Sustainability and mobility are intertwined aspects of modern business operations that demand attention and action. In a recent discussion, experts delved into various facets of sustainability, including definitions, frameworks, and practical strategies. Here are the top 10 takeaways:

1. Understanding Sustainability:

Sustainability, as defined by the Bruntland Report, is about meeting present needs without compromising future generations' ability to meet their own needs. However, the term has become overused and diluted over time, potentially undermining efforts to address core sustainability challenges.

2. Environmental, Social, and Governance (ESG) Frameworks:

ESG frameworks provide standards for socially conscious investors and businesses, focusing on environmental, social, and governance pillars. These standards aim to assess organizational practices beyond mere profit considerations holistically.

3. Sustainable Development Goals (SDGs):

The SDGs, established by the United Nations, offer a comprehensive framework for addressing global challenges by 2030. They cover 17 goals with 247 separate indicators, emphasizing the importance of people across various sustainability dimensions.

4. Overcoming Terminology Challenges:

Navigating sustainability terminology, including ESG, CSR (Corporate Social Responsibility), and SDGs, can be daunting. However, recognizing the overlap between these concepts and anchoring actions to the core principle of sustainability can provide clarity.

5. Urgency of Climate Action:

The escalating impacts of climate change, evidenced by record temperatures and extreme weather events, underscore the urgent need for robust climate action across industries. Businesses must prioritize climate resilience and mitigation strategies.

6. Environmental Risks for Businesses:

Senior business leaders recognize environmental risks, including extreme weather events and pollution, as significant concerns over the next decade. These risks necessitate proactive measures to mitigate environmental impacts and ensure long-term sustainability.

7. Regulatory Landscape:

Environmental and ESG regulations, often called the "alphabet soup," pose challenges for businesses due to their complexity and jurisdictional variations. However, emerging standards, such as those under the International Financial Reporting Standards (IFRS), provide more straightforward guidance for environmental disclosures and reporting.

8. Scope of Emissions:

Businesses are increasingly considering emissions across all three scopes—direct (Scope 1), indirect (Scope 2), and other indirect emissions (Scope 3). Addressing emissions comprehensively requires focusing on major contributors, such as transportation and supply chains.

9. Carbon Reduction Strategies:

Decarbonization efforts, particularly in international mobility, offer significant opportunities for reducing carbon footprints. Employing greener alternatives, optimizing relocation processes, and leveraging digital solutions can substantially reduce emissions.

10. Integration with Business Strategy:

Aligning mobility strategies with broader business goals, such as sustainability and diversity, fosters a holistic approach to talent management. By embedding sustainability considerations into decision-making processes and policies, organizations can drive positive environmental and social impact while achieving business objectives.

ATMA Members can find the webinar recording in the Members Resources section.

The meet up took place in Singapore and was attended by a group of 18 talent mobility professionals.  A mixture of networking and education, the conversations focused around ESG.

Some of the topics discussed:

• Learnings from Silverdoor about their carbon tracking of properties for clients, a big step in ensuring reporting requirements are met by corporations.
• Interest from other attendees to learn more about sustainability and how we can apply sustainable goals within the industry.
• Sean shared upcoming plans from the ESG committee and how members can get involved

Future dates for Singapore meet-ups include March 14^th (evening), April 11 (breakfast) and Monday May 13^th (evening).

Look for more information soon on the Singapore events as well as more events in China and India.

A post from our ESG Committee.

Across bustling Asian cities, heritage practices hold strong even amidst modern city lifestyles. Could this juxtaposition between local traditions and contemporary living be the key to sustainability for APAC’s serviced apartments?

Sustainability has become imperative for the serviced apartment sector. As a point of reference, the Sustainable Hospitality Alliance outlines that for the industry to align with the Paris Agreement's emissions targets, carbon emissions per hotel room need a 66% reduction by 2030 and a 90% reduction by 2050[1]. This indicates the importance of preventing the sector's projected growth from directly increasing overall carbon emissions. However, there are many more complexities to consider.

As Ms Beh Siew Kim, Chief Financial & Sustainability Officer, Lodging, CapitaLand Investment and Managing Director, Japan and Korea, The Ascott Limited (Ascott) points out; “Profitability and sustainability are often deemed as competing priorities, but in fact, they are complementary priorities which go hand-in-hand. A key challenge therefore lies in shifting people’s mindsets, from regarding sustainability as a cost, to viewing it as a window of opportunity to drive climate action.” This shift becomes increasingly pertinent considering the evolving ESG landscape and cultural nuances of the APAC serviced apartment sector.

