors by going above and beyond for the MSS Inc. has received four awards from Cartus customers as well as for Cartus. This award acknowl- Corporation. Among those honored were suppliers edges their unparalleled work ethic, compassion, that have consistently delivered exceptional service professionalism, and commitment to excellence.” to Cartus’ customers, as well as those that invested in “We’re proud to be a part of Cartus’ Global innovations that improved service. MSS was awarded Network and to have received this honor, which the Platinum Commitment to Excellence Award as

worldwideerc.org | Mobility 17 AROUND THE WORLDWIDE ERC ®

well as a Gold Innovation Award and two Silver Janelle Piatkowski, SGMS, Cornerstone president Innovation awards. and CEO. “We have been fortunate to identify and “Cartus is dedicated to providing outstanding align with brilliant, dedicated partners who support service to our corporate clients and their relocating our operations and business needs, and seamlessly employees,” says Katrina Helmkamp, president and deliver services that help us uphold our pledge to our CEO of Cartus. “We align ourselves with partners clients to expect incredible things. We were pleased who similarly set the bar very high for service.” to bestow some well-deserved honors on some of the “We are thrilled to receive these distinctions and industry’s shining stars.” are grateful to Cartus for their recognition,” says Tim Alexander’s Mobility Services was honored with Hughes Jr., vice president of strategy and marketing the Invoicing Process Excellence Award for the at MSS. “It’s a testament to the hard work of our second consecutive year for its meticulous attention employees and network technicians, with the help to detail and for delivering the greatest invoicing of our equally dedicated move partners. We believe accuracy. One of the promises Alexander’s makes quality and innovation go hand-in-hand and are con- on its website is that “attention to detail matters … tinuously striving to improve our organization and especially in logistics services.” customers’ experiences.” Cornerstone recognized Ace Relocation Systems, whose stated mission is “Moving you down the LONG & FOSTER DIVISION HONORED WITH street or around the globe,” with two awards: the SUPPLIER AWARD Self-Pack/Self-Haul Rate Award, in recognition of Long & Foster Real Estate’s corporate real estate producing the highest self-pack/self-haul percentage; services (CRES) division was recently honored by and for the fourth consecutive year, the Hi-Value Lexicon Relocation with the 2018 Supplier Excellence Lead Generation Award, presented for outstanding Award: Gold Service for Real Estate/Relocation. collaboration with the Cornerstone sales team. Criteria for the award were customer satisfac- For fulfilling its company commitment to tion surveys received from transferees that Lexicon “Delivering a higher level of service,” Nelson Relocation referred to CRES for real estate assistance. Westerberg received the Moments That Matter CRES won the Gold Service award for receiving Award, for the fourth consecutive year. The com- near-perfect scores from the surveys. pany also received the Overall Customer Satisfaction “We are thrilled to have been chosen to receive Award for earning the highest overall customer Lexicon’s 2018 Supplier Excellence Award,” says Vicki satisfaction rating. Hamp, SCRP, SGMS-T, senior vice president of Long & Foster’s CRES division. “CRES is proud of our Long CORT RECEIVES PLATINUM AWARD FROM BGRS & Foster sales associates for providing relocating CORT Destination Services, a Berkshire Hathaway employees with an exceptional real estate experience.” Company, was recently recognized with the Platinum Award for Outstanding Performance, the highest CORNERSTONE AWARDS APPLAUD honor from BGRS. To win the award, companies had EXCEPTIONAL HHG PARTNERS to achieve an annual customer satisfaction rating of Cornerstone Relocation Group LLC honored its 98 percent. leading household goods moving partners at the 71st “Our team is ecstatic to be recognized with the Annual Atlas World Group Convention in October. Platinum Award from BGRS for our commitment “Successful companies seek partners with shared to service excellence,” says Jeff Rowe, senior vice values: a commitment to innovation, to continual president of destination services at CORT. “This pres- improvement, to detail, to effective collaboration and tigious honor is a testament to our commitment to communication, to the employee experience,” says BGRS’ focus of bringing solutions and value to their

18 Mobility | February 2019 clients and customers. As a valued partner for the and Women-Owned Small Business (WOSB) federal last nine years, CORT will continue to go above and contracting programs. beyond to support their clients’ relocation needs.” Diane Ayres, CRP, PorchLight president and co-founder, says, “Although we’ve been a proud PORCHLIGHT ACHIEVES WBENC CERTIFICATION women-owned business since our inception in 2003, PorchLight Rental & Destination Services recently this certification benefits those current and potential announced its achievement of Women Business clients required to meet government guidelines that Enterprise Network Council (WBENC) certification. often specify working with certified suppliers. The WBENC is the largest certifier of women-owned process is very thorough. After all information is businesses in the U.S. and a leading advocate for submitted for application, then WBENC conducts an women business owners and entrepreneurs. WBENC on-site office visit to validate the operation in person. certification is accepted by more than 1,000 corpora- We couldn’t be happier to add this to our growing tions. WBENC is also an approved third-party certi- list of awards and qualifications to help our clients fier for the U.S. Small Business Administration (SBA) compete and succeed in today’s marketplace.” M

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INTERNATIONAL FURNITURE RENTAL MADE EASY. Take advantage of the CORT Global Network™ and get your employees settled and productive sooner. We’ll take care of everything, from start to finish.

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FOR MORE INFORMATION: Global Services Center | + 1 512 900 6933 | [email protected] | cortglobal.com EMEA and Asia-Pacific Regional Office | [email protected] | [email protected]

© 2019 CORT. A Berkshire Hathaway Company.

worldwideerc.org | Mobility 19 AROUND THE WORLDWIDE ERC ®

Executive Spotlight

WANDLER APPOINTED ASSOCIATE SALES to formalize these honors with the 2019 annual DIRECTOR, HORNING NAMED NEWSMAKER RISMedia Real Estate Newsmaker Awards.” Eric Wandler is the new associate sales direc- Winners were selected by RISMedia editors for a tor of the Shorewest, REALTORS New Berlin, range of accomplishments, including but not lim- Wisconsin, office. Wandler began his real estate ited to advancing the industry, impacting change, career in early 2013 in Shorewest, REALTORS’ technology achievements, diversity and inclusion, Eric Wandler Southridge office. He rejoins Shorewest after a business accomplishments and growth, human- brief time at REMAX Legacy in Muskego. Prior to itarian efforts, industry activism and support, real estate, Wandler worked in retail and banking. thought leadership and influence, excellence in “It is truly an honor and a pleasure to be customer service, and creativity and innovation. named to this position,” says Wandler. “I look “The real estate market is continually chang- forward to growing with Shorewest as we con- ing, and it is important to stay ahead of these tinue to serve the real estate needs of [clients] in advances,” says Horning. “I am proud to say that the New Berlin area and Wisconsin.” Shorewest is a leader in this industry, and I will “We are pleased to have Eric take on this continue to strive to keep this company at the leadership role in our New Berlin office,” says forefront to better serve our clients.” Ted S. Dentice, general manager, vice presi- dent of sales. “Eric’s knowledge of the office PLUS RELOCATION ANNOUNCES NEW VP OF and Shorewest, in addition to his unsurpassed BUSINESS DEVELOPMENT Joe Horning customer service and knowledge of the area, will Plus Relocation has promoted Ron Labin, CRP, continue to grow our New Berlin office and its SGMS-T, to the position of vice president, busi- sales associates.” ness development. Labin joined Plus in 2017 as Shorewest, REALTORS President Joe Horning director of global business development. Before has been selected as a RISMedia 2019 Real Estate his time at Plus, Labin served in leadership roles Newsmaker. RISMedia announced the 2019 with Weichert Workforce Mobility, Cornerstone Class of Real Estate Newsmakers in October and Relocation Group, and Oakwood Worldwide. showcased the awardees in news and magazine “I’m excited about the role because Plus brings coverage in December. a fresh alternative to the traditional RMCs in the RISMedia’s Real Estate Newsmaker Awards global marketplace,” Labin says. “Clients say recognize individuals who are making headlines we’re different because we’ve incorporated our as a result of newsworthy contributions to the proprietary research on the employee experience Ron Labin real estate industry and efforts to positively affect into everything we do—from service delivery to the consumers and communities they serve. relationship management.” “RISMedia’s Real Estate Newsmaker Awards Labin will be responsible for leading the Plus honor the industry’s real newsmakers—the business development team, which includes people who are positively affecting our indus- account management and business development try and the millions of consumers we serve,” representatives in the U.S., EMEA, and APAC. says RISMedia’s founder, president, and CEO, Labin’s experience will allow him to provide John Featherston. “We are honored to continue strategic guidance to the team and help Plus

