Similarly, approximately one-fifth of respondents in the 2015 Global Mobility Trends Survey indicated that any type of candidate assessment (be it formal or informal) were utilised to select a suitable employee for undertaking international assignments.This meant that about three quarters of respondents had no process in place.Hence, further corporate support for both the female expatriate as well as the host country is required.Tags: Sexism EssayConcluding Tok EssayCriminal Justice System EssayInventory Management Literature ReviewParagraph Classification EssayCalifornia Intercontinental University 2009 Scholarship Prize Essay
Reasons for the lack of gender diversity in today’s modern working population are multifold, but largely stem from management’s lack of understanding regarding potential female international assignees, resulting in mobility strategies that fail to cater to womens’ demand for overseas opportunities.
Moreover, female employees’ inaccurate perception of international secondments have also resulted in them declining or avoiding such assignments.
Although females have shown interest in overseas assignments, companies often assume that women with families would not wish to move to a foreign country.
However, a Pw C study has shown that in fact, a consistent and significant proportion of both women and men who would like to work overseas were parents – 41% of women who expressed interest were mothers, while 40% of men who would say yes to working overseas were fathers.
Companies would have to identity the possible barriers preventing female high-earners from taking on jobs overseas, despite it being more financially prudent.
Another major concern listed by females when declining an international job assignment would be that their trailing spouses may not be able to adapt to the new country or find a job.These beliefs, being more present in females than males, would result in qualified females self-eliminating themselves from selection and relinquishing overseas job opportunities to men, contributing to the gender disparity.Another factor resulting in women being less likely to take up an overseas assignment would be uncertainty or fear when being repatriated to their home country.Due to such pre-conceived notions, females have a higher tendency of being sidestepped even prior to the recruitment process contributing to gender disparity in international assignments.Another reason often cited for gender disparity in international assignees is the lack of transparency regarding international mobility policies.As domestic boundaries are increasingly broken down, the world requires a more diverse workforce to accommodate changing business needs.This overt gender disparity is of significance to the global mobility industry, as it prevents businesses from delivering their employees’ full potential.In our next article, we will explore the changing phenomenon regarding trailing spouses and its impact on gender diversity.While there is substantial demand from women to work overseas, this is not necessarily accommodated by the mobility strategies deployed by companies.Robust demand from women to work overseas has not translated to a proportionate number of female international assignees.In this article, we will explore why gender disparity in international assignment exists.