Author Archives: Angie Weinberger
Ilanz, Graubuenden, Switzerland

Have-Done-Diaries are a great tool to boost your productivity. It is the opposite of the To-Do-List and was promoted by my coach educator Boudewijn Vermeulen. Like me, Boudewijn used to work in a consultancy company, and he also coached a lot of lawyers. He knew about our ridiculous hours and how we were always trying to multitask to get more done in a shorter time frame, but you probably have experienced this situation yourself.

It’s 6.05 AM, and you are just getting out of the shower… Your hair is toweled up, and you light two candles. You get into your meditation pose and close your eyes. Then you realize that you have not set your alarm. So you get up and get your phone from the bathroom where you were reading an interesting article about the entrepreneur scene in Europe. Then you see that you have three new messages on WhatsApp…

At 8 AM, you realize that you’re late, and you hardly remember to take your train ticket, your badge, your purse and sunglasses, and whoosh – you’re out of the door. You remember the candles, open the door again, blow them out, and while you run to catch the train, you think: “Didn’t I plan to meditate?” Sounds familiar?

We have so many distractions nowadays (ugh! … I overcooked the pasta while writing this) that I often wonder how people get any work done. Have you ever caught yourself in the last 24 hours thinking, “What am I doing right now?”. We have programs and routines that do not seem to require the same brain activity as real challenges. 

Often we are just keeping busy, but our output is not that relevant.

I saw several people walking on their Sunday stroll the other day, and they all talked to someone on the phone via a headset. They did not just get a call. They planned to use their walking hour to speak to someone. I sometimes combine routine activities with other activities too. For example, I would watch a video or listen to a podcast while ironing. It works very well to combine such activities.

However, it does not help me to create. I prefer to mono-task and give my full attention to the task, even if it seems mundane. I want to give my brain time to reflect and digest the input, it receives during the week (and believe me, there’s a lot of input). My creative side suffers when I don’t give my brain time to digest, reflect and organize. 

Unfortunately, with Social Media, I have such a love-hate relationship that I really need to discipline myself to get off them.

If you constantly feel that you are not getting enough relevant work done, I urge you to try the Have-Done-Diary.

1) Write down how you spend your time by using a “Have-Done-Diary”

I find the easiest way to do this is by having a notebook (I mean, the old-school paper version) next to my laptop or computer, which only serves this purpose (and other creative ideas running through my head). You can add everything and anything you have done during that day, even this: “Sat down on a bench and enjoyed the sunshine on my face.”

If you want to improve your productivity you can also add the Pomodoro method to this productivity hack and write down what you worked on for each Pomodoro.

2) Join our RockMeRetreat

After the RockMeRetreat, you will apply practices such as the weekly reflection exercise. Invest only fifteen minutes per week, and you will be amazed at how much more you achieved than you thought possible. The thing is, if I don’t gently encourage you to do this, you’d rather spend those fifteen minutes watching cat videos. 

If you are feeling in a rat race or stuck in the same recurring story as if you are in “Groundhog Day”, you will profit from joining our RockMeRetreat.

Please share this post with all your lab rat and corporate clone friends. They will thank you for the productivity tips! Now, go get that notebook so you can start trying this method. 

Then call Angie to discuss your participation in the RockMeRetreat and TADAAA! Now you can write down “Had a talk with Angie about the RockMeRetreat and registered for the retreat in November – Sounds like this is going to be so fun AND useful”!! It’s that easy! 😉

This year we will offer the RockMeRetreat from 17 to 23 November 2022 again at Haus der Begegnung which belongs to the monastery in Ilanz. I hope you will join us there. The atmosphere in the mountains is rather stimulating and at the same time emanates peace.

I will be happy to set up a meeting with you to discuss your participation and goals for the RockMeRetreat.  

Kind regards,

Angie Weinberger

Back to School – Seven Virtues for Purpose, Performance, and Productivity

https://globalpeopletransitions.com/my-favourite-productivity-hacks-seven-tips-to-claim-back-your-diary/

Immersive Experience

Richard Harvell, a Bestselling Author and Publisher, and Diccon Bewes, the very famous author of “SwissWatching” and other books about living in Switzerland as a foreigner contacted us to announce this great pilot project they are conducting. They will hold an all-inclusive cultural integration retreat weekend in Bellinzona on 17-19 June and thought we might have the most suitable candidates to benefit from this exciting experience!