APAC’s Diverse Serviced Apartment Industry

APAC’s serviced apartment industry increasingly faces rising consciousness amongst guests, corporate sustainability supplier requirements and climate change impacts on its operations. However, sustainability strategies cannot take a one-size-fits-all approach. The APAC region faces nuanced sustainability challenges driven by its vast geographical spread, infrastructure gaps, local climate and increasing operating costs.

For instance, in Singapore, sustainability initiatives differ widely between larger established players surrounded by greenery and newer boutique properties in the downtown area. In addition, co-living spaces have emerged as competitive alternatives to serviced apartments for assignees on lower budgets[6]. Zooming out across Asia Pacific, market structures and challenges vary dramatically. In Phnom Penh, a handful of global brands co-exist with local landlords operating informal furnished rentals, leading to fragmentation. Myanmar faces civil unrest, while Jakarta struggles with severe traffic congestion. Hong Kong contends with frequent typhoons amid a changing climate. Every location has diverse environmental, social, linguistic and cultural nuances.

Ascott is one of the serviced apartment providers that recognizes the importance of keeping local cultural values in mind. With an extensive network of in-market teams led by Regional and Country General Managers, they have the capability to localize in-market activations, particularly in geographies where universal policies do not apply.  Sharing best practices across regions is one technique that has delivered success within their APAC teams.

Market Differentiation Through ESG and Cultural Context

Blending traditional values and practices with modern ESG initiatives adds local relevance and meaningfulness to sustainability efforts across APAC. Integrating cultural contexts brings depth to realizing positive regional impact. Incorporating traditional values into ESG programs also makes them more relatable and effective. Realizing this requires proactive, continuous stakeholder engagement on all fronts to reshape mindsets.

For instance, the prevalent Asian principle of 'harmony with nature' aligns with sustainability goals, as does Japan’s 'mottainai' concept of regretting waste. Serviced apartments able to bridge localized variances through tailored initiatives aligned with cultural values stand to lead APAC’s sustainability progress. The path includes supporting not just environmental aims but also workers and communities. For example, Ascott’s commitments to education programs in Indonesia and a partnership with the WWF in Batangas, The Philippines, reflect these nuanced initiatives.

Enhancing Guest Experience through ESG

Prioritizing sustainability through the lens of cultural practices does not just benefit the environment - it can also enhance the guest experience. This was shown by Singapore's Treetops serviced apartments, where green initiatives significantly improved indoor air quality[2].  Serviced apartments in APAC that have embraced ESG initiatives often report higher guest satisfaction, owing to a growing preference for sustainable and responsible travel options. Features like energy-efficient lighting, water-saving fixtures, and locally sourced food reduce environmental impact and offer guests a unique, authentic experience. This duality of environmental responsibility and enriched guest experience can drive business growth and reduce costs.

As a Global Sustainable Tourism Council (GSTC) member, Ascott aligns its practices with benchmark sustainability goals. As Beh Siew Kim noted, “Responsible business among consumers has further translated into determining criteria when it comes to selecting partners. On the corporate front, we have seen a rising importance placed on selecting corporate partners who can demonstrate clear ESG practices.”

Evolving Regulation and Governance

Changes in the governance space may also accelerate ESG practices in the APAC region. There are clear indications that fragmentation in sustainability reporting will give way to consolidated standards for transparency and performance tracking. Guided by major bodies including the International Financial Reporting Standards (IFRS), the Global Reporting Initiative (GRI), and the International Sustainability Standards Board (ISSB), companies can expect aligned directives for communicating their eco-conscious policies, targets, and impacts to stakeholders. As leaders navigate this transition in sustainability measurement and disclosure, players understanding both universal guidelines and location-specific requirements will be able to transform reporting into a mechanism for strategic advantage.

Looking Forward: The Future of Sustainability in APAC’s Serviced Apartments

APAC’s serviced apartments are evolving towards prioritizing sustainability, influenced by economic trends, market demands, and technology integration. Future strategies may include smart technologies for efficient resource management, carbon offsetting initiatives, energy management and waste reduction. Other potential approaches are increased guest participation in sustainability and enhanced partnering with local artisans, suppliers, and waste reduction initiatives. As newer properties come online, new methods for offsetting or reducing embodied carbon and other initiatives are expected[5].

