Unlocking inhibitors to women’s expatriate careers: can job-related training provide a key?

Purpose The purpose of this study is to examine what job-related training interventions female expatriates seek and can access in order to build necessary knowledge and skills to progress into further career-enhancing expatriate positions. Design/methodology/approach This study uses a cross-sectional qualitative research approach, drawing upon semi-structured interviews in respect of organisational training practice with 26 current female expatriates and nine Human Resource, International Assignments and Training Managers in two oil and gas exploration firms. Findings Budgets, time and travel restrictions, and competitive business pressures constrain on-the-job training provision for expatriates. Assignees require specific knowledge and skills ahead of appointment to subsequent expatriate positions. HR personnel believe training provides appropriate knowledge and capability development supporting women expatriates’ career ambitions. Women assignees view training available within their current roles as insufficient or irrelevant to building human capital for future expatriate posts. Research limitations/implications Longitudinal research across a wider spectrum of industries is needed to help understand the effects of training interventions on women’s access to future career-enhancing expatriation and senior management/leadership positions. Practical implications Organisations should ensure relevant technical skills training, clear responsibility for training provision, transparent and fair training allocation, positive communication regarding human capital outcomes, and an inclusive culture that promotes expatriate gender diversity. Originality/value Set within the framework of human capital theory, this study identifies the challenges that female expatriates experience when seeking relevant job-related training to further their expatriate careers. It identifies clear mismatches between the views of HR and female assignees in relation to the value of job-related training offered and women’s access to it

Role models: expatriate gender diversity pipeline or pipe-dream?

Purpose – The purpose of this paper is to examine the extent to which – and how – female expatriate role models support women to take up expatriate assignments in the male-dominated oil and gas industry. Design/methodology/approach – The research uses data from a census survey of female expatriates supported by semi-structured interviews with a stratified sample of the survey respondents, triangulated with interviews with human resource (HR) professionals and analysis of organizational policy relevant to expatriation. Findings – Potential assignees value the information that women role models can provide on living in challenging, masculine locations. Role models are particularly important to women undertaking unaccompanied assignments and also when assignment periods exceed traditional lengths. Current female expatriates do not view themselves as role models, despite HR professionals recognizing their value in inspiring women’s expatriation. Research limitations/implications – This research was set in a sector with very few female expatriate role models. Further research is needed to understand the influence of role models on women’s expatriation in different sectors and organizations with greater female role model representation. Practical implications – Training for current assignees, time to be set aside within work duties and communications links to enable current and returned female expatriates to connect with potential assignees are needed to widen expatriate gender diversity. Originality/value – This research contributes to theory by linking the importance of role models to women’s career stages. It proposes a new theoretical contribution by linking role model importance to the types of assignments women undertake. Practical suggestions for organizations are given to widen expatriate gender diversity via support for role models

Female expatriates’ motivations and challenges: the case of oil and gas

Purpose This case study is designed as a teaching exercise and this paper aims to highlight the key issues for organisations’ expatriating women within masculine industry sectors and/or into challenging international environments. Design/methodology/approach This case study draws together key published findings relating to women’s expatriation in the oil and gas exploration and production sector. It demonstrates a triangulated research design, drawing upon organisational policy from two oil and gas firms, semi-structured interviews with 14 human resource professionals and 26 female expatriates, as well as from 71 female assignees’ questionnaire responses. Findings Career and financial drivers underpin women’s motivations for accepting organisationally assigned expatriation. Women expatriates engage in satisficing and career compromise. The main challenges women face in masculine industries include access to expatriate roles because of limited female networks, family concerns, managing working time and work-life balance and coping with loneliness. Research limitations/implications The oil and gas case findings are based on a cross-sectional research design. The majority of female expatriates undertook long-term assignments; limited numbers engaged in flexpatriation. Practical implications While organisational policy supporting expatriation does not usually address gendered expatriate concerns specifically, inclusion of interventions that are identified by women as helpful to their expatriate participation can assist in increasing expatriate gender diversity. Originality/value This oil and gas research case brings together and presents a summary of the motivations, problems and challenges faced by women in male-dominated expatriate environments, together with relevant theoretical approaches and organisational interventions to help us understand and increase expatriate gender diversity

