Young professional considering an expat assignment.
Photo by Gustavo Fring from Pexels
March 8th marked International Women’s Day 2021, a day when we, as women, should have celebrated our achievements and brought visibility to the inequalities that still exist. As I reflect on that day and my own life, #ChooseToChallenge is such a fitting theme for so many reasons, including one area that is close to me, multicultural expat assignments.
A successful overseas work experience can accelerate your career advancement. In Topia’s Adapt or Lose the War for Talent Report, results revealed that 57% of employees agree that international experiences are critical to career growth and mobility, especially for senior roles. And while this is promising news in itself, the presence of women on the expat circuit is low.
According to Mercer’s Worldwide Survey of International Assignment Policies and Practices, females represent 20% of international assignments. This number is up compared to 14% in 2017 and 11% in 2015. Even though progress is being made on the number of expat assignments going to women, growth is too slow.
This is where this year’s International Women’s Day theme comes into play. We need to choose to challenge our HR, Training and Development, and Workforce Mobility experts, and, above all, ourselves to develop and demand expat programs that are more inclusive so that more women can take advantage of these opportunities.
As a female working abroad, here are my suggestions for making expat assignments more accessible to women.
Flexible Programs
It’s not enough to offer long or short-term programs. Get creative. Customize expat assignments for women based on the woman’s needs and/or circumstances – single, care taker, single parent, or married with family. Break up the assignment into modules where the female expat alternates modules between the host and home country. On longer term assignments, schedule periodic travel back to the home office to review progress, and allow the expat to get face time with colleagues and management, and to take care of personal business. If the pandemic has taught us anything, it is that we are more than capable of working remotely. Incorporating remote work options into your expat program will allow candidates to take baby steps toward work abroad. It will also open the doors to more female candidates that may have ruled out an assignment due to personal obligations or fear of making the move.
Assimilation and Support
On top of relocation, if the female expat is not traveling alone, she may need help with navigating school systems, child care or a traveling spouse. It is not enough that the expat settles in, the entire family needs to find its place on an overseas move. Knowing that support exists for the entire family will help alleviate the fear of going abroad. In the case that family members decide to remain at home, break up the assignment. Allow the female expat to travel back and forth from the host and home country. Lastly, having a point of contact on the ground throughout the assignment will be critical for a successful expat assignment.
Defined Start and Finish Dates
Almost everything in life has a start and a finish date. Expat assignments should too. Be clear on milestones and deliverables, but most importantly be transparent about what comes next. The expat shouldn’t fall off the grid. What are the female expat’s options at the end of her assignment – return home, stay or go to a new location? Knowing that opportunities will be available after the assignment will make the experience that much more attractive.
Mentors and Sponsors
Working abroad is a big decision and shouldn’t be taken lightly. Female mentors with expat experience can help prepare future expats for what they will face throughout their time abroad – differences in culture, fitting in and creating a network, unconscious biases, sentiment toward the home office or country, healthcare, finances and taxes, hidden costs, etc. An in-country sponsor is a must. I can speak from experience about life without one. Just on the work front alone, the experience might be 100% different than what you expected. A sponsor can provide tips on business etiquette, office culture, labor laws, etc. For life outside the office, a sponsor can introduce you to new experiences and help you build a personal network. This is just as important as success on the job.
Clear Outcomes and Next Steps
Many expats will end up returning home, but some may stay or move onto a new location. All assignments should have clear, quantifiable metrics with periodic reviews. There should also be a mechanism for feedback. Before heading overseas, the expat should know her next steps or career choices upon completion of the assignment.
Make Expat Assignments for Women a Reality
It has always been my belief that you get the best out of your employees when you respect, appreciate and reward them, and are transparent. These behaviors will drive loyalty and will attract top talent. In these days, everyone has gotten on the inclusion and diversity bandwagon, some mean it and others are just paying lip service. As women, let’s make a conscious choice to challenge convention and develop programs that are inclusive of women’s needs.
