Inclusive by design — making Global Mobility work for everyone
International assignments can be transformative, but only if everyone can say yes. For many LGBTQ+ employees, the decision to relocate comes with real concerns about safety, visibility and support. In this edition of Reloverse, we explore how Global Mobility and HR teams are shifting from passive policy to active inclusion, designing relocation experiences that reflect the full spectrum of today’s global workforce.
Visibility and risk
LGBTQ+ professionals represent around one in ten of the global workforce, yet make up less than three percent of international assignees. It’s not because of a lack of ambition or ability. In most cases, the barriers are legal risk, social hostility and a lack of visible support from employers. When inclusive policies are poorly communicated, or when employees feel unsafe disclosing personal information, mobility opportunities go untapped.
Laws and lived experience
Legal frameworks only tell part of the story. More than 60 countries still criminalise same-sex relationships, and a dozen impose severe penalties. But even in countries with neutral or positive laws, cultural attitudes can make daily life difficult. Outside of major cities, LGBTQ+ assignees may face barriers with housing, schooling, healthcare or even day-to-day visibility. As a result, legal permissions may be in place, but real-world comfort isn’t. The most effective support combines fact-based legal briefings with location-specific cultural insight.
From secrecy to support
In many cases, LGBTQ+ employees avoid disclosing their orientation or family situation due to concerns about privacy or uncertainty about how the information will be received. If the relocation process feels impersonal or transactional, they have little incentive to speak up. This creates a double barrier—employers can’t offer support if they don’t know it’s needed, and employees miss out on valuable guidance. Leading organisations are rethinking this by making inclusion visible and voluntary. Simple changes such as inclusive language in policies, opt-in conversations with trained consultants, or clear statements of family support can make a big difference.
Rainbow families
Most mobility policies now recognise same-sex partners, but many still fall short when it comes to the needs of diverse family structures. This includes adopted children, transgender dependants, and families whose legal recognition changes across borders. A transgender teenager may face challenges accessing medical care. A same-sex couple might not be granted joint parental rights in the host country. Some employers are introducing optional family needs assessments and flexible destination refusal policies to account for these realities.
Destination realities
A senior Global Mobility lead told us about an LGBTQ+ couple who accepted a long-term assignment in East Asia, only to face unexpected hurdles once in-country. Their tenancy was denied twice before being offered a smaller, less central property. Their teenage child, whose gender identity falls outside conventional definitions, encountered repeated misgendering at school. The couple praised both their employer and Santa Fe Relocation, their relocation partner, for stepping in quickly to initiate a housing reassessment through a local consultant, engaging a trusted school liaison to help with cultural sensitivity, and connecting the family with a local LGBTQ+ support network. A dedicated point of contact remained involved throughout, ensuring continuity and discretion. It’s a reminder that legal entry doesn’t guarantee everyday inclusion.
Even when legal and policy protections exist, local realities can make relocation difficult. Access to appropriate housing, inclusive schooling, and medical support varies widely by location, influenced by regional laws, social attitudes and infrastructure. In many locations, landlords may be reluctant to rent to same-sex couples, or schools may not acknowledge non-traditional family structures. Assignees may encounter healthcare systems with limited awareness of LGBTQ+ needs, particularly for transgender individuals requiring continuity of care. These inconsistencies reinforce the importance of on-the-ground knowledge, culturally competent support, and a relocation partner with strong local representation.
From checklist to care
Over the past year, inclusive relocation support has started to move from reactive to proactive. Organisations are moving beyond basic compliance to embed inclusion in the structure of Global Mobility. This includes location-specific briefings, benefits designed around diverse families, and partner services that cover more than just visa support. Some employers are also partnering with LGBTQ+ organisations in host countries, offering cultural guidance and community connections that help assignees feel less isolated.
Policy in practice
Many organisations operate in a delicate space between what they officially support and what they know to be true on the ground. In some countries, LGBTQ+ identities or relationships are not recognised, and while employers may quietly work to protect and support relocating employees, they cannot always formalise these efforts in policy. Sensitive internal guidance and case-by-case handling often fill this gap. Where public endorsement is legally or culturally restricted, practical solutions such as advising on discreet housing locations or connecting individuals with trusted local networks can provide protection and dignity without placing individuals at further risk.
Designing inclusive policy is only the first step. Success depends on implementation. Global Mobility professionals need internal champions, clear governance and regular audits to ensure that what’s written is also what’s experienced. Assignees should receive clear, consistent information—delivered in safe, personalised settings. HR systems must be able to handle a range of family configurations without manual workarounds. Immigration Vendors, Relocation Consultants and Destination Services Providers must be briefed and trained. A policy is only as inclusive as its weakest link.
