Tag Archives: Gender Roles

“We need to take a stance and stand up for minority and female talent now.”  @angieweinberger

Are you a Senior Manager or a Global Mobility Professional, perhaps the Manager of the Global Mobility Program in your company?

How many times have you had the realization that your Global Mobility Program is not diverse enough? Are you concretely working to achieve your company’s Diversity and Inclusion (D&I) goals and do you foster more inclusion within your team?

Let’s see together how you can actively help to fill the current gap in diversity seen across organizations. 

What is a “diverse and inclusive organization”? 

An organization is diverse when it encompasses all aspects of the employees from age, gender, ethnicity, sexual orientation, family status, and background. However, an organization is also inclusive when minority groups participate in the decision-making process and contribute to breaking the career glass ceiling. Besides being meaningless, diversity without inclusion does not drive team performance either (Czerny and Steinkellner, 2009). To quote the Prime Minister of Canada Justin Trudeau, “inclusive diversity is a strength.”

Why do we need more minority and female talent in Global Mobility?

A KPMG survey highlighted that the majority of Global Mobility Programs do not have specific Diversity and Inclusion objectives as part of their department’s strategy. But why is that? 

According to 59% of the respondents, the reason is that candidates for international assignments are chosen by the business unit and not Global Mobility. This is true, however, why should you not encourage the business line to include more minority and female talent in their selection. Should your role not be to challenge the business when they always promote and select the same kind of talent?

Another 31% consider the movement of people to new countries and cultures as diverse and inclusive by its very nature and do not think that further D&I goals are needed. We think this is too short-sighted and a biased view of the world. Diversity and Inclusion at this stage need to be more than affirmative action. We need to actively push to integrate more minority and female talent into our expat populations. 

What you consider a minority will depend strongly on your home base country, usually the country where your HQ is based. However, I strongly recommend that you consider more second-generation immigrants, People of Color and refugees.

Only 41% of the respondents say they have D&I objectives as part of their Global Mobility department strategy.

You certainly have acknowledged that meeting these goals is not easy. Here are the common challenges faced by most Global Mobility Programs.

1 – There’s a data gap on most aspects of diversity 

Apart from gender and gender identity, there is a  scarcity of mobility-related data on most demographics (KPMG, 2018a). This makes it difficult for Global Mobility Teams to identify problem areas and solutions related not only to religion, ethnicity, and disability status but also to educational, professional, and socio-economic backgrounds. 

2 – There are still too many biases and stereotypes

As you can easily guess, this issue particularly affects how women are represented within the international mobile population. Currently, women only make up from 20% to 25% of it (PwC, 2016; MacLachlan, 2018), which shows how much more work is needed to fill the gap. 

The good news is that 88% of the women (PwC, 2016) feel that they need international experience to advance in their careers. The bad news is that there is a strong perception that women with children don’t want to work abroad. To make it worse, traditional mindsets still typically associate men with international assignments. 

Interestingly, however, the data doesn’t say the same. 66% of women would be happy to work abroad at any stage of their career (vs 60% for men), and only 17% of women cited the well-being and education of their children as a concern preventing them from embarking on an international assignment (vs 22% of men).

How many times have you consciously or unconsciously assumed that someone would not be able to perform their jobs effectively due to the situation in host locations? Or that they simply would not want to go on assignment due to family constraints, for example? Before assuming, just ask. 

3 – There’s a lack of transparency over who is assigned and why

Let’s look at gender again. Data speaks loud and clear, and it’s worrying. 

According to 42% of women (PwC, 2016), organizations don’t have a clear view of employees who would be willing to be internationally mobile. This means that you may be choosing from a narrower pool than necessary. 

What’s more, only 13% of women who have been on assignment said that their employer has a program that positions Global Mobility as a core part of an employee’s career plan. 

4 – There’s a lack of flexibility in assignment choices 

You might not know that shorter and more flexible short-term assignments are notably more popular among women than men (PwC, 2016). In particular, women tend to give favorable consideration to frequent business travel based in their home country, fly-in/fly-out commuter assignments, short (6-12 months), and very short-term assignments (less than 6 months). If you expand the list of available options, you can match a wide variety of business demands. 

