visa regimes in countries across the world, but there is still much work to be done.
ASSIGNMENT TYPE & POLICY IMPLICATIONS A factor that strongly affects dual- career couples is the nature of the assignment. Traditional long-term assignments are giving way to flexible forms of mobility, such as the increasing use of short-term and commuter assignments, as well as a greater focus on permanent transfers. Alternative assignment types typically have less employer support in terms of allowances and benefits. This means that dual- career couples need to find ways of supporting their income levels. For short-term and commuter assignments,
unaccompanied
mobility typically results in the dual-career partner remaining in the home country and continuing their employment there. However, this creates family separation, which is a source of stress and anxiety, and means the employee being moved by their company lacks family support in the host location. Permanent transfers are typically on local terms. This means there is increasing pressure for the accompanying partner to gain employment quickly to maintain income levels. Research into dual-career
families has tended to focus on traditional expatriates – married couples. Increasingly, the profile of the expatriate workforce is changing and a larger percentage of unmarried and/or same-sex couples are seeking global mobility opportunities. Employers are hampered
by a lack of research into how organisations can best manage these different family profiles. Typically, employers do not keep data on the profile of their expatriate workforce other than by gender. Indeed, both academic and practitioner research demonstrates a lack of information on how employers tailor assignment policy by sexual orientation, disability and family circumstances. Lack of information is clearly unhelpful to widening diversity and inclusion.
STRATEGIES ADOPTED BY DUAL-CAREER COUPLES Academic research indicates that couples do adopt different strategies to navigate their dual careers. Career coordination can be practised. This is where each member of the couple working for different employers negotiates individual assignments in the same location. Of course, this is governed by the nature of their employment and where their employers have operations. Another strategy is remote work; one member of the couple works locally and the accompanying partner continues to work for their employer, but on a remote basis. This has compliance implications and success depends on the nature of the work and the employer’s policies. A further strategy concerns
taking turns. Members of a dual- career couple take turns to work and manage family life, but this has loss of income and career implications and is not ideal. Co-working couples – where both partners work for the same employer – might be able to negotiate an assignment where both are employed locally by their employer. However, rarely are there two international roles available at the same time and in the same place. Even if there are, potentially one of the partners has to compromise on their career position to take up local employment with their working partner.
FUTURE ACTION We need more data on the issues that affect family decisions to accept international assignments and the factors that cause difficulty – resulting in poor performance or assignment failure – if we are to widen and diversify the talent pool from which employers can draw skilled labour. For example, even when couples do undertake an international assignment together, almost half of organisations report that assignments are cut short due to dual-career issues. The cost of a failed assignment is
difficult, not only in terms of the cost to the employer in relation to the relocation package, but also in terms of damage to local relationships
9
and the impact and effect on the employees themselves. It is crucial to invest in dual-career support as statistics indicate that over 70% of all failed moves are linked to issues to do with the partner. Employers simply cannot afford not to invest in supporting dual-career couples. The younger generation in
particular expects that both partners will be able to work. Their choice of employer and employment location will depend on this. Arguments must continue to be made in favour of supporting talent flows to improve the economic circumstances of receiving host countries. Employers also need to ensure
they lobby
effectively for this and support their workforces effectively through appropriate policy provision that encourages diversity and inclusion.
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GLOBAL MOBILITY
DUAL CAREERS
GLOBAL MOBILITY MINI FACTSHEET: DUAL CAREERS
Dual careers: Career co-ordination strategies
When individuals who are part of a dual career couple are assigned abroad, their accompanying partner may seek employment to maintain their career trajectory. Career co-ordination strategies can be achieved with organisational support.
COMPATIBLE ROLES One strategy that can be adopted is the use of compatible roles. This means that each partner in a dual career couple seeks an assignment in the same location from their respective employers. Timing of the assignments, the availability of suitable work opportunities and visa procurement all need to be considered. The
can explore whether there may be opportunities available in the same or a nearby location for the partner. Again this option has the advantage of retaining talent and providing an international career opportunity for the partner. One of the problems associated with organisations may
co-working is that
not have two international roles that can provide career growth, in the same place at the same time. Individuals who are part of dual career couples may not wish to compromise their careers by accepting less career enhancing appointments simply to accompany their partner abroad.
PARTNER EMPLOYMENT ABROAD A further option is the employment of the accompanying partner by the sending organisation,
contractor capacity. Work authorisation/ visa compliance will be required.
advantages for two separate
employing organisations to co-operate with each other to support the international relocation of the spouse/partner that each employs are numerous. Both organisations can retain valuable talent and, by working together to determine the international assignment package made available to the couple, potential costs can be shared. If work opportunities are not available in the same location, consideration can be given to employment in a nearby region/country, enabling commuting between the two so that couples can reconnect regularly.
CO-WORKING Co-working refers to when both partners in a dual career couple are employed by the same employer. When one is off ered an international assignment, organisations
CAREER INDEPENDENCE Each partner may decide to pursue their own career, independent of the other. This approach is frequently used when one partner’s career is not transferable abroad. Prioritising their careers over living
together, this usually necessitates one partner remaining at home while the other undertakes their assignment unaccompanied. However, this can be a major cause of
potentially in a
CAREER PRECEDENCE Dual career couples may opt for career precedence. For example, one method is to agree to take turns to not work in order expatriate
to
support each partner’s opportunities. If couples
choose this approach, organisations can help support the non-working partner with career counselling and vocational/ educational training opportunities
to
keep their qualifi cations up-to-date while they are not working. Preparation to re- enter employment after the assignment is completed is also valuable.
stress and lead
to relationship diffi culties. If this strategy is adopted, organisations can help to support couples by providing reunifi cation visits. Another way organisations can support couples is to explore whether the international assignment undertaken by one can be carried out via a frequent fl yer style of mobility – such as a commuter or a rotational assignment – enabling the assignee to return home regularly.
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