Tag: World Cultures and Customs

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Talent Mobility Visas and International Travel

New Saudi Arabia Immigration Law Enables Foreign Nationals to Obtain Special Privilege Iqama Status

A new Saudi Arabia immigration law that the Saudi Shura Council voted in favor of lets foreign nationals obtain residence status known as Special Privilege Iqama. This status is similar to the Green Card immigration plan in the United States. Officially known as a Permanent Resident Card, those having a Green Card can live and work permanently in the United States.

Saudi Minister of Commerce and Investment Majid bin Abdullah Al-Qassabi stated that foreign nationals will receive Special Privilege Iqama only if they meet eligibility requirements and meet specific criteria. The new law received Cabinet approval, issuing its landmark decision after reviewing the Council of Economic and Development Affairs recommendation.

Saudi Arabia Special Privilege Iqama Immigration Law: Labor Market Competition

Saudi Arabia nationals have noted some concerns about whether they would need to compete against foreign nationals who participate in and benefit from the new Saudi Arabia immigration law. Minister Al-Qassabi emphasized the kingdom is highly focused in its approach. As a result, foreign nationals eligible to participate include:

  1. Specific category of investors
  2. Holders of residence status who will add value

By focusing its approach, foreign nationals who obtain Special Privilege Iqama Status will not compete against Saudi citizens for jobs.

Special Privilege Iqama Choices

Foreign nationals can apply for and obtain Special Privilege Iqama status. To obtain this status, foreign nationals must meet specific qualifications and:

  1. Choose between annual renewable status or permanent residency status
  2. Pay a requisite fee that varies depending on choice of status
    1. Permanent status requires a higher one-time fee
    2. One-year annual renewable status will cost SR100,000 ($26,666)
    3. Permanent residency status will cost SR800,000 ($213,333)

Those granted Special Privilege Iqama gain the right to live, work, own businesses, and own property in the Kingdom. Expatriates will have equal rights to Saudi citizens except for actual citizenship, and access to services such as schools and government-provided healthcare.

Why is Saudi Arabia Creating Special Privilege Iqama?

In a word, economy. Saudi Arabia’s creation of this program came about as a part of a plan to reduce the kingdom’s reliance on oil and increase foreign direct investment. This effort will help the economy diversify into many new markets. New business investment will strengthen the kingdom’s revenue and support economic growth.

In 2016, Crown Prince Mohammed bin Salman unveiled Vision 2030, a wide ranging plan to reduce government expenditures and increase foreign and domestic investment. This plan is expected to transform Saudi Arabia from a nation dependent on oil, to one with a diverse, private-sector-driven economy. Special Privilege Iqama status helps the private sector quickly add qualified employees.

What is Vision 2030?

Vision 2030 is an ambitious blueprint to transform the Saudi Arabia economy, with three main pillars and thirteen distinct programs.

Pillars

  1. Saudi Arabia’s status as the heart of the Arab and Islamic worlds
  2. Determination to become a global investment powerhouse
  3. Transforming Saudi Arabia into a global hub connecting Africa, Asia, and Europe

Programs

  1. Quality of Life
  2. Financial Sector Development
  3. Housing
  4. Fiscal Balance
  5. National Transformation
  6. Public Investment Fund
  7. Privatization
  8. National Companies Promotion
  9. National Industrial Development and Logistics
  10. Strategic Partner
  11. Hajj and Omrah
  12. Human Capital Development (in conjunction with Special Privilege Iqama)
  13. National Character Enrichment

What Does This Mean?

Companies operating in Saudi Arabia should expect to see an increase in foreign nationals looking to obtain Special Privilege Iqama status. They should look into regulations and program management that will be administered by a new Special Privilege Iqama Center.

Foreign nationals looking to obtain Special Privilege Iqama status in Saudi Arabia should inquire about the new immigration law.

Employers not currently in Saudi Arabia might consider the kingdom as a strategic location for corporate expansion and business investment. The services of an International Professional Employer Organization (PEO) may be useful to help an employer enter Saudi Arabia and quickly test the local market.

What Should Employers do About Special Privilege Iqama?

Employers in Saudi Arabia should review their company’s growth plans and requirements for jobs across all levels of skill sets. They should also determine how their company’s growth plans will impact the jobs required to meet business plans and goals. The new Saudi Arabia immigration law and development of Special Privilege Iqama are designed to help transform the kingdom’s economy. As a result, employers should review their talent acquisition and management programs to ensure they align with a growing number of Special Privilege Iqama status holders.

