DEI at Graebel: Reflecting Back and Looking Ahead

As a global company committed to putting people first, fostering diversity, equity and inclusion (DEI) is one of the most important ways that we demonstrate our duty of care. Over the past year, we’ve sought to live our values of truth, love and integrity by bringing DEI to the forefront. I want to reflect on Graebel’s DEI efforts and progress to-date, where we still have room for growth, and what we’re continuing to work toward for the future.

I also want to thank all of the members of the Graebel DEI Council around the world for their hard work and engagement in coming together to execute these efforts. The Council has been incredibly helpful and insightful. In order to create transformational change that leads to a truly inclusive workplace, we must continue the journey with purpose and intentionality.

Internal DEI Efforts at Graebel    

• We are relaunching the Inclusion Virtual Coach app, designed in partnership with RevWork, which our extended leadership team piloted last year. Through the pilot programme, we identified ways to enhance our user experience in the app, such as by adding Graebel-specific coaching sessions.
• While we focused on leadership education and development in 2020, soon everyone at Graebel will have the opportunity to embark on their own Learning Journey, a DEI training initiative to help us move from unconscious bias to inclusive behaviour. Additionally, we are incorporating Graebel’s DEI mission and vision into new hire orientation globally.
• We’re continuing to distribute our Power of Us DEI quarterlies to all employees. Each quarterly update focuses on a particular topic and includes Something to Read, Something to Watch and Something to Do sections that aim to educate us on the importance of DEI and provide tangible ways we can take action. We recently issued the Q2 newsletter titled Allyship and the Return to Something New and are looking forward to the next two later this year.

DEI Efforts with Our Mobile Employees and Clients
To date, I have connected with various clients to discuss how DEI has an impact on their mobility programmes and the employee experience. This helps clients identify opportunities to incorporate DEI into their mobility programs and companies’ initiatives more strategically. For example, talent mobility programme policy changes can open a window to affect DEI change within clients’ organisations. Plus, it’s been great to partner with the mobility strategy team.

DEI Efforts with Our Supplier Partners
Later this year, Kathleen Momberger, vice president, global supplier development, and I will be co-hosting a virtual road show with destination supplier partners to help them better understand the importance of cultivating DEI in their roles. Our expert supplier partners are an extension of Graebel when helping mobile employees settle into their destination living, so they play a crucial role in promoting people-first, inclusive global mobility.

Working Together
Our DEI journey has been transformational. As we continue our growth and get ready to return to the office, we won’t settle for a return to normal, we’re aiming for a return to better.

About the Author: Valencia joined Graebel in 2007 and now leads company-wide efforts and training of diversity, equity and inclusion (DEI). In addition, Valencia chairs Graebel’s DEI Global Council. Leveraging her extensive account management experience in global mobility, Valencia supports current clients and prospects in developing more accessible and inclusive employee experiences. Valencia holds a Certified Relocation Professional (CPR®) and Global Mobility Specialist (GMS®) designations from the Worldwide ERC®.

Valencia is an executive board member for her local school district’s foundation ensuring equitable access and opportunity for every student. She also serves in an advisory role in support of the school district’s goal around equity and inclusiveness by holding the district accountable for interrupting the predictable and unfavorable experiences for the marginalized and underrepresented populations in the community.