20 Mobility | February 2019 continue to offer completely personalized mobil- Weidman-Phillips served on REBI’s board of ity solutions to new clients around the world. directors from 2014 to 2017, then moved into a “I believe we have a world-class business leadership role. She also served as president of development team in place, and my job is to the Pennsylvania CRB Chapter in 2013. ensure our teams have the resources and exper- tise available to support our clients’ business and HSBC BANK APPOINTS KAREN GERBA workforce goals,” Labin says. “We’re focused HSBC Bank USA, N.A., part of HSBC Group, on providing value in every interaction we have has appointed Karen Gerba, SCRP, GMS, head with clients, and that will ultimately help us of the national corporate relocation mortgage continue our growth as an organization.” program for its U.S. Retail Banking and Wealth Plus CEO Susan (Schneider) Benevides, SCRP, Management (RBWM) business. Gerba will Debora Weidman-Phillips GMS, echoes Labin’s excitement for the new role, report directly to Michael Rogan, head of corpo- saying he’s the right person to lead Plus’ business rate and strategic sales for RBWM, Americas. development team. “Ron has a ton of industry “Karen brings over 25 years of relationship experience and insight, and he’s a great leader,” management and leadership experience to Benevides says. “He’s really going to help us HSBC, including a track record of success bring- continue our exciting growth as a company.” ing national relocation and corporate employee mortgage programs to Fortune 1000 companies,” WEIDMAN-PHILLIPS ELECTED PRESIDENT says Rogan. OF REAL ESTATE BUSINESS INSTITUTE Gerba will be responsible for the sales and Debora Weidman-Phillips, vice president of marketing of HSBC’s mortgage relocation prop- Long & Foster’s Blue Bell, Pennsylvania, office, osition to its corporate banking clients and will has been elected 2019 president of the Real assist with international and employee banking Estate Business Institute (REBI), an affiliate of service propositions. Karen Gerba the National Association of Realtors. Weidman- “It’s an exciting time to join HSBC,” says Phillips was installed to her post by Gary Gerba. “The mortgage industry is ripe with Scott, president of Long & Foster Real Estate, opportunity. … I’m looking forward to being a in November during the Realtors Conference part of the group and leveraging my expertise to & Expo in Boston. Weidman-Phillips’ one-year create growth for the business and world-class term as president began on 1 December. offerings for our customers.” “I’m honored to have been elected as the 2019 Gerba joins the bank from JPMorgan Chase, president of the Real Estate Business Institute where she served as a vice president in corpo- and look forward to taking on this new role rate relocations in the Northeast region. Prior to with such an outstanding organization,” says that, she was a national business development Weidman-Phillips. “I’m confident that, working sales executive for Bank of America’s relocation with my peers at REBI, we’ll continue to help and corporate services division. those organizations and individuals endeavor- Gerba was recently appointed as a trustee for ing to increase profitability, productivity, and the Worldwide ERC® Foundation for Workforce performance in the real estate industry.” Mobility for the next three years. “I am so Weidman-Phillips began her real estate career excited about being able to serve and giving in 1981. She earned her Certified Real Estate back to Worldwide ERC®,” says Gerba. “It is Brokerage Manager (CRB) designation in 2008 quite an honor and privilege for me to be a part and has held many REBI committee positions. of this great organization.” M

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RENTERS INSURANCE ON BREXIT PREPARATION DESTINATION: SHANGHAI W SHANGHAI – THE BUND INTERNATIONAL ASSIGNMENT In preparation for Brexit, how are you identifying your local-hire Under your international assignment EU nationals working in the U.K. and U.K. nationals working in policy, who is responsible for paying the EU to determine next steps on maintaining their right to work renters insurance on the host-country in their current location? residence? And if it varies, what are the criteria for who pays?

SHORT-TERM ASSIGNMENT PROGRAM PITCH I’m currently developing a proposal for a short- term assignment program. Am envisioning it LACK OF U.S. CREDIT HISTORY as a program for high performers, one month For international U.S.-inbound relocations, does your program in duration, and tied to a project or knowledge mracing Innoation in C provide assistance targeted to easing the (challenging) transfer. Will first start out as U.S.-inbound. experience lacking a U.S. credit history creates when settling Any tips and best practices out there? Am Against a backdrop of signifi cantly and rapidly changing employee in and trying to make establishing purchases in the U.S.—for especially interested in how others have tied demographics and business needs, workforce models, regulations, example, vehicle, furniture, or home repair—easier? Do you the assignment to the company’s value return technology, compliance and consumer expectations, you develop offer this same assistance if the individual chooses to work upon completion. competitive talent mobility strategies and solutions. That’s a tall order, with a personally found financial institution (bank) that is not so surround yourself with the best in the business to help you. included in the vetted referral list of service providers? The Worldwide ERC® Shanghai Summit connects the people, information and resources needed to get it right – at the local and APAC-wide levels. Be part of the dynamic talent mobility discussions taking place in this INDIA: MERCHANT BANKER DOMESTIC PER DIEMS multicultural metropolis that blends the best of modern and traditional AGREEMENTS We have had some issues coming up where employees are thinking and strengths. Perhaps a stretch, but in our global, claiming per diems (both in the U.S. and other countries) while multiresponsibility-hat-wearing they are engaged in business not too far from their home. The For sponsorship and exhibiting Come together in one of the world’s most important commercial and lives, here goes. Does anyone have language in our global policy is not clear and does not call out opportunities, contact: fi nancial hubs to exchange challenges, ideas and solutions with other experience dealing with global equity— any parameters around time and/or distance for business travel business leaders and change makers. where you can claim per diems. Could you share with me how in particular, setting up a merchant MT banker relationship in India? Let me you handle domestic per diems and what are your time/distance Register to join us today – corporate HR attendees are invited to enjoy a [email protected] know. Thanks. parameters to claim? Are there any differences outside the U.S.? complimentary booking. 703-842-3421 Learn more and register at www.worldwideerc.org/events-conferences INTERCOMPANY TRANSFER POLICY Read the answers or add your own comments I’m new to this forum and the mobility field, currently building to these questions, or post a new one of your ® policies around mobility and relocation. Would anyone be own in the Worldwide ERC Community’s willing to share an intercompany transfer policy, i.e., criteria/ Corporate Benchmarking Forum. processes for an employee to transfer from one legal entity to another, not necessarily cross-border? Corporate and government agency members can log in at community.worldwideerc. org/login. INNOVATIVE EXPERT EXTENDED POLICY DESIGN ROUNDTABLES NETWORKING 24 Mobility | February 2019 703-842-3421 [email protected] MT opportunities, contact: For sponsorshipandexhibiting POLICY DESIGN INNOVATIVE

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Business Meals Provided During Entertainment Activities Remain Deductible By Peter Scott

The U.S. Internal Revenue Service has resolved a did not specifically exclude business meals, it was significant issue that arose as a result of the Tax Cuts arguable that business meals, like entertainment, and Jobs Act (TCJA) favorably to taxpayers. were now not deductible at all, despite legislative In Information Release IR-2018-195 (bit.ly/2O5adNC) history of the TCJA that suggested Congress did not and Notice 2018-76 (bit.ly/2y75b8q), released 3 October intend that result. 2018, the IRS says it will continue to allow a 50 Second, even if that hurdle could be overcome, it was percent deduction for business meals provided at or unclear when, if ever, business meals that were associ- during an entertainment event. However, those meal ated with entertainment (such as meals during a sports costs must be separately incurred or invoiced. event) could be separated and deducted. This was par- The TCJA, enacted in late 2017, included a provi- ticularly problematic when there was no separate charge sion repealing any deduction for business entertain- for food or beverages consumed during an entertain- ment costs beginning in 2018. Previously, 50 percent ment event (such as in a suite at a sports event). of those costs had been deductible provided that they The new IRS notice resolves those issues favorably were “directly related” to the active conduct of trade for taxpayers. The notice says the IRS will issue pro- or business, or directly preceded or followed a “sub- posed regulations to resolve the current disconnect stantial and bona fide business discussion.” created by the existing regulations defining entertain- Business meals were also 50 percent deductible ment. It clarifies that business meals are not in and of provided they met a number of substantiation themselves considered entertainment. It also says that requirements and were not “lavish or extravagant.” such meals provided during or at an entertainment Consequently, prior to the TCJA both business activity remain 50 percent deductible if “the food entertainment and meals were 50 percent deduct- and beverages are purchased separately from the ible, and there was no reason to separate the meals entertainment, or the cost of the food and beverages from the entertainment. is stated separately from the cost of the entertainment Following enactment of the TCJA, questions arose on one or more bills, invoices, or receipts.” It goes on as to whether business meals should themselves be to caution against attempts to circumvent the loss of considered “entertainment,” and if not, whether those the entertainment deduction by inflating the costs of meals that were directly associated with entertain- associated foods or beverages. ment should also be nondeductible. The notice provides examples permitting deduc- The first issue arose because the regulations cov- tions for food and drinks purchased separately at a ering business meals and entertainment generally baseball game, and food and drinks that are sepa- lumped “meals” in with entertainment in describing rately stated on an invoice for tickets for a suite at a the substantiation requirements. That is, meals were basketball game where food and drinks are provided considered a form of entertainment. Since the repeal in the suite.

26 Mobility | February 2019 Although the notice is welcome news for business and beverages provided during those activities will taxpayers, it will also require additional work to be 50 percent deductible, but they also face the task of substantiate the separate payment of meal expenses separating those costs from the associated entertain- whenever there is any associated entertainment. ment. This may be very difficult to do for activities The IRS also said it intends to issue proposed that were conducted earlier in 2018. Nevertheless, the regulations incorporating the guidance in the notice, guidance from the IRS is welcome news that will save and requested comments by 2 December 2018. Until companies money going forward. M those regulations are finalized, taxpayers may rely on the notice. Peter Scott is Worldwide ERC® tax counsel and principal Worldwide ERC® members whose employees of Peter K. Scott Associates. He can be reached at +1 910 entertain clients will now have clarity that any food 579 5332 or [email protected].