5 – There’s a lack of diversity among the pool of candidates 

In traditionally male-dominated types of work, such as construction and mining, casting a wider demographic net may be impossible. Likewise, some candidates may not go after mobility opportunities because they feel they are out of place. This explains why, for example, women, older workers, and people with disabilities may not raise their hands for relocations to oil rigs or construction sites. At the same time, minority groups may feel discouraged because they lack role models.

6  – There are barriers posed by external factors 

The definition of family has expanded to include same-sex couples for most mobility teams — rising from 17% in 1999 to 70% currently (KPMG, 2018a). However,  attitudes and laws in many countries have not kept pace. A majority of countries don’t allow same-sex marriage, and homosexual acts are illegal in at least 69 countries. According to the Human Rights Campaign Foundation (2021), there are still 7 countries where there is the death penalty for same-sex sexual conduct. 

How can you benefit from being more inclusive?

Even though it may seem that the global business case for boosting Diversity and Inclusion is clear, the reality is still shockingly stuck in the last century. I even observe that we have gone back three steps in supporting minority and female talent over the last 25 years.

In my view, if you want to expand your global competitiveness, you need to be a pioneer of equal opportunities, promote acceptance and understanding, and highlight the value of each of your employees. You need more than unconscious bias training for managers. You need to establish facts. And facts are only established with data.

1 – You tap into a bigger pool of resources

Establish concrete goals for sending minority and female talent and persistently work towards achieving them. You will then automatically broaden the pool of talent from which the mobile population is drawn. This way, you will also help ensure that the executive pipeline reflects your customer base, developing a more diverse group of future leaders. Report the data regularly to your Senior Management. Without data, nothing will change.

2 – You control costs better

One of the main mobility cost drivers is not related to pay packages and policies as such but to the fact that companies often have a limited choice of candidates for assignments. A broader talent pool facilitates assignment success and indirectly helps control costs better. You depend less on only one candidate and can negotiate better packages if you have a broader pool. You probably also have better candidates if you have more than one in the pipeline.

3 – You improve your brand and reputation as an employer of choice

Having international experience is nowadays a precondition to reach top managerial levels within many multinational companies. Employees develop essential skills and build a network that boosts their careers immensely. It’s therefore important that you promote mobility as part of your talent brand. If you do that, you will also be advantaged when competing for minority and female talent. In your reviews and competition for being an “Employer of Choice”, offering international opportunities to minority and female talent will put you ahead of the competition.

Resources 

https://www-srf-ch.cdn.ampproject.org/c/s/www.srf.ch/article/18661443/amp

Murchie, F. (2020). Women on the front line. Relocate Global, Summer Issue 2020, p.13 https://content.yudu.com/web/fiqy/0A3p9yp/Summer-2020/html/index.html?page=12&origin=reader

https://attitude.co.uk/article/meet-the-head-of-the-united-nations-lgbtq-staff-network/23388/?fbclid=IwAR3iICb0qbAqf2lZWoerrUxYTkKIIgBrd7qBs3EWtgReDadvT54I9BoEDi0

https://www.vox.com/policy-and-politics/2020/5/18/21260209/facebook-sheryl-sandberg-interview-lean-in-women-coronavirus

https://www.theatlantic.com/business/archive/2020/06/three-degrees-racism-america/613333/

 ​https://www.bbc.com/worklife/article/20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder 

https://www.fidi.org/blog/expats-with-disabilities?utm_source=linkedin&utm_medium=socialseeder&utm_campaign=2020+07+%2F+01+-+Expats+with+disabilities%3A+why+the+lack+of+accessibility+is+holding+us+all+back

References 

Czerny, E. J. & Steinkellner, P. S. (2009). Diversität als Basis erfolgreicher Teams. Eine ressourcenorientierte Betrachtung. Unpublished Working Paper, Vienna: PEF Privatuniversität für Management.  