Conclusion

In Asia Pacific's diverse serviced apartment sector, sustainability necessitates balancing global consistency with regional relevance. While universal environmental and social priorities apply, embedding sustainability requires including location-specific cultural and traditional practices. The path ahead is for players to keep sustainability central to offerings through smart technology, carbon accounting, guest engagement and local partnerships. With consumers becoming more conscious of their choices, they are more likely to support businesses that align with their values.

With the regulatory landscape driving transparency through increasingly unified reporting frameworks, the need for robust data, transparency and clarity will only increase. Although the road to decarbonization is long and complex, cross-sector collaboration blends tradition with new solutions. Cultural insight might be the missing link for ESG and enhanced guest experiences that pave the way to scalable climate action and nurturing APAC’s local communities.

This article originally appeared in the Global Serviced Apartment Industry Report APAC Q4 2023, available at https://www.ariosi.com/gsair

A post from our ESG Committee.

A seismic shift has occurred in the way companies view sustainability. In a 2022 WeWork study of 850 companies worldwide, 80% said they plan to increase their investments in sustainability. In large corporations, sustainability is no longer just about reducing carbon footprint or implementing environmentally friendly practices; sustainability is now being integrated into every aspect of business operations, including human resource management.

What is Sustainable HR Practice?

According to Robin Kramar, writing in the Asia Pacific Journal of Human Resources, Sustainable Human Resource Management (SHRM) has been developing for over 15 years, expanding on strategic HRM. It includes wide organizational objectives across various domains and is not restricted to only business aims. Most critically, SHRM connects HR and Talent Management with sustainability. This viewpoint acknowledges the significance of incorporating sustainability into organizations and strives to accomplish positive economic, social, human and environmental results in the long and short term.

A Shift in HR Practices

A 2023 study by Deloitte revealed that corporate sustainability efforts have evolved beyond public relations or brand defence. Companies now prioritize driving meaningful outcomes through a human-centred approach. This involves purpose-driven incentives across the organization, developing technical and soft skills, improving the employee experience, and designing for human sustainability. Sustainability is becoming ingrained in the cultural fabric of many enterprises.

Within this landscape, sustainable human resource management practices are vital to how companies treat employees fairly, ethically, and caringly. This covers critical areas like well-being, development, retention, and more. Leading organizations also extend their integrated HR and sustainability initiatives across their broader ecosystem - including partners, suppliers, clients, and local communities. The human element is essential for implementing corporate sustainability in a meaningful way.

Drivers for Sustainable HR Practices

Recent shifts in the global employment landscape have forced organizations to reevaluate how they approach human resources. Work-related stress continues to be high with The Business Times highlighting that 52% of Singaporeans feel “stress” from their work. According to SHRM, trends such as mental health concerns, employee burnout, disengagement, and the Great Resignation show the need for sustainable HR practices. According to Tech Target and The U.S. Bureau of Labor Statistics, between April 2021 and April 2022, 71.6 million people separated from their jobs, or an average of 3.98 million people quit each month in the US.

According to Deloitte’s 2021 survey, 44% of millennials and 49% of Gen Z rely on their ethics in determining the type of work and companies they would join. From Baby Boomers to Gen Z, today's workforce increasingly seeks meaningful work, collaboration, flexibility, diversity, equity, inclusion, and an open relationship with their managers. This also means that managers themselves must evolve into mentors and coaches. In addition, challenges such as ongoing talent wars and the rise of AI, are reshaping the skillsets needed in the workforce.

An article by McKinsey emphasizes the transformative role of HR in driving sustainable change in the workplace, especially in the wake of the COVID-19 pandemic. McKinsey highlights that traditional hierarchical and bureaucratic management systems are becoming obsolete. Newer practices involve a culture of being dynamic, flexible and responsive model of HR practices. Central to this transformation is the focus on three key areas: identity, agility, and scalability.

HR professionals are therefore central in shaping and delivering their organisations' ESG strategy. This can include developing practical environmental policies for employees, leading diversity and inclusion initiatives, and ensuring governance mechanisms are in place to drive accountability and transparency. HR's involvement is important for aligning the business with its purpose and values, leading to better investor and employee relations and reduced risk.

