As the workforce becomes more diverse, so will the needs and preferences of business travellers. To ensure that all employees feel supported and included, travel managers must rethink and adapt their travel programmes to better reflect and respect this growing diversity in the workplace.
This approach not only fosters inclusivity but also addresses the unique requirements of business travellers from various backgrounds and health conditions, according to experts speaking at IT&CM Asia’s Corporate Travel Exchange session on Making Travel Policies More Inclusive.
Suriyaporn Tatirat, country director for Thailand at American Express Global Business Travel, emphasised that inclusive travel policies must account for employees with special needs, while also considering the safety and security concerns of solo female travellers and LGBTQ+ employees traveling abroad.
She highlighted that some multinational companies have implemented Employee Assistance Programmes as part of their duty of care. These programmes not only provide employees with direct access to call centres for support during medical emergencies but also to address mental health issues, both in the office and while on business trips.
Jamon Ngoencharee, medical director for Thailand and Laos at International SOS, echoed the importance of recognising mental health as a critical component of business travel support.
He noted that most travel insurance policies do not cover mental health issues, despite the fact that business travel can often exacerbate such concerns. This is especially true in the wake of the stress and isolation caused by the Covid-19 lockdowns and the challenges of navigating cultural differences in foreign countries.
He said companies should provide round-the-clock access to counselling and medical services for their traveling employees as part of their duty of care, which can ultimately safeguard employee well-being and improve job satisfaction and retention.
Catty Yun, founder and chairman of Sourcing China, shared that multinational companies based in the US with offices in China could foster greater inclusivity by offering corporate travel booking tools and services in Chinese, alongside English. Providing Chinese-language call centre support and resources ensures that non-English-speaking Chinese employees have equal access to essential services, promoting a more inclusive and supportive work environment.
The session was moderated by Aneesh Batra, head of customer success – India & SEA, SAP Concur.
Kapek has spent nearly 20 years in leadership roles within the group, managing hotels and resorts across multiple destinations. He was most recently vice president operations at Shangri-La’s China World Trade Center hotels.
