I recently had the privilege of speaking at the Talent Mobility Conference in Singapore, where a thought-provoking question was asked: “How does mobility contribute to a company’s aspirations in diversity, equity and inclusion (DEI) and sustainability?” This question has stayed with me, prompting deeper reflection on the interconnectedness of mobility and long-term value creation.
I often describe myself as a child of mobility. My parents spent over 22 years in Indonesia, and I’ve worked in many locations, including Malaysia and Sweden. My own experiences reaffirm a fundamental reality—mobility is a necessity, not a trend. It serves as a critical solution to talent supply and demand imbalances, enabling companies to access expertise where it is needed most. A recent study from EY found that 89% of businesses believe mobility is critical to business resilience.
Beyond filling immediate skill gaps, mobility has a far-reaching impact on the broader objectives of DEI and sustainability, both of which are increasingly important in corporate strategies. While these concepts were historically seen as secondary to financial success, they are now essential for a healthy, sustainable and profitable business.