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worldwideerc.org | Mobility 27 MARKET SUMMARY

Stamford, Connecticut By Jane McWilliams, CRP, GMS-T

here’s a reason why Stamford’s nickname is looking for homes. Economists and sociologists are “The City That Works.” From its countless observing that smaller cities that once served as major businesses, corporations, and suburban manufacturing hubs are now seeing jobs shift toward neighborhoods to its parks, nearby beaches, metropolitan areas. Not only does Stamford experi- Tbustling downtown offerings, and more, this vibrant ence growth from the major companies based there, city in Connecticut “works” in every sense of the word. but the city also serves as a bedroom community for Located in Fairfield County, Stamford is the state’s residents who commute to New York City for work third-largest city, with a population of approximately and business. 130,820 as of May 2017. As the city’s population trends Stamford’s population boom can also be upward, Stamford is poised to surpass New Haven as attributed to its rapid urban development, which Connecticut’s second-largest city, after having passed has attracted a younger and often first-time home- Hartford in 2013. In 2017 alone, the city’s population buyer demographic. The city contains various grew by 1,200 residents, outpacing gains in other neighborhoods and villages, including Cove–East Connecticut cities during this same time. The popula- Side, Downtown, North Stamford, Springdale, tion boom is due in large part to the housing develop- Glenbrook, Newfield, West Side, Shippan, and ments throughout the Downtown and South End areas. Harbor Point. Each area has its own atmosphere The increase also came as the University of and community offerings, with various lifestyle Connecticut’s Stamford campus expanded its opportunities, from public beachside parks and footprint in Fairfield County. Last summer, UConn yacht clubs to tennis courts, hiking trails, golf Stamford became the only regional campus of the courses, downtown theaters, family-friendly com- state’s flagship university to provide on-campus munity events, and more. housing for students. This investment will allow Located on the main branch of Metro-North students access to job and internship opportunities in Railroad’s New Haven Line, Stamford serves Stamford and nearby New York City. as a vital and vibrant business center and is Stamford is not the only city in New England or the home to numerous Fortune 500 companies, as nation that is seeing changes as to where shoppers are well as the headquarters and research facilities

28 Mobility | February 2019 MARKET AT A GLANCE STATISTICAL SNAPSHOT* ECONOMIC CLIMATE STABLE 2018 2017 CHANGE NEW CONSTRUCTION SLOW UNEMPLOYMENT** 3.9% 4.2% –7.1% SUPPLY AVERAGE TOTAL SALES VOLUME $357.2 MIL $376.0 MIL –5.0% DEMAND AVERAGE AVERAGE SALE PRICE $642,482 $662,010 –2.9% MARKET DIRECTION STEADY AVERAGE DOM 80 133 –39.8% MARKET MOOD POSITIVE * Stamford, YTD first three quarters of 2017 vs. 2018. Data courtesy of CMLS. ** Stamford, September 2018/2017, U.S. Department of Labor. of numerous major corporations. This year, the In each of the first three quarters of 2018, the nation’s second-largest cable operator, Charter Fairfield County market was just a little behind the Communications, will commit to expanding its same quarter of 2017, but the third quarter’s declines business in Connecticut by moving into its new were more marginal than the first two. As of this 500,000-square-foot corporate headquarters in writing, these figures suggest the county is making Harbor Point and creating 1,100 jobs. headway. As with the county overall, Stamford saw a small decline in sales versus the prior year. At the end LOOKING BACK of the third quarter, unit sales were lower by approx- Stamford has long been considered one of the coun- imately 2 percent and dollar volume by 5 percent try’s most desirable cities because it offers an attrac- compared with the first three quarters of 2017. tive suburban lifestyle amid a dynamic economy. The New construction for single-family homes is Stamford real estate market provides housing options slow, but there is a big boom in rental buildings, of ranging from modest ranch-style properties to elegant which at least six were built in 2018. Bank-owned homes and estates in the wooded northern section properties constitute about 6 percent of the Stamford and luxury waterfront communities. marketplace. Supply is average in most price ranges, “It’s common to find young buyers that are just although there is an oversupply of homes priced getting out of rentals and looking for an attainable $900,000 and above. Market direction is steady, and place to call their own,” says Barbara Hickey, a real market mood is positive in homes $900,000 and below, estate agent at William Pitt Sotheby’s International with a negative mood for higher-priced homes. Realty in Stamford. “A good starting point for these Stamford’s workforce has benefited from relatively first-time homebuyers is to look into trading up from low unemployment figures compared with the rest of a condo to purchasing a small home, or buying their the state. According to the U.S. Department of Labor, first condo.” Stamford’s unemployment rate, which includes the 2018 was an unusual year for Fairfield County cities of Bridgeport and Norwalk, dropped from 4.2 housing markets. Markets experienced modest percent in September 2017 to 3.9 percent in September decreases in either unit sales or dollar volume, or 2018. Stamford’s unemployment rate was also lower both, versus the first quarter of 2017, a phenomenon than Connecticut’s overall unemployment rate of 4.2 not witnessed in several years. At the time, this pause percent for September 2018. M in the marketplace was attributed to the uncertainty surrounding the tax reform bill that was passed in late 2017. In the second quarter, certain areas started Jane McWilliams, CRP, GMS-T, is vice president, business to catch up to or even exceed the first half of 2017, development/relocation, for William Pitt Sotheby’s while others remained behind. The third quarter International Realty/Julia B. Fee Sotheby’s International found Stamford-area markets trending even further Realty in Stamford, Connecticut. She can be reached at in a positive direction. +1 203 644 1490 or [email protected].

worldwideerc.org | Mobility 29 PATHWAYS: HOW I FELL INTO MOBILITY

Book Smart to Street Smarts By Joseph Fick, CRP

My education in relocation began when I started and my experience moving athletes around the country, helping my brothers move around the country to play I felt like something was missing at the luxury level. pro baseball. I saw firsthand the amount of work and I knew that half the purchase deals in America were time involved in relocating—often at the drop of a relocation-related moves and made it part of my busi- hat—to different cities without team assistance. Even ness plan. So, I studied hard and passed the Worldwide for professional athletes who know it can happen at ERC® Certified Relocation Professional (CRP)® exam. any time, the logistics were troublesome. From leasing OK, what now? When my expectations of suddenly problems to utility service issues, to credit gremlins, a being inundated with new opportunities from supply specific type of bedding, and everything in between, chain networks and relocation directors after the CRP® the expedited process was cumbersome, stressful, and class list was published didn’t quite pan out that way, I distracting from field activities. I worked hard to pro- texted Bob Rosing, president and CEO of Dwellworks, vide players with personal concierge service involving who graciously arranged an interview. I was well on everything from banking to travel arrangements, my way to deepening skills as a better agent all around settling-in, and homefinding, which allowed them to when I started my training as a destination service focus on their field activities and get better sleep— consultant (DSC). which can translate to millions of dollars in contract Relocation is fast-paced at the DSC level; when the performance metrics. bell rings, you must be ready to execute homefinding, 2016 was a transformative year in my career path lease agreements, area orientations, and other settle-in as I transitioned to a relocation real estate agent in a services such as utilities, DMV registration, and other luxury footprint. After years working as a community governmental administrative arrangements. Programs banker and mortgage broker, I got a message from one are different; expectation levels vary across assign- of America’s most famous real estate agents, Madison ments, and employees are expecting expertise at street Hildebrand of Million Dollar Listing Los Angeles fame, level. The pressure is on to complete these important inviting me to be a part of his team. Two hours later, I tasks in the “time and spend” allocated by the RMC accepted a broker associate position with his team at and the program. The Malibu Life. So why become a DSC? The answer is: It made me a At that moment, I knew I had to find a way to deepen better real estate agent by setting me apart as an expert my relocation expertise, step up my concierge service in concierge services and deliverables. It has deepened levels, and differentiate myself from others in the both my agent knowledge and my transferee empathy. business. Even with my background as a banker-broker I see and hear at the street level the concerns of job

30 Mobility | February 2019 candidates or transferees and their families, and I work see the DSC’s skills as essential. Retail buyers and sellers hard to provide next-level service by being informa- do not have RMC vendor service providers overlooking tive and making their time with me a positive and their less-than-seamless experience. I now move up the comforting experience—which I know can improve the service chain and closer to the end of the transaction with chances of a transferee taking an assignment here. deliverables and executable experience, quickly offering The challenges of the actual service consultation unique levels of DSC-trained skills and expertise that at the street level are handled by the DSC, which other agents may not have, saving clients time, money, takes planning, the ability to adapt on the fly, quick effort, and moving frustrations.M establishment of genuine rapport, and the ability to meet and exceed expectation levels for all parties Joseph Fick, CRP, is a Realtor and broker associate with concerned. For example, DSCs must be prepared to The Malibu Life Team at Compass Real Estate. He can be negotiate a rental property for an international trans- reached at +1 805 338 5705 or [email protected]. feree on the spot, or in real time over the phone. They must articulate with conviction the story How did you “fall into the mobility industry”? To tell behind the employee’s move, present them as a solid us your story, contact [email protected] risk and responsible renter versus the competition, or +1 703 842 3417. and explain how the company bringing them here is depending on them for productivity. Too many landlords and property managers see only an application on an internet portal. My job is to person- alize, promote, and produce results— fast! Don’t think it’s necessary? Just ask a landlord whether their most desirable tenant is someone whom neither of us has met, who has no U.S. bank–verifiable funds, no U.S.-based credit history, and no Social Security number, driver’s license, or rental history—and comes with pets! Next application, please! This is where the DSC sets the stage and is the face and voice of all the moving parts involved in the supply chain. The DSC expertise can win a lease and positively influence a transferee taking an assignment— especially in areas that are high- priced, low-supply, or “must-have” school districts. These skills transfer seamlessly into my world as a Realtor and allow me to bring an extra layer of service and understanding to those I represent. In this age of real estate services disruption and the demand for better ecosystem services for our customers, I

worldwideerc.org | Mobility 31 MEMBER PICKS

Hearing Voices Podcast With Donald Miller Reviewed by Kaitlin Nygren

About our reviewer: Kaitlin Nygren joined the relocation industry right out of school, starting first in destination services and later joining the Servicengine team in 2015 as a project manager. In addition to her time in the relocation industry, Nygren worked previously in the Washington, D.C., area, interning at the Department of State in the Bureau of African Affairs and working in event coordination at a nonprofit trade association. Nygren earned her Bachelor of Arts degree in international affairs from Seattle Pacific University in 2010 and her master’s degree in international relations, with a concentration in international business/consulting, from Northeastern University in 2016. She currently lives in Houston with her husband, Erik, a federal law enforcement agent, and their (soon to be) two children.

