This month, Mobility News has been focusing on the topic of diversity, equity, and inclusion (DEI). We reached out to a member of the WERC Emerging Leaders Taskforce (formerly known as the Young Professionals group), Anthony Hughes CRP, GMS-T, account manager at Rocket Mortgage, to hear his thoughts on DEI.
The Emerging Leaders Taskforce supports and fosters emerging leaders within the talent mobility industry. This is done through opportunities for industry visibility and thought leadership, providing the ability to invest back in the industry through volunteer and philanthropic opportunities, facilitating connections between peers, and fostering ambassadors of WERC and the talent mobility industry. Members contribute insights, enhance visibility, and serve as key role in advancing the association’s mission and objectives. Learn how you can get more involved with WERC.
What does DEI mean to you personally, and why do you believe it is important in the talent mobility industry?
For many, DEI efforts can mean breaking down barriers and combating discrimination, allowing individuals from diverse backgrounds to thrive and feel accepted. Growing up in Arkansas, where traditional values often shaped social norms, many DEI initiatives over recent years have positively impacted my (hopefully) growing family by creating a supportive environment where our identities are valued. By promoting inclusivity, efforts continue to help create a world where everyone, regardless of their background or identity, can succeed and feel valued, enriching the collective experience of all families and individuals in the community. All of this has a direct impact on our global talent mobility community, as well, by fostering a more inclusive and equitable environment for expatriates and relocating professionals. As companies and organizations prioritize DEI, they ensure that relocation policies and practices are fair and considerate of diverse backgrounds.
What are some unique challenges and opportunities related to DEI in a global talent mobility context?
Implementing DEI in global mobility faces several challenges, including varying cultural attitudes toward diversity, different legal and regulatory standards, and resource constraints. Language barriers can hinder effective communication, while unconscious biases and resistance to change can impede progress. Tailoring DEI strategies to fit diverse regional contexts without compromising global standards is extremely complex. And as we all know, overcoming these obstacles requires a thoughtful, adaptable approach and a commitment to DEI across all regions and cultures—but this is something that we can all be champions for and make a direct impact on.
What role do you believe emerging leaders should play in advancing DEI within the talent mobility industry?
The Emerging Leaders group within WERC, coming from diverse backgrounds themselves, are uniquely positioned to champion DEI initiatives. Our diverse perspectives enable us to advocate for inclusive practices and policies for the rest of the community more effectively. By leveraging our own experiences, we can push for equitable relocation processes, promote cultural sensitivity, and drive meaningful conversations about diversity within our own organizations and the other members of WERC. Our group can inspire systemic changes and ensure that DEI principles are integrated into all aspects of global mobility, fostering a more inclusive environment for everyone. However, none of us can do it alone.