Cultural integration has been proven crucial to the success of an expat’s assignment, but it has often been overlooked. This kind of crash course (it’s not a course really, rather a touristy weekend where you also learn lots!) allows the participants to learn about their new setting in an informal and enjoyable way. This transition period (from the moment you decide to accept the assignment, to the preparation, to settling in your new place and job) is stressful enough; this weekend is designed to help you ease in and be ready to bounce back. Employers will also benefit from this retreat: having better integrated and less stressed employees prepared to become more efficient faster can only be positive. Switzerland has long struggled with this challenge, and Richard and Diccon are here to make change happen!

Registration is now open here.

Mountain View

As I have mentioned in this post, my mother could not find yeast during the early days of the pandemic. Her village in Southern Germany had a yeast shortage. We didn’t have a shortage of anything here in Zurich, neither toilet paper nor yeast, even though demand for both was higher than in “normal” times. My mother likes baking, but I felt she needed to bake even more during these times. 

I went to SPAR and bought five packets of dry yeast. The man at the post office laughed when I told him what was in the small parcel—my second delivery since the beginning of our lockdown. The price of the stamps was higher than the value of the goods, but hey, this was the only thing I could do for my family from here. I was so happy that I could help them with a small gesture. This year, I did not order anything online for Easter: I used my social media skills to locate the flower shop in my mother’s village, and we actually talked on the phone (I know, bizarre…). Once she understood my relationship with the village’s eldest woman (my grandma), I think she completely trusted me, and I trusted her. We agreed to her delivering flowers that I would pay via bank transfer. No credit card, no contract, just trust, and five minutes of small talk. She understood that this gesture was important to me. I only live about two hours away from my family, but I might as well live in Cochin or Costa Rica.

I’m an accidental “expat.” I didn’t really think of myself as an expat since I’ve lived the closest to home for the last 11 years. Coronavirus “expatriated” me. I’ve worked with expats most of my professional life, lived abroad, and been on international assignments. I’m an expert in Global Mobility, but it took a virus to make it hard to return to my passport country. 

I feel your pain and your stress. We are all experiencing varying levels of emotional and mental turmoil. There is no solution to the root causes of that anxiety, but we need to maintain our mental health like we do our physical. The World Health Organization, correctly anticipating that the longer the pandemic lasts, the more it would impact mental health, has spent the last couple of years publishing support and guides for people to follow. I have been following them, and they have proven helpful in centering me and giving me better control of my mental health.

Pause. Breathe. Reflect.

Take some slow breaths, inhaling through your nose, then slowly exhaling through your mouth. 

Slow breathing is one of the best ways to lower stress because it signals to your brain to relax your body.

Connect with others

Keep in regular contact with people close to you and talk to them. Talking to people you trust can help. Tell them how you are feeling and share any concerns, or discuss everyday things.

Keep to a healthy routine

The emphasis here is on both healthy and routine. That means not using alcohol and drugs to deal with fear, anxiety, boredom, and social isolation.

Instead, focus on establishing consistent sleeping patterns, maintaining personal hygiene, eating regularly and having healthy food, and improving time management to include exercise, work, and personal time.

One thing that works for me is to take regular breaks from on-screen activities and go offline.

Be kind to yourself and others

We are human and thus not immune to doubt and anxiety. Don’t expect too much of yourself on days that are more difficult than others. Instead, accept that some days, you may be more productive than others.

One way to practice self-kindness is to reduce how much you watch, read or listen to news that makes you feel anxious or distressed, especially news from your home country. Limit news to fixed times in the day and listen only to trusted sources. 

If you can help yourself and have the capacity for it, helping others can be good for you too. If you can, offer support to people in the expat community who may need it. Because as expats, we have learned to be resilient, we have survived previous crises, and we have managed to turn our lives around in the oddest situations. But now, we are not so sure anymore. When will this pandemic end? And how will we live when we get out of it? Which part of the world still feels safe? Will our children ever be able to catch up on the school lessons they have missed? 

I miss having offline workshops and what I love about this retreat is that we can be offline most of the time and connect with our inner creators again. We can work on our relationships with people who are important to us. We can build a community of people who help each other (irrespective of their cultural or religious background but based on shared values and deep love for people).