The premise of the book Building a StoryBrand by including the episode I picked to review—Episode Donald Miller is that many organizations have a 93, “How to Lead Your Team So Everyone Brings difficult time articulating their message; that even if Their Best.” you strongly believe in your product, the message and value may not be obvious to potential custom- Who’s interviewed in that episode, and what do ers. The StoryBrand organization coaches businesses they have to say? on how to communicate their offerings in a way their The episode focused on the different personalities customers can understand. You’ve chosen to review a of a team. Steve Cockram, co-founder of GiANT podcast from that organization. Tell us about it. Worldwide, describes the five “voices” that you will The book had been recommended to me; the find in any team scenario: nurturers (43 percent), cre- StoryBrand podcast started as a follow-up to the atives (9 percent), guardians (30 percent), connectors book to generate ongoing dialogue around similar (11 percent), and pioneers (7 percent). While individ- topics. The format of the podcast is someone from uals aren’t limited to only one voice, one of the types the StoryBrand team, including founder and author will be their primary voice and how they most often Miller, interviewing a business thought leader. While communicate in groups. Understanding your type some episodes are geared toward business growth, and how you fit within a group will allow your team many also deal with people, teams, and interactions, to function at its best. Nurturers tend to champion

32 Mobility | February 2019 both people and relationships; they often are the will be more likely to present their ideas if they glue holding the group together. However, they don’t have to go up against an already stated idea. are the quietest voice and may often be reluctant to He also suggests that while you will likely never bring their influence into the conversation. Creatives be able to “speak” all five voices, having a better are extremely future-oriented but may have a hard understanding of the five will allow you to create an time expressing their unique suggestions in a way environment where everyone feels free to contribute that everyone else can understand. They might need in the way they do best. By understanding your own some help with clarifying questions from the rest voice clearly, you will also know how to ensure you of the team to fully articulate their idea. Guardians are bringing your own best contribution to the team. are the champions of process; they are most likely to recommend a pilot project and insist on everyone How can this information help teams be effective? following procedure. Connectors are full of ideas If you happen to be a team leader, your reaction to and very in tune with their relationships with others, how others offer to share or withhold information being naturally good communicators who maintain can drive the success of the entire project. If you a huge network. They are the most sensitive to crit- don’t understand why people are different, team icism on a team, since they believe wholeheartedly members will be frustrated and unable to work in every idea they introduce. Pioneers are the most together. Cockram describes the average team likely to be entrepreneurs; sometimes competitive, success rate as only 57 percent. While he claims it’s they love to work and to prove competency. They unlikely a team will ever reach 100 percent effec- tend to bring great vision but may need to be careful tiveness, since teams are typically made up of real not to trample other voices in the process. people, he does believe 85 percent of optimal team performance is possible if everyone is willing to Is there a difference between personality types and work at it. Leaders who are interested in learning what Cockram calls voices? more about the five voices can find additional details Personally, as someone who loves personality tests on 5voices.com or on Steve Cockram’s podcast, The a little too much, I really enjoyed how Cockram set Liberator, where he discusses how to be a leader up both the characteristics of different types of team worth following. members and common pitfalls that may be faced by a group of people working together. He describes If you were to start a podcast, what would the title human behavior as predictable, even though people be, and why? might have a difficult time noticing and overcom- I would love to start a podcast on relocation and ing differences. Cockram and his team tried to take the moving process. I’ve been in the industry for a information from other personality tests, such as while, and I’m about to embark on relocation No. the Myers-Briggs assessment, and translate it into 10 in the next few months. While there are many everyday language. By calling it “voices,” they felt who have moved even more often, I’m sure there like they were able to break it down in a way that are plenty of people about to embark on their first was accessible and could be quickly understood. corporate move who would appreciate insight into all things relocation. I’d call it Between the Boxes and Other than the types themselves, what other aspects of offer a (hopefully) both humorous and informative the different voices affect the functioning of a team? take on what can be a very stressful time. M One of Cockram’s main points is that not only are there different types of voices within a team, but these voices also operate at different volumes. If you’ve encountered a book, podcast, TED Talk, etc., that The loudest person in the room might mistakenly changes the way you work, do business, manage employees, assume there is consensus, so Cockram suggests or think about your career, we want to share it with some of the quieter voices (nurturers, creatives) your colleagues in global mobility. Contact mobility@ should share their opinions in meetings first. They worldwideerc.org to learn more.

worldwideerc.org | Mobility 33 THE

NUMBERS2018 RELOCATING PARTNER SURVEY REPORT

Partner assistance has been a growing field in employees’ benefits over the last 20 years. But the lack of reliable data and research reports has been frustrating for corporations as they look to develop appropriate partner assis- tance policies. EY and NetExpat joined their respective experience to launch the “Relocating Partner Survey,” the largest ever conducted on partner assistance policy. Close to 3,500 respondents of 81 nationalities located in 121 countries took part in the survey, comprising 320 corporate HR respondents, 2,086 expats, and 1,006 partners.

WHAT ARE THE MOST COMMON HOW CRITICAL IS REASONS FOR NOT ACCEPTING AN THE HAPPINESS OF INTERNATIONAL ASSIGNMENT WITHIN YOUR PARTNER TO YOUR ORGANIZATION? YOUR SUCCESS ON

MALE FEMALE ASSIGNMENT? 1=NOT IMPORTANT, 10=VERY Partner unwilling to move 70% 79% IMPORTANT because of career Other family issues 63% 68% Expats with a live-in 9.04 partner Destination location not 44% 39% attractive Baby boomer 9.06 Relocating package not 38% 34% Female 9.20 attractive Gen X 9.22 Partner unwilling to move 38% 25% Gen Y 9.25 not because of career Male 9.25 New assignment not in 39% 36% line with career objectives Married expat 9.27

Excerpted from the “2018 Relocating Partner Survey Report” by NetExpat and EY. Reprinted with permission.

34 Mobility | February 2019 PARTNERS WORKING BEFORE EMPLOYERS: DO YOU THE ASSIGNMENT OFFER SUPPORT TO MALE FEMALE PARTNERS? PARTNERS PARTNERS Yes 90% Employed 74% 78% No 10% Self-employed 16% 7% Looking for work 3% 1% 3% 8% Stay-at-home WHAT WOULD YOU CHANGE Student 2% 3% REGARDING YOUR PARTNER SUPPORT POLICY?

Improve communication with 57% partners WHAT ARE THE OBJECTIVES OF Improve visibility of support 57% YOUR SUPPORT POLICY? Increase the benefit 28%

Increase assignment satisfaction 71% Increase partner involvement 26% Facilitate assignment acceptance 62% Shift cash allowance to partner 15% support Increase job performance 43% Make it a core benefit 15% Corporate social responsibility 35% Start offering it 15% Employer of choice 20% Decrease the benefit 0% Support diversity and equality 18%

YOUR PARTNER SUPPORT DO YOU FEEL YOUR CURRENT PROGRAM HAS HAD A POSITIVE EMPLOYER IS PAYING ENOUGH IMPACT ON THE FOLLOWING

ATTENTION TO PARTNER SUPPORT? Family acclimation 69%

Mobile employee 31% Assignment acceptance 62% Partner 39% Job performance 32% HR respondent 56% Successful repatriation 28% Corporate policy owner 64% Do not know 26%

Excerpted from the “2018 Relocating Partner Survey Report” by NetExpat and EY. Reprinted with permission. The New Norm of Compliance

Handling changes with assignment intelligence By Sebastien Deschamps

ompliance has become a big thing, whether we like it or not. Although the world appears to be getting smaller and more interconnected, relocations are becoming more and more difficult, with increased regulatory and compliance matters forming a significant part of the C process. Countries band together, and “improvements” are made to cross-border regulations and passenger tracking, but the changes rarely better the working lives of global mobility professionals.

Instinctively, one might expect countries with more the world. With the European Union’s General Data developed processes and systems to be easier to work Protection Regulation (GDPR) having come into with. But we have all encountered the real truth: force last year, the spotlight is indeed on this newly More development means more regulation or better emerged area of risk. enforcement of pre-existing laws. A nation that is The need for personal data privacy is, of course, open for worldwide business must protect itself, and not new, and the increased focus on this issue is it generally does that in the form of more nuanced much-needed, no matter the negative implications for laws and statutes. Unfortunately, two of the areas that many businesses across the globe. However, one of are of primary concern to relocations—immigration the critical problems for those tackling data protec- and taxation—are profoundly affected. tion at the moment is how open to interpretation These often stricter rules aim to better regulate and many of the data privacy laws are, including GDPR. control countries’ economic structures, but they inevi- Until the international community has reached a solid tably cause issues for relocation professionals, no mat- consensus on how we should read all of these laws, ter where within the industry they find themselves. there will continue to be some level of compliance It’s not just the rapidly increasing compliance confusion throughout the industry. requirements from around the globe that are the issue, though; it’s that the goal posts are all constantly IMMIGRATION shifting, both dependently and independently of one Historically, companies were able to have what we another. Putting yourself into a position where you would now consider extremely lax attitudes when can efficiently handle these changes with assignment it comes to obeying immigration laws to the letter intelligence (a holistic and data-centric approach with their clients. They would choose to focus most to relocations) is not a simple process when your of their effort on conforming to regulations in their activities regularly involve more than a small handful native countries. Post-9/11, of course, this changed of countries. rapidly. Laws that were once considered poorly defined were quickly rethought and reinforced for THE BIG THREE the modern world. Businesses are now obligated to When considering the main points of global mobility give these issues the respect they deserve, especially compliance, there are three significant areas to which as global employee relocations and business travelers we can assign matters of risk. I mentioned immigra- have become essential for effective operations. tion and taxation earlier, as they have historically The global immigration regulations in question, been the two most significant areas when it comes to however, have continually evolved and shifted, compliance in relocations. These are hugely complex especially as governments realize that these laws issues that we must grapple with effectively, but do not just protect their borders and workforces, another sector is now becoming a vital point of confu- but can also provide significant assistance in the sion and contention across the globe. monitoring of economic matters such as taxation Although not necessarily new, privacy—and partic- and social security. Therefore, immigration is tied ularly personal data privacy—is now a hugely sig- not only to the hot topic of national security, but also nificant factor in global mobility compliance around to the generation of government revenue. It is, of

38 Mobility | February 2019 A nation that is open for worldwide business must protect itself, and it generally does that in the form of more nuanced laws and statutes.

