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However, many of these businesses still face unique challenges in relocating employees and their families as the traditional household model evolves. These companies are quickly trying to adapt their relocation strategies to meet the needs of modern families, but, as with so many things, there is no quick-fix answer for doing this; your best-fit approach depends largely on your company culture and existing processes.

But hey, that won’t stop us from offering some research-backed considerations and recommendations for businesses to ensure a smooth and supportive relocation process. Here’s a look at the current challenges around moving the modern family, and some ways of limiting certain roadblocks.

Common Complexities of Relocating Diverse Families

While most corporations readily embrace the concept of inclusiveness when considering candidates for assignment — and have the best intentions to make mobile opportunities available to all qualified candidates — relocating employees are always subject to the laws, norms, available infrastructure and other forms of support available in the receiving country. And these unchangeable factors may not bode well for the employee in question. For example, in countries where LGBT status is not acknowledged or even strictly illegal, corporations may offer the assignment opportunity to all employees in adherence with their philosophy to promote diversity and inclusiveness, but they may be unequipped to know how to support an LGBT employee through the process. In addition, some couples may choose not to get married, and common-law status may not be recognized for immigration purposes.

The “traditional” household structure of a working father and wife at home with the kids is becoming far less common. Many modern families consist of dual-career couples, single parents, and families where the primary income earner is not the traditional breadwinner.  Expat employees may be going on maternity or parental leave. Families may be adopting children in host assignment locations. A spouse who has an equally important career may not be willing to follow their partner to a country where he or she can’t work. Families come in many shapes and sizes, and companies need to understand these dynamics and be prepared for the new mobility challenges they bring.

The issue: even though companies embrace and promote diversity and inclusion (and realize the potential widespread negative consequences of not doing so), they are reluctant to ask questions that may be perceived as sensitive, invasive or controversial, even if they are legal. For the most part, it is difficult for companies to legally gather such data to then analyze and respond—they just follow a “don’t ask, don’t tell” policy, making it difficult to uncover this information and ultimately more complicated to address any roadblocks to inclusion.

If more information is key to personalizing the employee experience, how can these employers ensure that their relocation programs effectively meet the needs of every relocating family? Here are our practical recommendations for curating an inclusive program that doesn’t create an additional administrative burden.

Our Top Tops for Moving the Modern Family

Providing Equitable Support

One effective approach is to offer the same level of support for all assignments without requiring employees to disclose personal information. This ensures that all unaccompanied assignments are treated equitably, and employees can make informed decisions about whether the support provided meets their family’s needs. By educating families about the relocation policy in advance, companies can avoid the need for exceptions and ensure a smoother transition.

Encouraging Self-Assessment

Forward-thinking companies can adopt a philosophy encouraging families to self-assess their suitability for an assignment. Providing medical testing and cultural training for the entire family can help them understand the limitations and challenges of the host country. If they decide to accept the assignment, they do so with a clear understanding of the support they will receive.

Balancing Business and Family Needs

Removing obstacles to assignments requires a delicate balance between respecting the laws of the host country, weighing the impacts of precedent-setting, evaluating facilities and infrastructures, determining and establishing business practices, setting standards for both the home and host countries, and, of course, addressing the needs of the family. Certainly not a quick-fix solution, but putting in the work ensures that all families can thrive through the relocation process. And when employees are happy and productive, that’s good business!