Team Spotlight: Maru Machado

The pharmaceutical industry is operating under extraordinary and accelerating pressure. Patent cliffs heightened regulatory scrutiny, geopolitical instability, pricing constraints, and an increasingly complex global R&D and manufacturing footprint are pushing organizations to do more—faster, with fewer resources, and under intense public and stakeholder scrutiny. At the same time, demand for specialized talent has never been higher.  Unlike extractive or capital‑intensive industries such as oil and gas, pharma cannot rely on large financial incentives to drive international mobility. Scientific, regulatory, medical affairs, and quality expertise are scarce globally—yet many of the very professionals pharma needs most are reluctant to relocate. Dual‑career households, two‑income families, caregiving responsibilities, and reduced appetite for long assignments mean traditional mobility levers are no longer sufficient. In this context, Global Mobility (GM) is no longer just an enabler of relocation—it must become a strategic talent catalyst.

Whether driven by mergers, digital transformation, geopolitical shifts, or evolving market demands, change affects every corner of a global organization. And without the right support, teams can suffer, along with morale and alignment. Profit losses, decreased productivity, attrition and reputational damage are very real risks, and often signs that an organization’s change strategy failed to account for cultural context—both the organization’s internal culture and the cultural identities of its employees. Change is universal, but how we deal with it is deeply cultural. Even the most well-designed initiative can falter if it overlooks one critical factor: how people experience change. In global teams, that experience isn’t just shaped by roles, responsibilities, and team dynamics. It’s also shaped by the cultural norms, values, and perspectives each person brings to the workplace. And when leaders assume their teams will respond to change the same way they do, communications and processes can quietly unravel—sometimes under the radar and long before the negative impacts are fully recognized. To lead and address change effectively, business leaders need to understand the cultural lenses that shape how change is perceived, processed, and embraced (or rejected).

This blog post offers a glimpse into the exclusive content available to members of the NetExpat Community —designed specifically for the partners and spouses of transferees. From curated resources to peer-driven insights, this sample reflects the kind of meaningful support that helps partners/spouses feel seen, connected, and empowered.

Meet Pawl Mika, a globally minded leader at NetExpat whose international career and personal relocation experience shape his people-first approach to global mobility, client success, and team collaboration.

Navigating ambiguity in the automotive industry requires more than technical expertise. Discover how intercultural capability helps global teams improve communication, align priorities, and stay competitive under pressure.

Gabi brings a thoughtful, human‑centered approach to her work at NetExpat, shaped by a background in intercultural communication and international collaboration. With a strong belief that cultural competence is built through awareness, adaptability, and reflection, she designs practical, evidence‑based learning experiences that help people navigate complexity with confidence. Passionate about how adults learn and change, Gabi is motivated by creating solutions that make a real difference in how individuals and organisations work, connect, and thrive across cultures.

Duty of care has long been central to global mobility—but its scope is widening. As organizations face new workforce expectations, diverse family profiles, and increasingly global teams, the question becomes: What does meaningful care look like today?

In a recent conversation with NetExpat, Mark Vaughan, Head of Global Mobility Policy at Maersk, offered a candid look at what it takes to modernize mobility policies in a way that is practical, inclusive, and aligned with today’s workforce realities.

Sam combines a bilingual, multicultural upbringing with deep global mobility experience. Born in Belgium to a British father and Belgian mother, she began her career in education—later moving into consultancy and, in 2003, into international mobility. At NetExpat since 2009, Sam blends operational excellence with advisory insight, working directly with clients and assignees to design people‑centered solutions. She thrives on building trusted relationships across cultures and supporting family wellbeing, partner careers, and sustainable assignments. Her practical, empathetic approach turns complex mobility challenges into positive outcomes for organizations and the people they move.