Employers outside of Saudi Arabia should investigate the services of an International PEO. Relocation Management Companies (RMCs) can provide expert assistance to employers looking to expand their corporate presence and business investment to Saudi Arabia.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees in remote and challenging locations. Our team can help your company determine how to benefit as Saudi Arabia implements its new Special Privilege Iqama status.

GMS was the first relocation company to register as a .com, created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation and visa program needs for Saudi Arabia as a result of its new Special Privilege Iqama status, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Global Relocation Global Relocation Tips Global Relocation Trends Immigration Rules Talent Mobility Visas and International Travel

British Workers Fill Jobs As EU National Job Seekers in the UK Decline

As the United Kingdom’s (UK) economy continues to grow even while facing the prospect of a “no-deal” Brexit, British workers fill jobs since European Union (EU) nationals are declining in the workforce. Migration to the UK from the EU continues to fall as it has been doing since 2018. In our 2019 Industry Update – Talent Mobility, Real Estate, Household Goods, and Immigration white paper, we present several Brexit scenarios that may impact global mobility. Whether the UK can reach a deal with the EU or not, the UK economy still needs workers, and British workers fill jobs that otherwise would have been filled by EU nationals.

Declining labor force participation from EU nationals in turn creates openings for unemployed British workers. As a result, employers in the UK have been adjusting their talent recruitment programs to fill job openings. UK unemployment has fallen to lows not seen in the country since the 1970’s, and job openings have risen to record levels. According to the UK Office for National Statistics:

  • UK employment increased by 179,000 workers in the three months to February 2019
  • Total employment of 32.72 million workers is a record high
  • Employment growth is mostly due to increasing labor force participation by women
  • UK unemployment rate of 3.9% and economic inactivity rate of 20.7% represent a joint record low

Service Industry Sectors Where British Workers Fill Jobs

The first part of 2019 saw several service industry sectors in the UK experience high growth, including:

  • Computer Programming
  • Healthcare
  • Retail Trade

Manufacturing Industry Sectors Where British Workers Fill Jobs

Additionally, UK manufacturing output rose due to strong demand for computer and electrical components. Computer, electronic, and optical products manufacturing in the UK tend to be of products with higher value. They are also not as price-sensitive as lower cost commodity-type items. Within the UK, the manufacturing sector:

  • Employs 2.6 million workers
  • Contributes up to 11% of Gross Value Added (GVA), the measure of the value of goods and services produced in the UK
  • Represents 44% of total UK exports
  • Accounts for 70% of UK business research and development (R&D)

What Does This Mean?

Despite the uncertainties surrounding Brexit, UK wages and employment continue to grow. UK business sentiment remains strong and steady, and manufacturing appears to have rebounded. Some of the growth in manufacturing is due to acceleration in the growth of raw materials held as stock. As a result, raw materials, work in progress, and finished goods held as stock has risen. Part of this growth may be due to manufacturers anticipating production glitches due to Brexit. Business confidence in the UK increased to -13 in the second quarter of 2019, from the prior quarter’s reading of -23. All of these trends provide positive momentum and help British workers fill jobs as the UK economy expands.

Job seekers in the UK should investigate opportunities in the service sector for openings in computer programming, healthcare, and retail trade. They should also investigate opportunities in the manufacturing sector for openings at companies that produce computer, electronic, and optical products. Job openings may vary by region, so job seekers should be open to global relocation opportunities that let British workers fill jobs. They should also utilize the best online job sites in the UK, including Adzuna, Indeed UK, and Monster UK. Job seekers should utilize professional career services to enhance their job search and achieve success in their career objectives.

What Should Employers do?

Employers in the UK should examine their employment needs. Economic growth fosters competition for job seekers with requisite skills and training. They should review their relocation program to determine if it benefits their talent acquisition goals and corporate objectives. Employers should work with a Relocation Management Company that has the knowledge and expertise to help them design a relocation that promotes global talent acquisition. RMCs with knowledge and experience will provide expert guidance on designing a relocation program to attract qualified new hires and relocating employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers in the UK. Our team can help your company determine how to attract job seekers looking for employment opportunities. We can help British workers fill jobs that EU nationals no longer pursue.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s recruiting, hiring, and relocation program needs in the UK to help British workers fill jobs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Global Relocation Global Relocation Tips Global Relocation Trends Visas and International Travel

African Continental Free Trade Area and Global Relocation: What You Should Know

In April 2019, Gambia chose to ratify the African Continental Free Trade Area (AfCFTA) agreement. As a result, the bill to create the AfCFTA has reached the minimum number of ratifications needed to go into effect. The agreement was signed by 44 African countries in 2018 in their effort to remove barriers to trade between members of the African Union.

What is the African Union?