Increasing External Pressure on HR Practices

Broader factors beyond internal organizational dynamics increasingly influence the shifting HR landscape. Many multinational corporations (MNCs) are actively reshaping their corporate values to include ESG practices, a change partly driven by investor influence.

A significant example of this trend comes from Gartner's 2021 data, revealing that 85% of investors consider ESG factors in their capital allocation decisions. This data highlights MNCs' substantial pressure to satisfy investor demands and maintain an image aligned with sustainable practices.

These external pressures, coupled with internal trends like generational shifts in the workforce and a growing focus on mental health, are compelling companies to reassess and evolve their HR strategies. This evolution in HR is not solely a reaction to external demands but also part of a strategic response to changing global business, societal and more significantly, investor pressure.

Benefits of Sustainable HR Practices

Implementing sustainable or green HR practices involves both short-term and long-term considerations. The cost of doing nothing is high, as is the cost of burnout, a damaged reputation, lower productivity, accidents and sickness. By avoiding knowledge loss through high retention rates and nurturing a talent pool, businesses can reduce costs and enhance customer satisfaction, loyalty, engagement, and innovation. According to a study by McKinsey, sustainable HR practices can lower capital costs due to reduced turnover and mitigate environmental risks. The benefits of sustainable HR practices are multiple:

Adapted from: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7470767/

Implementing Changes for Sustainable HR

Implementing a sustainable HR strategy is more than a strategic shift. Sustainable HR practices are a series of steps towards aligning the organization with the evolving demands of the modern workforce and a broader societal push towards environmental and social responsibility. To navigate this transition successfully, a clear plan and defined steps can help meet these goals. Each planned stage should be measurable where possible and focused on specific outcomes.

To begin implementing changes for sustainable HR, it is important to first understand the company’s values and what is important as a company relating to the sustainability topic. Organizations may start by identifying key areas needing focus, such as mental health, recruitment practices, or rewards systems. 

Secondly, employee involvement and a phased plan with small initial steps are important to consider. Leading people compassionately through changes, considering risks and costs of non-implementation, focusing on the entire employee life cycle, and meeting evolving generational expectations are also significant.

Additional areas to address include enhancing employee engagement, communication, recognition, and celebrating progress. Organizations can lay the foundation for impactful and lasting adoption of sustainable HR practices by taking a phased approach with early wins.

Sustainable HR in Practice

An increasing number of companies are embracing the role of sustainable human resource (HR) practices in fostering an inclusive, productive, and environmentally conscious workplace. This trend is exemplified by the innovative approaches of several leading firms across various industries. Here are just some of companies exemplifying sustainable HR in practice:

●       BASF, a European multinational chemical company, has used tools like smartPlan to simulate realistic diversity scenarios, helping to increase the diversity share within the company and providing global sociocultural benchmarks for diversity. This approach integrates sustainability with diversity and inclusion initiatives.

●       Novo Nordisk, a European Pharmaceutical company have recognized the prevalence of mental health issues post-pandemic place a strong emphasis on sustainability and employee well-being. The company has developed a strong emphasis on initiatives to support employee health, for example physical fitness, mental health, and work-life balance. This has led to improved employee satisfaction, increased productivity, and reduced healthcare costs for the company.

●       Patagonia, a purpose-driven apparel company is renowned for its ethical treatment of workers and sustainable HR practices. Patagonia's commitment to employee well-being and sustainability has resulted in high employee retention rates and a positive brand reputation. The company has a very low staff turnover rate of only 4%.

●       Interface, a modular flooring company is known for its commitment to environmentally sustainable practices. It implements sustainable HR in the form of increased employee education among other practices. This has led to improved job satisfaction and retention and a corporate culture of innovation and continuous improvement.

Tools and Resources

Using the right tools and resources can help transition the move towards more sustainable HR. There are many tools and models available.

●       The Kubler-Ross Change Curve provides a guide for understanding and managing the emotional aspects of organizational change.

●       EcoVadis provides comprehensive, actionable steps that translate into impactful organizational change. It can also be useful for assessing and improving sustainability performance, for example in areas such as supply chain management. Equipped with the right tools for their needs, organizations can be more prepared to approach sustainable human resource management.