course, these two significant factors that drive policy relocations, employees often split their time between and penalties. nations, making the process all the trickier. With other external factors such as Brexit and The point at which the risk becomes challenging opposition to globalization from some nations, there to manage for many global mobility professionals is is even more pressure for governments and lawmak- where the various taxation laws, totalization agree- ers to get a grip on immigration matters. It is essen- ments, requirements, and benefits between states tial, then, that global mobility professionals ensure converge. It is important that each of these separate compliance in these crucial areas, for both our clients issues be appropriately tracked for each of your relo- and assignees. cations to ensure compliance. This web of legislation In an attempt to circumvent these regulations in can, of course, be a nightmare for organizations of part, some businesses have been moving more of any size. Small businesses tend to lack specialized their transferees more toward short-term assignment knowledge, whereas larger ones can have compli- or extended business traveler roles. Although most of cated webs of workforces located across the globe. these cases are handled reasonably, many border on Therefore, seeking outside help in these matters is causing their companies severe compliance issues, as often preferable. managers can be ignorant of the immigration and tax It’s all well and good to decide that you need status of their employees, greatly exacerbating any outside help, but in which direction should you move potential risk. your business? It may seem obvious, but it is crucial that we ensure the correct business visa is used in every staff PRIVACY relocation case, no matter the paperwork and diffi- Although the previous two points of compliance risk culty involved. The penalties for breaching immigra- have classically been a more significant consider- tion laws can be severe and can have huge indirect ation, data privacy and security has rapidly become effects for the company as a whole. one of the most significant areas of issue. Consider for a moment the giant web of colleagues, clients, TAXATION service partners, and assignees that each global Unfortunately, straightforward and clear tax regu- mobility professional deals with throughout a year. lations, whether for personal or corporate income, The potential—and requirement—for personal data are not the norm for most countries anymore. We sharing is enormous. must be aware of and appropriately handle the many It is important to note that although many indus- tax rate bands, caveats, exceptions, and loopholes tries have looked at ways to stop the influx of per- found across the globe. Working within these com- sonal data from individuals, this cannot, of course, be pliance issues can be a problem in any case, but in the case for the relocation industry. With each of your

worldwideerc.org | Mobility 39 If we want to succeed and ensure long-term success, we must bring the idea of compliance from being an extra task that must be ticked off a checklist, to a principle that is central to our goal of working through assignment intelligence.

service partners requiring a different combination of MOVING FORWARD assignee information, such as marital status, age, and All of the above, of course, begs the question: How passport number, it’s obvious why there have his- do we respond to a regulatory environment of torically been so many slip-ups in this area. It’s now ever-increasing complexity? The key is to find assign- critical that we share only the necessary information ment intelligence by recognizing which processes at any time, and that the nature of the data and its should be simplified and streamlined, and which transfer is accurately logged, something well outside should have more time and effort dedicated to them. of many practitioners’ current ability. Let’s take data privacy and GDPR, for example. As previously mentioned, new data protection There are many policy and procedure documents laws will be springing up across the globe, and it’s that, once ready, can be distributed and collected in vital that we as an industry get ahead of the curve. a structured and automated manner. Employing a These new regulations put a great deal of emphasis system that automates these processes for assignees on maintaining accountability for the data flow into, can lift a significant amount of the compliance weight through, and out of the business. It’s therefore imper- from your shoulders if done correctly. ative that you have the systems in place to effectively If we want to succeed and ensure long-term handle all of the necessary documentation, paper- success, we must bring the idea of compliance from work, and logging to ensure compliance. being an extra task that must be ticked off a checklist, Speaking of documentation, by our estimations, to a principle that is central to our goal of working GDPR compliance necessitates around 50 documents, through assignment intelligence. Although account- ranging from policies and procedures to consent and ability is a very data privacy/GDPR–related concept, reporting forms. When you add up the necessary it can be accurately applied to other areas of compli- time to prepare these documents along with meetings ance. You want to be accountable for all actions with and staff training, you’re looking at more than 250 compliance implications and have the documen- work hours of investment before you even begin to tation to back you up when needed. In a practical work within a compliant framework. sense, this means logging decisions whenever It is indeed worth noting that with the GDPR possible, and ensuring that up-to-date paperwork is spurring rapid global change to data privacy laws, always available. you should certainly not think, “I don’t deal with The logging of decisions and data in a nonauto- the EU, so it doesn’t matter.” These laws are going mated fashion can be a tiresome, confusing, and ulti- to proliferate and be strengthened across the globe mately unreliable task, in which errors are common. within the next decade. It’s vital that these matters of Many find that using a digital service that can handle compliance be assessed, and met, now. these matters is a much stronger proposition, even if

40 Mobility | February 2019 it requires a financial outlay. Using such a system will now has enough choice in this department that there also pull you away from the more traditional method is a software platform out there for every organi- of working that involves countless emails, spread- zation, no matter the size or budget. Many modern sheets, and document folders that change hands solutions are also cloud-based, meaning that your across networks and hard drives. Although it might information is available wherever you are. It also be initially bothersome to alter your workflow in provides a nearly limitless opportunity for client, such a way, it will dramatically reduce the chance of assignee, and service partner integration and inter- compliance breaches across your business. Working action, while your compliance matters are handled within a single system provides you with a single in the background. point of contact across your organization and can These platforms offer an environment in which offer many additional benefits. assignee data processing and movement are auto- As for the issue of keeping up-to-date paperwork matically tracked to handle your data privacy com- and documentation, you have a few options. Do pliance, employee and corporate tax can be projected you scour the internet for legislation updates and pre-relocation, and immigration workflows can be documents on a weekly basis? Keep your ear to the based. They may not be a complete solution for your ground for any major law changes? Turn to a profes- business, and there is indeed a chance that you may sional organization or consultancy that can aggregate require outside assistance with particularly challeng- the necessary immigration and tax documents for ing matters, but they provide a secure foundation on you? The first two solutions have a strong potential which you can base your relocations with assign- for failure, and the second could potentially require a ment intelligence. significant financial outlay. However you choose to handle the current and upcoming compliance challenges your global mobil- SEARCHING FOR A SOLUTION ity team faces, assignment intelligence should always So, you know what you need going forward, but be the goal. Find methods, procedures, and platforms where should you turn for your compliance require- that enhance your current offering and allow you to ments? Unfortunately, there is no single answer, but work with compliance at the core. M there is a single starting point. Both large and small corporations share the need for a centralized system upon which to base their relocations. For most small Sebastien Deschamps is the CEO and co-founder of and medium-sized enterprises, this will be enough to ReloTalent. He can be reached at [email protected]. prosper. Larger businesses that handle huge global mobility programs can always add more nuanced and specialized support in some areas if necessary. Keep the conversations going on this and other A solid foundation of technology and software topics by participating in our online Community. can be the ideal resource to assist in the meeting of Sign in at community.worldwideerc.org/login with ® compliance criteria for all areas of global mobility, your Worldwide ERC username and password. not just the three listed here. The relocation industry

worldwideerc.org | Mobility 41 EMPLOYEE ENTITLEMENT Is that what’s really going on? By Jonathan Frick

n more than six years working in the mobility industry and interacting with people at every Iorganizational level, a complaint I’ve heard repeatedly is that many of the mobile employees we serve are highly entitled, creating friction in the relationship with their mobility team. Stories that describe frustrating behavior abound. They describe assignees making high- six-figure salaries but fighting fiercely for a $20 exception that was denied. Others depict heated arguments to demand additional benefits, outside of policy, that seem far more like a luxury than a necessity. There are laments about tedious back-and-forths on housing budgets for the host location and unrealistic demands for household goods pickup and delivery timelines. Most who have been in mobility for any length of time have stories like these to share. Perhaps all of us in the mobility professions could benefit from seeing our mobile employees through a different lens. This is not to make an excuse for treating anyone poorly. There is a baseline require- ment for professional behavior, and acting mean or demeaning to the support team is unacceptable. But the point is, what we interpret as entitlement may be something different from an attitude born of title and privilege. What we perceive as over- reach may be a demonstration of the very attention to detail that makes the assignee great at their job. Demands for additional benefits could simply be a misunderstanding of the mobility policy, or a lack of appreciation for how the additional request would affect the entirety of the mobility program EMPLOYEE going forward. Let’s take a new look at some possible roots of these frustrating behaviors to better understand the challenges our employees face. I’m confident we’ll manage the relationship better the next time we work with a mobile employee who comes ENTITLEMENT across as “entitled.” What we perceive as overreach THE STRESS Moving is rated among the top 10 most stressful life may be a demonstration of the events. We often lose sight of this. We mobility pro- very attention to detail that makes fessionals deal day in and day out with the chaos and details that abound in global mobility, from last-minute the assignee great at their job. changes in household goods delivery to delays due to visa and immigration, and the impacts of cultural vari- ances from country to country, contact to contact. However, unless you are dealing with a career expat, this is more likely the first, or maybe second, time for the employee to experience the complica- tions and stress with which we have become so famil- iar. Let’s also be real: These employees are the ones experiencing the physical and emotional stresses, while we’re supporting them from the comfort of our offices in the communities where we live. Stress on the employee and family can’t help but show up in their manners and behaviors. Some may become snippy, demanding, and perhaps down- right rude. Some may become über control freaks and track every little aspect of the move, down to a $5 reimbursement. Others might completely let go of anything they cannot handle, becoming super unresponsive to their counselor—sometimes at the worst possible time, only to cause more frustration down the road. The stress will be released in one way or another, and when that time comes, it’s up to the mobility professional to be empathetic and understanding, not to respond in anger to someone struggling to cope. Arguably, that’s the time when we really must shine instead.