The African Union is a group of member nations that make up the countries of the African Continent. Currently, the African Union has 55 member states. It is the successor organization to the former Organization of African Unity, following the OAU’s dissolution in 2002.

What is the Vision of the African Union?

The vision of the African Union is that of “An integrated, prosperous and peaceful Africa, driven by its own citizens and representing a dynamic force in global arena.” To this end, the African Continental Free Trade Area agreement will provide several benefits for member nations, including:

  • Removal of barriers to intra-African trade
  • Reduction of trade regulations
  • Elimination of import quotas
  • Tariff-free movements of goods, people, and services across the African Continent
  • Possible future cooperation in areas such as:
    • customs union
    • common market
    • single currency

How Does the African Continental Free Trade Area fit in the Global Market?

The AfCFTA is the world’s largest free trade area by number of countries. It represents a single market of 55 countries with over 1.2 billion people. The area’s combined Gross Domestic Product (GDP) is $2.5 trillion. The United Nations Economic Commission for Africa (UNECA) estimates that intra-African trade will increase by over 50% through 2020 under the AfCFTA.

Additionally, UNECA believes that Africa’s past growth, while impressive, has been largely due to the expansion of extractive exports and price growth in commodities. This type of growth does not support the economic transformation the continent needs to develop and maintain long-term growth that is sustainable.

However, UNECA notes that growth in intra-African trade has helped promote the continent’s industrial exports. It is this growth that shows how the AfCFTA can help the member nations. By removing tariffs and barriers to intra-African trade, the AfCFTA will contribute to the economic reformation of Africa. Member nations will benefit from more productive industrial and export sectors, as well as investment increases in their local economies.

What Does This Mean?

The emergence of African Continental Free Trade Area will provide extensive opportunities for economic expansion, foreign investment, and export growth throughout the African continent. Africa is hoping to achieve the same success that the European Union and its free trade agreement has accomplishes. The AfCFTA may help create tens of thousands of jobs, further reducing unemployment across the continent.

Trade will increase between member nations. The continent will move from being a raw material producer to being a viable, industrialized, and valuable global trading partner. The citizens of Africa will benefit, as will employers in the member nations.

What Should Employers do to Leverage the African Continental Free Trade Area?

Companies should examine the opportunities that Africa presents for investment and corporate growth. Specifically, the AfCFTA will provide a number of benefits for companies located in the member nations. The UNECA believes companies located within the African continent will benefit by gaining access to:

  • Lower-cost inputs and intermediary goods sourced from other African countries
  • A bigger variety of locally sourced inputs and intermediary goods
  • Improved access to imported inputs and intermediary goods
  • Larger markets for their products within the AfCFTA

With access to lower cost inputs for production and a larger market, companies can grow and gain economies of scale to produce goods while remaining competitive.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients learn about opportunities for global expansion. Our team can help your company understand how to leverage the launch of the African Continental Free Trade Area as it applies to future corporate growth and initiatives.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning about global relocation as it relates to the African Continental Free Trade Area, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Global Relocation Challenges Global Relocation Tips Global Relocation Trends Relocation Best Practices Visas and International Travel

Does Your Relocation Management Company Have a Continuity Plan that Addresses Border Closure?

Global Mobility Solutions (GMS) is keenly aware that our clients’ relocation needs will continue even in light of a border closure. A border closure can be implemented on the ground, at ocean ports, or through airspace. Any method that people or goods can use to travel into or out of a country may face closure. Several Household Goods (HHG) Providers are members of our Premier Alliance Network—an elite partnership of relocation service providers. GMS contacted these members to discuss their business continuity plans.

Is a Border Closure Imminent?

North America

In the United States, the Trump Administration has indicated a desire to close the border with Mexico. What this may entail is an effort to shut ports of entry. Such an effort might:

  1. Prevent people from legally entering the US through a port
  2. Prevent goods from legally entering the US through a port

However, this may not prevent people from entering the US without papers. Many people cross into the US between ports of entry. Closing ports of entry may do little to prevent people from entering the US without papers.

Europe

Countries such as Hungary have closed borders with other countries such as Serbia and Croatia. This effort appears to be a deliberate result of the country’s push to deter asylum seekers. Also, countries such as Macedonia have started erecting fences along its border with Greece. As a result, asylum seekers in Greece are not able to cross into Macedonia to reach other parts of western and northern Europe.

Africa

The border closure between Rwanda and Uganda is difficult to define. There is no clear reason or understanding as to the underlying cause. One reason may be an undeclared trade war. Other reasons may be due to the completion of a one-stop border post, political tensions, and personal safety. Liberia implemented a border closure in an effort to halt the spread of the Ebola virus.

