Event Overview

As we continue to navigate the COVID-19 crisis, we see accelerated changes in Global Mobility trends and practices in response to the new world of work’s evolving challenges. The results of Mercer’s 2021 Global Talent Trends study reveal that the top three HR priorities for the year are enhancing programs enabling employees to adapt to new ways of working, transforming the HR operating model to be more agile and speeding up HR digital transformation. Mercer’s mobility-focused research also supports these HR trends. Our 2020 spot survey, Mobility Trends Disrupted by the COVID-19 Crisis, shows that delivering more flexible work options (40%) and enabling remote/virtual assignments (37%) are among talent mobility managers’ top priorities. We see a growing appetite for greater personalization and employee value propositions that address the needs of different mobile employee groups.

 

Join Mercer’s 2021 Expatriate Management and Talent Mobility Conference to help you look ahead and reinvent the new normal by focusing on critical areas such as flex working, virtual assignments, the employee experience and planning for the future. This event will bring together mobility professionals worldwide to network, share experiences and hear from their peers about the global mobility dilemmas arising in the new shape of work. Client and expert insights, backed by Mercer’s extensive latest research into the most topical issues in global mobility, offer unique value for organizations trying to reinvent and future-proof their mobility functions. Let us help you stay ahead of the game and build sustainable futures.  

 

Register now to learn how to redesign a mobile workforce for the future! 

 

Why attend this virtual international conference:

Industry-driven agenda, including extensive highlights of Mercer’s latest research and flagship Mobility survey findings: Gain insight into the current industry trends, focusing strongly on digitalization and the most innovative tech tools.

Learn how Mercer’s mobility experts interpret current trends and get recommended actions for reinventing the mobility function for the new shape of work.

Case studies: Hear from companies about their experiences in managing talent during these challenging times. Learn how your peers have been handling the challenges of the new world of work.

Make the most of networking opportunities: Speak to your peers from multinational companies and Mercer’s mobility experts in an informal, technology-enabled environment.

Take part in the live benchmarking session to share your perspective, and receive our exclusive post-conference report to learn what your peers shared and how you compare.

Take advantage of the complimentary latest executive summary survey, which reveals how 200+ multinational companies from all over the globe have been handling international remote working and virtual assignments.

Participating in our interactive virtual event is cost-efficient and easy to fit into your busy daily schedule. Additionally, EIP and APM package holders are entitled to free seats as part of their broader package offering (learn more here), and we also welcome our EEPF members free of charge.


Contact us

General Enquiries


Agenda


DAY 1 | Wednesday, 9 June, 2021

*Times are in European Time (CET)

  • 9:35 am – 10:35 am  |  Plenary Session 1  |  Global mobility in a new era

    Flexibility, employee experience and well-being, technology — we have been talking about these topics for years. There is, however, a considerable difference between musing about new ideas or gradually rolling out new policies and being forced to implement drastic measures at short notice to ensure business continuity and employee safety. This urgency has forced HR teams and mobility professionals, in particular, to move out of their comfort zone, be more agile and work more creatively with other functions. Organizations are now preparing for a new normal. The aftermath of the crisis will have long-lasting effects on mobility management. The question is not so much if we will have less mobility, but what new forms of mobility and new practices will emerge from this crisis. Even if mobility professionals are still looking for a sense of direction, new patterns are emerging.

  • 10:35 am – 10:45 am  |  Plenary Session 2  | Working from anywhere: Practical steps to implement successful international remote working programs

    The debate about remote working that took HR by storm in 2020 remains a top priority for HR and mobility teams in 2021. At an international level, mobility managers ponder whether “virtual assignments” will be replacing traditional expatriate assignments.

     

    Companies are making progress on implementing new guidelines, but the debate remains confusing. The lack of clear definitions is adding to this confusion. Some companies have been making promises about the possibility of “working from anywhere.” At the same time, employees who have been working remotely for months increasingly expect more flexible working arrangements. Faced with this rapid evolution, HR professionals sometimes struggle to keep pace. How can we make international remote working work?

  • 11:15 am – 12:00 pm  |  Breakout Session 1

    Managing international hires, permanent moves and local approaches

    Organizations are increasingly relying on international local hires — foreign or non-local employees hired outside of the country of employment to work on a usually open-ended employment contract. 

    The growing diversity of the assignee workforce, the segmentation of assignees, and the imperative to contain costs have led many companies to look for alternatives to traditional long-term expatriate assignments. These alternatives include introducing more permanent moves and switching compensation approaches from a home-based to a host-based/localization approach.

    Building a diverse and inclusive mobile workforce in a new era

    Building a diverse workforce of international assignees is not only a question of fairness; it also leads to greater diversity at managerial levels and the broader perspective that comes with it. One barrier to diversity and gender parity in senior management is the lack of candidates with relevant experience. A significant roadblock to gaining this experience is missing out on international assignments. 

    Despite clear signs of progress, we are still a long way from gender parity in the mobile workforce, and progress on the overall diversity question remains too slow. While it is too early to assess the full impact of the pandemic and subsequent economic crisis on diversity, fear is mounting that progress in gender parity and diversity could stall or even move in reverse. As companies reinvent themselves to thrive in the new normal, management and HR need to reflect on the impact of new ways of working on all employee groups. Mobility professionals need to contribute to this debate and work closely with diversity and inclusion teams.

    Employee well-being

    Retention is not driven purely by pay. Organizations need to put more emphasis on the needs of the whole person. The crisis has spotlighted employee health issues, but the concept of well-being goes beyond healthcare considerations and is not just a priority during emergencies. Employee well-being also encompasses mental health, social well-being and financial well-being. 

    The new world of work requires new forms of social interaction, inclusion and support for mobile employees. The question of the productivity of the remote workforce will partly depend on companies’ ability to foster employee well-being.

