Mobility key differentiator in global talent strategy, 81% Indian employees find it to be career-transforming, EY report

• Evolved mobility programs are 3.7x more effective at addressing talent shortages globally
• 72% of Indian employers use Generative AI to identify skill gaps and enhance mobility strategies

21 July 2025, New Delhi / Mumbai: Employee mobility is becoming a critical part of talent strategy as companies look for new ways to close skill gaps and build future-ready teams, according to the EY 2025 Mobility Reimagined Survey released recently. The report findings underscore the pivotal role of mobility in driving organizational growth and enhancing talent retention among Indian workforces, with an impressive 81% of Indian employees indicating that mobility assignments can be transformative to their careers. 

The survey canvassed the views of 1,074 mobility professionals across 22 countries revealing significant differences in how leading organizations address talent gaps and GenAI implementation compared with those that are struggling. 

Looking ahead to 2025, the primary focus for Indian employers will be to better integrate their talent strategy with their mobility programs, closely followed by leveraging mobility to attract, retain, and develop talent while enhancing the overall employee experience. Among key incentives, 62% of Indian employees ranked ‘skill development’ as the top motivator for pursuing a mobility experience, followed by 44% who cited a competitive financial package as the primary driver. From the employers’ perspective, the top benefit from global mobility is being able to address skills gaps and add value to the organisation. 47% Indian employers think that high performance/future leader programs have the most impact on employee’s growth. 

Sonu Iyer, Partner and National Leader, People Advisory Services Tax, EY India, commented: “The future of work demands that mobility evolves from a transactional process into a strategic driver of organizational agility and employee empowerment. As talent expectations shift, companies must rethink how they design mobility experiences—prioritizing flexibility, personalization, and continuous development. Mobility is no longer just about filling roles; it’s about unlocking potential, fostering innovation, and building resilient, future-ready organizations that can thrive amid uncertainty and rapid change.”

GenAI shaping the future of mobility

The report reveals that Indian organizations are moving towards adoption of Generative AI (GenAI) to streamline mobility programs and enhance the employee experience. 72% of employers said GenAI plays a role in bridging talent gaps by identifying skill shortages across countries. However, challenges remain — 25% of organizations point to data security concerns and limited in-house AI expertise as key barriers to wider adoption. Despite these hurdles, organizations are already seeing tangible benefits from integrating GenAI into their mobility strategies.

Indian talent prioritizes flexibility even as they seek mobility opportunities

The survey highlights a clear trend: Indian professionals strongly associate international mobility with career growth, but their expectations around flexibility are higher than ever. 70% of Indian employees ranked flexibility as a top priority in their mobility experience. They also seek greater customization in areas such as housing, health insurance, and relocation — signalling a shift in employee expectations.

Interestingly, 50% of respondents expressed a willingness to consider virtual assignments as a form of mobility in the future. Currently, 59% of Indian organizations offer flexibility in their international mobility programs through multiple policy options based on specific criteria.

“Global mobility is fast becoming a strategic lever to future-proof organizations. It’s not just about moving talent, it’s about transforming how businesses respond to skills disruption, access diverse capabilities, and build competitive advantage in a dynamic global landscape,” said Amarpal Chadha, Partner and India Mobility Leader, People Advisory Services Tax, EY India.

Winning the mobility game: A two-pronged approach

To attract top talent in today’s competitive market, organizations must design compelling mobility packages that balance attractive financial incentives with highly flexible program structures. While career development and skill-building remain important drivers, Indian employees think that higher compensation and financial gains is the topmost factor (44% of respondents) driving life-changing international assignments for employees. This highlights the need for organizations to go beyond compensation and focus on enhancing the overall employee experience. Comprehensive support addressing flexibility, well-being, and career development throughout the entire mobility lifecycle is essential.

Globally, evolved mobility functions drive superior business outcomes

At a global level, compared to effective mobility programs, evolved mobility programs are 3.7 times more likely to help organizations address talent shortages in the medium term (3–5 years). Evolved mobility functions are also more adept at tracking performance ratings (68%), revenue impact (63%), promotion rates post-assignment (59%), and speed to fill vacancies (53%).

Seeking twice as many cost-reduction measures as their counterparts, evolved mobility functions have twice the number of fully automated and outsourced processes. This strategic approach underscores a commitment to enhancing efficiency and maximizing value in an increasingly challenging economic environment.