South America

The government of Nicolas Maduro in Venezuela has closed its border with Brazil, and other crossings in Colombia have been partially closed. Part of the reason for the border closure is due to tensions surrounding foreign aid deliveries. President Maduro has warned against trying to bring humanitarian supplies to Venezuela. Venezuela has already closed its air and ocean borders with Curacao, and the islands of Aruba and Bonaire. However, this border closure has not been fully effective. As a result, Venezuelans have still been able to cross the border into Colombia.

Asia

With tensions between India and Pakistan flaring, Pakistan’s airspace was closed. This border closure affected thousands of people and flights. The airspace over Pakistan is a major route between Southeast Asia and Europe. Between Malaysia and Thailand, a temporary border closure was recently enacted as a result of a dispute over Thai motor-taxi drivers. These drivers were prevented from ferrying passengers to Malaysia through the Bukit Kayu Hitam-Sadao main border crossing. This was ostensibly due to the effort by the Malaysia General Operations Force to enhance security checks in the area.

What Happens to HHG Moves During a Border Closure?

Clearly, HHG moves could face disruption during a border closure. Depending on the issue at hand, the historical basis for any underlying dispute, and a whole range of geo-political factors, a border closure may arise at any time, for any reason.

Relocation Management Companies (RMCs) should ensure their clients’ relocations are quickly accommodated. GMS’ Premier Alliance Network members recommend the following strategic actions.

Identify the Scope of the Border Closure

Is the closure limited to one crossing, a range of crossings, or an entire border? Does the closure include air and ocean freight shipments between the affected countries? Often a border closure may be solely due to a physical barrier issue. Also, the closure may be limited to people, not goods in transport.

Develop Backup Plans for Storage or Alternate Shipment Methods

If the scope of the border closure is limited, temporary secure warehouse storage of goods may suffice. Additionally, HHG shipments may be re-routed from ground transportation to air freight or ocean freight transportation.

What Should Employers do in the Event of a Border Closure?

Employers with relocation programs that cross international borders should verify their RMC has a business continuity plan that addresses how they will manage disruptions during a border closure. Employers should examine their company’s potential exposure to this type of disruption for any relocations, and work with their RMC to ensure continuity plans are in place.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients with HHG moves around the world. Our team can help your company determine how to ensure continuity plans are in place should disruptions occur due to a border closure.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s HHG moves and business continuity plan in face of a border closure, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Global Relocation Global Relocation Challenges Global Relocation Trends Immigration Rules Relocation Challenges Visas and International Travel

Australia Migrants to be Cut in New Plan

Circular Quay Sydney taken from the Sydney Harbour Bridge just after sunset showing the Sydney Opera House on the left.

In a bid to reduce migration, Australia migrants will face a new cap. The nation will cut its current cap on migration by 15%. This cut will lower the annual number of migrants in Australia. Currently, the cap is 190,000 places.

Elements of the new plan’s cuts include:

  • Total migration number reduced from 190,000 to 160,000
  • 15% cut in total migration
  • 160,000 figure matches 2017-2018 migrant intake

Several Australia Migrants Must Live Outside Major Cities

A significant point in the new plan to cut migrants relates to their location. Up to 23,000 migrants under a new skilled visa will need to live and work in regional Australia for three years prior to gaining permanent residence. These migrants will not be able to live in Melbourne, Perth, Sydney, or the Gold Coast. In these cities and locations, the nation’s infrastructure is seen as overused and at capacity limits.

Regional Australia are those parts and destinations of the nation that are not a traditional tourist destination like Sydney or Melbourne. Migrants entering under this new skilled visa will need to live in work in cities such as Alice Springs, Kalgoorlie, and Wagga Wagga. Previously, migrants would gravitate to the most desirable cities in the nation. Now, a significant number of migrants must disperse to outlying areas. There are several reasons behind this new requirement:

  • Providing employees for regional job openings
  • Managing stress on infrastructure
  • Reducing congestion in cities
  • Removing traffic chokepoints

Current System Assesses Potential Australia Migrants by Skills

The nation’s current points system assesses potential Australia migrants according to their skills. This assessment helps the nation determine if the migrants fill a need for specific workers. Also, migrants must pass a character test and health screening. Australia migrants who desire to become citizens must also pass an English-language test covering topics such as Australia’s history, the values of the people, and the nation’s constitution.

Australia Migrants Breakdown

Under the new 160,000 cap, Australia migrants represent two distinct categories:

  1. Migrants sponsored by family members, 30% of the cap or 48,000
  2. Skilled workers, 70% of the cap or 112,000

Additionally, refugees who are resettled to Australia represent 18,750 places in addition to the 160,000 cap.

