Prince may have wanted to party like it’s 1999. But let’s not fall for the spin that it’s acceptable to be serviced like it’s 2019.
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China’s relentless focus on a zero-COVID strategy runs the risk of derailing its aspiration to be the world’s largest economy.
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The Australian and United Kingdom governments signed a Free Tade Agreement (A-UKFTA) on 17 December 2021. This is the most comprehensive and ambitious free trade agreement that Australia has concluded, other than with New Zealand. It demonstrates both countries’ commitment to free trade as a driver of economic growth and stronger bilateral relationships.
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Immigration law firm, Gilton Valeo Lawyers and global workforce advisor, Mark Wright from Globility Group today announced that they have joined forces to meet the increasingly complex cross-border talent mobility demands of business in Australia.
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At a time of unprecedented disruption in the global economy, the QUAD Alliance presents the Indo-Pacific region with an opportunity for transformative change.
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I’ve been writing about the looming global shortage of talent for some time. Reality seems to be biting a little harder now that the reopening of international borders is looming.
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For many years the business community has placed the value of professional services (e.g. accounting, taxation, legal) on the cost of delivering those services - for example the cost of a tax return or the cost of obtaining a visa. In the post-COVID world, I predict that business will increasingly shift their value proposition from the value of information, to placing greatest value on opinion and insights.
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COVID-19 has also delivered one of the biggest looming workforce challenges of our time – a global labour shortage. This evolving global economic environment has created what I call the pandemic paradox – numerous developed economies are seeing continued high unemployment levels in 2021, at the same time as seeing historically high job vacancies across multiple industry sectors. What does this apparent workforce contradiction mean for global businesses preparing to re-engage with the global marketplace as international borders start to re-open?
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Before largescale international movement recommences, there's an opportunity for business leaders to assess the global workforce vendor relationships they had pre-COVID. Typically these vendor relationships include services such as immigration, taxation, legal, relocation and global mobility services. There's a risk for business leaders to lead their business into a very different post-COVID workforce world with vendors who deliver their services in largely the same manner they did pre-COVID.
What does a better vendor relationship look like?
The Globility Perspectives series explores the impact of global companies headquartered in the United States of America will play in the post-COVID global workforce.
USA-headquartered businesses have traditionally been the innovators of many of the workforce trends we have seen in the past. Will this continue in the most disruptive period the workplace has seen in our living memory?
The workforce disruption created by COVID-19 has seen the pendulum shift from employers in favor of skilled talent in shaping the workplace and workforce that talent would like to be part of in the future workforce. Business transformation presents mobility with the chance to align more fully with the talent function and, by extension, play a bigger role in talent attraction, talent retention and talent incentivization.
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At a time of unprecedented disruption in the global economy, we are witnessing in real-time the largest movement of talent in our working lifetimes.
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The Australian Securities and Investments Commission (ASIC) has advised the Department of Home Affairs that it holds concerns arising from Significant Investor Visa (SIV) applicants being referred to particular managed fund products when being provided with immigration assistance.
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COVID-19 has shone a light on the future role which talent will play in economic recovery. This trend has evolved immigration from being an operational enabler of business to being a key strategy to attract, retain and incentivize skilled talent.
This strategic shift has increased the importance of re-engineering technology (including artificial intelligence and robotics), hybrid work models, business systems and cross-border vendor relationships to ensure immigration is fit for purpose in the post-pandemic world.
Welcome to Global Mobility Intersectionality.
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The virtual global workforce is the evolution of multiple workforce and workplace developments, which in the past would have been stand-alone trends, but because of COVID-19 have been fast-tracked and morphed into a reimagined way of working globally.
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The Australian Government announced reforms to the Business Innovation and Investment Program (BIIP), which it states will see an improvement to the quality of investments and maximise the economic benefits for Australia. Based on the information which has been released, we are concerned that the changes have reduced the attractiveness of Australia’s investor immigration program compared to our major global competitors.
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The 2021 Federal Budget in Australia includes a pitch to overhaul the taxation and regulatory framework to attract skilled global talent.
At a time when there is political and social unrest in key talent hubs such as Hong Kong, coupled with moves to increase business taxes in the United Kingdom and the United States, the Australian Government is seeking to attract its unfair share of global talent to help repair and build the local economy.
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If Australia is to realise its opportunity to be a global talent hub for the Asia Pacific Region, business leaders will need to be aware of the trends shaping the future of work in the post-COVID workplace. This insightful webinar provides business and mobility leaders with a roadmap to position for business success.
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If, 10 years ago, you had asked somebody from the Asia Pacific, Europe, or the UK which foreign country they would most like to move to for work, there’s a good chance that each person would have offered the same answer – the United States of America. A recent report co-authored by Boston Consulting Group and The Network has turned this notion on its head. The COVID-19 pandemic has fundamentally shifted views on desirable work locations.
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The opening of international borders over the next 12 months will see an evolution of the global mobility operating environment. The sudden and dramatic shift to digital has created a looming challenge for the complex and fast evolving needs of businesses operating globally and who need to manage a global workforce.
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