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.
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.
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
“For over 25 years, NetExpat has provided intercultural coaching and training services to mobile employees and their families – in ways that have evolved as often and as quickly as the global marketplace has. We’re thrilled to have won a FEM EMMA award that recognizes our CultureSnap platform; it’s bridging cultural gaps, making a tangible difference in the ways global teams collaborate, and providing organizations with a competitive advantage in a global market that’s demanding agile technology that connects people in very meaningful, human ways.” -- Des McKell, SVP Advisory & Global Partnerships
Key takeaways from the Global HR Think Tank
In today’s demanding global market, organizations go to great lengths to ensure their compliance with a variety of laws, regulations, and ethical standards. But since all three of these vary from country to country, have you ever considered the value of intercultural dexterity on an employee’s ability to ‘be’ compliant in countries other than the ones they were raised in? Or an organization’s ability to truly understand the reasons behind negative outcomes when something has gone wrong? Miscommunication and misunderstandings during intercultural exchanges can be costly, resulting in lost sales and business opportunities, hefty fines, sanctions, or being banned from doing business in critical markets altogether. Conversely, being culturally compliant saves businesses time, money, valuable resources and, in extreme cases, even lives. Developing cultural agility — the ability to understand different cultural perspectives and adapt one’s behavior to various scenarios to navigate smoothly across diverse cultural landscapes — is often overlooked, but it’s as crucial to being compliant as knowing and understanding each country’s rules and regulations themselves. Incorporating cultural agility into compliance training and readiness — what we call “cultural compliance” — has therefore become mandatory when it comes to the success and sustainability of global organizations, worldwide. In this topic paper, we discuss why cultural compliance, which addresses training in cultural agility, should be a mandatory component of every organization’s compliance plan. Thanks to technology and a wealth of experience, NetExpat is able to provide this training easily, on a variety of platforms, with as little commitment as half a day for expats and an hour for global business travelers/employees who interface with individuals from cultures other than their own. Why should cultural compliance matter to organizations?
Shelley Crofts Head of Global and Domestic Mobility Services BAE Systems is interviewed by Des McKell SVP Advisory & Global Partnerships NetExpat
The Great Resignation was both a symptom - and evidence - of the world’s changing views on the way we live and work. And the evolution isn’t limited to Millennials; while employees of every age are seeking deeper meaning in their lives and a greater work-life balance, organizations are wondering how to position themselves for growth, while adapting to rapidly changing global trends and technological advancement. What does it all mean for companies that want to be successful now and scale for the future? They’ll need to change and clarify their definition of mobility, making it a strategic partner in their overall talent management programs and business goals. 4 Ways Mobility is Changing In a recent Global HR Think Tank webinar, NetExpat spoke with International Experiences Director, Louise Brailsford and Mark Nieuwendijk, Global Mobility Director of Danone, to discuss workforce management, ways mobility be a strategic partner to businesses, and why it’s important to consider mobility an investment, rather than a budget line item. Key takeaways included:
The global mobility landscape will continue to present companies with challenges in 2024, from talent shortages to expectations that HR and mobility teams will need to do more with far less. How can organizations overcome these hurdles and navigate the new year successfully? By having candid discussions about this year’s top trends, making strategic choices about budget allocation, and leveraging the expertise of their mobility teams and mobility partners, companies can make strategic choices that lead to successful outcomes. The Top 4 Mobility Trends to be Prepared For in 2024 In a recent Global HR Think Tank webinar, NetExpat spoke with Principal Olivier Meier of Mercer and Head of Global Mobility, Zeliha Cigel Watson of Hitachi Energy to identify the top four challenges that companies should be prepared for this year:
Katja has been in her current role as Director of Global Client Services at NetExpat since 2015. This is her second journey with NetExpat as she previously worked for the company in 2004. Her initial connection with NetExpat dates back to her early career when she served as a consultant in Brussels. Katja currently oversees a diverse set of responsibilities such as managing global teams, case authorizations, conducting weekly calls, and leading projects related to Partner Support tools. Katja is fluent in Finnish, French, English, with her native language being Finnish.