Like we need yeast to bake bread, we need energy and love to work and live with people around us. We might think that we can just stay at home and send our avatars to work, but who would we then be? 

We need to get dressed in nice clothes, have a commute to work and a distance between “work” and “leisure.” Otherwise, we lose our fire and inspiration, and lose touch with our inner creator. I look forward to hearing from you!

I wish all of us to support each other in communities, and I’m convinced that an OFFLINE RETREAT will most certainly create miracles despite the wonders of technology. Because of the travel situation and insecurities around the world, I have decided to offer the RockMeRetreat in Switzerland at the Ilanz monastery. I have been on a retreat there before, and it’s a humble, yet quiet and comfortable place, and the sisters are extremely warmhearted and welcoming, and the mountain view is just amazing.

We will offer the RockMeRetreat from 17 to 23 November 2022.

I hope you will join us in Ilanz. I will be happy to set up a meeting with you to discuss your participation. 

Richard Harvell, a Bestselling Author and Publisher and Diccon Bewes, also very famous author of “SwissWatching” and other books about living in Switzerland as a foreigner contacted us to announce this great pilot project they are conducting. They will hold an all-inclusive cultural integration retreat weekend in Bellinzona on 17-19 June and thought Global People Transitions might have exactly the right candidates to benefit from this exciting experience!

Cultural integration has been proven crucial to the success of an expat’s assignment, but it has often been overlooked. This kind of crash course (it’s not a course really, rather a touristy weekend where you also learn lots!) allows the participants to learn about their new setting in an informal and enjoyable way. This transition period (from the moment you decide to accept the assignment, to the preparation, to settling in your new place and job) is stressful enough; this weekend is designed to help you ease in and be ready to bounce back. Employers will also benefit from this retreat: having better integrated and less stressed employees, prepared to become more efficient faster can only be positive. Switzerland has long struggled with this challenge, and Richard and Diccon are here to make change happen!

Registration is now open here.

https://www.immerse-swiss.com/bellinzona

The Expert Guide to Your Life in Switzerland (trailer)

Resources and further readings

NewInZurich

Looking at the whole family in the expatriation process

Our epic blog posts

Global TV Talk Show with Ed Cohen:

Interview with Ed Cohen on Minority Expats

Guest Post by Nabeha Latif, Social Media Guru

About YouTube

If you’ve got all your social media covered, why leave out YouTube? If you haven’t gotten around to capitalising on the video platform’s huge audience, now is better than ever! When it comes to numbers, YouTube is hitting it out of the park! With around 500 hours worth of video content uploaded every minute no wonder it ranks No. 2 for global and domestic web traffic globally.

The current era of media consumption and content consumption, whether its education, entertainment or news updates, YouTube has a vast variety for it all. With the whole social trend gradually moving towards video based content on almost all platforms, YouTube is in the spotlight. Surely you’re familiar with the homepage for your own video consumption on the site, however there’s a lot more that goes into a video from the backend to market and get your content out to the right audience. Here’s all you need to know to get your business running on YouTube.

YouTube for business

Although you can view videos without having to sign in, but for uploading and interacting, as with any other site, you’ll need to sign-up/register your Company/Business to get started. Here’s the quick rundown of the process.

  • Sign-Up with your Business: If you use Gmail for your business email, you’ll use the same username and password for your YouTube account that you use for Gmail. Alternatively, you can create a new Google account that you use solely for YouTube business purposes.
  • Enter the Homepage: Here you can double check if you’re in the company account or your personal one.
  • Open your profile (click on the avatar): You’ll find this in the top right corner. It’s a small circle containing your picture, logo or a default letter.
  • Select your channel: Click your avatar and select the channel from the dropdown menu.
  • Select Business or Other name: You’ll need to select this option to get started with a business YouTube account. You can then enter your company’s name.
  • And click create: Done! That’s all you needed to do.

Once completed, head back to your homepage to get on with the setup. On the top left you’ll see three thin lines, which drop down a menu when clicked. This contains a host of options such as homepage, trending videos, your library and your subscriptions.

On the other side, on the top right, you have a lot more going on. You’ll see four buttons, a camera that lets you upload your next video, a set of mini squares that open up YouTube apps, a bubble shaped icon for messages and a bell icon for all your account notifications. The account photo or avatar as mentioned will guide you to your account information and settings.

