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.