The IESE Research Center for Enterprise in Latin America (CELA), the law firm Sagardoy Abogados and the HR firm CREADE recently collaborated to publish the "White Book on Best Practices in the National and International Geographical Mobility of Workers." The work was carried out under the leadership of IESE Professor José Ramon Pin, and provides a complete overview of worker mobility trends in Europe and Spain, and suggestions for encouraging mobility between countries.
The year 2006 has been declared "European Year of Workers' Mobility" with the goal of raising general awareness about workers' rights to move freely between member states of the European Union and the professional benefits and possibilities of doing so. One in three Europeans has moved outside his or her region of origin at least once. Of these, 25 percent have found work in their own country, four percent in another European Union country and three percent in countries outside the EU.
The report is based on the results of Eurobarometer poll 64.1 called "Europeans Mobility: First Results of an EU-wide survey" and compiled by the European Commission in September 2005. The results show that Europeans are reluctant to move, especially when it means crossing national borders; most moves are made within the same country. Nevertheless, they have a positive opinion about the effects of the mobility of individuals and the labor market. Most people who have moved feel that their expectations were met. In fact, 59 percent of those changing countries find work, whereas the percentage of those moving without crossing borders drops to 35 percent.
The study also points out some of the hindrances of mobility, such as language barriers, difficulties adapting to new cultures, familiar and social uprooting and separation from social and family network. Moving can also lead to a worsening of the employment situation of the person's spouse, or educational difficulties for families with children. Uncertain return dates and unclear conditions about the move can also be barriers.
Recommendations for companies to minimize these hindrances include making extra efforts to offer support to expatriates by providing practical information and social contacts, helping with the move and providing incentives for learning the language. Longer term initiatives include generating a culture of diversity and creating a positive attitude regarding mobility. It is also suggested that the conditions of the move be very clear, a guaranteed return date and improved salary and professional situation.
A second part of the book is planned which will include interviews with human resource directors of large national and multinational companies such as American Express, IKEA, NH Hotels, and Danone (Dannon), among others.
More details from the study at IESE Insight