Channel Customization

That’s all the basic setup you need to start pushing out videos, but not necessarily the best way it can be done! Make your channel, your very own by customising according to your brand theme to get the most out of your content and brand image.

Here are a few things you’ll need to shine the creative light on:

  • Channel Art: Channel art mainly refers to the top banner, similar to that of Facebook and Twitter. A solid place to add a quick tagline and logo for your brand. And on the topic of similarities between Facebook and Twitter, the YouTube icon is similar to that of a profile picture, so uploading your logo is the best bet!

    Here are the dimensions for both:
    Banner: 2560 x 1440 pixels (For mobile devices and a safer bet 1546 x 423 pixels)
    Icon: 800 x 800 pixels (displays as 98 x 98)
  • Business Info: It’s essential to share data about your business, its offerings, etc. You can do this in the About segment of your YouTube account while adding your website along with your company’s slogan.

Begin with your About segment’s channel description. Keep it short and sweet: You simply need a compact statement of purpose with all things considered three links and a minor source of inspiration. Then, at that point, look down to the “email for business requests” box and put the fitting email address there.

In the last segment, you can add anything links you need: your business website, your other online media pages, and some other web pages to which you need to coordinate your watchers. The more links you have, the higher your possibilities directing people to your business website and drawing in your YouTube watchers. The maximum is 30!

  • Channel Trailer: While optional, a channel trailer is a brief video that introduces viewers to the content they’ll find on your YouTube channel. It is an excellent customization option to increase YouTube viewer engagement. Once you add this trailer, it will appear on your account’s homepage when viewers visit, helping to reel them in and acquaint them with your brand.
  • Engaging with users

After all YouTube is a social platform so its best to keep updated on your content consumers, here are the options you can choose from:

  • Comments: You can boost your video’s engagement traffic by responding to users who comment on your videos.You can sort them by newest/oldest or most popular.
  • Likes: Optional to showcase on your channel, but a more public and passive form of response from the audience.
  • Subscriptions: To help get your content out to the users so they stay up to date. Every time you upload a new video, your subscribers receive a push notification. You should constantly encourage viewers to subscribe to your channel, as it improves your engagement traffic and increases the number of views.
  • Sharing: The site’s social widget allows users to share videos on other social media networks, such as Twitter, Facebook, Google Plus, Blogger, Reddit, Tumblr, Pinterest and LinkedIn.
  • Messages: Respond to your friends and queries, You can also share private videos and messages with friends and contacts on YouTube.
  • Playlists: You can organize related content together using the site’s playlist feature. This is another way to organize your own content on your channel and help users watch content of a similar type in an easy click.
  • Verification

Let your audience know your channel is the real deal from the sea of accounts and users. Much like other platforms, you’ll see a small checkbox, which indicates a verification badge next to the channel’s name. To apply for verification, your channel must have 100,000 subscribers. However contacting Google if you’re a business helps them verify its you before the milestone requirement.

Going Live!

All social platforms like Facebook and Instagram have the option to stream live content to talk to or just showcase a trailer for example. Similarly, YouTube works all the same. Your account does need to be verified for live videos on YouTube though.

Once your account is ready, then going live has 4 ways on YouTube.The first, which is the quickest, is the Stream Now option. The second is through the Events tab, which gives you more control, because you can preview your stream ahead of time. The third option is found on the site’s mobile app; if you use this, the stream will later be archived on your channel. Lastly, you can stream from your computer’s webcam. 

Trending Content/Videos

Certain content on the rise? Perhaps a new type of challenge, maybe even a meme or even a worldwide breaking news! So hop on the bandwagon to get your content out to popular searches being looked for globally. YouTube users are interacting with at very high rates. Often, these videos were uploaded within the last couple days. You can view the current trending videos under the Trending tab on the YouTube homepage even if you’re not logged in or don’t have an account.

For brands, the goal of creating trending content isn’t necessary. It could be a shoot-for-the-stars goal, because if one of your videos goes viral, it could end up on the trending page and thus create significant exposure for your company. Trending videos on YouTube are the videos currently getting the most engagement. Going viral is a nice goal, but not necessarily the ultimate marker of success, depending on your channel’s audience and tone.

