Breaking Down Privilege: Recognizing and Overcoming Inequality

In a world that is becoming increasingly aware of social issues and inequalities, it is crucial to delve into privilege. Privilege, often defined as unearned advantages enjoyed by certain individuals or groups, plays a significant role in perpetuating societal inequality. This thought-provoking topic calls for a deep dive into the various forms of privilege and their impact on marginalized communities. By understanding and acknowledging privilege, we can take essential steps toward creating a more inclusive and equitable world for all. In this article, we will explore the different dimensions of privilege, examine how it manifests in our day-to-day lives, and discuss effective strategies to overcome inequality. Together, let’s break down the barriers that privilege erects and work towards a more just and fair society for everyone.

Understanding privilege and inequality

Privilege is a complex and multifaceted concept that requires a nuanced understanding. It refers to the advantages and benefits that certain individuals or groups receive solely based on their social identity, such as race, gender, sexual orientation, or socioeconomic status. These advantages are often unearned and can manifest in various ways, including access to educational opportunities, healthcare, employment, and legal protection. Understanding privilege begins with recognizing that it is not something individuals choose or control but rather a result of societal structures and systems perpetuating inequality.

Privilege and inequality are deeply intertwined. Inequality refers to the unequal distribution of resources, opportunities, and power within a society. Privilege exacerbates existing inequalities by granting certain groups advantages while marginalizing others. It is important to note that privilege does not mean that individuals with privilege do not face hardships or challenges. Instead, it means that they do not face the additional barriers and discrimination that marginalized communities often experience.

Recognizing and understanding the various forms of privilege is crucial in addressing and dismantling inequalities. By acknowledging our own privilege and the ways in which it intersects with other forms of oppression, we can begin to challenge the systems that perpetuate inequality and work towards a more just society.

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Types of privilege

Privilege exists in many different forms and can intersect with various aspects of our identities. Some common types of privilege include:

1. **White privilege**: White privilege refers to the inherent advantages and benefits that white individuals experience in a society that is structured around white norms and values. It includes advantages in education, employment, housing, and interactions with law enforcement.
2. **Male privilege**: Male privilege refers to the advantages enjoyed by men in a patriarchal society. Men often have more opportunities for career advancement, higher wages, and greater visibility and representation in positions of power.
3. **Heterosexual privilege**: Heterosexual privilege relates to the advantages that heterosexual individuals have in a society that values and privileges heterosexuality. It includes legal protections, societal acceptance, and access to healthcare and family benefits.
4. **Cisgender privilege**: Cisgender privilege refers to the advantages that cisgender individuals have in a society that upholds cisnormativity. Cisgender individuals, whose gender identity aligns with the sex they were assigned at birth, often experience less discrimination and have greater access to healthcare, legal recognition, and societal acceptance.
5. **Socioeconomic privilege**: Socioeconomic privilege refers to the advantages that individuals from higher socioeconomic backgrounds have, such as access to quality education, healthcare, housing, and financial security.

It is important to recognize that privilege is not limited to these examples and can intersect with other forms of oppression, such as ableism, ageism, and religious privilege. Understanding the different dimensions of privilege is essential in promoting equality and dismantling systemic barriers.

The impact of privilege on marginalized communities

Privilege has a profound impact on marginalized communities, perpetuating existing inequalities and creating barriers to social and economic mobility. Marginalized communities, such as people of color, LGBTQ+ individuals, and individuals with disabilities, often face systemic discrimination and limited access to resources and opportunities.

For example, in the United States, the racial wealth gap is a stark illustration of the impact of privilege. White households, on average, hold significantly more wealth than Black and Hispanic households. This wealth disparity is a result of historical and ongoing systemic racism, which has limited opportunities for wealth accumulation and economic mobility for marginalized communities.

Privilege also affects access to education and healthcare. Students from privileged backgrounds often have better access to quality schools and resources, leading to better educational outcomes and opportunities for higher education. Similarly, privileged individuals often have better access to healthcare, resulting in better health outcomes and longer life expectancy.

The impact of privilege extends beyond material advantages. It also affects representation and visibility in various fields, such as politics, media, and the arts. Marginalized communities are often underrepresented, which perpetuates stereotypes and further marginalizes these groups.

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Overcoming privilege and promoting equality

Overcoming privilege requires more than just recognition; it necessitates action and a commitment to promoting equality. Here are some strategies to help overcome privilege and work towards a more equitable society:

1. **Amplify marginalized voices**: Use your privilege to uplift and amplify the voices of marginalized communities. Share their stories, experiences, and perspectives. Create space for marginalized individuals to be heard and seen.
2. **Support and engage in allyship**: Support and ally with marginalized communities. This includes listening to their needs and concerns, advocating for their rights, and challenging discriminatory behaviors and practices.
3. **Educate others**: Share your knowledge and understanding of privilege. Engage in conversations with friends, family, and colleagues to raise awareness about privilege and its impact. Please encourage others to educate themselves and take action.
4. **Support organizations and initiatives**: Contribute to organizations and initiatives working towards equality and social justice. This can be through donations, volunteering, or advocating for policy changes that address systemic inequality.

