Diversity, Equity and Inclusion (DE&I)
DiversityJobs.com Top Diversity Employer
SIRVA Is pleased to announce that we have been named a Top Diversity Employer by DiversityJobs.com. This award was given to a select group of employers that have shown consistent dedication to recruiting and hiring from all diversity groups.
Useful Resources
SIRVA’s Commitment/Mission Statement
At SIRVA, we’re committed to cultivating a workplace and an ecosystem that reflects the diversity of the global organisations that we serve. We recognise that building an inclusive, engaged company culture results in empowered employees that reflect a wide range of approaches and perspectives. Those perspectives lead to new ideas. New ideas lead to innovation and excellence. Our approach to diversity, equity and inclusion is driven by a commitment to these values and a belief that diversity makes our company stronger.
Ricky Aow
Sales & Account Management Business Analyst (Victoria, Australia)
This industry attracts passionate, down-to-earth people from diverse backgrounds, many of which who have been in the industry for 10, 20, 30+ years. I have a marvellous manager, who regularly takes time to update me, I enjoy the flexibility and challenges of the work. The business leaders are personally invested, dedicated, and bring energy and commitment to the team. Recently I was chuffed when a leader from a different business unit nominated me for a STAR award. The thing I treasure the most is the friendships I have made at SIRVA; friendships and memories that I will cherish
SIRVA's Employee Resource Groups (ERGs)
ERGs are employee-led, self-directed voluntary groups that offer opportunities to network internally, to attract a diverse employee base, to provide the inclusion of ideas and solutions, and to create opportunities for mentoring and career development.
SIRVA is proud to announce the formation of our first two Employee Resource Groups!
DEN –The Diverse Employee Network (People of Colour)
Mission: SIRVA People of Colour Employee Resource Group (ERG) is open to all employees. The ERG aims to advance a diverse and inclusive work environment with a particular focus on people of colour. Working with a dedicated network of diverse professionals, the ERG undertakes activities to attract, retain, empower and inspire employees of colour. These efforts are geared toward helping members gain leadership experience, get involved in the SIRVA community and develop new ideas to help drive SIRVA forward.
SOL – SIRVA Out Loud (LGBTQ+)
Mission: Our mission is to create a safe and supportive space for LGBTQ+ SIRVA team members and their allies to thrive and be celebrated, so that we can provide advocacy for equity and an inclusive experience in all settings.
Recruiting & Outreach
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Harriet Kwawukume
Client Finance Team Lead (Prague, Czech Republic)
“Being part of the SIRVA family has been a marvellous experience in my career growth. Having joined the finance team and getting to encounter the diverse multicultural environment has been great. SIRVA helped me to develop as an Analyst by investing in my skills and potential and bringing out the best in me and I’m currently leading one of the teams in finance. I foresee an empowering future here and I look forward to it!”
Mobilising Diversity: Customer Stories
Building and Leading Equitable and Inclusive Talent Management
Diversity, equity and inclusion (DE&I) is ever-evolving. There is no one-size-fits-all approach. In this three-part series, you will hear from three of our clients (Kia Engines, Ardent Mills and HPE). Our clients all have expertise in mobility and are helping change the landscape for DE&I efforts; they will share their stories as an effort to help other organisations learn from peers on how DE&I intersects with mobility and talent management.
SIRVA Global Mobility Case Study – Schneider Electric (Pacific)
Global Mobility Administration: Partnering with specialists and programme customisation key to meeting Schneider Electric’s mobility needs
As one of the world’s leading providers of energy management solutions, Schneider Electric (SE) is a global company, operating in over 100 countries, with assignees across the world. Being a global company has its advantages, but also its challenges—namely, managing multiple relocating employees at any given time, numerous employees seeking exceptions and a complex relocation spend.
Schneider Electric’s Pacific operation was looking to centralise its mobility model and gain more consistency, control and insight into assignee activity and mobility costs. Specifically, Schneider Electric wanted to simplify its mobility process by reducing the number of mobility vendors it worked with, reducing exceptions and the strain on internal resources, and becoming more proactive to employee needs.
Strategy is Everything
To meet its mobility objectives, Schneider Electric needed a mobility provider that could help transform its transactional-based mobility framework to a progressive, seamless model.
Schneider Electric undertook research into potential providers, focusing on the following key aspects:
- Delivering a strategic, complex mobility framework
- Delivering a complete portfolio of mobility services, specifically – transportation of household goods, destination services and mobility coordination
Schneider Electric identified a unique opportunity in SIRVA, having reviewed alternative options. As both a relocation and removal services company, SIRVA has operational control over the entire global mobility process, so Schneider Electric knew it would be working directly with SIRVA—not a third-party or a sub-contractor—throughout every facet of its programme.
SIRVA also has a flexible approach to building mobility solutions and could customise technology to meet Schneider Electric’s unique needs.
Operational Improvements
SIRVA began by assessing SE’s Pacific programme, gaining a deep level of understanding of its processes and policies. Through effective collaboration, SE Pacific and SIRVA then implemented significant programme improvements, including:
- Reduced the number of mobility vendors involved in the complete process
- Standardised mobility administration and management of visa services
- Implemented a customised mobility web portal, enabling comprehensive, real-time reporting
Exceptional Results
Accurate Cost Projections:
By minimising the number of vendors involved and choosing to work with one mobility provider, with control of the entire process, Schneider Electric is now able to forecast and predict relocation costs with a high level of accuracy. With clearly defined cost projections, Schneider Electric can identify its relocation costs over the long term, better budget for future moves and adjust mobility policies where necessary to align with financial goals.
Enhanced Reporting:
Using its customised web portal Schneider Electric can generate a variety of reports, including exception reports, which the company can use to make more strategic decisions, improve processes and control costs. For example, Schneider Electric’s new visa management reporting capability allows the company to monitor sponsorship, work permits and individual passport details so they know what’s set to expire three months in advance and can prepare proactively. The ability to produce and customise comprehensive reporting has increased Schneider Electric’s corporate productivity, as HR can now spend more time on value-add tasks.
Increased Cost Savings:
With the process improvements made, Schneider Electric is now able to meet its financial goals. By working with SIRVA to develop and improve the mobility strategy, Schneider Electric plans to save US$75,000 a year in accommodation alone by taking
advantage of preferred rates. In addition, Schneider Electric projects significant cost savings from fewer exceptions, vendor consolidation and greater clarity into relocation cost-saving opportunities.
Higher Quality of Service:
Employee satisfaction is another key benefit. Relocation ranks amongst the most stressful situations an individual is likely to experience. Improving this process means employees arrive at their destination engaged and ready to focus on their new roles—increasing the likelihood of a successful relocation.
Employees are already seeing a difference with Schneider Electric’s Pacific new mobility approach. Employees who routinely move (as much as four times in 11 years) have stated the move under SIRVA’s management was the best relocation experience they have had.
Recently, an assignee’s spouse was struggling with moving again. SIRVA’s team was so closely integrated with Schneider Electric’s team that they recognised her uncertainty and offered spousal assistance to help her through the transition. The result was a successful relocation and a happier assignee, spouse and family.
A Benchmark for Others to Meet
Schneider Electric’s Pacific operation had been battling to manage a broken mobility process and unhappy employees. Today, through the collaborative effort and close relationship between Schneider Electric and SIRVA, its new mobility programme is such a success that it’s considered a benchmark for future Schneider Electric operations.
Managing global mobility services for assignees presents a wide variety of challenges. Working with a relocation provider like SIRVA can make this process simple
To learn more about SIRVA’s global mobility services, call 800.341.5648/ +44.1793.619.555/ +852.2104.6668 or visit www.sirva.com.