A new panel has been formed to help shape training on diversity, equity and inclusion (DE&I) practices in the talent mobility industry.

The Employee Mobility Institute (TEMi) will offer DE&I training for workforce management professionals, guided by the panel, open to all and free for TEMi Members, from this year.

The panel will also serve to advocate for greater awareness of the topic within the industry.

“Talent mobility practitioners are uniquely placed to proactively support the creation of a diverse workforce, promote equity in career advancement and strengthen inclusivity within an organisation,” TEMi Founder Deborah de Cerff said.

“Greater awareness of, and better training on, current practices that promote DE&I, along with education on how to evaluate current talent mobility policies for inequity and bias, will help broaden talent pools, increase representation at all levels, and foster more inclusive work environments.”

The TEMi DE&I Panel, includes representation from practitioners as well as businesses that service the industry, to offer perspectives from both sides. The appointed panel includes:

  • Monique Dawson, EY
  • Trisha Carter, CI Collective
  • Jane Everett, Crown World Mobility
  • Jose Clossi, Newcrest
  • Jenny Buxey, South 32
  • Anne-Marie Barrow, Whitehaven Coal Ltd

“It is evident that in today’s workplace, DE&I isn’t just important – it’s essential,” Jose Clossi said.

“As members of Global Mobility teams, we can be a powerful avenue to promote, engage, and elevate DE&I within our organisations, and enhance the mobile employee experience, allowing individuals to bring their authentic selves to the workplace regardless of geographical borders.”

Jane Everett added, “This isn’t merely about compliance or maintaining a reputable image; it’s about genuinely contributing to a sustainable future where workplaces thrive on the richness of diverse thought, backgrounds, and experiences.”

“The journey towards creating genuinely diverse and inclusive workplaces demands commitment, courage, and continuous advocacy. Each step forward sparks a broader cultural shift, influencing not just the immediate corporate sphere but society at large.”

Trisha Carter said training would play an important part in addressing the ‘discomfort’ in the transformational process of increasing DE&I in organisations. “The goals and aims of increasing diversity and inclusion in any part of the organisation and especially within global mobility are uplifting and inspiring and the outcomes can be impactful.  Sometimes, however, the reality can also be uncomfortable – just as it can be for an assignee moving to a very different culture. However I believe we can walk with people through that discomfort by building greater skills throughout the whole of the organisation.”

“By encouraging and supporting companies to feel comfortable taking small steps, being first movers, or doing something different, we can put momentum behind widespread change,” said Monique Dawson.

“We need to become allies for change, so we can support employers and a range of industries to deliver the best outcomes for all employees, and the next generation can benefit from the efforts we make now,” added Anne-Marie Barrow.

Speaking on behalf of the Panel, Jenny Buxey said the Panel was looking forward to driving this important and essential discussion forward. “We would love for DE&I to become the norm for global mobility teams to consider, whether writing policies, holding conversations, or tracking their mobile workforce.”