What Does This Mean?

Australia migrants will face a reduction in places for entry into the nation. Some migrants may qualify for the new skilled visa that requires them to reside in regional Australia. Similar entry requirements will remain in place, including skills assessment, character test, and health screening.

What Should Employers do About the Cap Reduction on Australia Migrants?

Companies currently looking to hire foreign workers in Australia should be aware of the cap reduction on Australia migrants. They should examine their hiring plans to determine the impact the cut may have on their corporate objectives. Companies should work with a qualified Relocation Management Company (RMC) that can provide assistance with relocation and visa program requirements.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients determine how to design their relocation and visa programs to meet country-specific requirements. As a result, our team can help your company understand how to mitigate the effects of the cap reduction on Australia migrants.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation and visa programs as they relate to Australia migrants, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Immigration Rules Talent Management Visas and International Travel

What is the Best Way to Learn a New Language and Culture?

Learning a new language and culture can be challenging. Many employers go to great lengths to identify candidates for global relocation assignments. Often these positions require a specific set of skills and education. Also, the candidate must have a desire to learn new languages and cultures. Pre-decision services are valuable in this stage of the relocation process.

Pre-Decision Services

Employers gain a wealth of information from pre-decision services. As a result, employers can forecast relocation costs, understand candidate motivations, and provide candidates with helpful resources.

Pre-decision services often include:

  • Candidate Assessment – Assess candidate expectation, skills, personal qualities, family circumstance, and financial preparedness.
  • Cost of Living Analysis – Cost of living comparison of origin and destination cities to help determine acceptable or competitive salary range.
  • Market Analysis – Determines the likely home sale timeline and identifies potential home sale challenges such as negative equity.
  • School Reports – Public and Private School reports provided to the relocating employee to aid community selection.
  • Moving Cost Estimates – Cost estimates on household goods transportation, helps budget for relocation costs.
  • Community Search & Tours – Coordinates community orientation tours to familiarize relocating employees to their new location, and assist in selecting an area that fits their particular interests.

By using pre-decision services, employers gain many benefits. Candidate job acceptance ratios rise and global relocation success rates increase. With these rising acceptance ratios, employers can rest assured that candidates are ready and willing to do what it takes to be successful.

What About the Global Location’s Language and Culture?

Once the candidate accepts the global relocation, employers can help them increase their chances for success. By providing valuable tools for candidates, employers help them fully prepare for their new position. One valuable tool is a virtual trainer for language and culture.

Global Relocation Virtual Trainer for Language and Culture

A virtual trainer for language and culture allows candidates to access training anytime, anywhere. This access gives candidates the flexibility they need. Whether traveling or in a remote location, the virtual trainer lets candidates learn at their own pace.

Language Modules include:

  • Intuitive, straightforward interface
  • Self-paced lessons
  • Focus on conversation proficiency
  • Cultural insights and nuances that impact vocabulary and grammar
  • Mobile apps for quick brush-ups

Cultural Modules include:

  • One-on-one personal training via webcam
  • Coaches explain how to see cultural differences to promote synergy
  • Practical and actionable guidance to operate in business settings
  • Learning to leverage skill sets found in other cultures
  • Communicates values including mutual respect and understanding

What Does This Mean?

Relocating employees who use a global relocation virtual trainer greatly increase their chances for success. Employers that offer this valuable resource also save from 50% to 75% over the usual costs of language and culture training. The cloud-based software lets Human Resource professionals focus on corporate objectives. Relocating employees gain valuable skills that can help them succeed in future endeavors.

What Should Employers do for Language and Culture Training?

Employers should work with a qualified Relocation Management Company (RMC) that can provide access to a global relocation virtual trainer. Employers considering relocating new hires or transferees to global locations should provide them with as many valuable resources as possible. This will help the relocating employees increase their language and culture knowledge. As a result, these employees will be more likely to succeed in their assignment.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can gain the benefits of using a global relocation virtual trainer. Our team can help your company understand how to provide your relocating employees with valuable and easy to use tools for language and culture training.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s language and culture training needs, or give us a call at 800.617.1904 or 480.922.0700 today.

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Global Mobility Global Relocation Global Relocation Tips Global Relocation Trends Visas and International Travel

Why Canada is Seeking to Add Immigrants

Canada is seeking to add immigrants, according to the nation’s immigration ministry. Currently, approximately 20% of the nation are immigrants. In its report to Canada’s Parliament in January, Immigration, Refugees, and Citizenship Canada detailed its plan to add over 1 million immigrants by the end of 2021.