By taking these steps, we can all contribute to dismantling privilege and creating a more inclusive and equitable society.

Privilege and intersectionality

Intersectionality is a concept that recognizes that individuals may experience multiple forms of oppression and privilege simultaneously. Intersectionality highlights the interconnected nature of different social identities and the ways in which they intersect to shape experiences of privilege and discrimination.

For example, a Black woman may face both racism and sexism, which can compound the discrimination she experiences. Intersectionality calls for a recognition of the unique experiences and challenges faced by individuals who occupy multiple marginalized identities.

Understanding intersectionality is crucial in addressing privilege and promoting equality. It requires us to consider the ways in which privilege and discrimination intersect and to challenge systems that perpetuate multiple forms of oppression.

Challenging societal structures that perpetuate privilege

Addressing privilege requires challenging the societal structures and systems that perpetuate inequality. Here are some ways to challenge these structures:

1. **Advocate for policy changes**: Support policies that promote equality and dismantle systemic barriers. This can include advocating for fair hiring practices, affordable housing initiatives, and educational reforms that address disparities.
2. **Challenge discriminatory practices**: Speak out against discriminatory practices and policies within your community, workplace, or educational institutions. Call attention to biased hiring practices, unequal pay, and exclusionary policies.
3. **Engage in activism**: Get involved in activism and advocacy efforts that aim to dismantle privilege and promote equality. This can include participating in protests, signing petitions, and joining community organizations that work towards social justice.
4. **Vote and hold elected officials accountable**: Use your voting power to support candidates and policies that prioritize equality and social justice. Hold elected officials accountable for their actions and advocate for policies that address privilege and inequality.

Resources for further education and self-reflection

Continuing education and self-reflection are essential in challenging privilege and promoting equality. Here are some resources to deepen your understanding:

1. **Books**: “White Fragility” by Robin DiAngelo, “The New Jim Crow” by Michelle Alexander, “Sister Outsider” by Audre Lorde.
2. **Podcasts**: “Code Switch” by NPR, “Intersectionality Matters!” by Kimberlé Crenshaw, “Seeing White” by Scene on Radio.
3. **Websites and organizations**: The National Association for the Advancement of Colored People (NAACP), The Trevor Project, Disability Rights Education & Defense Fund.

Taking action to address privilege

Recognizing privilege is not enough; action is necessary to address and dismantle it. Ways to take action include:

1. **Support marginalized-owned businesses**: Make a conscious effort to support businesses owned by marginalized individuals. This can help address economic disparities and promote financial empowerment.
2. **Engage in dialogue**: Have open and honest conversations about privilege, inequality, and social justice with friends, family, and colleagues. Encourage respectful dialogue and listen to diverse perspectives.
3. **Volunteer**: Get involved in volunteer opportunities that support marginalized communities. This can include mentoring programs, community outreach initiatives, and advocacy work.
4. **Donate**: Contribute to organizations that are working towards social justice and equality. Even small donations can make a significant impact.

Conclusion: The importance of ongoing conversations and efforts to dismantle privilege

Breaking down privilege and overcoming inequality is an ongoing process that requires continuous effort. By understanding and recognizing privilege, challenging societal structures, and taking action, we can work towards a more equitable and inclusive society. It is crucial to engage in ongoing conversations, educate ourselves and others, and actively support marginalized communities. Together, let’s dismantle privilege and create a world where everyone has equal opportunities and rights.

Dealing with Privilege in the Workplace

• Educate yourself: Take the initiative to learn about different forms of privilege and the experiences of marginalized groups. Read books, and articles, and engage in conversations that challenge your perspectives.
• Listen actively: Create a space for marginalized voices to be heard and respected. Actively listen without dismissing or diminishing their experiences. Encourage open dialogue and seek to understand perspectives that differ from your own.
• Check your biases: Reflect on your unconscious biases and work towards dismantling them. Be mindful of assumptions or stereotypes you may hold and consciously challenge them.
• Amplify marginalized voices: Use your privilege to uplift and amplify the voices of marginalized colleagues. Offer support, recognition, and opportunities to those who are often unheard or overlooked.
• Advocate for change: Engage in discussions and initiatives that aim to address systemic inequities in the workplace. Use your privilege to advocate for policies and practices that promote diversity, equity, and inclusion.
• Use your privilege to help others and be an Ally: Actively support individuals from marginalized groups by being an ally. This involves listening, learning, and speaking up against discrimination or biases when you witness them.

Self-reflect and identify areas in which you do not have privilege and areas in which you do have privilege. Avoid the urge to deny your privilege. If you notice any resistance or wish to deny your privilege, please write down where you resist and why.

Resources

Ahn, S. (2023) “The Intersectionality Venn Diagram | Tidal Equality,” Tidal Equality [Preprint]. Available at: https://www.tidalequality.com/blog/a-venn-diagram-of-belonging-where-identities-equity-and-inclusion-intersect.

