Diversity & Inclusiveness in Global Mobility

Transcription

1 Diversity & Inclusiveness in Global Mobility Speakers: Dario Kosarac, CPP Investment Board Holly Macfarlane, Chevron Mercedes Naficy D Angelo, Cultural Awareness International Moderator: Laura Levenson, Weichert Workforce Mobility

2 Agenda Panelist introductions Business case for diversity Challenges Inclusive treatment Panelist discussions

3 CPPIB at a glance Professional investment management organization that invests the assets of the CPP, currently valued at $316.7 billion 1,400 employees in eight countries

4 CHEVRON PLACEHOLDER

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6 Diverse teams are higher performing Leverage resources, diverse skill sets Provide different points of view Create new and successful breakthrough thinking Distribute work effectively Provide learning opportunities Innovation Ability to exceed customer expectations for quality, timing, and results

7 Return on Diversity 7

8 Non-Traditional Expats The definition of a traditional expat is changing: Source:

9 Non-Traditional Expats Are More Diverse Female expats People of color LGBT Separated Expats Parents Split Family Blended Families Interracial Couples Couples with Special Needs Children Individuals with disabilities

10 In Canada 48% of Canadian companies have Diversity and Inclusion policies that make specific reference to LGBT employees. 84% of Canadian companies have a nondiscrimination policy that protects LGBT employees. 88% of Canadian companies provide the same levels of coverage to LGBT couples and their families as they do opposite sex couples. Sources: Canada Centre for Diversity and Inclusion, Mercer 2017 LGBT Benefits Around the World

11 No doubt, there are challenges Don t ask, don t tell policies make it difficult to uncover important information. Lack of information makes it more complicated to address issues. Resources for expats with physical handicaps are limited 74% of those with disabilities have hidden disabilities, which are not always evident to the onlooker. Interracial couples may face negative stereotyping, derogatory comments, or open hostility. Photo by Anete Lūsiņa on Unsplash Sources:

12 Laws are discriminatory

13 Discrimination beyond laws Additional burdens to LGBT employees: Cultural and social norms and practices Local company culture Availability of inclusive healthcare Housing and logistics

14 Inclusive treatment Determine most suitable candidate Provide appropriate support Allow opportunity for selfassessment, openness to no go option

15 Spouse/partner Support Company spousal support 38% have a policy on spouse/partner support 65% provide job search assistance 55% offer work permit assistance and/or career counseling Spousal employment 10% 7% 28% 79% Self employed Paid employment Not employed Source: Permits Foundation 11% PRIOR TO 65% ON ASSIGNMENT

16 Language/cross-cultural training Do you provide language/cross cultural training? 21% 10% 18% Yes a core policy benefit 21% Yes but for selected assignees only 14% 11% 43% 5% 10% 46% Yes but for certain home-host country combinations only Yes but at the discretion of the organization (flexible/optional benefit) Language Training Cross-cultural Training No we do not provide such a benefit to any assignees Note: Total may not add to 100% due to rounding Source: KPMG international, GAPP Survey 2016

17 Destination services Do you provide destination services? 13% 13% Yes a core policy benefit Yes but for certain home-host country combinations only Yes but for selected assignees only 3% 7% 65% No we do not provide such a benefit to any assignees Yes but at the discretion of the organization (flexible/optional benefit) Note: Total may not add to 100% due to rounding Source: KPMG international, GAPP Survey 2016

18 Educational Assistance Do you provide assistance for children s pre-school, primary/secondary, and/or tertiary (college/university) education costs? 28% 16% 2% 9% 9% 3% 1% 6% 43% 8% 61% 12% 13% 9% 8% 81% Yes a core policy benefit Yes but for selected assignees only Yes but for certain home-host country combinations only Yes but at the discretion of the organization (flexible/optional benefit) No we do not provide such a benefit to any assignees Note: Total may not add to 100% due to rounding Source: KPMG international, GAPP Survey 2016

19 Medical/health care What is the basis of your long-term assignment (or equivalent) policy s approach to the provision of employee benefit plans? We provide international/assignee plans (e.g. Cigna International, Aetna Global-if possible) 60% We try to keep assignees in their home country plans whenever possible 22% We provide equivalent host country plans if possible 6% We provide international/assignee plans only if the home country plan proves ineffective 6% No predominant philosophy (determined on a case-by-case basis) 3% Other 2% We provide equivalent host country plans only if the home country plan proves ineffective 1% We provide equivalent host country plans only if it is more cost effective 0% We provide international/assignee plans only if it is more cost effective 0%

20 Q and A