Influencers/Youtubers

Famous people and channels which gain a substantial amount of traction and views with each upload, mostly and primarily found pushing video content out on the platform. With each market and genre, you’ll have a host of content creators for the big, the small and even very particular hybrid niches!

Many YouTubers have corporate sponsorships. These sponsors send YouTubers their products to mention or use in their videos. Often, YouTubers will verbally mention the sponsor company and how awesome its product is.

Connecting with influencers to establish partnership deals can elevate your brand on YouTube, helping you reach more viewers and legitimizing your channel.

Advertising

And now we come to a more direct form of content marketing, advertising your videos out to your desired audience to grab and hook them to your channel! Although most YouTubers and channels have gained success from the free atmosphere of the platform, companies and organizations can get their ads in! Since the site is based on video content, companies are encouraged to add a call-to-action link directing viewers to their website following the video.

There are 4 options when it comes to YouTube ads and placements:

  1. In-stream ads, which play before, during or after other videos which can be skipped after 5 seconds. You’ll be charged when 30 seconds of the video is watched.
  2. Discovery ads, which appear when a user is searching or browsing content on YouTube or across the web. This content has no limit! You’ll be charged based on clicks.
  3. Bumper ads are six seconds or less, and users can’t skip these. Ads like these can appear throughout the video. You’ll be charged for these ads based on cost per thousand impressions, or vCPM.
  4. Paid advertisements on YouTube can help you monetize your video content by giving your audience an easy way to buy your products and services.

YouTube Premium

YouTube Premium or previously called YouTube Red, is a paid subscription version of YouTube, which starts from $11.99 ($12 realistically). This allows for a seamless experience with extra perks such as no ads whatsoever and the ability to download videos for offline play.

Also remember that videos are ad-free with this subscription. At the end of the day, though, YouTube Premium could hurt your business, because the premium services take users away from in-stream advertisements.

Tips

Now that you’re familiar with YouTube and how you can promote your business, here are a few extra tips to keep you above the crowd:

  • Ask and motivate your users to subscribe to your channel, no harm in asking (nicely)!
  • Get the traffic from other platforms onto your video, by sharing it with more of the crowd.
  • Use of keywords, hashtags and trending phrases to stand out with SEO.
  • Get social and mingle with similar content creators to learn and also attract more relevant people!
  • Make custom playlists for your channel, especially if you have a series going.
  • Regular and timely uploads!
  • Use links to more of your content, and links within your videos.
  • Work with trending and high profile YouTubers for product placements, reviews and collabs.
  • YouTube really is inspired from other platforms, so get onto YouTube stories as well.
  • To get the crowd going, how about arranging a giveaway or a contest to get the “hype train” going.
Rise of Women

Picture this scenario: a leading multinational company needs to select somebody with the right skills to establish their first overseas division and they have two equally strong candidates. Alice just got married and, in their best intentions but without consulting her, leadership decides that she would not like to go on assignment as she is likely to be starting a family. The opportunity is therefore offered to George. 

What do Alice and George think twelve months later? 

Alice and her husband wanted to get the wedding out of the way so that she could pursue her dream of going on an international assignment. She was shocked about not even being consulted. But it all worked out for her in the end: she is now working overseas for one of their competitors and is very happy in her role.

For George, the company’s decision really came at the worst time. His wife and he were about to tell their families about their first baby. But he still said “yes” to the opportunity and eventually convinced her wife to try that out. However, it was very tough on her and she ended up being sick through the whole pregnancy. When the baby was born, she had no support network. This situation also impacted his performance which was much lower than back home. For this reason, the company decided to bring him back. 

I bet it’s not the first time you are faced with this scenario. Wrong assumptions and stereotypes are in fact one of the reasons for which women continue to be highly under-represented within the expat population

However, there are a few positive sides that make the rise of women in Global Mobility look somewhat brighter than some time ago. Take policy and awareness for example. In 2011, only 12% of CEOs saw poor retention of female talent as a key business challenge, and only 11% were planning policy changes to attract and retain more female workers (PwC’s Annual Global CEO Survey). Yet, just a few years later, 64% of CEOs worldwide confirm that they finally have a diversity strategy and 13% of them are planning to adopt one over the next 12 months (PwC, 2016a).

What’s to Celebrate?