Akassam (2022) Diversity Toolkit: A guide to discussing Identity, power and privilege | MsW@USC. Available at: https://msw.usc.edu/mswusc-blog/diversity-workshop-guide-to-discussing-identity-power-and-privilege/.

Akassam (2022b) Diversity Toolkit: A guide to discussing Identity, power and privilege | MsW@USC. Available at: https://msw.usc.edu/mswusc-blog/diversity-workshop-guide-to-discussing-identity-power-and-privilege/.

Chugh, D. (2020) Use your everyday privilege to help others. Available at: https://hbr.org/2018/09/use-your-everyday-privilege-to-help-others.

DiAngelo, R. and Sensoy, Ö. (2010) “Doing One’s Own Personal Work on Privilege and Oppression,” LSA Inslusive Teaching . Available at: 

https://sites.lsa.umich.edu/inclusive-teaching/wp-content/uploads/sites/853/2021/12/Doing-Ones-Own-Personal-Work-on-Privilege-and-Oppression.pdf.

Jagoo, K. (2023) “How to navigate your own privilege,” Verywell Mind, 23 January. Available at: https://www.verywellmind.com/how-to-navigate-your-own-privilege-5076057.

Jones, D. (2019) “Check Your Privilege: What it Means and How to Do It,” www.linkedin.com. Available at: https://www.linkedin.com/pulse/check-your-privilege-what-means-how-do-deetta-jones/.

Jourdan, L. (2021) Talk about privilege at work. Available at: https://hbr.org/2021/08/talk-about-privilege-at-work.

Weinberger, A.  (2019). The Global Mobility Workbook (Third Edition). Global People Transitions, Zurich.

Weinberger, A. (2023). The Global Rockstar Album – 21 Verses to Find Your Tact as an Inclusive Leader. Global People Transitions, Zurich.

I’m on a MISSION to bring the HUMAN TOUCH back into Global Mobility. One theme that I see more now is that we Global Mobility Professionals are involved in the recruiting of Global Talent. This makes a lot of sense when you consider that we have the knowledge and skills to deal with most of the challenges that hiring people from other countries brings. However, since in most organizations, we are not officially responsible we don’t get the resources we need to deal with recruiting professionally. Hence, we can consult but not support. So, dear recruiters, I hope this is helpful.

The Search for the Right Talent

Lifestyle Expats, or Self-Initiated Expats (SIEs), are an important factor in today’s global force and the actual circumstances suggest the phenomenon is on the rise (Habti & Elo, 2019). Thanks to technological changes, such as online recruiting, the labor market has become more international and more fluid and made the process of filling jobs internationally (internally or externally the organization) much simpler. As a consequence, an increasing number of professionals consider working abroad a realistic career option and there are growing opportunities to identify and eventually find a job abroad. We are in the middle of an unprecedented global crisis, which is bound to create a stronger recession than the 2008 financial crisis, and the war for talent is as heated as ever. 

Specialized Subject Matter Experts are increasingly hard to find and when you turn to places rich in talent such as Singapore and certain areas of the US like Boston and Silicon Valley, that’s of course where competition is already extremely high. Moreover, there is no real point in stealing from the competition if you aim at bringing in innovation. 

The Need for More Diversity, Equity and Inclusion

Our global workforce is as varied as ever, with five generations working side by side and companies striving to fulfill all their Diversity, Equity, and Inclusion goals (gender/religion/ethnicity/sexual orientation). As cited by Forbes, diversity plays an ever more important role in recruitment and is proving to be directly correlated with increased revenue for the company (Boston Consulting Group, 2018; KPMG, 2018). The newest McKinsey Report comes to the same conclusion. 

“Despite a rapidly changing business landscape, the business case for diversity, equity, and inclusion (DEI) not only holds but grows even stronger. In our research, we continue to explore the link between diversity and holistic impact.” 

Diversity matters even more: The case for holistic impact | McKinsey

Über Sprache zu mehr Diversität in Firmen

The Development from Global Mobility Policy to individual, Customized Offer Letters

Global Mobility policies have historically been a one-size-fits-all model and are often still struggling to include points such as religion, ethnicity, age, disability status, working mothers, non-traditional family units, etc. Make sure your Global Mobility policies acknowledge and support your employees’ varying needs to make them feel more encouraged to accept International Assignment. The point is to ensure that deserving and promising talent does not experience barriers to success. I would even go as far as ditching your policy and working with individual “Box of Chocolates” models (where you select service from a budgeted bundle).

Demographic changes will require highly skilled migrants to fill positions as the turnout of university graduates declines in developed countries. Also at the EU level and among the Member States there is consensus on the need to address labor market shortages, worsened by the deepening demographic crisis and skill mismatch (Platonova & Urso, 2012).

Even rich countries like  Liechtenstein, (Beck et al., 2018; Hauri et al., 2016) may have a hard time attracting talent. Other more traditional expat hubs, like Singapore, London, New York City, the UAE, Hong Kong, and Switzerland, continue leading the ranking despite the high costs of living. What makes the difference are their socio-economic policies in which talent growth and management are central priorities. 

https://www.adeccogroup.com/future-of-work/latest-research/global-talent-in-the-age-of-artificial-intelligence/

The Need for Nomadic Flexibility

Perhaps even more important to acknowledge is that the world of work as we know has already changed. With new technology enabling employees to work almost anywhere and anytime, the classic ‘nine to five’ is outdated. In an article published by Sage People even before the pandemic changed companies’ approach, figures speak for themselves:  not only do 50% of the US interviewees say they’d like to be more mobile at work, but a good 54% would change jobs if it meant more flexibility.