THE JOB COMES FIRST International assignments cost companies a lot. Depending on location, compensation package, and policy, total assignment costs can add millions of dollars in corporate spend on top of the individual salaries. A company will not make these hefty invest- ments in someone who is easily replaced. Often that person is a senior member of the organization with a specialized skill set or leadership competency. The individual is heading to a new location because they are unique and qualified; they’ve been charged to complete a job. For maximum return on invest- ment, “job first” should be their primary focus while

44 Mobility | February 2019 These employees are the ones communication model for some countries is direct and concise; for others it’s more drawn out, depend- experiencing the physical ing on pleasantries as well as the purpose of the and emotional stresses, while message. Any of these can lead to gross mispercep- tions about the people we are helping to relocate. we’re supporting them from Keeping company and global culture in mind is the comfort of our offices in the required before judging another’s actions as entitled, communities where we live. biased, or insensitive. UNDERSTANDING AND EMPATHY they are moving. Everything else is noise and distrac- We can never condone straight-out rudeness or tion. That means everything we handle—immigration, indecency from one person to another, regardless of household goods, compensation, language training, culture and stress level. However, there is undeniably etc.—needs to be as friction-free as possible. That a negative reaction by many in our industry toward allows the employee to keep their focus on assign- any display of entitlement. ment success. This negativity may be rooted in jealousy, perceived When we realize where the focus of the individ- affront, or a lack of comfort due to cultural differences. ual is and should be, it’s easier to reframe what we No matter the source, that negativity can only lead perceive as entitled behaviors, develop empathy to us poorly serving our mobile employees. These for the assignee, and put aside our frustrations people are in unfamiliar territory, whereas we have with the relationship. walked this path many times. We have a knowledge base that can positively impact their mobile experi- THE CULTURE ence. By reacting poorly through our actions or speech, Entitled behaviors can also be rooted in culture. In the or disengaging entirely because of perceived entitle- modern age, companies have flatter organizational ment, we are hurting the people who need us the most. structures, but flatter is not flat. Companies still have We don’t need to accept being mistreated, but we very real hierarchies, and their cultural norms will can have a better understanding of why behavior that inform how a higher-ranking individual treats the appears entitled might be happening in the first place. support staff or others lower in the power structure. All of us should perform a personal sanity check: Is Authority is often demonstrated through actions and it really deliberate mistreatment directed at us, or demeanor, and not always in a “nice” way. is something different going on? In understanding At the same time, mobility professionals are highly comes empathy, and with empathy comes our ability empowered. Even entry-level individuals are handed to reframe and refocus on providing the best service a lot of responsibility, and they regularly work with possible for each of our mobile employees. M much higher-ranking individuals. It’s very typical that they work within cultures that don’t compara- bly pay homage to different levels of authority. This Jonathan Frick is manager, global mobility, for Ineo. cultural mismatch can lead the mobility professional He can be reached at +1 203 306 7104 or jfrick@ to perceive the actions of their “senior” client to be ineomobility.com rude or off-putting. Country culture impacts behaviors as well. In some countries, gender norms dictate the rela- Keep the conversations going on this and other tionship dynamics between a male transferee and topics by participating in our online Community. a female consultant. This can also be true regard- Sign in at community.worldwideerc.org/login with ® ing age, impacting the relationship between an your Worldwide ERC username and password. older transferee and a younger consultant. The

worldwideerc.org | Mobility 45 Patents, startups, inventions, and entrepreneurs all come together at that place where creativity and commerce meet. It can be a tough road to navigate, but the rewards can be great for those with the vision and determination to see the journey through to the end.

StartUp Britain is a national campaign launched in 2011 that was founded by eight British entrepreneurs and is completely funded by the private sector. The initiative includes online resources to help would-be entrepreneurs start and grow their businesses. In 2011, there were 440,000 new businesses started in Great Britain; in 2016 that number grew to 657,790. Source: startupbritain.org

India is experiencing a boom in the number of patents that have been granted. In 2017, about 13,045 were approved, twice as many as in 2015. During that period, there has been a 12-fold increase in the number of startups. In 2016, the government introduced the National Intellectual Property Rights Policy, which simplified procedures and built awareness regarding patents. The policy’s intent is to cut the average time to address applications from more than five years to just 18 months. Source: qz.com

Female entrepreneurship is on the rise in China. That’s evident from Forbes magazine’s 2017 list of the richest self-made women in the world. China claimed 21 of the women on the list, with another five living in Hong Kong. Source: henleyglobal.com

The German Patent and Trade Mark Office is the largest patent office in Europe and the fifth-largest in the world. It registered 128,921 patents in 2017, and the leading drivers of the innovations behind those inventions were digitally networked mobility, driverless vehicles, and electric mobility. Source: deutschland.de

Russian entrepreneurs face a number of challenges, including economic sanctions on the country imposed by the U.S. and the European Union, and a paucity of venture funding. Despite that, startups in Russia are surging. According to a survey that tracks the three-year revenue growth of privately held European companies, Moscow ranked No. 2 on the list for fast-growth companies, and St. Petersburg came in at No. 9. Source: inc.com

46 Mobility | February 2019 Mobility Matters Interesting, challenging, and surprising stats and finds around the globe

By Jon Ferguson

Most U.S. inventors believe their creativity will make them rich. According to a survey, 54 percent believe their invention will rake in more than $5 million, and another 24 percent expect to make more than $1 million. The reality, however, is far different. Figures show that just 5 percent of patents turn into a commercial venture, and just 1 percent earn the patent holder $1 million or more. Source: upcounsel.com

The Patent Cooperation Treaty, which was completed in 1970 and now includes 152 countries, helps applicants who want international patent protection for their inventions. According to 2017 statistics, 243,500 inventors filed patent applications through the treaty. The countries with the most applicants were the U.S. (56,624), China (48,882), Japan (48,208), Germany (18,982), and the Republic of Korea (15,763). Source: wipo.int

Germany and Japan, in that order, have finished in the top two spots for the past three years in a ranking of the best countries for entrepreneurs. The survey is included in the 2018 “Best Countries” rankings compiled by U.S. News & World Report. Among other attributes, the researchers examined connectedness to the rest of the world, innovation, easy access to capital, technological expertise, and the transparency of business practices. Source: cnbc.com

A large majority of patent applications in Mexico come from outside the country. In the period from 2011 to 2015, for example, about 8 percent of all patent applications came from Mexican applicants. Compare that to China, where 85 percent of applications came from Chinese residents during the same period. That’s a big reason why Mexico failed to crack the top 50 countries on Bloomberg’s 2017 Innovation Index. Foreign companies are interested in Mexico because of its low cost of labor, good infrastructure, and Mexico’s focus on pharmaceuticals and biotechnology. Source: moellerip.com

Getting a patent to protect intellectual property across the world can be a complicated business. A U.S. patent, for example, carries no weight in other countries, which might have very different rules regarding patents. Most foreign countries require that a patented invention must be manufactured in that country after a period of time, usually three years, and won’t grant a patent if the details of an invention have been published before the date of the patent application. Source: stopfakes.gov

worldwideerc.org | Mobility 47

Matters

Why diverse and inclusive workplaces are important, and what global mobility professionals can do to help implement them

By Kristin White

here’s no shortage of evidence to outline the many benefits of diverse and inclusive workforces and T teams: Increased profitability, improved employee productivity and morale, and greater levels of innovation are just a few. Whether organizations are motivated by competitive advantage and boosts to their bottom lines, a sense of corporate social responsibility and justice, a desire for global growth, or some combination of all of those things, those successfully and fully embracing a D&I strategy are reaping the rewards. At the Worldwide ERC® Global Workforce of the process, and it’s something that will require Symposium in Seattle late last year, Sunday continual monitoring, adjusting, and growth over Rubenstein, CRP, SGMS-T, associate director, visas time. The investment pays off, she added, with orga- and immigration, with EY; Elena Anderson–de Lay, nizations seeing that once a strategy of inclusion has GMS-T, co-founder and lead strategist with At Ease truly taken hold, “the more people feel they are being Solutions LLC; and Sylvia Ehrlich, SCRP, president of heard and the higher the trust levels rise in an orga- Intrepid Relocation, conducted a 30-minute “speed nization, the more that translates into better business round” session to help global mobility professionals performance, team collaboration, and innovation.” begin to explore some of the key D&I policy imple- Ehrlich then used the visual image of an iceberg to mentation benefits and challenges. suggest that while many of us inherently understand diversity to include, on a basic surface level, different START WITH IDENTIFYING ages, genders, nationalities, and races, true diversity WHAT D&I MEANS goes much deeper than that, with multiple compo- The first step, noted Rubenstein, is to define what nents factored in that are not so visibly obvious. When diversity and inclusion really mean to a specific com- we consider the vast variety of cultural and historical pany, recognizing that: influences, lifestyles, schooling options, political views, • it will be different for every organization, and and various paces at which things move within the • what might be important priorities in one location different regions just within the U.S., she noted, we can may simply not work in others, requiring adap- begin to understand how a variety of things shape our tations depending on cultural and organizational individual perspectives and lenses on a much broader norms, laws, and expectations. scale globally. A deeper consideration of diversity con- Once organizations have defined what D&I siders factors such as life experiences, value systems, initiatives look like for their own internal goals and personality traits, sexual orientation, gender identity, cultures, the next step is to learn how to best leverage mental and physical abilities or challenges, languages, them. Ultimately, when those two things work har- religious beliefs, family and economic status, heritages, moniously together, they become the foundation for a and historical influences. successful D&I strategy. Rubenstein cautioned, how- She pointed out that while the U.S. used to be ever, that developing the strategy is just the beginning considered a “melting pot,” with many immigrants

50 Mobility | February 2019 Additional D&I Resources: Articles and Whitepapers

Panelists also shared a list of several other resources for more information:

“Diversity and Inclusion Matters to the Workforce of the Future” Forbes, Nish Parikh, May 2018 bit.ly/2Vdr0hw

McKinsey & Company’s 2018 “Delivering Through Diversity” mck.co/2wrk8og

“You’ll See Greater Success in Scaling Your Business If You Prioritize This One Thing” Forbes, Rhett Power, May 2018 bit.ly/2Ag8z2M