When we look at data, it’s important to break it down. If it’s true that the percentage of expat women swings between  just 14%  and 25% (Mercer, 2017; PwC, 2016a; PwC, 2016b), we cannot bypass the significant differences between regions and industry sectors. For example, while expat women in the energy and high tech sectors are only 8-11%, the percentage for the life science sector is 23%. Companies in the service and retail sectors also generally tend to have a higher percentage of women expats. 

Other research (Communicaid, 2017) provides an even more optimistic picture, showing us how the proportion of expat women grew slowly but steadily from 1980s onwards.          

And always on the bright side, among those employees who have already had an international experience, 47% of the female and 53% of the male respondents confirmed they had completed more than one international assignment. In addition, based on their most recent international experience, 84% of women said that they would repeat a similar experience, and 93% state that they would recommend an international assignment to a colleague (PwC, 2016a). 

Last but not least, 73% of women working in Financial Services believe that they have equal opportunities than men to undertake international assignments at their current workplace (PwC, 2016b). This percentage is encouraging in comparison with the 50% of women taking part in the previous year’s millennial survey who believe that promotion is biased towards men (PwC, 2015).

Even with something to celebrate, we shall keep in mind that these variations don’t change the overall conclusions: we are still decades away from seeing this percentage rising to 50%. Predictions show that, in the best case scenario, this will be reached only around 2050 (Mercer, 2017) 

How can you benefit from having a more expat women ? 

1 – You will Facilitate Better Assignment Selection with a Broader Talent Pool 

One of the main mobility cost drivers is related to the limited choice of candidates ready for assignments. By inviting more women to the club, you create more options for your company and indirectly to control costs better. The more good candidates you have, the better will your selection be and the higher the chances that you don’t have to sell an incredibly overpriced assignment package.

2 – You will Record a Higher Assignment Success Rate

The When Women Thrive report highlights that women are perceived to have unique skills that are particularly relevant for expatriation, including flexibility and adaptability (39% vs. 20% who say men have those strengths); inclusive team management (43% vs. 20%); and emotional intelligence (24% vs. 5%.). In short, women tend to build cultural bridges better than men and work in a more sustainable manner.

3 – You will not only Attract, but also Retain Talent

Female demand for international mobility has never been higher than now, with 71% of female millennials wanting to work outside their home country during their careers. Also, 64% of all women interviewed said that international opportunities were critical in attracting them as well as keeping them with an employer (PwC, 2016).

If you want to be successful in attracting and retaining female employees, you need to have a talent brand with international experience as a core element of your employee talent proposition. 

Are you not yet convinced that more expat women provide a huge added value to your company?  In our previous post, we give other proofs of how a more diverse expat population makes you a more profitable and valuable company. 

Seven Obstacles to the Rise of Women in Global Mobility

1 – Strategy

Like the majority of international organizations, you too might be currently challenged with a lack of alignment between Diversity & Inclusion and Global Mobility. This is a crucial issue that you should be working to solve as soon as possible. When goals and data are discussed with Senior Management, Global Mobility Managers need to have a seat at the table. 

2 – Policy

Many Global Mobility policies have originally been developed for male assignees with children and a “trailing” spouse. It’s 2020 and this needs to change. Make sure your policy addresses the issues of expat women and new types of families – single parents for example (the vast majority of them being female), or same-sex couples.

3 – Nomination Process

As we mentioned in our previous post as well, too many times there is still a lack of transparency over who is assigned and why. Companies often don’t have a clear view of those employees who would be willing to be internationally mobile. And like in Alice’s and George’s stories, unconscious bias still plays a considerable (yet invisible) role in the selection of the right candidates. Because of the prevalence of stereotypes that associate women with family, female employees are usually not  even asked even if they would be willing to consider. 

I’ve been there personally as well. 

And if you want to take a small journey into the world of the unconsciously biased HR world, have a look at this insightful article on gender decoding. 

4 –  Non-Diverse Host Locations 

This is probably not such a big issue (apart from a few very critical war zones and dangerous locations). The issue, instead, is the assumption that expat women won’t be accepted because of the fixed gender roles men and women have in the host location. As a matter of fact, expat women in India have automatically a higher status than local women. And in some Muslim cultures, as long as you wear a ring implying that you are married, you can be seen as highly respectable and you will be treated accordingly. 

