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Worldwide dual-career relocation on the rise With the rise in dual-career couples comes the increase of


necessary uprootings triggered by succession planning and logistics.10


specifically about relocation. Whose career takes priority? If one partner accepts an opportunity that requires the other


partner to leave a good job, will the sacrifice be compensated – through increased pay, other financial resources or a range of other tangible benefits? This is also a major reason that dual-career relationships can


become ‘unequal’ over time (at least in terms of the two partners’ career status). However, when one partner must relocate to move up the corporate ladder, the other partner has difficult choices to make. The perception of whose career is more important plays a


significant role in decisions about relocation. According to the second, and most recent, dual-career couple survey conducted by the Society of Petroleum Engineers, women place a higher priority on protecting their spouse’s career than most men, and they named the ability of their partner to find work as a top motivator to taking an assignment – second to gaining valuable experience. Globally active companies expect this issue to continue, making


it more challenging to entice their top talent to relocate, retain these high performers or attract candidates. Furthermore, restrictive work permit regimes that limit spouse or partner employment can negatively impact an assignment and overall business outcomes. Additionally, virtual offices are on the rise. According to a


survey by oDesk that included 3,000 businesses, 82 per cent of Millennials believe that, within ten years, many businesses will be consist entirely of virtual teams of online workers. If people can work from a virtual office or from home, will


they be more likely to move? Is the move actually necessary? Will people who work virtually be more likely to stay with an organisation in the future? These considerations and desires may become important to consider.


Can dual-career relocation work? Dual-career assignees are families in which both spouses


Dual-career moves for Millennials While the pursuit of wealth and two incomes is beneficial,


dual careers restrict mobility – especially international moves. As reported by Forbes, Millennials in dual-career relationships f ind that this scenario leads to more responsibilities both at work and at home, presenting significant challenges for workers and organisations that need to attract and retain talented workers. Globally, talented workers are in high demand. That means


that they are increasingly willing to change jobs if they don’t have solid opportunities to climb the corporate ladder or advantages like flexible schedules and relocation options. A PwC report finds that 69 per cent of female Millennials


would like to work outside their home country during their careers, and 63 per cent of women feel that international experience is critical to furthering their careers. PwC predicts that the number of workers who will take on global assignments will rise by 50 per cent over the next decade.


have career responsibilities and that relocate internationally. In general, relocations, along with extended working hours, business travel and other work-related factors, can create stress for assignees and their families, especially spouses. The number of dual-career assignee couples is substantial,


since the majority of assignees are married and have children. However, recent studies show that companies do little to help resolve the dual-career problem among assignees. A research report shows that professional company support to address the dual-career issue was lacking despite being perceived by trailing spouses or partners as having a major impact on their ability to reconstruct an identity once abroad, which in turn impacts on their adjustment. The ability to transfer employees internationally is


critical to business success. Widening access to host-country employment for assignee partners can be beneficial to families, employers and the host country. According to the Permits Foundation’s most recent study on international dual careers and partner support, 96 per cent of employers report that being able to transfer employees internationally is highly important to their organisations. ➲


For these two-income families, this comes with spouse/


partner career concerns that can prevent employees from accepting international assignments. These kinds of circumstances lead to important questions,


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