Canada Immigration Plan

According to the plan, Canada is seeking to add immigrants following this admission schedule:

2019: 350,000 immigrants comprising:

  • 176,000 federal economic and provincial/territorial nominees
  • 89,000 eligible for family reunification programs
  • 58,500 refugees

2020: 360,000 immigrants

2021: 370,000 immigrants

Since Canada’s current population is less than 37 million residents, each year represents a 1% increase in total population.

Reasons Why Canada is Seeking to Add Immigrants

There are many reasons why Canada is seeking to add immigrants. As noted by Ahmed D. Hussen MP, Minister of Immigration, Refugees, and Citizenship:

  • Immigrants and their descendants make measurable contributions to Canada
  • Future success depends on continuing to welcome immigrants and ensure their integration

The country is facing an aging workforce as well as a declining birthrate. The government’s economic advisory council has been vocally advocating an increase in immigration to support the economy and reduce strain on the social services budget. The country needs skilled labor and is seeking to add immigrants who have significant education and technical training.

Canadian Prime Minister Justin Trudeau welcomes immigrants and refugees to the nation. Trudeau’s statement via social media clearly marks Canada as a welcoming nation. His use of #WelcomeToCanada is an encouraging sign for all people seeking to enter the country.

Why Immigrants Choose Canada

There are many reasons why immigrants choose Canada, and why Canada is seeking to add immigrants:

  1. Canada is the sixth best country in several measures including:
  • Commitment to providing social services
  • Diversity
  • Respect for differences
  • Safety and security
  • Beautiful natural landscape
  • Seasonal changes
  1. Citizens and permanent residents are eligible for the public health insurance system
  2. The nation has the highest immigration rate of all G8 nations

What does this mean?

Those who want to enter and stay in Canada have many options. The nation’s immigration ministry provides an easy to use portal to submit and check the status of applications. The ministry also provides a wealth of information for immigrants to help them prepare for life in Canada. Canada is seeking to add immigrants who want to work in the nation, and the immigration ministry helps them prepare for work in Canada. The government provides a national job bank and career portal where immigrants can search for employment.

What should Employers expect?

Employers in Canada should expect to see an increase in the number of job seekers who are immigrants and refugees seeking to become Canadian citizens. They should also expect to see a rise in the need for pre-arrival settlement services. The immigration ministry provides a number of helpful language and integration services, classes, and resources to increase job readiness, success, and retention.

Employers not currently in Canada might consider the country as a strategic location for corporate expansion. The services of an International Professional Employer Organization (PEO) may be useful to help an employer enter one of the world’s best countries and quickly test the local market.

What should Employers do as Canada is Seeking to Add Immigrants?

Work with a Qualified Relocation Management Company

Employers in Canada should review their company’s growth plans and requirements for jobs across all levels of skill sets. They should also determine how their company’s growth plans will impact the jobs required to meet business plans and goals. Since Canada is seeking to add immigrants, employers should review their talent acquisition and management programs to ensure they align with a growing number of immigrants in their workforce. They should work with a qualified Relocation Management Company (RMC) that can help them review their relocation and visa programs encourage highly skilled new hires and transferees.

Investigate the Services of an International Professional Employer Organization

Employers outside of Canada should investigate the services of an International PEO. By working with an International PEO, companies can quickly grow their international employment in Canada. RMCs can provide expert assistance to employers looking to expand their corporate presence to one of the world’s best countries by using the services of an International PEO.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees across the world’s best countries. Our team can help your company determine how to benefit as Canada is seeking to add immigrants.

GMS was the first relocation company to register as a .com, created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation and visa program needs as Canada is seeking to add immigrants, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Employee Development Job Market Job Seekers Labor Force Talent Management Talent Mobility

How Diversity and Inclusion Initiatives Deliver Results

Many companies want to develop diversity and inclusion initiatives. However, employers may not be fully aware what these initiatives entail. They also may not understand the link that such initiatives have to their business growth plans and profitability targets.

Why do Companies Need Diversity and Inclusion Initiatives?

To understand why companies need these types of programs, it is helpful to understand workplaces of the recent past. Personnel Today’s spotlight on the 1980s workplace shows:

  1. Many workplaces with a higher number of male workers
  2. A personal recruiting process lacking technology
  3. Less variation in candidate educational backgrounds
  4. Job seekers presenting qualifications with little confirmation by way of background checks
  5. Higher levels of employee loyalty

Clearly this time period was less understanding of the benefits relating to diversity and inclusion initiatives. Since then, greater emphasis alongside regulations have been implemented to promote diversity in the workplace.

What is the Situation Today?