“5 First Steps for Improving Your Diversity Recruiting Efforts” HR Dive, Riia O’Donnell, April 2018 bit.ly/2KiyH0g

worldwideerc.org | Mobility 51 changing or simplifying their surnames in an effort to “blend in,” the U.S. and other countries have seen a shift in recent decades to a much greater emphasis on and appreciation of individuals and the unique heritages, backgrounds, talents, and perspectives they collectively bring to their professional and personal lives. On a global scale, there’s no question that these many unique considerations can create challenges when implementing D&I initiatives. But understand- ing all of the different aspects of people—and how and why they influence the ways in which we think, speak, and act—is a critical part of not only develop- ing diverse and inclusive teams, but also building and fostering trust. How do we effectively onboard indi- viduals into an organization, for example, when our perspectives, languages, lifestyles, economic status, education levels, housing expectations, value systems, and ways of perceiving the world are so different? It starts with a level of understanding—and setting out some clear expectations. Equipping team members with information about the laws and rules that govern work and social behavior and expectations within different locations goes a long way, as does some team research into the various unique influences and percep- tions that may be shaping other members’ behaviors. As noted above, age may be one of the more obvious characteristics associated with diversity, but that doesn’t make it any less important, especially in our current workforce. We are experiencing one of the largest professional generational spreads across co-workers in history. Employees in their late teens and early 20s to mid-60s and early 70s—and every age in between—are working physically or virtually alongside each other. There are numerous benefits to bridging that generational divide and bringing associates together in work and social environments,

52 Mobility | February 2019 to talk to and learn from one another. Ehrlich made different locations, and with a number of unique the point that multigenerational connectivity makes service partners throughout various stages of the for very strong companies and talent pools, noting process, navigating different cultures, processes, and that it typically results in “more adaptation, blending, needs is nothing new to global mobility profession- and a ‘bringing of more’ to the table: The more people als. “We see diversity as more innate in our work; you bring together who are looking at things from dif- it’s more natural for us to have an agile mindset and ferent lenses, experiences, and perspectives, the much look at diversity as just part of our day-to-day jobs,” stronger vision you’ll have.” she added, noting that “it’s not as big a stretch for us as it could be with some of the ENTER THE Employees in other professions we may interact GLOBAL MOBILITY with—we’re used to working with PROFESSIONAL their late teens flexibility and across disciplines, The most successful D&I initia- and early 20s to regions, and personalities.” tives start at the top and work At the same time, mobility their way through the entire mid-60s and early professionals have the capacity organization, and while talent 70s—and every to think on both the strategic and mobility professionals may not age in between— operational levels. “We’re com- typically be the initial “owners” fortable with being on the front of the process, they can and often are working lines, approachable, and navigating do play crucial roles in facili- physically workforce challenges, solving prob- tating it. As Anderson–de Lay lems independently and escalating noted, “It’s important for C-Suite or virtually things where necessary,” observes leadership to drive and have full alongside each Anderson–de Lay. “We have a nat- buy-in of the process, and global ural ability to be the change agents mobility professionals should be other. for and critical to implementing invited in as strategic advisers.” D&I strategies on the ground level. She added that talent mobility professionals “are There are many global and regional nuances to this particularly poised to excel in this area,” for a number process, and we can be natural advocates for those, of good reasons. For one, most bring specialized articulating them in unique and sensitive ways.” training and a unique blend of skills to the task. That said, there are still considerable difficulties “Regardless of the function we perform within the around aligning an organization’s diversity and organization, most of us have cross-cultural sensitiv- inclusion strategy with its recruitment, retention, and ities, a strong awareness of different countries’ laws global assignee selection processes. The panelists and regulations, and risk management capabilities,” illustrated how assessment tools and data can be notes Anderson–de Lay. Because most are well-versed powerful instruments in counteracting some of those in the flexibility that it takes to work with a variety challenges. Audience questions, comments, and sub- of assignees and ability levels, for different roles in sequent dialogue centered around how to:

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M

Keep the conversations going on this and other topics by participating in our online Community. Sign in at community.worldwideerc. org/login with your Worldwide ERC® username and password.

• navigate those situations in which global assignee can provide, Anderson–de Lay noted that “global candidates are preselected on the basis of hard mobility teams can help provide hard data on the skills, but who might not necessarily forward the personality traits and skill sets required for success D&I strategy, and in a given role and location.” Pre-assessment tools • address the possibility of skewed algorithms can help to raise red flags early on, particularly if the within applicant tracking systems that can poten- initial focus on a certain candidate was based solely tially put certain candidates ahead of others in the on hard skills. “These tools can be helpful indicators recruitment or selection process. to bring back to the team to demonstrate that perhaps Rubenstein, Anderson–de Lay, and Ehrlich all a particular individual is not the best one for a given pointed out that the provision of sufficient and role,” adds Anderson–de Lay. “They offer a practical, accurate data points is essential in these scenarios, pragmatic, and scientific assessment, as opposed to but it’s also important to ensure companies are what may be perceived as a personal or biased one, making conscious efforts to forward the D&I strat- tied to a D&I goal. If you make decisions about hard egy, while also keeping the big picture in mind. and soft skills, and whether or not individuals have For example, tracking the demographics of current been adequately vetted for ease of transition into a recruits and assignees can help identify and raise particular setting, role, or culture, that provides a awareness around where there may be obvious much more methodical and strategic approach and gaps, and companies may need to look further can make those difficult and uncomfortable conversa- afield at different offices, locations, and regions tions a bit easier to have.” for similar talent to fill needed roles, securing the Some audience tips and suggestions included buy-in across all levels for casting a wider net. At partnering with specialized firms that seek to recruit the same time, organizations also need to be sensi- and hire individuals who will help forward D&I tive to and fully understand whether the cultural, strategies, and joining and participating in orga- geographic, societal, legal, and religious beliefs of nizations such as the National Minority Supplier various host locations could be impacting recruit- Development Council. ment and assignee practicalities or experiences. The bottom line is that the benefits of develop- In illustrating the benefits of the statistics that ing and maintaining sound D&I strategies clearly mobility teams and pre-assignment assessment tools outweigh the challenges of implementing them,

54 Mobility | February 2019 and global mobility professionals may be some of the best-equipped individuals in an organization to advise on and implement the process. It’s a strategy well worth pursuing, perhaps best summed up by Ehrlich, when she remarked that, whenever she is speaking on this issue at various conferences and events around the globe, her ultimate goal “is that one day, this isn’t a topic at all—that we’re so used to everybody being included that we don’t even have to think about it anymore, and it becomes like breathing.” M

Kristin White is a freelance communications consultant and contributor to Mobility magazine and worldwideerc. org. She can be reached at [email protected] or +1 703 969 6329.

For more information from the panelists, you can reach Sunday Rubenstein at sunday.rubenstein@ ey.com, Elena Anderson–de Lay at elena@at-ease. solutions, and Sylvia Ehrlich [email protected]. You can also keep the conversations going in the “Diversity Empowering Diversity” Community discussion group. Sign in at community. worldwideerc.org/login with your Worldwide ERC® username and password.

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DESTINATION PROFILE: UNITED ARAB EMIRATES

The Middle East’s new economic model By M. Diane McCormick

he United Arab Emirates is rightly famous for opu- lence fueled by oil money and global banking, but today’s UAE is also leading the Middle East toward a new economic model. Yes, Dubai’s man-made pen- insulas built to resemble palm trees are visible from space, but the UAE is reshaping its economy through investments in infrastructure and human potential. The UAE’s strategic Persian Gulf location, strong logistics and trans- Tport industries, and competitive labor costs have lured many corporate regional headquarters there for access to the Middle East, North Africa, and parts of Asia. In fact, the UAE is among the World Economic Forum’s top 30 “most-networked countries,” topping all Arab nations and others such as Spain, Turkey, and India. The UAE’s open economy ensures flourishing intercontinental trade, including bilateral trade with the U.S. that doubled from $13 billion in 2010 to $26 billion in 2016. Those trade ties encompass the aviation, manufacturing, technology, semiconductor, health care, and construc- tion sectors. The U.S. and the UAE also enjoy warm relations regarding international peace, energy policy, and cultural exchanges. Since the 2008–09 global financial crisis, UAE officials have embraced diversification and economic reforms. Today, the UAE boasts a $696 bil- lion GDP, ranked 32nd in the world. Investments in job creation, educa- tion, and infrastructure expansion are meant to revitalize job oppor- tunities, while utilities are now open to private-sector involvement. Free trade zones offering zero taxes and allowing 100 percent foreign ownership attract foreign investors, and other efforts promote the UAE as a global trade and tourism hub. Other revenue-raising efforts to ease overreliance on oil have included fuel-subsidy reductions, cuts in social services, excise taxes, and a 5 percent value-added tax adopted in 2018.

worldwideerc.org | Mobility 57 DESTINATION PROFILE: UNITED ARAB EMIRATES

Doing Business in the UAE

The discovery of oil in Abu Dhabi in the 1960s created the official language, although English is typically an economy that’s still booming, with a high per spoken. Clothing should be conservative. Meetings capita income. The UAE was formed in 1971 from a are expected to start late. Men should not extend a federation of six Persian Gulf states, and a seventh hand to greet Arab women unless the woman does joined in 1972. so first. In the nation of 9.7 million people, an astounding Business hours are 9 a.m. to 5 p.m. Sunday to 88 percent are immigrants and noncitizens, accord- Thursday. The Muslim holy day of Friday is meant ing to the United Nations. The largest groups are for rest and prayer, thus not appropriate for meetings South Asian and Indian, plus Bangladeshi and and calls. During the monthlong fasting and celebra- Egyptian. Eighty-five percent of the population tion of Ramadan, many offices close every afternoon. lives in the three largest of the original emirates— Gender equality is written into UAE law, and Dubai, Sharjah, and Abu Dhabi, the capital. many women hold high positions in business. Emirati businesspeople typically follow globally While local women might wear long, black abayas, accepted business practices, but as always, respect expats typically wear standard but modest busi- for local traditions can go a long way. Arabic is ness attire covering shoulders, knees, and elbows.