In Global Mobility, Virtual Assignments are an opportunity to give employees the much-longed-for flexibility they seek. Despite Virtual Assignments having always been on the rise since the widespread implementation of the internet, it’s easier to see how they’re going to be even more numerous in the aftermath of the coronavirus crisis. Never before have so many employees worked remotely to guarantee essential business continuity. 

But there is another side of the medal, and this is the portion of talent who seek international experience as part of their decision to join a company.  In particular, overseas assignments are becoming more appealing among Millennials, who often see the opportunity to live and work abroad as more rewarding than a pay rise. They are called Digital Nomads or Telecommuters. According to Smart Gear, 90% of digital nomads plan on working remotely for the rest of their careers, while 94% of them encourage others to try Digital Nomadism themselves.

Whether or not you’re having trouble attracting talent, here are six basics to add to your recruiting suite that you should consider during and after the recruiting process. 

1 – Make Sure They Have a Realistic Picture

Try to put yourself in the mind of a candidate who is contacted by a company in a foreign location. What’s the first thing that you would like to know? Salary? Job title? The direction of the company? Probably none of these things, but rather: “Why would I want to move there?” Moving continents, or even “just” countries, isn’t a decision that can be taken on the potential of a great office view only. Instead, candidates need to know what the place looks like, what language is spoken, where they (and maybe their families) would live, and whether they would fit in.

It is useful to include this information on your careers page to make it more of a relocation portal and less of a job listing. Workable offers a service to help you in this process. Not only will candidates benefit from this information, but so will your company: showing what candidates want to know during the overseas job hiring process builds your credibility from the beginning.

This type of thinking is beneficial for companies at every level, whether you’re hiring someone 70 or 7,000 miles away.

2 – Help with the Move of Household Goods

Among Expats and Expat Spouses, the phase of moving abroad is often cited as the most stressful one. Moving out doesn’t take one day only: there are farewells, often a party, and especially when small kids are involved, the family needs to stay with friends or in a hotel room. While Expats are still busy handing their work over and finalizing conversations with clients, Expat Spouses are often alone in coordinating all the logistics behind the move. That’s why they must be connected with a moving company. Having someone who takes care of their house goods until they are settled in the new location surely spares the Expat family from a lot of stress. If you are looking for a global relocation company, consider paying a visit to the Keller Swiss Group. They offer relocation services, household removals, business relocation, and household storage services, both in Switzerland and worldwide.

3 – Take the Anxiety out of Immigration by Working with a Pro

Organizing support with immigration is another helpful and efficient way of helping the expat family during the stressful pre-assignment phase. In recent years, the process of obtaining work permits and visas has become more complex. Letting Expats and Expat Spouses navigate this sea of bureaucracy all alone would put them under an incredible and unnecessary amount of stress. When it comes to immigration compliance, each case is different and needs to be examined thoroughly. Some relocation companies, like BecomeLocal in Switzerland, are specialists in this field. They can help you handle the permit process, write applications and submit them to the authorities, and instruct professionals and executives to obtain visas, sparing your organization and the expat family a lot of hustle. If you need immigration support in other countries, please reach out to me as I can refer you to a global network.

4 – Provide Spouse Career Support and A Pre-Hire Assessment for the Spouse

The effects that International Assignments have on the Expat Spouse’s well-being and state of mind are often underestimated. For some Expat Spouses, the sudden change from independent career person to stay-at-home parent has a strong psychological impact, even more so if getting a working visa is not possible. Coaching is a very powerful tool with which companies can support Expat Spouses. With the help of a Career Coach, some Expat Spouses manage to start their businesses while living abroad, thus finding deeper fulfillment in the experience. It is also very fair to the Expat Spouse to have a realistic idea of whether their profile leads to potential employment in the host market or whether their chances of finding work are slim. An Expat Spouse Coach can also help with a pre-hire assessment for the Expat Spouse. Also, clarify and be honest about their entitlement to a work permit to avoid disappointment at arrival.

5 – Consult them on Technical Issues

Once again try to put yourself in the mind of your future employees. They now have a clearer idea of what it means to live in your expat hub and they are positively considering relocating there. Perhaps their spouses and children are coming along. In this preparatory phase, Expats are inevitably very busy with what needs to be handled back at home in their professional and private lives. But they also need to be ready for what’s coming next. Handling both “back home” and “in the host country” can be extremely overwhelming, especially if this means going through important technical issues of a country with a different system and in a language they don’t understand. This is the right time to step in and consult them on important decisions such as which type of health insurance to get and how to do it, but also on how to handle their taxes. If you can’t deliver this in-house we’re happy to help.

