Issues such as dual career and family matters shouldn’t be obstacles to employee mobility, if clear communication and effective support are provided, according to a recent article published by the global consulting firm Mercer.
Summarising policies dealing with dual career and family issues that have proven to work for expatriating companies, Mercer gives these general tips on its website:
Make your policy flexible
This allows the assignee and partner/spouse to feel they have options and that the company values the difficult decisions they have to make.
Use an integrated, consistent approach
Though flexibility is important, employers should be consistent in their communication with and support of both the assignee and partner.
Apply foresight
In the case of long-term assignments, make sure that mechanisms are in place to provide support for the family, with internal HR and third parties alike. And implement protocols to ensure partners get the support they need.
