Today, there are two distinct relocation program trends: a focus on cost containment and the addition of creative offerings. With the relocation process dragging out due to a sputtering housing market, expenses in almost every category have swollen to a point that budgeting is, at best, an exercise in futility. At the same time, the apprehension of prospective transferees has put pressure on employers to provide add-ons and approve exceptions in order to entice reluctant transferees to move. Is it possible to balance relocation benefit variety with cost concerns?

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Unfortunately, there isn’t one recipe that is going to solve everyone’s pain points. The first step is to throw out old ways of thinking and take a fresh and dynamic approach to relocation program management. It may sound counter-intuitive, but rather than try to build an equitable program that works for every transferee, it’s more important to turn the process upside down and look at the individual challenges of each move. In this whitepaper, we will explore how to analyze your program so that you can customize your policies in the most cost-effective way possible.

By embracing supplier diversity and having a better understanding of how diversity programs work internally, you can help your colleagues meet corporate goals, tap new networks and support your local community. To get started, you will need to know how supplier diversity has changed over the years, why it matters and how you can make a difference within your organization. In this whitepaper, we cover everything from the supplier certification process and tier spending protocols to the benefits supplier diversity brings to an organization and the importance of C-level commitment.