6 – Sprinkle Everything with Human Touch

As I said earlier and many times before, HUMAN TOUCH is my MISSION and the key to enhancing the Expat Experience. Deloitte (2019) proved to be on board with that when stating that today’s global workforce is attracted and motivated by a more personalized, agile, and holistic experience than before. This is why you must find your way to unlock the HUMAN TOUCH. For example, you can start by welcoming new team members with a hand-written card. You will make their first day a celebration. 

Enhancing the Expat Experience

Work with me

 Please contact me for a proposal via angela@globalpeopletransitions.com. We also have a global recruiting license for Switzerland.

Resources 

Become Local. Swiss Immigration Adviser. https://www.becomelocal.ch 

Harrison, C. (2019, 19 Sep.). „7 Surprising Statistics about Digital Nomads.” Smart Gear Blog. https://smartgear.travel/7-surprising-statistics-about-digital-nomads/

Hayes, A. (2020, 7 Apr.). „What is a Digital Nomad?”Investopedia. https://www.investopedia.com/terms/d/digital-nomad.asp

Keller Swiss Group. Worldwide Moving Relocation. https://www.kellerswissgroup.com/

MBO Partners. (2018). „Rising Nomadism: A Rising Trend.” MBO Partners, Inc. https://s29814.pcdn.co/wp-content/uploads/2019/02/StateofIndependence-ResearchBrief-DigitalNomads.pdf 

Montilla, E.  (2020, 17 Jan.). „Achieving workplace diversity through recruitment in tech.” Forbes. https://www.forbes.com/sites/forbestechcouncil/2020/01/17/achieving-workplace-diversity-through-recruitment-in-tech/#2214496a1359

References

Beck, P., Eisenhut, P. and Thomas, L. (2018). „Fokus Arbeitsmarkt: Fit für di Zukunft?”. Stiftung Zukunft.li. Retrieved 28 May, 2020, from https://www.stiftungzukunft.li/publikationen/fokus-arbeitsmart-fit-fuer-die-zukunft 

Boston Consulting Group. (2018). „How diverse leadership teams boost innovation.”, BCG. Retrieved 28 May, 2020, from https://www.bcg.com/publications/2018/how-diverse-leadership-teams-boost-innovation.aspx 

KPMG. (2018). „Inclusion and Diversity: How Global Mobility can help move the Needle”, KPMG. Retrieved May 28, 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

Habti, D and Elo, M. (2019). Global Mobility of Highly Skilled People. Cham, Switzerland: Springer. 

Hauri, D., Eisenhut, P., and Lorenz T. (2016). „Knacknuss Wachstum und Zuwanderung: Hintergründe unde Zusammenhange.”Stiftung Zukunft.li. Retrieved 28 May, 2020, from https://www.stiftungzukunft.li/application/files/3215/1635/3318/Knacknuss_Wachstum_und_Zuwanderung_Endfassung_22_11_2016.pdf

Platonova A. and Urso, G. (2012). „Labour Shortages and Migration Policy.” International Organization for Migration. Retrieved May 28, 2020, from https://publications.iom.int/system/files/pdf/labour_shortages_and_migration_policy.pdf?language=en

Over the last twenty years in Human Resources, I noticed that a lot of Expats were frustrated in the process of moving to another country for work. It was not only because their companies paid them another package than what they expected. It was also because a lot of international assignees underestimated the challenge of moving to another country.

For example, expats moving to Switzerland often think it will be easier to find affordable childcare, high-quality apartments, and a job for their “trailing” spouse. Most expats believe it will be easy to learn the local language (or they even think we speak English). Most expats believe that they are going to have a great career step after their repatriation. I have seen a lot of anger when assignees went to another country and when they returned home and did not get that promotion or the role they were hoping for.

Regularly, I have clients break out in tears because they feel overwhelmed by the international assignment experience. When I worked in India and when I moved to Switzerland from Germany it was not always just “Cricket & Bollywood” or “Cheese & Chocolate”.

The Five Major Challenges

SELECTION and SUCCESSION PLANNING: Expats are often selected on an ad-hoc basis and intercultural competence is hardly ever taken into account in the selection process. Female Expats and Rainbow Talent are still greatly underrepresented. Our HR systems have reinforced systems of patriarchy. We need to come to a more data-driven selection process and talent selection with less bias.

CLARITY of the BUSINESS CASE and DRIVER: Expats need to take charge of their business case, clarify the assignment drivers, and develop measurable targets, expected gains, growth opportunities, and a repatriation plan with their line managers and sponsor before the #GlobalMobilityManager calculates and advises on the right package.

STANDING and BRANDING of Global Mobility: #GlobalMobilityManagers need to be considered strategic partners of the business line managers, not an extended arm of HR Business Partners. They are often just seen as administrators of the process while the decisions about who is going where are taken solely by the business. These professionals have a lot of insights into the complexities of the host locations and also understand the immigration process, timelines, and tax traps.