5 – Representation

While Global Mobility Managers are often female, women don’t benefit from the same representation rate at the upper levels. This means that Senior Leaders and Executives in Global Mobility are mainly men. As a consequence, there is an issue of lack of awareness at Senior Management level, and this is especially true in traditionally conservative countries.

6 – Lack of Visible Assignment Opportunities for Women

65% of female employees (PwC, 2016a) are still unhappy with the little transparency of their companies over the availability of opportunities for overseas assignments. 

It’s time that you make opportunities readily accessible to all, including underrepresented talent groups!

7  –  Lack of Human Touch 

The lack of Human Touch and/or previous bad Expat Experiences might stop women from actively seeking opportunities for international exposure.

In fact, teams are often too busy focusing on the many operational aspects of the mobility program and fail to design a human-centric Global Mobility program for their expat population. 

If you haven’t started yet, do it now. Talk openly about diversity in your policies and encourage internal discussion on this topic. Communicate about role models and success stories.

Six Potential Solutions  for a More Inclusive and Diverse Global Mobility Program 

1- Set Clear Diversity and Inclusion Goals  for Global Mobility

Global Mobility and Diversity and Inclusion teams need to set realistic yet challenging goals for increasing the number of female assignees AND female department heads in Global Mobility. According to KPMG (2018), only 41% of the organizations surveyed had clear D&I objectives in place. Without specific targets nothing will change! 

2 –  Allow for More Flexibility by Having Different Assignment Types 

New types of assignments and flexibility are making things easier for women and employees with family responsibilities to go on assignment. As I reiterate in The Global Mobility Workbook, Global Mobility should not systematically be synonymous with traditional Long-Term Assignment. In fact, even if those remain the most preferred assignment type by both genders, women favour 6-to-12 months’ assignments more than men (37% vs 29%). The same can be said for assignments shorter than three months (10% vs 5%) as well as frequent business travels (36% vs 32%) (PwC, 2016a).

3 – Identify and Understand What the Real Barriers are 

Do you actually know what the real barriers to inclusive mobility are for your workforce and organizations? If you’ve never measured in which way your current policies hinder women’s mobility, it’s time you act NOW.  Stop simply assuming the barriers to gender inclusiveness and understand better where the actual issues lay. That’s why I recommend intercultural training for all Global Mobility Managers.

4 – Give More Visibility to Female Role Models

While 68% of men feel that there are enough male role models of successful expats in their organization, only 48% of women feel the same about female role models (PwC, 2016b). This impacts negatively the wider female talent pool of companies and their Global Mobility programs.  If you want to help fill the gap, take active measures to drive awareness of the positive experiences of successful expat women within your organizations. 

At page 24 of this PwC report you can read a short and inspiring testimonial of a Tax Partner and Expat Woman role model. 

5 – Use More Gender-inclusive Language 

Too often Global Mobility policies still refer to their globally mobile workforce with masculine pronouns. At the same time, they would make you assume that Expat or “trailing” Spouses should be female. Well, it’s 2020 and this is not anymore the case. If you want to make your program more inclusive, start from how you address your talent. The UN has recently published new very helpful guidelines that can definitely be useful for your policies too.

6 – Foster a Supportive and Inclusive Culture

It is absolutely critical for your company to move away from the restrictive gender stigmas of the past if you wish to unlock your full global workforce potential. Your ultimate challenge is to create a culture where all your employees are on board with diversity and recognize how valuable this is.

Our message is clear: Global Mobility strategies that do not fully include women will simply not deliver to their full potential.

How we can Help you

If it all makes sense to you but you don’t know where to start from, this is why we’re here. Here are four ideas on how we can help you.

  1. We deconstruct your expat nomination process and review your existing policies for inclusiveness.
  2. We improve the language you use in communication to make them gender-inclusive and we also help you sprinkle them with “Human Touch”.
  3. We conduct an analysis of your Expat Experience and identify unveiled barriers for female expats and their spouses.
  4. We facilitate transition workshops with expat women in the host country, and prepare female candidates for potential expat assignments through our exclusive 1:1 Executive coaching program RockMe!

PS: I want to tell you two more things.

Are you looking for a board member mandate in Switzerland? Have a look at VRMandat and Stitungsratsmandat and check how they can support you.

Look up the above links also if you’re trying to expand your board of directors.

