what the study is about
In this study, we’re interested in helping companies build their talent management programs with LGBT employees, by developing more inclusive policies that support LGBT expatriation. We explore the views of Mobility Managers and D&I Leaders to understand how their companies facilitate the successful expatriation of LGBT employees.
With a specific focus on Allies and ERGs, our goal is to understand the extent to which these programs help LGBT employees to take advantage of mobility as a positive career step, and to what extent these programs meet the needs of LGBT expatriates both at home and abroad.
why it matters
For some time, research has been silent on the increasing importance of the lesbian, gay, bisexual and transgender (LGBT) expatriate workforce which, until recently, has been largely ignored as a potential source of global talent.
Increasingly, the international labor market is attracting more and more under-represented employees, and as such, becoming a more diverse labor pool, particularly of LGBT employees.
While change is slow, a number of talent managers are capitalizing on the productivity and performance gains that LGBT assignees bring. This has, in part, been due to substantive progress and awareness of “gay rights,” particularly in countries such as New Zealand, Argentina, The Netherlands, and Uruguay.
To date, the limited research on LGBT expatriates has focused on the employee's perspective in terms of their needs, views, challenges and issues. No study has yet explored LGBT expatriation from the company's point of view, despite the often pivotal role that mobility managers and diversity & inclusion (D&I) leaders can play in facilitating LGBT employee's desire to work abroad.