Women Expatriates: A Research History

This chapter traces the history and provides a critical review of the extant literature on women’s participation in expatriation. It begins by reviewing the literature from the 1980s, examining Nancy J. Adler’s seminal work and how her three key ‘myths’ (relating to supply and demand, namely that women do not want international careers, organizational reluctance to send women abroad and presumed lack of host country acceptance of women expatriates) provide explanations for their minimal expatriate representation (just 3 per cent in the early 1980s) and set the scene for over three decades of female expatriate research. The following three sections examine the female expatriate literature on these themes in depth and in so doing provide analysis at the individual, organizational and societal levels. They preview evidence concerning the individual choices that women make and the effect of family constraints upon these; organizational decision-making, particularly in relation to expatriate selection; and the effects of societal cultures (at home and abroad) on women’s expatriate participation. These issues are framed theoretically, set within the global context, and within women’s participation in international management, more generally. While women’s expatriate representation has increased over the years, they still remain in the minority, comprising around one-fifth of the expatriate population today (Brookfield, 2012). This proportion has changed little over the last decade, suggesting that this may represent the limit of female international assignment participation. Men dominate expatriation in countries such as Japan. Although firms based in the Asia-Pacific are beginning to send more women on assignment (Anon, 2007), where considerable participation by Japanese and other Asian organizations is included in survey data, for example ORC Worldwide (2007), female expatriate participation is lower (Thang, MacLachlan and Goda, 2002). By comparison, Asia-Pacific headquarters-based organizations comprise only a small percentage of respondents in Brookfield’s (2012) survey which records higher female expatriation. The academic research into women’s expatriation reflects the predominance of Western women from North America, Europe and Australasia going on assignment (Shortland and HUTCHINGS 9781781955024 (M3343) (G).indd 18 15/01/2014 11:08 Women expatriates: A research history 19 Altman, 2011) and hence the experiences of female expatriates from these regions form the main focus of this chapter. However, moving beyond Adler’s themes, this chapter also examines institutional factors and their impact on women’s entry into, and support within, expatriate roles. The chapter concludes with a critical review of what we actually know about women expatriates (surprisingly little after 30 years) (Shortland and Altman, 2011). It includes the effects of organizational interventions, the changing nature of expatriate assignments and gendered issues that potentially hinder or alternatively facilitate women’s international mobility, ending with a call for theoretically framed further research

Career cooperation, coordination, compatibility and co-working: how female expatriates mobilise dual-career strategies

Purpose The purpose of this case study is to examine how female expatriates mobilise couples’ dual-career coordination strategic choices to achieve their own and their partners’ desired career goals. Design/methodology/approach This qualitative research is based upon in-depth interviews with 20 dual-career female expatriates working in two case study oil and gas organisations. Findings Female expatriates use a series of tactics ranging from cooperation in maintaining a dual-career hierarchy, through to coordinating aspects of their own and their partners’ assignments, undertaking compatible industry roles, and co-working (working together in the same organisation) to attempt to achieve a greater egalitarian international dual-career strategic outcome. Research limitations/implications This case analysis was based on a relatively small sample of female expatriates in heterosexual relationships working in oil and gas exploration. Further research in different sectors, with larger samples, and with male expatriates is also needed. Practical implications Employers should minimise periods of separation by focusing on coordinated assignment timings for both partners, facilitate suitable employment for both partners who wish to work abroad, and prioritise securing partner work visas. Social implications The inability to pursue desired dual-careers together while undertaking international assignments can be detrimental to couples’ relationships, potentially leading to unwillingness to expatriate and thereby deliver necessary skills in the host country. Originality Originality lies in identifying the tactics women use to enact dual-career coordination strategies, including coordinating assignment timings and locations to reduce separation, and pursuing compatible roles to achieve egalitarian career and relationship outcomes. While women expected co-working in the same firm to facilitate dual-career mobility, its career outcomes were disappointing