USE an INCLUSIVE APPROACH: The Expat Family is hardly considered in the Global Mobility policy and processes. Only a few forward-thinking companies offer spouse career support. I have not seen any company that helps with educational considerations and advice for the Expat Children. Parents need to be supported in their school choices as the child’s academic career could suffer immensely if the choice is wrong. Also, be inclusive in that you accept other family models, one expat might need to take their mother. Another might have a dog or adopted kids.

DATA and DASHBOARDS: If we want to be serious about change we need to get better at using data and build dashboards that show us if we are heading in the right direction. The number of assignments is a silly KPI. It does not say anything about the quality of the learning of the expats. Think about Expat Experience, their learning journey, the skills they develop on assignments or international projects and add that to the mix.

Global Mobility Budget Cuts

The financial impact of the global coronavirus pandemic has yet to be fully calculated, though McKinsey and the BBC have presented an analysis based on the available datasets and the outlook is bleak. Combine that with the fact that the world was still recovering from the worldwide financial crisis of 2008 and you realize how deep the effects are. With both crises, it has been observed that travel and expat budgets get reduced to a minimum. The current pandemic, especially, has left Expats stranded, with their support system from the employer vanishing. The Expat Experience coming out of this COVID-19-driven financial crisis – will get worse.

Many Expats and Repatriates are finding themselves unemployed in their respective home countries. We also see that companies are struggling to sustain, with even large organizations filing for bankruptcy (like Virgin Australia). More are merging or getting acquired. Even those that have managed to transition to a work-from-home structure have had to downsize, with the working employees not guaranteed fixed working hours, which means that job security for all staff is non-existent. Especially in the EU, many countries are new to this kind of unstable job market and do not yet have the tools and systems in place to allow their workforce to work fluidly and flexibly from anywhere. Cherished and spoilt expats dwell on the verge of desperation because they have been made redundant, even if they may not be at the end of their contract.

Local Plus is the New Black

Other expats receive a local contract without really understanding what that means for their social security and long-term pension, and often they do not know that their work and residence permit depends on their employer too. Employers find “Local Plus” convenient but they do not consider all the risks these moves entail because many business decisions in the last ten years are driven by controllers.

Unpacking the Shortcomings of Lifestyle Expats

The Talent Gap

We now lack the critically needed talent in important growth areas. Programmers and engineers are examples of professionals that are in high demand.- There is certainly a mismatch and gap between demand and supply. There are several reasons related to the sourcing process as well. Recruiting has become a science and needs to go through a transformation. Recruiters need to learn to cope with the demand and supply in a globalized market of talents. Language is still one of the main barriers to an influx of highly skilled migrants in Europe. Even though we launched the green card and blue card initiative we have not managed to attract the potential and talent needed within the EU for example in IT.

Recruiting Fail Could Easily be Avoided

Health and Security Concerns Hinder Free Movement

Security concerns are growing in Global Mobility. Expats frequently face acts of terrorism, natural disasters, mugging, and burglary as well as health issues. While often the issues are normal in the local environment they can also be inflated disproportionately in our media. The images we have of countries such as Pakistan, Iran, and Afghanistan to name a few make it hard to convince families to work in these countries. Each terrorist act — in Istanbul, Jakarta, Tunis, Paris, or Beirut will reduce the willingness of expat families to move into these cities even though expats probably have the best security support you can have in these locations.

Global Migration Challenges

Look back to 2015, the year global migration became pop culture. The term “refugee crisis” was coined in Europe. Even though we have had proportionately more refugees coming to Europe since the Arab Spring started in 2011 in Tunisia, we all had more interaction with refugees since 2015. While I am personally concerned about right-wing propaganda, I do understand that the intercultural and societal challenges of integrating refugees at least temporarily are considerable. – I am concerned about discriminatory practices in Recruiting and Global Mobility. In 2020, global migration faces another challenge in the form of the travel restrictions that have been imposed on the entire world by the highly infectious COVID-19. Many countries are not letting in any people, especially those on temporary visas (such as temporary work visas). Delays in paperwork processing due to shutdowns, mandatory quarantine periods and more means that a highly qualified international workforce has been robbed of all mobility.

All of this has led to Global Mobility being flawed, expats not being able to go on international assignments anymore, and overwhelmed GM Professionals who feel the pressure from all ends as they are in the firing line of assignees, business line, talent, HR, and Finance managers. In addition to having been undervalued, overworked, and squeezed by their interest groups, classical Global Mobilitytasks have been outsourced to Third-Party Service Providers and Shared Service Centers, or put on indefinite hold for those organizations that have stood down their employees and halted operations.

Working in Global Mobility used to be a career dead-end and a Sisyphean task. We roll up the stone assignee by assignee only to see it roll down again. We run KPI report after KPI report only to be told that no one knows what we are doing or who we are. We are often managed by HR Directors who don’t get us. We are online 24/7, involved in GM improvement projects, listen to depressed spouses in our evenings and do not get the promotion or salary we deserve.

But there is hope. I am not willing to give up. Yet.

We see the change in Global Mobility.

The more complex our global markets become, the more we need to reevaluate our assumptions of how we run Global Mobility

We need global leadership competency in our international talents and if they do not have it yet we need to send them out on long-term assignments earlier in their career. We should force expats to learn the local language and coach them through the Expat  Experience. Intercultural briefings are not enough anymore.

