We Assess. We Train. We Coach.
EVERYWHERE

Your global provider for intercultural solutions and partner assistance.

LEARN MORE

We Assess. We Train. We Coach.

EVERYWHERE

Your global provider for intercultural solutions and partner assistance.

LEARN MORE

ABOUT 

NetExpat is the leading global provider for Talent Management and Intercultural Leadership Solutions, and Partner Assistance to 400+ corporate clients. We provide assessment, training, and coaching to expatriates, business travellers and non-mobile employees working on international teams. We support relocating partners with career and integration support. NetExpat was founded over 25 years ago and currently has offices in over 100 countries worldwide. Our growing team consists of over 500 experts, and we are proudly ISO 9001 certified.

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    Blog

    By Lisa Marie DeSanto 16 Oct, 2024
    Interview with Dr. Milton J. Bennett
    03 Oct, 2024
    As the Chief Information Security Officer at NetExpat, I oversee the security of our information systems and data. My role also includes managing IT projects to ensure they align with our strategic goals and technological infrastructure. My key responsibilities encompass risk management, developing and implementing security policies, ensuring compliance with these policies, and staying updated on the latest cyber threats to protect NetExpat.
    16 Aug, 2024
    Mary Weaver is a global mobility expert with over 20 years of experience. She has a deep understanding of global mobility trends thanks to her unique blend of corporate global mobility roles and consulting experience supporting companies across all sizes and industries. She has been instrumental in designing and implementing innovative strategies to bridge the gap between global relocation and talent management, ensuring a seamless transition for employees moving across borders. Mary lives in Atlanta, Georgia. She enjoys traveling and exploring new cultures with her husband and three children. She is passionate about leveraging her experiences to create a more supportive environment for globally mobile employees.
    By Lisa Marie Desanto 26 Jun, 2024
    The concept of diversity, equity, and inclusion (DEI) has become a growing topic of conversation in business markets: why it’s important, best practices to consider when designing an effective program, and the benefits to both employees and employers when a DEI program is implemented effectively. This blog post will examine each of these considerations – as well as some areas where DEI and intercultural training intersect with talent acquisition and global talent mobility. Why focus on DEI? As the world becomes increasingly complex and advancements in technology grow at surprisingly exponential rates, global workforces and markets are becoming more diverse across cultures and borders. How can organizations best keep up? By tapping into the rich, diverse experiences, skillsets, and perceptions of the workforce they already have – and keeping DEI in mind when recruiting their employees of the future. After all, what better way to compete in today’s market than to build a diverse , inclusive and engaged workforce that mirrors the varied demographics of the global markets businesses serve? Focusing on DEI benefits employees by making them feel seen, heard, and valued, but all of that increased well-being also translates to increased innovation and productivity for businesses. A recent McKinsey Diversity Matters report showed that companies committed to diversity show “a 39 percent increased likelihood of outperformance for those in the top quartile of ethnic representation versus the bottom quartile.” What’s more, the more diverse and inclusive a company is, the more attractive it becomes to talented job candidates, which expands an organization’s talent pool. Diversity alone isn’t enough Too often, organizations assume that simply having a diverse employee population will be enough. But to reap the benefits mentioned above, employees need to be truly invested at work: they need to feel that their perceptions and skills are both valued and welcome, and to believe that they’ll have every opportunity to reach their greatest potential. To accomplish this, a focus on all three DEI pillars should be prioritized. Put simply, focusing on diversity without also fostering equity and inclusion isn’t just counterproductive, it can also be harmful. According to Forbes , global market spend for DEI is projected to hit USD 15.4 billion by 2026 . Yet with all that investment, 65% of employees don't believe their organizations value diversity and inclusion. When employees don’t feel seen and valued, morale may drop significantly, resulting in workplace burnout, feelings of being undervalued or unsafe, and/or a lack of workplace engagement – reversing the very impacts that the company is hoping to achieve.  We’re all capable of doing great things. Incorporating diversity, equity and inclusion into every aspect of a company just ensures that everyone has an equal opportunity to contribute their best and reach their highest potential. At the end of the day, that benefits employees and their employers. -- Saloni Lakhani, Associate Director, Global Mobility, Kimberly-Clark
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