58 Mobility | February 2019 Immigration Obtaining entry visas and work permits can take up seeks an ID from an Emirates ID service center. to 40 days. Before entry, employers must have visa Within 14 days of release of the medical results, the quota approval from the Ministry of Labor. A job employee also seeks a work permit by uploading offer contract, written in English and Arabic, must the signed employment contract to the Ministry of be signed by the employee. The ministry approves a Labor website. work permit application, followed by issuance of the All expat employees and family members also Employment Entry Visa, also known as a pink visa, require a residence visa. As of February 2018, all valid for two months from date of issue and allow- foreign applicants for work-based residency per- ing the holder to remain in the UAE for 30 days, mits must provide a Certificate of Good Conduct. with two extensions possible. Expats should be aware of the UAE’s strict After arrival, the employee takes a full medical requirement that all travelers exit with the same exam that tests for HIV/AIDS, viral hepatitis B, passport with which they entered. Those who plan tuberculosis, leprosy, and pregnancy. With results to leave with a different passport should obtain an in hand, plus passport and pink visa, the employee exit pass from a UAE immigration office.

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Living Many expats are posted in Abu Dhabi city, in the centrally located housing. Farther from the central emirate of Abu Dhabi, although the emirate’s city, the Arabian Ranches offer resort living in well- second-largest city of Al Ain is increasingly popular built villas, amid restaurants, shopping, and parks. among those seeking a more sedate lifestyle. Popular Popular communities in the less-expensive range Abu Dhabi living areas include: include The Lakes, The Meadows, and The Springs. • The cosmopolitan downtown, Al Zahiyah, and Expats heading to the UAE should prepare for Al Markaziyah areas. Good schools and health heat, which can reach the mid-90s Fahrenheit (mid- care options abound, with access to the popular 30s Celsius) in August. Plus, the occasional sand- Corniche, or waterfront. However, heavy traffic storm can unravel any plans. While the coarse sand and congestion are daily occurrences. might not cause pulmonary problems in most people, • The upbeat Madinat Zayed, Al Wahda, and those with asthma or COPD should shelter indoors. Khalidiya on the inner rings offer shopping, With the UAE’s mixed legal system of Islamic parks, and cafes. and civil law, expatriates are advised to avoid • The family-friendly communities of Al Karamah, conduct that can be both offensive and illegal. As Al Rodwah and Al Mushrif, and Al Muroor the U.S. State Department notes, grounds for arrest are home to expat compounds with villas and can include kissing in public, sexual relations many amenities. outside of marriage, and “making rude gestures, • Suburban areas of Khalifa City and Al Raha also swearing, touching another person without his or offer comfortable, affordable expat living. her permission, and making derogatory statements In the city of Dubai, expats with the income about the UAE, the royal families, the local gov- and a taste for luxury can actually live on the ernments, or other people.” Consensual same-sex palm-shaped Jumeirah peninsula, or at the Dubai relations and cross-dressing are criminal offenses, Marina, for beach access. The Dubai International and the ban on derogatory statements extends to Financial Centre, or DIFC, features fashionable, social media postings.

Education International schools abound in the UAE. Fees can be steep and admission competitive, so expat parents should plan ahead. International schools must offer Arabic language studies, so expat parents shouldn’t be surprised when their children greet them in the morning with “sabahu al-hair” or say they have homework al-yawm (today). In order to facilitate school registration, U.S. citizens should bring their marriage certificate and children’s birth certificates or adoption decrees, all authenticated by the originating state and the U.S. State Department and the UAE Embassy in Washington, D.C.

60 Mobility | February 2019 Shopping/Dining It’s been said that luxury shopping is the UAE’s national pastime. Grandiose shopping malls are destinations in themselves, with such diversions as indoor skiing or zip lining over the Dubai Marina. The tradition-minded can still go souk shopping, in bazaars where haggling is expected over such delights as leather goods, gold, silver, and silk pashminas. Celebrity chefs and high-end restaurants have made the UAE a global culinary hotbed, but expats can also feast on fresh and tasty Middle Eastern staples, including hummus, tabbouleh, falafel, and the locally caught grouper known as hamour. Dates grown from the nation’s 30 million date palms flavor everything from stew to milkshakes. Non-Muslims with residency permits can obtain a permit from the Ministry of Interior allowing them to consume alcohol in restaurants and bars (although all possession or consumption is prohibited in the emirate of Sharjah).

worldwideerc.org | Mobility 61 DESTINATION PROFILE: UNITED ARAB EMIRATES

Security While the UAE is considered safe due to effective security measures, U.S. citizens are advised to keep a low profile and stay aware of their surroundings, since terrorists can target foreign people and interests. Women are advised to be alert to sexual harassment or assault when walking alone, consuming alcohol, or riding in a taxi. Male taxi drivers can misinterpret women’s small talk as sexual propositions, so some airports and dispatch companies employ pink-roofed taxis, driven by women, for women passengers. Any woman victimized by sexual harassment or assault should report incidents first to the U.S. Embassy in Abu Dhabi or the U.S. Consulate General in Dubai, because victims have been known to be prosecuted for allegedly having sexual relations outside of marriage. Expat residents can obtain a UAE driver’s license, but high speeds, unsafe driving, and hazards such as drifting sand make driving risky. Causing accidents involving injury or death can lead to jail time or huge fines. Walkers should also be careful, because more than 25 percent of road fatalities involve pedestrians.

Health Care In general, health care is excellent and up to modern standards. Expats are advised to get comprehensive medical insurance. All residents must get approval to carry any kind of medications, whether or not they are controlled substances. For U.S. citizens, prescriptions must be issued by licensed U.S. physicians and be authenticated by the U.S. State Department and the UAE Embassy in Washington, D.C. It pays to check the UAE government’s website, government.ae/en, for its list of banned substances, which can include poppy seeds, codeine, and other common ingredients. The presence of any controlled substance in the bloodstream upon arrival can be the basis for drug-possession prosecution.

62 Mobility | February 2019 Finances The UAE imposes no corporate tax, no withholding, and no capital gains tax. Even foreign income earned from outside the UAE is not taxed. The U.S. and the UAE have no tax treaty, so all U.S. citizens must pay their U.S. taxes. The IRS’ Foreign Earned Income Exclusion and Foreign Housing Exclusion can limit the bill. Despite its reputation for opulence, life in the UAE can be relatively affordable. Abu Dhabi has a 62.77 cost- of-living index, and Dubai’s is even more livable, at 52.55, according to the website Numbeo. However, hous- ing and schooling can be somewhat pricey. Rent for a three-bedroom apartment can range from 6,273 dirhams (AED) to 8,274 AED in Dubai, and 8,340 to 11,265 AED in Abu Dhabi—anywhere from US$1,708 to $3,067.

Unexpected UAE Venture past the deserts of the UAE, and natural wonders unfold, nestled amid signs of a rich heritage. The camel market in Al Ain echoes the oasis village’s past as a caravan stop, and nearby archeological sites reveal the wonders of past civilizations. Kite-surf or snorkel at a Dubai beach, or quietly kayak through mangroves along the remote Khor Kalba coastline. Hike the rugged Hajar Mountains and Khatt min- eral springs. For a feel of pre–oil boom Emirati life, stroll through the 19th-century architecture of Dubai’s historic Bastakiya quarter. Explore galleries showcasing contemporary Arab art, visit the Dubai Museum in a historic fort, tour the spectacular Jumeirah Mosque, and stop at a teahouse for a lemon and mint juice while the call to prayer echoes through the quarter’s narrow corridors. M

M. Diane McCormick is a freelance writer in Harrisburg, Pennsylvania, and a frequent contributor to Mobility. She can be reached via mobility@ theYGSgroup.com.

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INNOVATIVE EXPERT EXTENDED POLICY DESIGN ROUNDTABLES NETWORKING worldwideerc.org | Mobility 67 INDUSTRY INSIGHTS Tips and advice from the global talent mobility community

How Facebook Saved a Group Move By Jill Heineck, SCRP, GMS-T

Regardless of all the negative press Facebook and other Two of the assignees started the group, and within social channels are bearing the brunt of these days, 24 hours it had 30 members. Perspectives from those there is still good that comes out of being connected who had experienced what this group was about online, especially during a group move—or any were invaluable. Within 15 days, the entire group had move, for that matter. accepted the transfer. They raved about how helpful I recently worked with a company in which two- it was to be able to ask real questions about day-to- thirds of the moves were abroad, to Singapore or day life in Singapore for Americans that the company Saudi Arabia. One of the challenges they were facing really couldn’t answer. No matter how strong your at the time was moving a small group—defined as 10 cultural training is, one can never be completely for this company—of data scientists from the south- prepared for such a change in culture, customs, and western U.S. to Singapore. The company could not life. It was a great way for the group to feel connected get a collective move acceptance, and the move was and supported. Accompanying partners were also not going to happen unless they all agreed. encouraged to begin their own group, and well, the During a consult one day, the company’s inter- rest is history. Morale for this move was at an all-time nal move coordinator recommended to one of the high—transferees and their families were actually assignees to start a private Facebook group for excited about their new adventure! colleagues who were already in the new location, The advantages to the company are obvious. who have done a similar assignment with the exact When a move begins in this fashion, it encourages a parameters, or who were also getting ready to make motivating work environment, thereby incentiviz- the move. The group would be a safe place for ing employees to continue on a career development questions and answers that might otherwise not get track, which will benefit both the employee and the addressed by the company, third-party counselors, company. Higher retention rates of well-trained, or hiring managers. Brilliant! loyal employees who will now be part of the popu- A couple of things to note: First, this was a very lation willing to share their experiences with future old company and was very much set in its ways—not assignees embarking on similar moves are the proven progressive in the least. Second, up until this move results of giving transferees a voice, and a safe place the company had blocked all social media sites on to be heard. M campus during work hours. Trying to convince the powers that be to “unlock” access to social channels was daunting. Much to our surprise and delight, Jill Heineck, SCRP, GMS-T, is managing director of Heineck they quickly saw the projected value in leveraging a & Company, a boutique real estate group specializing in platform such as Facebook that would bring many relocation, located in Atlanta. She can be reached at +1 404 returns all around. 418 9157 or [email protected].

68 Mobility | February 2019 Think outside the van.

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