●       Gathering internal HR data: This approach will help understand the narrative of change within the business and during the execution of employee communication strategies. Key HR metrics serve as important examples. Attrition and sickness rates, reasons for job offer rejections or acceptances, and insights from employee surveys and feedback all contribute to a more detailed understanding of the organization. Such data will offer a more defined understanding of the areas in sustainable HR that necessitate concentrated attention and prioritization. This also aids the alignment and approach of HR strategies.

●       Communicate: Start small and share quick wins. Ongoing communication with employees and the business is a major key to success.

●       Sustainability reporting understanding: Tools like the GRI (Global Reporting Initiative) framework help develop companies' comprehensive sustainability reports and create a deeper understanding of sustainability and its impact on business. These reports are also key to transparently communicating your organization's sustainability performance to stakeholders.

●       Learning and development: Incorporate e-learning platforms such as LinkedIn Learning or Coursera, offering courses on sustainability and ethical business practices. This helps in upskilling teams to be more aligned with sustainable practices.

Conclusion

HR can potentially lead the way for change in companies and society by incorporating green practices into areas such as hiring, employee involvement, operations, and the employee lifecycle. Sustainable HR improves morale, health, accountability, and retention. It meets the needs of new talent seeking balance and a sense of purpose. Moving to sustainable HR needs support from multiple stakeholders, resources, and overall buy-in. Although there may be some challenges along the way, sustainable HR creates value for all employees. Companies can potentially enhance their effectiveness by integrating HR and sustainability at their core, focusing on continuous improvement through small, measurable steps. Ultimately, sustainable HR practices nurture any company's true assets: its people.

Further Reading and References

Asia Pacific Journal of Human Resources. (2022). Sustainable Human Resources Management: 6 Defining Characteristics. Asia Pacific Journal of Human Resources. https://doi.org/10.1111/1744-7941.12321

CIPD - The Professional Body for HR and People Development (n.d.). "Environmental sustainability - Dassault Systèmes." Available at: https://www.cipd.org/en/knowledge/case-studies/environmental-sustainability-dassault-systemes/

McKinsey & Company (2021). "The New Possible: How HR Can Help Build the Organization of the Future." Available at: https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-new-possible-how-hr-can-help-build-the-organization-of-the-future

McKinsey & Company (2023). "The State of Organizations 2023." Available at: https://www.mckinsey.com/~/media/mckinsey/business%20functions/people%20and%20organizational%20performance/our%20insights/the%20state%20of%20organizations%202023/the-state-of-organizations-2023.pdf

PubMed Central (2020). "The impact of COVID-19 on the mental health of healthcare professionals." Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7470767/

ScienceDirect (2018). "Risk management for electric power systems: A focus on power transmission and distribution." Available at: https://www.sciencedirect.com/science/article/abs/pii/S0921344918303719

What was the ATMA community reading last year?  Here are the top 5 most popular pieces by views.

Number 1

The Power of Mentorship: Statistics Prove Anyone Can Benefit

According to a Gallup poll, employees who have a mentor are three times more likely to feel engaged at work

Number 2

Unlocking New Opportunities: The Positive Attributes of Regionalization of Talent Mobility

 Professionals who move from one country to another bring a wealth of experience and skills. 

Number 3

Accelerating Asia’s Growth and Competitiveness Through Effective Talent Mobility

The third pillar of the ADB's ASEAN integration strategy, "Growth and Competitiveness," revolves around stimulating economic growth, enhancing regional competitiveness, and promoting innovation. 

Through its work, ATMA acts as a catalyst for effective talent mobility within ASEAN and across Asia.

Number 4

Competition for Talent 2023: Hong Kong vs. Singapore

In this post, we will take a look at the competition for talent in Singapore and Hong Kong. We will discuss the factors that make these cities attractive to job seekers, as well as the challenges that they face in attracting and retaining top talent.

Number 5

Making the Case for ATMA Memberships: Six Reasons that Support the Expense

Investing in an Asia Talent Mobility Alliance membership for your HR and Talent Mobility teams offers numerous compelling benefits that can significantly impact your organization’s success.

A post from our ESG committee working to support sustainable talent mobility.  

Relocating to a new home in a new country is no small feat, and when sustainability is a priority, the task becomes even more complex. Interest in corporate sustainability is rising as companies aim to reduce carbon footprints across operations. A recent Mercer Worldwide Survey of International Assignment Policies and Practices revealed that 45% of companies surveyed expect to see an increase in long-term assignments again. According to McKinsey, ESG scrutiny will only increase as companies seek to reduce their carbon footprint across their supply chains. For corporations evaluating relocation management partners, sustainability is an increasingly important selection criterion to meet growing demands from customers, employees and investors. RMCs and DSPs must identify and communicate their ESG initiatives to compete for new business as the industry evolves.