In the 2000s, technology is changing the workplace in several ways. Additionally, companies are responding to changing demographics, global expansion, and competition for labor with greater skillsets and technical training. The Winters Group’s review of corporate diversity training programs from 1964 to the present highlights changing corporate objectives. Many industry best practices for diversity training are driven by corporate growth plans and profitability targets.

McKinsey & Company’s research shows there is a strong business case for diversity and inclusion initiatives. Many corporations understand that diversity and inclusion initiatives are vital to achieving objectives, given these facts:

  1. Top performing companies on both profitability and diversity exhibit higher gender diversity on executive teams
  2. Diverse leadership teams result in higher financial performance
  3. Higher performing companies exhibit higher levels of ethnic and cultural diversity
  4. Local context with regard to diversity measures matters in understanding corporate performance
  5. Companies with the least gender, ethnic, and cultural diversity are least likely to attain average profitability performance

What do Diversity and Inclusion Initiatives Entail?

The 2018 Worldwide ERC® Global Workforce Symposium session on diversity and inclusion initiatives shows several levels of diversity to consider.

Basic diversity includes:

  • Age
  • Gender
  • Nationality
  • Race

Expansive diversity includes:

  • Historical Influences
  • Cultural Influences
  • Political Views
  • Educational Differences
  • Lifestyles
  • Pace of Life Variations

Deeper consideration of diversity and inclusion initiatives cover:

  • Value Systems
  • Personality Traits
  • Sexual Orientation
  • Languages
  • Heritages
  • Gender Identification
  • Mental/Physical Abilities
  • Economic Position
  • Family Status
  • Religious Belief Systems

Diversity and inclusion initiatives require levels of understanding and clear expectations. Employees need to understand laws and rules that govern workplaces. They should understand how different social behaviors impact the workplace, and the effect of local cultures and norms on employees and their performance.

Companies that want to develop these types of programs should work with global mobility professionals. A Relocation Management Company with knowledge and experience can provide expert guidance on various aspects of programs. As a result, companies will be better able to attract diverse and inclusive new hires and retain highly skilled talent.

What Should Employers do for Diversity and Inclusion Initiatives?

Employers should understand the value of these types of programs. They should consider examining their current corporate structures and employment situations as they relate to diversity and inclusion. Employers should determine how diversity and inclusion initiatives that impact talent acquisition and management may increase their ability to reach corporate objectives.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers through diversity and inclusion initiatives. Our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to attract and retain new employees across all levels of diversity.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s diversity and inclusion initiatives, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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What is Driving São Paulo’s Business Startup Culture?

Companies seeking growth opportunities in South America quickly gravitate to Brazil and São Paulo’s business startup culture. Brazil’s mammoth city boasts one of the world’s most vibrant business technology ecosystems. São Paulo is also home to South America’s largest startup environment. The city proper is the largest in Brazil, with a population of over 12 million residents. The greater São Paulo metropolitan area ranks as number three in the world by population, with over 27 million residents.

Cultural Diversity

Brazil is one of the most culturally diverse countries in the world. Generally, Brazilians trace their origins from five global regions:

  • Africa
  • Americas
  • East Asia
  • East Mediterranean/West Asia
  • Europe

This cultural diversity is a great asset to companies looking to test their products and marketing programs. Marketing to a microcosm of international cultures provides a wealth of valuable information for companies with global growth ambitions. Companies investing in São Paulo’s business startup culture quickly benefit from the city’s diverse talent pool and openness to new ideas.

Currency

Brazil’s currency fluctuations and devaluation to the U.S. dollar gives companies who invest in São Paulo’s business startup culture the benefit of getting more for their capital. As Brazil’s economy experiences variations and crises, São Paulo presents more opportunities for entrepreneurs. Talent becomes more affordable for young and growing companies. As a result, entrepreneurs can easily hire employees with the education and skills they need to be successful.

Business Resources for São Paulo’s Business Startup Culture

São Paulo’s business startup culture benefits from a large number of business resources. Startup accelerators are plentiful, including ACE, Startup Weekend, and Startup Farm. Co-working spaces such as CUBO encourage collaboration among resident companies. CUBO’s center of technological entrepreneurship connects investors, companies, technology, and universities in one space. This connection helps create new business models, new ways to work, and continually challenges the status quo with a focus on creating opportunities.

In fact, São Paulo’s business startup culture is often seen as the “silicon valley” of Latin America. From its inclusion in Deloitte’s leading index of global FinTech hubs to its continually growing roster of unique startup ventures, São Paulo has become the Brazilian home of international technology giants including Google, Linkedin, and Cabify. (FinTech is a new industry that uses technology to improve activities in finance.)

What Does This Mean for São Paulo’s Business Startup Culture?