Inclusive data and decision-making
Without data, it’s difficult to measure progress. But collecting sensitive information requires care, especially when legal protections vary by country. Voluntary, anonymous surveys can reveal whether LGBTQ+ employees are opting in or out of assignments, and why. These insights can then inform policy updates, vendor selection and leadership education. The purpose is to create an informed and supportive environment where decisions are based on real employee experiences. By creating a feedback process, organisations move closer to a system where talent decisions are guided by fact, not assumption.
Tools that empower
Inclusive relocation succeeds when practical actions are embedded into every step of the process. For Global Mobility professionals and Relocation Management Companies (RMCs), there are specific tools and touchpoints that make a meaningful difference in day-to-day support.
Voluntary disclosure options at the initiation stage can allow assignees to identify as LGBTQ+, giving RMCs and HR teams the opportunity to offer tailored support discreetly and sensitively. Personalised needs analysis questionnaires can include prompts about LGBTQ+-friendly services, support groups or healthcare access.
Supplier selection also plays a role. Vetting vendors for inclusivity, such as whether they’ve received LGBTQ+ competency training or have anti-discrimination policies in place, helps to create safer, more welcoming environments for relocating employees and their families.
Destination-specific diversity resources are another key element. These may include cultural insights, local support groups, or awareness of laws and social norms that impact LGBTQ+ individuals. And when challenges arise, confidential support options, such as helplines or access to trained wellbeing consultants, can offer a safe space to talk and seek advice.
These practical tools enable more inclusive relocations and empower teams to respond with confidence and care.
Strategic alignment
The role of DE&I in inclusive mobility is also explored in our Taking care of talent report, which identified DE&I as a critical opportunity to unlock underrepresented talent. The report calls for organisations to review policies, processes and support channels to broaden participation and reduce the barriers faced by LGBTQ+ employees during selection and relocation. In countries with discriminatory legislation or social attitudes, inclusive structures become even more essential to enabling access and safeguarding wellbeing.
Inclusive mobility is a strategic priority that directly influences talent outcomes, business performance and inclusive access to international opportunities. If LGBTQ+ employees are excluded from global roles, it weakens the talent pipeline and affects retention, while also undermining broader organisational goals. The reputational risk is real—especially when public commitments to diversity aren’t backed by practical support. Inclusion strengthens performance and productivity. When employees and their families feel safe and supported, they’re more likely to accept roles abroad and thrive in them.
Enabling inclusion
Global Mobility teams are uniquely positioned to lead this shift. That includes reviewing policy language, building in flexibility, and making space for privacy. Opt-out clauses with no career penalty are now considered best practice. So are detailed country briefings that go beyond legal status to include social realities. Internal feedback loops also help ensure the lived experiences of LGBTQ+ assignees inform future improvements.
Internal engagement and allyship
One Global Mobility and Benefits leader in financial services told us, “I think the question of diversity is an important one; the lack of talent diversity going on international assignments is probably related to the lack of inclusion of diversity in the host country. It’s often difficult in some regions for individuals to live openly as LGBTQ+. Some countries cannot tolerate or embrace the concept of not being either or recognising yourself as fully a man or a woman. It is totally alien, you know. So, people may feel that they are going back 20 years regarding how others see them. This also significantly impacts their wellbeing and cannot be underestimated. It’s hard enough to assimilate into a new host country, but this adds an additional layer of pressure when you want the employee to thrive and be happy in their new work/life environment.”
Embedding inclusive mobility starts from within. Organisations that succeed often link mobility with wider DEI initiatives. This includes educating managers on inclusive assignment planning, establishing internal LGBTQ+ employee networks, and creating safe spaces to share experiences. Encouraging allyship among non-LGBTQ+ colleagues helps to normalise inclusive practices and reinforces that mobility is a shared responsibility. Clear messaging from leadership that inclusion applies consistently across regions can make a significant difference in uptake, confidence and retention.
Fruzsina Hodson, Senior Manager of Group Destination Services, explains, “We’ve seen that internal networks and well-briefed line managers can make all the difference. Inclusive relocation requires intent, structure and follow-through. Training, language, and leadership culture must all work together to ensure relocating employees feel safe and supported globally.”
Looking ahead
Relocation is a powerful tool for development, mobility and growth. But without structural inclusion, it’s a missed opportunity. As DEI efforts continue to evolve, Global Mobility must reflect the diversity of the workforce it supports. That means making inclusion easy, expected and embedded at every stage of the relocation journey.
Let’s continue the conversation on how this can shape your global talent strategy.
If you’re looking for a partner that understands how to support inclusive, compliant and effective international relocations for all employees, we’d love to help. Simply drop an email to reloverse@santaferelo.com and we’ll get back to you.
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