As business operations have become increasingly global over the past decade, it is questionable whether the narrow notion of “job migration” remains meaningful. Markets in Europe are experiencing job movement between eastern and western countries. This ebb and flow of job creation and retraction reflects the reality of an increasingly competitive global marketplace.

Unfortunately it does not always go flawlessly. Newcomers can quickly be made to think they are unwelcome in a country when they feel put down for their efforts. It is not an issue of dealing with someone who is genuinely unprepared or disinterested, but rather, communicating to newcomers (accidentally or intentionally) that despite their efforts, they don't have much chance of success. A number of things may communicate to people in a foreign country, "you don't belong here".

Our experts are able to analyze the deepest reason of being (or feeling) excluded and design a personal development program to help the person find his/her own place in the new environment.

We also accentuate the necessity of organizational changes in order to face challenges to managing a diverse work population adequately. Managing diversity is more than simply acknowledging differences in people, it faces numerous challenges, e.g.:

• Motivation and management of work-teams highly diverse in work-relevant characteristics;
• Miscommunication within an organization;
• Cultural bias, including both prejudice and discrimination;
• Assimilation as “a strategy that has had serious negative consequences for individuals in organizations and the organizations themselves” (Marlene G. Fine). “Assimilation does not just create a situation in which people who are different are likely to fail, it also decreases the productivity of organizations".

Therefore, we cover both personal and organizational levels within our Diversity Management Program.