International Mobility

Development of ASTS’s global integration requires staff to live new relationships, which rapidly exit their previous geographical and cultural ambiance.
Their willingness to travel must therefore be different and certainly greater and presupposes a propensity to experience short- and long-term mobility at home and abroad, with renewed motivation. The significant phenomenon of the expat,  i.e. those with long-term foreign contracts, was as follows at the end of 2010: there were 95 employees in this group (of which 75% involved in direct activities or projects) from six home companies in 19 countries.
To govern this process cost-effi ciently, the following supporting actions were taken:

  • issuance of a global international mobility policy to standardise common practice for non-local staff management;
  • establishment of a global integrated team;
  • creation of a specifi c area in the Group’s intranet to provide news on tools and practices or corporate policies and information on countries in which ASTS operates;
  • development of integrated activity with H&S and Security;
  • constant involvement of the Board in accounting and tax matters;
  • creation of a pool of providers of specialist services (tax advice, insurance, relocation, immigration/emigration and security).