  • 12:10 pm – 12:40 pm  |  Plenary Session 3  |  Policy flexibility in practice (assignee packages)

    The fast evolution of assignee demographics, assignment patterns and technology is increasingly prompting mobility managers to address the question of flexibility in mobility programs and consider the adoption of “cafeteria models,” allowing assignees to select mobility package options. At the same time, many are concerned about compliance issues and have doubts about the practicalities of implementing a fully flexible approach. What options are available? How flexible can a company be without jeopardizing the consistency of its mobility program?


DAY 2 | Thursday, 10 June, 2021

*Times are in European Time (CET)

  • 10:35 am – 10:45 am  |  Plenary Session 5  |  Compensating mobile employees in a new era

    The scope of global mobility is rapidly shifting from expatriate management to a more comprehensive vision of talent mobility. Assignee compensation management needs to follow this evolution. How do we redefine the concept of pay equity when managing mobile employees and remote workers? Clear logic and principles are required to navigate the meanders and gray areas of compensation for new types of assignments. 

  • 11:15 am – 12:00 pm  |  Breakout Session 2

    Employee experience

    You can have the best policies and still fail to connect with the aspirations of your employees. “Know your customers” is the motto of all businesses, and HR teams managing international mobility employees cannot escape that rule. 

    It is not always possible to address the needs of every individual in the organization. Still, companies can follow a structured and empathic approach to understand the subjective experience of specific employee groups. Understanding the expectations and needs of the most crucial groups in the mobile workforce is the first step to creating a better mobility experience for all employees and ensuring their well-being.

    Assignee purchasing power

    During a crisis, mobile employees don’t need financial worries on top of health and safety concerns. Exchange and inflation variations are affecting their pay and savings. Employees’ perception of their purchasing power is also driven by news headlines and their shopping experiences. Companies need practical solutions to address cost-of-living issues as well as clear communication. This session will discuss approaches to maintaining assignee purchasing power and review recent cost-of-living and housing trends. 

    Mobility technology

    In less than a year, HR digitalization has moved from being a buzzword to a lifeline for businesses and employees. People initially reluctant to use technology have adopted new tools in their daily lives for work and for interacting with each other, shopping and getting things done. This has created new employee expectations that can’t be ignored. 

    On the business side, technology is no longer a nice-to-have — it has become a vital resource for international HR teams trying to collaborate, exchange data, track internationally mobile employees and assess compliance issues. How do you build successful business cases and ensure a smooth implementation?

  • 12:10 pm – 12:40 pm  |  Plenary Session 6  |  Reinventing the mobility function: Upskilling and reorganization

    Traditional relocation concerns have given way to a more complex talent-brokering challenge in the context of globally distributed workforces. Just as assignees must adapt to such challenges as upskilling, flexible working, gig working or working from home, HR professionals must also adjust their work practices. Mobility and international HR teams will need to review and rethink their work culture, organization, work setup and tools. They will also have to upskill themselves and learn to play a more significant role in compliance management.



Registration

 

Conference participation fees

99€ + TAX

 

All conference participation fees will be payable by invoice, which will be sent out to your given address close to the conference date, once you have submitted your confirmation via the registration site. Payment must be made within 30 days of receiving the invoice.

 

 

Free to attend

EIP and APM package holders and EEPF members are entitled to free seats at this event.
To sign up or for more information, please contact Barbara Maslowska-Kosciuk

 

*Terms and conditions apply.
*VAT will be applied where appropriate.


Virtual Platform – The Venue

Participants are responsible for logging onto the Virtual Platform for this event. Further details will be sent 1 week prior to the event.

 

The platform will allow delegates to attend sessions of their choice, listen and interact with the speakers through Q&A. There will also be the opportunity for networking with other delegates during refreshment breaks.

 

For the best user experience, we recommend using a laptop or desktop running the latest version of Google Chrome.


If you require any technical support leading up to the conference with the platform please contact: 

Charlotte Wright
charlotte.wright@mercer.com



Terms & Conditions

Registration

  • It is important that all delegates represent the target audience for the conference.
  • Mercer has the right to decline any registrations received from competitors and other potential delegates that do not match the target audience.
  • Registrations for delegates with commercial roles of any kind will not be accepted.
  • We reserve the right to accept registration applications based on our determination of applicant suitability.
  • With your registration, we will add your name and company to the participant list to be shared with other conference participants.

 

Payment/Invoicing

  • All conference participation fees will be payable by invoice in euros.
  • The invoice will be sent out to your given address once you have submitted your confirmation via the registration site. Payment must be made by the date detailed on the invoice.

 

Limited capacity

Only a limited number of places are available for this event. Please register early to avoid disappointment.

 

 

Disclaimer

  • For reasons beyond our control, it may be necessary to alter the content and timing of the conference events or to use substitute speakers.
  • Mercer accepts no responsibility for the views or opinions of the speakers or any other persons at the event.
  • Mercer’s acceptance of sponsorships from insurance carriers will not result in any preferential treatment by Mercer when evaluating or recommending carriers, their affiliates, products, or strategies.

 

Data protection

We will use your registration data only for limited purposes, as disclosed in detail on our website, www.mercer.com. For more information, click on “Privacy” at the bottom of any screen of www.mercer.com. Please note when you registration you are giving us permission to pass your personal details on to the virtual conference platform provider.

 

 

Cancellations

  • Cancellations received before the 28th April will be refunded in full.
  • No-shows on the day of the conference will not be refunded.
  • Participants may substitute a colleague at any time before the start of the conference.

Cancellations should be sent in writing to:

Joanna Irving
Mercer
Tower Place West
Tower Place,
London EC3R 5BU
joanna.irving@mercer.com