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From packing materials to transportation choices, a move involves countless decisions that can either limit or increase environmental impact. Even the most conscious companies may miss major opportunities for greener moves when the pressure is on. However, one tool is often overlooked – the streamlining of communication and coordination between all stakeholders involved. The Global Reporting Initiative (GRI) underscores the benefits of communicating with stakeholders as clear communication of sustainability practices boosts reputation and builds stakeholder trust. But how can we foster communication for better sustainability within the relocation industry?

Exchanging information sounds straightforward, but things easily fall through the cracks without established processes in place and with multiple vendors involved. The first and crucial communication is with the client to understand their needs and ensure that the sustainability initiatives that the RMC/suppliers are driving align with their overall company benefits. In this part of the process, assignees would ideally engage their relocation manager/single point of contact (SPOC), to ensure the safest, most sustainable, and cost-efficient relocation process for all parties involved.

Later in the relocation process, communication becomes critical again. For example, waste soars when trucks make repeated trips due to poor scheduling. Carbon emissions spike when service activations are misaligned. Plastic and paper household goods wrapping can easily be wasted and go to landfill. Essential details can easily get lost due to the number of parties involved.

Recognizing these pitfalls, the importance of a streamlined communication process between industry players becomes evident. Building on the importance of transparent communication as emphasized by the GRI, the relocation sector faces specific challenges due to the number of vendors, time zones and logistics involved. To execute moves more sustainably, many DSPs, RMCs and their other suppliers are already adopting more sustainable practices. TRC highlights some key initiatives, including the use of hybrid vehicles or EVs to transport household goods, the use of energy-efficient warehouses for storage and virtual property tours, for example.

By implementing changes across transportation, housing, technology, and materials reuse, the relocation industry can collectively take measures to reduce its environmental footprint. Communication and coordination underpin these efforts to ensure sustainability practices are aligned across all partners in the supply chain. But there are nuances to every move, and where can further improvements be made?

An added layer of complexity is that sustainability encompasses more than just environmental conservation - social and governance factors are also areas that relocation partners must align on and communicate shared values. By prioritizing structured communication channels and proactive coordination, relocation specialists can coordinate moves with even more efficiency. Some key strategies include:

•                  Guiding assignees and sharing sustainable relocation options where they exist, enabling assignees to make informed relocation decisions that minimize environmental impact. This may include presenting less harmful alternatives, when available, to empower assignees to reduce their carbon footprint.
•                  Considering all move aspects and centralizing contact points between assignees, landlords, utility companies, schools and other entities.
•                  Eliminate confusion on who needs what information and when.
•                  Align property check-in requirements and status to eliminate the need for multiple visits by property agents, cleaners and repairmen.
•                  Providing clear guidelines and checklists for sustainable packing, cleaning, maintenance requests, etc. Set clear expectations.
•                  Collecting feedback during and after the relocation to uncover gaps and lessons learned.
•                  Continuously improve processes and share best practices with internal teams and industry peers.
•                  Share curated information with assignees on sustainable practices before, during and after the move to their new location.
•                  Continue to identify how relocation and assignment management tools such as Relocation Online and Assignment Pro can streamline processes and reduce the carbon footprint of emails and communications.

With today's abundant technologies, there are more options than ever to connect teams across geographies and time zones. The expertise of relocation professionals is needed not just in arranging the physical aspects of the move but also in managing the communication and relationships that tie it all together. As the Mercer Worldwide Survey of International Assignment Policies and Practices showed, more than one-third of North American companies rank improving technology to manage mobility as a high priority (rated 4 on a scale from 1 to 4), compared to a quarter in Europe and 17% in APAC, so there is room for improvement. However, it must be noted that not all practices, for example, enabling self-moves, may be in line with the client's program goals. Many companies are currently looking to reduce costs whilst some sustainable practices may involve increasing costs, for example utilizing sustainable packaging.

Fully embracing sustainability requires both operational streamlining and transparent communication. By clearly conveying sustainable practices and ensuring each step of the move is well coordinated, RMCs and DSPs can strengthen partnerships, add value, and differentiate themselves. The role of efficient communication in executing sustainable moves at scale is now critical. It may not be an obvious sustainability tool, but communication can yield significant ESG and cost benefits.