Human Rights Campaign Foundation. (2019, Sep. 23). World Report 2019: Human Rights Watch Country Profiles: Sexual Orientation and Gender Identity. Human Rights Watch. Retrieved June 18, 2020, from https://www.hrw.org/video-photos/interactive/2019/02/28/human-rights-watch-country-profiles-sexual-orientation-and

Human Rights Campaign Foundation. (2021, April. 23). World Report 2021: Human Rights Watch Country Profiles: Sexual Orientation and Gender Identity. Human Rights Watch. Retrieved June 04, 2021, from
https://www.hrw.org/video-photos/interactive/2021/04/23/country-profiles-sexual-orientation-and-gender-identity 

KPMG. (2018a). Inclusion and Diversity: How Global Mobility can help move the Needle. KPMG. Retrieved May 13, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle-FINAL.pdf

KPMG. (2018b). Inclusion and Diversity in Global Mobility. KPMG. Retrieved May 13, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle.pdf

Maclachlan, M. (2018; Mar.). Why Female Talent Are the Future of Global Mobility. Learnlight. Retrieved June 18, 2020, from https://insights.learnlight.com/en/articles/female-talent-future-global-mobility/PwC. (2016). Women of the world: Aligning gender diversity and international mobility in financial services. PwC. https://www.pwc.com/gx/en/industries/financial-services/assets/women-of-the-world.pdf

Guest Blog by Morgane A. Ghilardi

So, I was an 18-year-old BA student, had just gotten both my first apartment – a tiny studio in a slightly scary neighborhood –, and my first real, paid job – with a slightly scarier boss. Life had suddenly gotten very serious; being fiscally responsible and self-sufficient was no longer reserved to adults.

It took me a while to adjust to the situation, as the reality of being in charge of prp_working-mom-300x300.jpgutting food on the table, paying rent, and what seemed like an unreasonable amount of bills – don’t even get me started on Billag – was completely overwhelming. Nonetheless, I remember thinking to myself that I was the third generation in a family of strong women who have always been in charge of providing not only for themselves, but also for their families.

Although that thought is a comforting reminder of the determination and strong desire for independence that runs in the family, it has also been a source of anxiety. My great-grandmother and grandmother left France to live and work in Switzerland, while my mother was born in Zurich in the 1960s. In spite of speaking two of the national languages, all of them faced adversity for being foreigners.

And of course, they all experienced a Switzerland in which women were still expected to adhere to traditional gender roles, even after being granted the right to vote and access to the political sphere on a federal level in 1971. All of them had to work hard with less (if any) chances of promotion and lower wages than their male equals, while also providing for the family.

Husbands and fathers were not a constant in that equation – though not always by choice –, which is why I always saw these women’s autonomy as an extraordinary achievement considering the context of Swiss culture. However, I am also very aware that life has been neither easy nor fair to them. How does my life compare to that?

Now 24 years old and nearing an MA degree in English and Gender Studies, I recognize both my privileged position and the challenges ahead. While I am grateful for the education and professional opportunities I’ve had so far, I still see that these are strange times for working men and women in Switzerland.

Gender roles, which are deeply connected to economic and social structures, are still being negotiated and tested; we experience that in everyday life. Stay-at-home and part-time working dads and husbands are not an accepted norm yet. In the media, we witness a discomfort towards women’s claim for equal opportunities, as it is spun into some kind of epic battle of the sexes or an attempt to drown out the voices of men who also are struggling in this fast-changing society.

Looking at both women’s past and future as providers, it is obvious that we have been navigating uncharted waters, and that won’t change for some time. But if we just keep in mind that we have the right to ask for support and acceptance, that this is a path that we tread as a collective but also as individuals, we never need to feel like we have to apologize for being overwhelmed and apprehensive at times.

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Morgane A. Ghilardi, MA students at the University of Zurich & editor at Adwired AG 

Twitter: @MorganeGh

LinkedIn: Morgane A. Ghilardi