#workfromanywhere – the aspect everyone seems ignorant to...
While companies and certain employees are discussing the benefits and risks of #workfromanywhere and are searching solutions, there is one aspect of this global trend that I have not seen anywhere so far.
If you consider this to be a global discussion about an employee benefit to chose to work from anywhere, it definitely lacks the global applicability. From my perspective it applies mainly to the developed world and even within the developed world predominantly to high income countries. For the majority of countries which have lower income levels, e.g. parts of South East Asia or Latin and South America and Africa, it is simply not possible to chose to work from another country.
It is easy if I work e.g. in the US, Canada, UK, Germany or Switzerland to consider working from places that are cheaper, nicer and maybe have even better weather. When I am employed e.g. in India, Malaysia or Mexico, my options are restricted. Most countries where I would want to work from would have a higher cost of living and higher salaries. Let alone that with your local salary the chances of a work permit in a high cost location do not exist.
The American working from the beach in Cancun – ok. A Mexican working in Miami – not possible.
I learned that even the often quoted Spotify and its prominent #workfromanywhere policy is presumably restricted to only Swedish and US employees. Might not be applicable for the Indian employees…
So do we lead a discussion about a benefit that is limited to the developed, high income world? Are we risking to potentially discriminate parts of our global workforce? Are the people who want to work from places where others spend their holidays are aware that their privilege derives from being employed in the developed world?
I am neither condemning nor condoning #workfromanywhere. The discussion about it certainly has its right for existence and is necessary. I just wanted to share an additional aspect that should be considered where devising a strategy for #workfromanywhere.
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Chris Debner is an award-winning talent mobility thought leader and frequent speaker on the future of HR. He has more than 20 years of experience in international HR advisory and has worked in over 35 countries across all industries. Chris runs his own consultancy, Strategic Talent Mobility Advisory, out of Zurich, Switzerland, and may be reached at www.chrisdebner.com and www.pickmybrainpaymylunch.com.
Managing Director bei Sapere Aude GmbH - SAP SuccessFactors und Global Mobility Expert
3 年So true, Chris. It only works from "high-salary-country" to "lower-salary-country", unless the employer agrees to the equal-pay conditions of the target country.
Global Mobility Recruiter, Entrepreneur, Investor
3 年Chris, an interesting and important perspective – thank you. Not unusual, sadly, that new ideas around employment and benefits should be predicated on Western norms and behaviours. But there is a possible upside to the Work From Anywhere paradigm for the developing world – which is that if you can work from anywhere, then someone anywhere can do your job. If Work From Anywhere becomes truly widespread, then it will not take employers long to realise that they may not need to employ expensive Westerners to fill certain roles, leading to a growth in career and income opportunities for talent in the developing economies.
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3 年Hi Chris, I've been reflecting on this since you wrote the article, and one aspect which has come up since. When we think of working from anywhere, many people think it's the European/American going to low income countries with a nice beach. But it can also be the expats from those countries who want to spend time with their families. Take the likes of India, to take but one example, which has many expats who are working abroad in the likes of the US and Europe. Similarly, there are lot of people from Eastern Europe who are working in Western Europe. For those people, who are typically from very collectivistic, family orientated cultures, the value, as an employee benefit, of being able to go back "home" to their wider families for a few months a year is something which deserves further examination. For many of these people, this employee benefit might be the difference between accepting a job or not. Food for thought!
SVP Advisory & Global Partnerships at NetExpat - Helping clients achieve their talent development and mobility goals
3 年Thanks for igniting the thought and conversation Chris Debner
Corporate Immigration - Inbound Canada and Globally - Co-Founder Partners Immigration ([email protected])
3 年Chris Debner, another way of looking at it, not so different from travel ability since the dawn of time. Those with means can and do, those that can’t don’t. Lower cost destinations also tend to benefit more. A simple local example, Canadian tourism has always benefited when the US dollar is stronger.