In an increasingly interconnected world, the Asia-Pacific region is poised to benefit immensely from the regionalization of talent mobility.

The article on Development Asia, "Asia-Pacific Stands to Benefit from the Regionalization of Talent Mobility: Here's How," delves into the various aspects of this transformational trend. The article highlights the numerous advantages the movement of talent brings to individuals and businesses.

Enhanced Career Opportunities

One of the most significant advantages of regionalizing talent mobility is the abundance of career opportunities it presents. The article rightly points out that the seamless movement of skilled professionals across the Asia-Pacific region can help individuals discover new and diverse job opportunities. Relocating professionals can explore positions that may not have been available in their home countries, leading to career growth and personal development.

Economic Growth and Innovation

The article underscores the economic benefits of the regionalization of talent mobility. As skilled workers move across borders, they contribute to a more dynamic and innovative business environment. Companies can tap into a broader talent pool, bringing fresh perspectives and ideas. This, in turn, fosters economic growth and technological advancements, creating a win-win situation for both businesses and individuals.

Knowledge Transfer

The exchange of knowledge and expertise across borders is another key highlight of regional talent mobility. Professionals who move from one country to another bring a wealth of experience and skills. This knowledge transfer can help improve industry standards, services, and product quality and create a more competitive and robust regional workforce.

Cultural Exchange and Diversity

The article rightly emphasizes the role of regional talent mobility in promoting cultural exchange and diversity. As individuals from different countries work together, they bring their unique cultural perspectives and experiences to the workplace. This cross-cultural interaction enriches the work environment and promotes understanding and collaboration between nations.

Strengthening Regional Relationships

Regionalization of talent mobility is not just about individuals seeking opportunities; it also significantly strengthens diplomatic and economic relationships between countries in the Asia-Pacific region. The article highlights that talent mobility can lead to the development of stronger regional networks and partnerships, fostering greater cooperation and solidarity.

Skill Upgradation

Relocating professionals often need to adapt to new environments and work cultures. This adaptability and willingness to learn new skills can lead to personal and professional growth. As mentioned in the article, the process of adapting to different markets and industries can be an excellent opportunity for professionals to upskill and broaden their skill sets.

The Asia Talent Mobility Alliance (ATMA) was created to aid in developing talent mobility within and to Asia. The importance of a community where employers and companies that deliver services to support the relocation and quick settlement of employees in new locations can be echoed in the list of positive attributes for talent mobility listed above. The relocation industry is a profession that assists employees in being productive in their new location quickly, spending less time focused on the many challenges of moving themselves and their family from one place to another, especially when those moves are across borders. 

ATMA membership is open to anyone who supports the movement of talent, including HR and talent mobility teams at corporations and the many support services such as household goods, temporary housing, destination services, and more that enable that movement.  Join now.

ATMA's Mentorship Program is Launching.

Our most recent webinar explored answers to those who question, Is mentorship for me?

The Mentoring Asia Program, or MAP offers benefits for all participants whether they are mentors or mentees.  

We've gathered some of the top thoughts from the webinar:

1. Mentoring is a powerful way for both mentors and mentees to grow and be successful. It's not just about benefiting the mentee but also the mentor.

2. Mentoring provides a platform for sharing experiences, ideas, and honest feedback, helping individuals in their personal and professional development.

3. It offers an opportunity for mentors to use skills they might not have used for years and to reflect on their past experiences for personal growth and learning.

4. Mentoring is seen as a valuable leadership skill, especially in the context of empathetic leadership, which is gaining importance in today's leadership landscape.

5. The mentor-mentee relationship is a two-way learning process, where both parties exchange ideas and knowledge, making it a mutually beneficial experience.

6. In regions like APAC, where opportunities for professional networking and community-building may be limited, mentoring can help create a sense of community and connect professionals.

7. Mentoring is essential for navigating non-traditional career paths, providing mentees with the support, advice, and vocabulary needed to progress in their careers.

8. It allows mentees to seek guidance and validation for their unique career interests, especially when those interests don't follow a conventional path.

9. Finding the right mentor can be a crucial step, even if it means reaching out to high-level senior leaders who can offer unique perspectives and support.

10. Practical tips for maintaining a successful mentoring relationship include taking ownership of your development, making time for mentoring, and viewing it as an investment in personal and professional growth.