Resources

Read the insights of the 4th edition of the Advance and HSG Gender Intelligence Report.

https://stiftungsratsmandat.com/de/

https://www.vrmandat.com/en/

https://dorothydalton.com/2016/03/11/gender-de-coding-and-job-adverts/

https://www.bbc.com/worklife/article/20160929-where-are-all-the-expat-women 

http://www.internationalhradviser.com/storage/downloads/Gender%20Bias%20in%20Global%20Mobility%20Developing%20Female%20Leaders%20PwC.pdf 

https://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/women-expatriate-workforce.aspx 

References 

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

Meier, O. (2019). The path to diversity. Mercer. https://mobilityexchange.mercer.com/insights/article/the-path-to-diversity-women-on-assignment

PwC. (2015). Female millennials in financial services: Strategies for a new era of talent. PwC. https://www.pwc.com/gx/en/financial-services/publications/assets/pwc-female-millennial-report-v2.pdf

PwC. (2016a). Modern Mobility: Moving women with purpose. PwC. 

https://www.pwc.com/gr/en/publications/assets/modern-mobility-moving-women-with-purpose.pdf

PwC. (2016b). 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 

This is a good example of Women in Global Mobility
Riikka Virtanen Schwitter speaking during the EY “Future of Mobility” event (February 2020)

Peace

We are all deeply saddened by what is happening in Ukraine and our hearts go out to all the people suffering in this conflict, no matter what their passport says.

We stand with Ukraine. We condemn violence. We pray for peace.

Immediate Actions – How You Can Help Right Now

(Status: Tuesday, 8 March 22)

  • Keep yourself informed about the security situation on the ground and in the neighboring countries.
  • Ensure that you are mentally ready to support others and feel free to reach out to Angie if you wish to talk. The best way to reach her right now is through her mobile phone.
  • Provide a shower or room: In Switzerland, organizations such as Campax are looking for accommodation and families who have spare rooms to take in refugees for now. Being able to have a shower and stay for one night is better than nothing. Also, the Swiss cantonal authorities are setting up accommodation and you can check your local migration office if you have families and friends who need a new home or place to stay.
  • Employ a refugee. According to our research Ukrainian refugees will be allowed to work in Switzerland with an S status within 3 months. In the European Union, many countries will allow them to work right away. Check this site for a Q & A on the situation in Switzerland.
  • Hold a fundraiser at your workplace and ask your employer to match donations. The ICRC has great programs your employer can support and financial aid helps fast in this situation.
  • Support grass-roots actions. Our friend Birger Oldorff is providing transportation to vulnerable refugees through Human-Plus, a German non-profit. https://human-plus.de/en/ +4921531397263 info@human-plus.org.
  • Consider what you share on social media right now. We provide guidance on Digital Media Literacy here in this post.
  • Volunteer your time as you have great skills and knowledge to help. We love this resource for example: HRforUkraine
  • Be kind to others who might be going through trauma, anxiety, have to take care of families and friends, even if you don’t know how affected they are.
  • Offer your ears and hearts to people. Some people feel better if they can talk or chat with someone. Offer your support via social media or through your direct contacts.
  • Decorate your house with a peace flag.
  • Share important phone numbers on Twitter and Facebook. Many refugees are confused and not sure who to contact for help. This site by the ICRC is really helpful.

DONATION MATCHING GLOBAL PEOPLE TRANSITIONS

**Global People for Global People**

We will match donations to the ICRC until 20 March 2022. If you aren’t employed right now, you can send us your donation receipt and we will collect all donations and match them up to CHF 10k.

We’re not sure what to do if we raise more, but we will update you. 🙂

Donations and Fundraising

Here are things you should consider: 

  • Does the relief charity meet Better Business Bureau charity standards?
  • Can the charity get to the impacted area?
  • Not all charities have the resources to provide relief to Ukraine as quickly as necessary. It would be wise to check and see if the charity already has a presence in Ukraine or another eastern European country.
  • We advise against sending clothing. They could create logistical challenges to deliver to Ukraine (and bordering countries). They also often create a lot of extra waste if they cannot be used immediately.
  • Check if the charity experienced in providing emergency relief.

Experienced in disaster relief and recommended:

Red Cross (ICRC – and national committees)

UNICEF (and any other UN branch such as the UNHCR or the World Food Programm)

Amnesty International

Doctors Without Borders