We need to ensure that there is a Global Mobility Business Case showing assignment drivers and targets, expected gains or opportunities, assignment costs, and a repatriation plan. I explain this at length in “The Global Mobility Workbook (2019)” and my lectures.

We need to implement succession plans and add our current assignees as potential successors. We need to ensure that the knowledge, skills, and network they gain while on assignment are appropriately reflected in their following role and repatriation plan. We also need to ensure better handovers to their successors in the host location.

We need to upgrade the GM Profession and the function needs to sit closer to business development and potentially move out of HR. We need to up-skill the case managers and train GM Professionals for a consultative approach where they can work as trusted partners with the business line managers.

We need to consider the Expat Family in the process more by providing spouse career support, elderly care, and educational advisory. We also should offer 24/7 support to our expat families in crises such as marital issues. A helpline to professional counselors is needed.

What I believe in and what makes me get up in the morning:

• I believe that Western managers of my generation and the baby boomer generation have to develop their relationship-building skills before becoming effective leaders of global teams. The performance of most global teams can only improve through higher global leadership competency following a holistic global competency model.
• I believe that a great Expat Experience is linked to assignment targets, an international assignment business case, a repatriation plan, and also to the Human Touch.
• I believe that companies will focus more on creating succession plans and ensure that roles are filled in a more structured manner, handovers improved and teams will function more self-managed going forward. Leadership itself will change significantly.
• I believe that GM Professionals have the potential to become critical players in the international growth of businesses post-crisis and are valued more as the subject matter experts that they are. They will move out of HR and be closer to business development.
• I believe that assignees and spouses need to have a valuable intercultural experience and both can further their career and life vision together. Expat children need support in moving from one culture to another and even though they might be multilingual at the end of their school life, they have to cope with identity loss and loss of their roots.

What is our Solution?

Here is more about our solution to those dilemmas and please reach out if you need a customized proposal.

Expat Coaching via the RockMeApp

Embarking on an expatriate journey is often portrayed as an exciting adventure, offering the promise of new experiences, cultures, and personal growth. However, beneath the surface of this exhilarating chapter in your life, lies a lesser-explored aspect – the risk of expatriate burnout and trauma. This blog post delves into the challenges faced by individuals living abroad and sheds light on the psychological toll that expatriate life can sometimes take. Expatriate burnout is a phenomenon characterized by chronic physical and emotional exhaustion resulting from prolonged exposure to stressors while living in a foreign country. The factors contributing to burnout can be diverse, ranging from cultural adjustment and language barriers to work-related pressures and isolation. The constant need to adapt to a new environment, build a social support system, and manage the demands of work can create a perfect storm for burnout.

Key Factors Contributing to Expatriate Burnout

Cultural Adjustment:

• Living in a new culture requires you to navigate unfamiliar customs, norms, and social expectations. The constant need to adapt and fit in can be mentally taxing, leading to a sense of disorientation and exhaustion.

Isolation and Loneliness:

• As an expatriate, you often find yourself far away from familiar social networks, friends, and family. The lack of a support system can lead to feelings of isolation and loneliness, amplifying the stress of adjusting to a new environment.

Work-Related Stress:

• Experiencing pressure at work is not exclusive to expatriates, but the added complexities of working in a foreign setting can exacerbate stress. Issues such as language barriers, different work cultures, and heightened expectations can contribute to burnout.

Understanding Expatriate Trauma:

While burnout is primarily associated with chronic stress, expatriate trauma involves exposure to one or more significant traumatic events during your international assignment. Trauma can result from various factors, including political unrest, natural disasters, or personal experiences such as accidents or assaults. Unlike burnout, expatriate trauma is often acute and may lead to long-term psychological consequences.

Key Traumatic Experiences for Expatriates:

Natural Disasters:

• Experiencing earthquakes, hurricanes, or other natural disasters in a foreign country can be particularly traumatizing, especially when you are unfamiliar with emergency procedures and local resources.

Political Unrest:

• Living in a country undergoing political instability or conflict can expose you to the trauma of civil unrest, protests, or even violence.

Personal Safety Incidents:

• Whether it’s a car accident, assault, or any personal safety incident, facing such events in a foreign setting can leave lasting emotional scars.

Expatriate life is a multifaceted journey, and acknowledging the potential for burnout and trauma is essential. Companies and individuals alike must prioritize mental health support, cultural training, and resources to help you navigate the challenges you may encounter. By fostering a supportive environment and addressing the unique stressors associated with living abroad, we can empower expatriates to make the most of their overseas experiences while safeguarding their mental well-being.