What seals the deal? How compensation and benefits affect women’s decisions to accept expatriation in the oil and gas industry

Design/methodology/approach A triangulated qualitative research approach draws upon: policy analysis in two oil and gas firms; interviews with two International Assignments Managers in Human Resources; and indepth interviews with 26 female expatriates with experience of a variety of assignment types. Purpose This paper examines how decisions to undertake organisationally-assigned expatriation are influenced by employers’ international assignment compensation and benefits policies, seen through the lens of female expatriate breadwinners working in the male-dominated oil and gas exploration and production industry. Findings The paper identifies premiums that uplift salary, housing quality, access to health care, travel and leave arrangements, dual careers and children’s education as women’s main deal makers. Research limitations/implications Longitudinal studies and comparisons of men’s and women’s views on policy aspects that support assignment acceptance and cause assignment rejection are needed across a range of industries. Practical implications Housing quality is a key factor in women’s assignment acceptance. Good communication prior to expatriation can help build confidence in healthcare provision. Employers should consider how travel and leave policy can be implemented flexibly. Assistance with seeking work visas for partners and coordinating dual career couples’ assignments can facilitate female expatriation. Originality/value This article provides new knowledge on how the content of organisations’ international compensation and benefits policies influences female expatriate breadwinners’ assignment acceptance set within the theoretical framework of compensating differentials. It proposes a model to depict financial and non-financial deal makers to women’s assignment acceptance

The pirates of Somalia: Coastguards of anarchy

This paper analyses the underlying factors driving piracy off the coast of Somalia and examines the effectiveness of the international naval anti-piracy mission with respect to its declared aims. We show that while the navies perform well with respect to their short-term aims, they failed to contain the escalation of the piracy problem through 2009: pirates have been diverted from the Gulf of Aden into the Indian Ocean and the Arabian Sea. Evidence from domestic conditions in Somalia suggests that economic development and greater stability might in fact aid pirates

International rotational assignments: Women’s challenge to occupational gender segregation

Abstract Design/methodology/approach This cross-sectional qualitative study is based on semi-structured interviews and correspondence with female international rotational assignees, and interviews with HR professionals involved in selection and deployment for such assignments. Purpose The purpose of this exploratory research is to understand how women have accessed male-dominated oil and gas international rotational assignments and why they believe these roles to be professionally worthwhile. Findings HR personnel stereotype women as unsuitable for international rotational assignments. Women must be exceptionally determined and/or circumvent selection processes to access such roles. Women value the professional and personal development gained from international rotational assignments which helps them widen their occupational skills capacity. Research limitations/implications To extend these findings, larger samples of female international rotational assignees and research in a wider range of industries are required. Longitudinal studies could further our understanding of women’s career progression building upon their international rotational assignment experience. Practical implications To reduce stereotyping of women’s perceived unsuitability, greater understanding of international rotational assignment roles/environments is required by managers involved in selection. Transparent selection processes are required to support diversity. Greater interest in the work performed by international rotational assignees will raise their profile and assist with wider labour market opportunities. Social implications Organisational representatives unintentionally reinforce occupational segregation by stereotyping women as less appropriate workers than men for international rotational assignments. Originality/value This research hears women’s voices as they begin to make inroads into the masculine world of oil and gas international rotational assignments. Research propositions and recommendations for practice are suggested to assist in breaking down male monopoly in this context

Government ownership of banks, institutions and financial development

Using a suitably modified locational model of banking, we examine the influence of institutions, such as deposit contract enforcement, in explaining the share of previous termgovernmentnext term owned previous termbanksnext term in the banking system. We present cross-country evidence suggesting that institutional factors are relatively more important determinants of the share of state previous termbanksnext term than political or historical ones. We argue that rather than privatizing or subsidizing state previous termbanks governmentsnext term in developing countries should build institutions that foster the development of private banking