Mobility is changing. It’s not just about moving talent from one place to another anymore. There’s a major shift underway, with environmental, social, and governance (ESG) standards now carving out a distinct influence on how companies structure their global mobility requests for proposals (RFPs). This is not just a passing trend; it’s reshaping how businesses think about expansion, reputation, and, very directly, people.
As the ‘Bridging the Gap’ ESG report highlights, ESG and Talent Mobility RFPs are becoming closely intertwined. Companies must understand how these changes sway policies, processes, and even values within their institutions. In this article, we’ll look at why ESG belongs in the heart of modern mobility planning, draw out the key findings from the report, and share how organizations like EWS Limited are helping clients navigate these evolving requirements.
Environmental, social, and governance issues were, for a long time, secondary matters—often addressed in mission statements or annual reports and rarely in the operational details of talent movement. But now? They’re front and center.
According to research among executives, 87% believe that a strong commitment to ESG matters improves reputation while making the company more attractive to talent. It’s not only about public image; it’s about building teams that are, in a sense, future-proof. Investors, customers, and especially employees want to see real action.
ESG is no longer a checkbox. It’s an expectation.
In the context of talent mobility, this expectation means embedding ESG requirements into every RFP. Whether a company is relocating a high-level executive, forming a new branch abroad, or integrating a remote workforce, the move must reflect sustainable and ethical business practices. RFPs increasingly demand suppliers to disclose not just what they can deliver operationally, but also how they live up to ESG values. And this shift is becoming visible in RFP templates, scoring models, and, of course, final decisions.
Data paints a revealing picture. The interest in ESG is not isolated to leadership circles but is reflected more broadly across the workforce landscape. If there was ever a question of whether ESG mattered to people, these numbers answer it.
This shows that ESG and Talent Mobility RFPs go hand in hand for companies aiming to remain competitive in securing and retaining talent.
Bridging the gap: what the report points outThe ‘Bridging the Gap’ ESG report stresses a growing “expectations gap” between what employees demand and what employers currently provide in their mobility programs. The report identifies several trends where this gap is most visible:
People want to work for companies where their values are reflected in actual programs. The report makes it clear: adopting ESG principles is more than good PR—it’s about shaping policies that tangibly affect how, and where, work happens.
The future of mobility will belong to the ethical, the accountable, and the transparent.
If you compare RFPs issued today to those from just a few years ago, you’ll notice key additions. The templates are evolving, both in their structure and in the weight given to ESG measures. Organizations aren’t just “asking” about ESG—they’re setting requirements.
Sometimes, weighting these responses accounts for 30% or more of the RFP’s total evaluation. Anecdotally, those failing to present credible ESG plans may not even progress to the next stage of selection.
All of this creates a very real learning curve. Teams must be ready to assess not only cost and operational efficiency but also true, lived evidence of sustainability, inclusivity, and ethical process from potential providers. There’s some push and pull in response, especially for organizations that have never really seen ESG as more than an annual report item before.
And yet, this pressure is opening up new partnerships. Companies like EWS Limited find themselves not just connecting the dots for business growth, but also guiding clients on how to document, measure, and present their ESG achievements—directly in response to RFP clauses. For a detailed view on this evolving strategic function, you can read more about the strategic importance of global mobility and how it supports company growth.
The ‘Bridging the Gap’ ESG report is filled with stories (sometimes subtle, sometimes pronounced) about how organizations are actively reshaping their global mobility approach to ESG. Let’s look at a few types you might come across:
These aren’t marketing statements. They shape actual relocation experiences, vendor relations, and even influence how employees perform once they’ve moved.
Current trends from the ‘bridging the gap’ esg reportThe report spotlights several trends now shaping the future of ESG and Talent Mobility RFPs. Some are new; others have been simmering for years and are now boiling over:
These points clarify why companies, especially those scaling quickly or operating across borders, turn to partners like EWS Limited for both compliance and ongoing ESG innovation. For insights on how global assignments present distinct compliance and structural challenges, see this article on navigating global assignments.
These vignettes echo a powerful shift: the companies winning business are the ones who can show, with data and transparency, that their mobility solutions genuinely support ESG outcomes.
So what does all of this mean for the people who make up your teams, and the leaders managing mobility? For many, it means a different level of accountability and even a change in the way success is measured.
Mobility now means movement—with meaning and responsibility.
Challenges that still remainIt’s not all smooth. Some organizations, especially those with legacy mobility programs, feel the pressure of catching up. There are often data gaps, incomplete tracking systems, and cultural resistance to rapid change. Conflicting regulations across territories can also muddy the waters of ESG consistency.
Sometimes, the challenge is as simple as “where do we begin?” Senior leaders know what’s expected, but there’s hesitancy about how to actually measure or communicate progress. Here, companies benefit from clearly defined compliance checklists—like those offered by EWS Limited for international hiring, which help make ESG obligations concrete. For a full list of such checklists and statutory guidance, take a look at this compliance checklist for international hiring.
As ESG gains prominence in talent mobility RFPs, there’s another dimension to the story: emotional outcomes. When assignment programs are built with clear attention to fairness, inclusion, and sustainability, employees feel more connected and valued. Sometimes that’s tough to measure, but it can be felt in surveys, engagement, and even anecdotal support from relocated workers.
Resources like articles on the emotional journey of relocation speak to the importance of supporting the whole individual—not just the relocated “role.” When teams feel understood and heard, trust grows. This is as much a part of ESG as any carbon offset tally.
Values in action speak louder than HR slogans.
Suggested resources and further readingFor those looking to deepen their understanding, several resources stand out:
The integration of ESG in talent mobility RFPs is still a moving target—sometimes smooth, sometimes full of hesitations. But the goal is clear: as mobility expands across borders, so must a commitment to transparency, sustainability, and human-centered growth. The days of treating ESG as a “soft” topic are over.
Organizations that match their mobility ambitions to their ESG values will find better partners, stronger teams, and reputation gains that can’t be bought with simple marketing. At EWS Limited, we see firsthand the advantages that come with proactive adaptation—helping companies answer not just what they do for talent, but how they do it, and, perhaps more meaningfully, why.
To learn how company-wide ESG integration can help power your talent mobility decisions, or to see detailed breakdowns of RFP best practices, contact EWS Limited today. It’s time to make global moves for a sustainable tomorrow.
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