You can watch the entire episode on Youtube or bilibili

If you're interested in joining the MAP program, it is free to all members.  Explore more about the program in the Member's Section.

In today's rapidly evolving world, the global mobility landscape is undergoing significant transformations. Recent updates in Indian immigration rules and shifts in global work trends are reshaping the way businesses manage talent mobility. In this blog post, we'll provide you with a brief overview of a recent video that delves into these critical changes.

A Positive Shift in Indian Immigration Rules

Foreign Nationals of Indian Origin: India is home to a diverse expatriate community, including foreign nationals of Indian origin holding foreign passports. Until recently, many of them faced stringent requirements when it came to working in India.

Employment Visa and Dependent Visas: Traditionally, foreign nationals needed an Employment Visa to work in India, while their spouses were granted dependent visas, preventing them from seeking employment.

Interpretation Challenges at Overseas Consulates

Payroll Relocation Dilemma: However, a nuanced challenge arises as different overseas consulates interpret these rules differently. Some insist on moving the employee's payroll to India, creating a significant shift in how assignments are managed.

Lack of Specific Regulations: While some consulates advocate for this payroll relocation, no specific regulations support this interpretation. This adds complexity to the already intricate process of global mobility.

Housing and Schooling Considerations in India

Housing Supply and Rental Rates: The video discusses the fluctuating rental housing supply in various Indian cities, emphasizing the importance of securing accommodations for expats.

International School Fees: For families, international school fees in India range from 6,000 to 36,000 per year, depending on the city, school, and grade level. Flexibility in admissions helps expat families plan their children's education effectively.

Managing Business Expectations in a Changing World

Collaboration with HR: The evolving work landscape calls for increased collaboration between Global Mobility teams and HR departments. Aligning mobility solutions with remote work and hybrid models is now crucial.

Policy Revision: To adapt to changing employee preferences and business requirements, organizations are revising their mobility policies. This includes offering more flexibility in benefits and accommodating permanent moves.

The Challenge of Cross-Functional Integration

Complex Issues: The video highlights the complexity of dealing with issues like remote work and compliance. It emphasizes the need for cross-functional integration across various departments, such as HR, data protection, and tax compliance.

Taxation and Compliance Challenges

Accurate Reporting: Accurate data reporting and compliance are imperative. Recent changes in tax regulations require organizations to be meticulous in their financial records.

No Clear OECD Guidelines: While the Organization for Economic Co-operation and Development (OECD) is studying the implications of remote work, there are currently no clear guidelines on how it affects taxation. Individual country laws take precedence.

Ensuring Compliance and Transparency

Tracking Remote Work: For organizations, tracking where employees are working remotely is vital to ensure compliance with tax and labor laws.

Employee Transparency: Employees play a crucial role in this process. It's essential for them to be transparent about their remote work arrangements, helping organizations manage compliance efficiently.

The global mobility landscape is evolving rapidly, and businesses must adapt to these changes to effectively manage their international workforce. This blog post provides a sneak peek into the insightful discussions in the video, but we encourage you to watch the full video for a deeper understanding of the complex and ever-changing world of global mobility in India.

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Relocating to a new country is a complex process, and when it comes to Japan, a country known for its rich culture and traditions, it's essential to stay informed about the latest trends and challenges in the global mobility landscape.

ATMA’s panel shared their thoughts on the current challenges and trends for talent mobility in Japan

• Immigration screening times are getting shorter, with an average processing time of one month.
• Japan is becoming more open to non-traditional immigration applications, including same-sex partners and extended family members.
• Electronic Certificate of Eligibility (CoE) copies are available but may be unreliable; physical copies are recommended.
• Drastic decrease in temporary housing availability for middle-class business travelers during the pandemic.
• Remote work trends are driving demand for larger living spaces among local hires and younger employees.
• International schools in Japan face challenges related to space and competitive admissions processes. Limited availability and high demand necessitate rigorous selection criteria.
• Some schools are relocating to suburbs or consolidating facilities to accommodate more students.
• Japan's ranking as an expensive destination has dropped due to a weakening yen, but prices have risen in absolute terms.
• Protectionism in immigration and tax regulations is on the rise globally, posing challenges for remote workers and payroll compliance.

ATMA webinars are available via our Members Resources Section or view on our Youtube or bilibili site.