Considering Juneteenth, Talent Mobility and DEIB

The newest federal holiday, Juneteenth National Independence Day, celebrates the end of slavery (and involuntary relocation!) in the United States. Per the Pew Research Center, this year, at least 28 states and the District of Columbia will legally recognize Juneteenth as a public holiday – meaning state government offices are closed and state workers have a paid day off – according to a Pew Research Center analysis of state human resources websites, state legislation and news articles. Connecticut, Minnesota, Nevada and Tennessee have made Juneteenth a public holiday at the state level starting this year.

As HR and mobility programs seek to improve the support they provide to ALL employees, let's consider what corporate relocation programs can do to better support diversity, equity, inclusion and belonging of Black employees within companies and make them feel more cared for! Here are some ideas to consider:

1. Pre-decision Support: Offer personalized support and resources to Black employees before they make a decision to relocate. This may include providing information about the new location's racial demographics, cultural activities, community organizations, and resources for Black professionals.

2. Personalized Relocation Assistance: Provide comprehensive and flexible relocation assistance that addresses the unique needs and challenges faced by Black employees. Most mobility programs already have policies and offer some level of financial support for moving expenses, temporary housing, and transportation. But creating a process where the employee has more choice can avoid exception requests, an uncomfortable process where the employee has to ask for approval for something. Additionally, mobility programs can look to partner with relocation services that have experience working with diverse populations and can provide culturally sensitive support.

3. Cultural Integration: Assist Black employees in integrating into their new work and community environments. Offer cultural competency training for managers and colleagues to foster an inclusive work culture. Encourage employee resource groups (ERGs) or affinity groups focused on supporting Black professionals, providing networking opportunities, mentorship, and a sense of community. Incorporate those resources into your existing mobility program documentation.

4. Community Connections: Facilitate connections between Black employees and local community organizations or Black professional networks. These connections can help individuals build social support systems, find mentors, and engage with the broader community. Companies can also organize events or sponsor memberships in professional organizations that support Black professionals. This likely requires mobility to connect and work more closely with those leading DEIB initiatives within the company.

5. Create a more diverse mobility team: Promote diversity within the global mobility and HR function. Ideally, your company is working to do this at all levels, including at the executive and management levels, but make a difference where you can. 

6. Employee Feedback Mechanisms: Establish feedback mechanisms that allow Black employees to express concerns, provide suggestions, and report instances of bias or discrimination during the relocation process. This can be done through regular surveys, anonymous reporting systems, or designated diversity and inclusion representatives who can address employee concerns.

7. Ongoing Support: Ensure that support and resources are available to Black employees throughout their relocation process and beyond. This may include providing access to counseling services, career development opportunities, and mentoring programs.

8. Evaluation and Improvement: Consider creating a task force to regularly assess the effectiveness of the relocation program in supporting Black employees and address any gaps or areas for improvement. Collect feedback, track employee experiences, and make necessary adjustments to ensure continuous progress. 

By implementing these strategies, corporate relocation programs can demonstrate their commitment to diversity, equity, inclusion, and belonging, and create an environment where Black employees feel valued, supported, and cared for. Use Juneteenth as a catalyst for more focused action. 

For some additional thinking: 

What can global mobility do about racial homeownership gaps?

Where does racial justice fit in your DE&I strategy?

What does "doing more" look like for global mobility?