Resources for Dealing with Expatriate Burnout and Trauma:

• Expatriate Health and Wellbeing Services:
  • International SOS
  • Cigna Global – Health and Wellness Resources
  • Crisis24
  • WHO – WhatsApp https://www.whatsapp.com/coronavirus/who
• Mental Health Support for Expatriates:
  • Expat Counseling and Coaching
  • Therapists Abroad

• Books on Expatriate Life and Mental Health:
  • Good Grief – Transforming Loss into Hope and Resilience by Sarah Kobrus
  • “The Emotionally Resilient Expat: Engage, Adapt and Thrive Across Cultures” by Linda A. Janssen
  • “The Art of Coming Home” by Craig Storti
  • “The Expert Expat: Your Guide to Successful Relocation Abroad” by Melissa Brayer Hess and Patricia Linderman
  • The Global Rockstar Album – 21 Verses to Find Your Tact as an Inclusive Leader by Angela Weinberger  https://www.angieweinberger.ch/the-global-rockstar-album/
• Online Communities and Forums:
  • Expat Exchange
  • InterNations
• Cultural Training and Resources:
  • Global People Transitions, Zurich, Switzerland
  • Global LT – Cultural Training
  • Communicaid – Cultural Awareness Training
• Podcasts:
  • The Expat Happy Hour
  • Expats on Air
• Local Support Networks:
  • Check if there are local expatriate support groups or community organizations in your area.

Remember, seeking support and resources is a proactive step toward maintaining mental well-being during an expatriate experience. If you or someone you know is struggling, reaching out to professional counselors or mental health services can make a significant difference. Always consult with healthcare professionals for personalized advice and assistance.

Global People Transitions is a consulting firm that specializes in expatriate coaching, intercultural training, and support for professionals navigating international transitions. They offer services aimed at helping individuals and organizations manage the challenges associated with global mobility. It could be a relevant resource for those dealing with expatriate burnout or trauma.  Fill out our contact form if you need help.

Editorial Note: Some of the information provided comes from a conversation with OpenAI’s GPT-3 model. However, we enhance the information gathered and make sure it is accurate as part of our editorial process.

Going on an international assignment is often a relationship challenge. Even if you have already been married for a long time, moving abroad can bring out the best and worst in the relationship with your spouse and/or life partner.

Gone are the days of the “expat wife” sitting in the expat country club, playing tennis or painting her fingernails at the pool while an armada of the staff was taking care of the driving, children, household, and cooking. Today, life partners and spouses are of all backgrounds and all colors.

My observation is that more and more male spouses are joining female expats. We also see more same-sex couples doing assignments together. Some couples plan to have a family while on assignment, while others have children living at boarding schools in different countries. My advice here is mainly for dual-career couples. If you have children, you might face other challenges, but usually, companies provide more support around finding schooling than help with spouse adjustment.

Here are five principles you can use to help your spouse adjust to the host country faster.

1) Ensure you understand all legal obligations when applying for a residence and work permit

Ensure you understand the legal obligations in case you are not legally married. Is your life partner allowed to reside in the country? How hard or easy is it to receive a work permit? Did you consider adequate health, accident, and life insurance coverage? Work permit legislation can be tricky, even for married couples. Ensure you understand the implications of your work permit type for your spouse/life partner.

2) Help your spouse adjust by building your network in the host country

Find out how to build a network in the host location quickly. Normally, the easiest way to find a job in any area is through your professional network. Support and encourage your spouse to find a job or start a business and back off when they get started. Try not to pressure but to encourage and support. Let them speak to agencies and headhunters about job opportunities. Make sure they understand the role of agencies and headhunters in the process before you contact them. Help other colleagues and their spouses, too, so that you will be considered when it is your spouse’s turn to look for a job.

Talk to me

https://calendly.com/angieweinberger

3) Your spouse adjusts better through intercultural training

Understand the cultural differences in how to write an application and how a resume typically looks for the host country. What are the usual ways of getting a job? How critical are personal introductions? Who should sponsor your spouse? Having a social life and making friends together will help you transition into the new culture. Try to make time for events so that your spouse feels that you are on this adventure together.

4) Utilize support offered by your company.

Utilize all your company’s resources. Ask your employer for spouse career support. The transition into a new country is stressful. Sitting at home without a real task can trigger depression or loneliness. Your HR and Recruiting contact often might not understand what your spouse is going through. Show them data and articles to make sure they understand their plight. Before signing your new contract, let them know how important your marriage is to you and that you are not willing to sacrifice your personal life for the job. 

5) Discuss a fallback option with your spouse.

If your spouse cannot find a job in the host location, devise a fallback option and value work even if it does not generate family income. Examples include volunteer work, social engagement, university degree, freelance work, or building up a company. Sometimes, expatriates are so busy starting a new job and life that they forget to listen and support their partners. Supporting your partner by having their back (not by breathing down their neck) might be more important than anything else. I have seen couples who agree that they take turns in advancing their career. After this assignment, your spouse should be able to pick the next role or location first.

A couple must live together (or close to each other) during an international assignment or at least see the light at the end of the tunnel (a maximum of two years of separated lives). Commuting creates separation, and your life will diverge. Also, consider that even though your career step might be important, it does not mean your life. So, occasionally, you might be better off turning down an international assignment to save the relationship.

Talk to me

https://calendly.com/angieweinberger

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Empowering Expat Spouses in Their Career Journey

Eight Major Barriers to Expat Spouse Employment