Top Tips for Relocating LGBT+ Employees

by Emma Chatenay, HR Manager – International Mobility at Herbert Smith Freehills LLP, with the support of The HR & D&I team at Herbert Smith Freehills

1. Knowledge is power!

It is vital to ensure that an employee is provided with sufficient information before deciding to take on an international assignment. Specific country laws and cultural practices differ substantially from country to country and this can significantly impact an employee’s experience (and potentially – their safety). There are a number of online resources available, such as Stonewall country briefings and ILGA resources. Businesses may also decide to develop their own resources based on their countries of operation. Have you created an area on your website or intranet to hold this information so employees can readily access it and make an informed decision?

2. Assurance

It is important that employees are assured that their career progression will not be adversely affected if they do not accept an international opportunity. Perhaps consider making this explicit in your mobility policies or company intranet.

3. Consider family members

Will your employee be travelling with a partner (or perhaps other LGBT+ dependents?) Do your current mobility policies and practices cater for these scenarios and provide adequate support and guidance?

4. Emergency support

A number of businesses provide access to an emergency services provider to ensure their mobile employees are protected in the event of an emergency occurring while overseas. Does your provider specifically provide emergency support and evacuation services for LGBT+ employees on assignment? Are your employees made aware of this service? Perhaps consider speaking with existing or potential providers to ensure they have sufficient protocols in place.

5. Confidential support

Is your mobility team coached on having conversations with LGBT+ employees to alleviate concerns, provide guidance and support? Do your LGBT+ employees know who these contacts are and how to contact them? Do you have briefing templates to guide conversations and briefings?

6. Networking

While providing information on local laws and cultural practices is helpful, being able to talk to someone ‘on the ground’ is invaluable. Is your business able to provide an internal social network or mentor system for prospective LGBT+ assignees to share feedback on their international experiences?