Recent outbreaks of civil unrest have been reported across several European countries, including the UK, France, and Austria. In fact, there have been increasing reports of a rise in harmful rhetoric, such as racism and xenophobia, across the continent in recent years, posing significant challenges for some communities working and residing in these regions.
For expatriates and their families temporarily stationed in these countries for work, tailored support from their employers is needed
Caitlin Pyett, mobility expert and Global Consulting Lead at Crown World Mobility, has called for HR and mobility managers to enhance their focus on assignee well-being and safety in light of the current socio-political climate, and keep diversity, equity, and inclusion (DEI) top of mind when relocating employees from marginalised communities…
- Need to be vigilant
Where tensions may arise in a country, driven by issues pertaining to race or religion, there is a need to be extra vigilant and mindful about how these situations may impact your assignee population (or individual assignees).
Even if your assignee population is relatively homogenous – or if you do not perceive your assignees to be in any risk – you may not be aware of your assignees’ private beliefs or ties to a specific community. Generalising may cause you to overlook how these events impact the mental wellbeing of these employees.
I therefore recommend a holistic and dispassionate approach, providing all assignees with information, support, and resources that they can use in alignment with their personal circumstances.
- The right resources
It’s also crucial that your assignees have access to the most current and accurate information regarding outbreaks of unrest, as well as how to stay safe and avoid risk.
This may mean partnering with a specialist travel risk management organisation, such as International SOS, which can provide expert support on the ground in impacted countries, and, if need be, provide practical information on how to evacuate (should it get to that point).
Employers may also need to review and update their policies to include clear guidelines on coverage and assistance available during times of unrest. This ensures that assignees are aware of the support they can expect and how to access it.
- Avoid scaremongering
Finally, make sure the information you are providing is factual and objective, not exaggerated or charged by emotion or personal feelings.
Clear, unbiased communication can prevent unnecessary panic and ensure any required actions are understood and implemented effectively by the assignee(s). If there is a need for mobility teams to take action, amend the terms of the assignment, or terminate the assignment altogether, ensure your instructions are clear and unequivocal.
Photo by yousef alfuhigi on Unsplash
