Gender Equality in Expat Assignments
As International
Women’s Day is on Thursday 8th March and this blog is for Expat
Accompanying Partners (both male and female!), it seems an opportune time to
look at gender equality in expat assignments, as well as the progress that still
needs to be made.
For those
males who followed their partner abroad, a special thought to them for
supporting their partners career.
Women make up half the world’s population, however, they
are still highly underrepresented in expatriate assignments as well as in in
top level executive positions.
Over recent
years there has been an increase in women sent abroad, yet women still make up
a small percentage of the expat workforce. According to different survey’s,
this figure can range from 14% to 20% and 25% if one considers the number of
self-initiated expatriate women.
In our global world, possessing an overseas experience
is of growing importance for top level positions in companies with an
international focus. If women are already underrepresented in expat
assignments, then there are few women “ticking the box” for international work experience.
This means women are missing out on a valuable experience for future career
development.
Research has
shown that the small number of females sent on expatriate assignments may be
explained by unconscious biases and stereotyping of women. Biases such as, not
seeing a woman in the role, difficultly of her managing a work/life balance,
male dominated sectors and women would not want the role.
It is not
just men who have unconscious biases towards women, women can also have
unconscious bias towards themselves. If women have not historically held a
certain function, then without a female role model, women may unconsciously
feel that this is a male dominated function and/or sector. This can dissuade women
from applying.
Progress
needs to be made to encourage and consider more women for expat assignments.
Several studies have shown that women are as open as men to these assignments
and are as successful. It is also important for women who want an overseas
experience to voice their motivation and to be heard.
Consideration
and selection of candidates for expatriation should be based on motivation and
criteria to effectively fulfill the job requirements, and not on gender
stereotyping.
Women who
have had an expatriate experience (working or as a non-working Accompanying
Partner) can act as role models and be a positive example for women considering
an overseas experience. Their return on experience can help others.
Living and
working abroad comes with its challenges. However, the skills acquired such as
managing local teams, intercultural negotiation, problem solving, and
creativity are critical skills necessary for tomorrow’s business leaders.
Photo: Pexels