Diversity, Equity & Inclusion Considerations for Mobility Programs 5 Diverse Employee Populations Analytics Support supply chain e昀昀orts to identify and partner Leverage your mobility data to assess your mobility with vendors who support a diverse employee program’s alignment and progress in achieving your population and/or utilize other vendors with diverse organization’s DE&I initiatives and goals. employee populations. Window into Mobility Population Setting Expectations Leverage your mobility provider’s reporting Review organizational DE&I initiatives and capabilities, tied to your HRIS data, to provide insight expectations for vendor alignment with into mobile population demographics and whether mobility partners. your mobility program is supporting the company’s Analysis/Update/Implementation DE&I goals. Engage mobility partners/vendors to analyze their Track Utilization & Impacts scope of work and update necessary documents/ Track utilization rates for DE&I focused support, processes to ensure alignment with organizational quality scores, employee sentiment analysis, goals and initiatives. exception requests and escalations, along with manager feedback on performance, to determine if support is having the desired impacts to the employee experience and success in their new location. Gap Between Perception and Execution of DE&I Initiatives and Goals 87% of organizations say they track diversity, but: 58% 41% 32% do not recruit from of executives do not of organizations do not non-traditional regularly communicate encourage and support geographies and the value of DE&I open conversations colleges about DE&I – SHRM and Harvard Business Review Survey For further information on aligning DE&I initiatives with your mobility program, or assessing your overall mobility program, contact SIRVA Global Advisory Services at [email protected] or reach out to your SIRVA account manager or SIRVA sales representative.