Companies looking for expansion opportunities, especially in technology fields, should seriously consider São Paulo’s business startup culture. The city provides a warm welcome to entrepreneurs and innovators, offers a favorable currency advantage, and has a wealth of resources that support business startups. Brazil’s wide cultural diversity enhances workforce productivity, and reflects the broader international market, making São Paulo an ideal location for testing concepts and messages.

What Should Employers do?

Entrepreneurs with plans for business expansion should research São Paulo’s business startup culture to see how they might benefit from its many resources and advantages. Established businesses without a presence in Latin America should also consider locating in São Paulo. Co-working spaces such as CUBO can help connect established businesses to entrepreneurs and new business models.

Companies looking to test their expansion efforts in Brazil might also benefit from an International Professional Employer Organization. This is a global employment solution where a third-party in a foreign country hires employees on your company’s behalf. Companies considering relocating new hires or transferees to São Paulo should review their relocation programs. This will help ensure they have a competitive advantage and that their program provides the highest level of relocation benefits and services for their employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can easily expand their business operations to new locations. Our team can help your company understand how best to proceed with expansion to São Paulo’s business startup culture through relocation, or by utilizing an International PEO.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s business expansion plans to São Paulo, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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What are the World’s Best Countries?

U.S. News & World Report’s 2019 World’s Best Countries ranking shows Switzerland as No. 1 overall for the third consecutive year. The annual report reflects survey results of over 20,000 respondents. The study surveyed these people about their individual views of 80 different countries, on 75 different metrics. The rankings are the result of a partnership between U.S. News & World Report, the Wharton School of the University of Pennsylvania, and BAV Group.

What are the Top 10 Countries?

According to the ranking, the top 10 world’s best countries are:

  1. Switzerland
  2. Japan
  3. Canada
  4. Germany
  5. United Kingdom
  6. Sweden
  7. Australia
  8. United States
  9. Norway
  10. France

Why Switzerland is No. 1

Switzerland is seen as a top country in surveys and reports for several reasons, including:

  • Access to Capital
  • Business Friendly
  • Economic Stability
  • High Quality of Life
  • Innovation
  • Legal Framework
  • Neutrality
  • Prestige

Immigration to Switzerland

Immigration to Switzerland, one of the world’s best countries, depends on several factors. Switzerland permits visitors to stay in the country as tourists for up to 90 days without registration. However, tourists are forbidden to work during this time period. Those who want to work in Switzerland must obtain immigration authorization. These authorizations vary by status:

  • Citizens of the European Union (EU) or the European Free Trade Association (EFTA) do not need a visa if they have a local employment contract.
  • Non-EU and non-EFTA citizens require a work authorization and a visa prior to entering Switzerland.
    • Those over 18 with plans to stay beyond 12 months must provide a copy of their criminal record, or proof that there is no record.

The Swiss Authorities provide many helpful guidelines for people who want to enter and stay in the country. Foreign nationals can choose the entry path that best fits their requirements. Also, several of the entry paths have various degrees and levels to meet individual situations. Entry paths include:

  • Applying for Asylum
  • Foreign National’s Right to Reside Following Divorce or Death of Spouse
  • Foreign Nationals Wishing to Stay Other Than to Work (Study, Retire)
  • Letter of Invitation and Declaration of Sponsorship
  • Loss of Residence Permit – Replacement
  • Short-Term Stay
  • Residence Permits
  • Visa for Entry

What does this mean?

Those who want to enter and stay in one of the world’s best countries have many options. Countries such as Switzerland welcome foreign nationals, as they recognize the value that diverse populations bring to their societies. They also provide helpful resources for newly arrived foreign nationals so they can learn the German language, and how best to integrate into Switzerland’s local culture and society.

What should Employers expect?

Employers in Switzerland should expect to see an increase in the number of foreign job seekers from non-EU and non-EFTA countries. They should also expect to see a rise in the need for language and integration courses.

Employers not currently in Switzerland might consider the country as a strategic location for corporate expansion. The services of an International Professional Employer Organization (PEO) may be useful to help an employer enter one of the world’s best countries and quickly test the local market.

What should Employers do?

Employers in Switzerland should review their company’s growth plans and requirements for jobs across all levels of skill sets. They should also determine how their company’s growth plans will impact the jobs required to meet business plans and goals.

Employers outside of Switzerland should investigate the services of an International PEO. Relocation Management Companies (RMCs) can provide expert assistance and helpful information to employers looking to expand their corporate presence to one of the world’s best countries.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees across the world’s best countries. Our team can help your company determine how to benefit from Switzerland’s rank as the No. 1 best country in the world.

GMS was the first relocation company to register as a .com, created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation and visa program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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