Life not so sweet for repatriates
Life after an overseas assignment can be a sobering experience for some returning expatriates, according to an international survey of those who have returned home from company initiated international assignments.
The survey, contributed to by CPA Australia members, found that many respondents believed their career had not advanced since returning home. Nearly 60 per cent of repatriates are currently in a job considered a lateral move, while 16 per cent are working in a role they consider a demotion.
There was also a warning for companies that send staff abroad. While many employees are moderately satisfied with their jobs, careers, and their life as a whole, 12 per cent of respondents indicated that they are likely, or very likely, to leave their company in the near future. Males, younger employees, those without global responsibilities on their previous international assignment, and those who felt they made few sacrifices while overseas, were more likely to report that their job upon repatriation was a promotion.
Career advancement upon repatriation related to job satisfaction, career satisfaction, and intentions to remain with the organisation.
The survey was conducted under the aegis of the Expatriate project, a global consortium of HR practitioners and academics from leading universities including the University of Melbourne, University of Wisconsin at Milwaukee and Penn State University. This phase of the project, which is sponsored by the Society of Human Resource Management Foundation, was focused on discovering more about the repatriation process so that the overall international assignment experience can be successful for both employees and the organisation.
The survey suggests companies that value international experience and meet employee expectations for training and development were more likely to have satisfied repatriates.
More women are being sent on international assignments than ever before, a trend that is set to continue, according to Mercer Human Resource Consulting. Its 2006 global survey showed that Asia-Pacific companies have 16 times more women on assignment this year than they did in 2001. Companies in North America have nearly four times as many, while those in Europe have more than twice as many women.
Over half of the companies surveyed (55 per cent) expect the number of female assignees to continue to increase steadily over the next five years, while 35 per cent believe the number will remain the same. Just 4 per cent believe it will decline.
'The huge growth in the number of females sent on assignment by Asia-Pacific companies reflects the fact that businesses in this region, particularly in China, are becoming increasingly global,' says Yvonne Sonsino, principal at Mercer Human Resource Consulting.
'Going on expatriate placements can be an important step on the career ladder, and women are increasingly interested in taking these assignments. Yet many companies' policies are outdated and do not reflect the changing profile of their expatriates, so assignees' requirements are dealt with on a case-by-case basis,' says Sonsino.
Although the companies surveyed generally do not have separate policies for female expatriates, the study found some differentiation in the treatment of male and female assignees. For example, 15 per cent of companies surveyed said they would not send women to hardship locations such as the Middle East.
The transition mission for mature-age members
As part of CPA Australia's mature-age initiative, a new workshop is being offered to support members who are in career transition to explore their work options.
Given the current skills shortage in a number of industries, opportunities exist for CPAs who wish to continue working in a style that better suits their changing needs. A new generation of mature members are wishing to stay active in the marketplace longer. Yet the process of finding an appropriate position can be a challenge, as these roles do not necessarily come through traditional channels.
New for 2008, CPA Australia and Priorities Flexible Employment Strategies presents the 'Shifting gears: career transition & employment readiness' workshop. It has been designed to explore work options for mature members, including useful tips for securing the right role to better suit their changing lifestyle.
The training offers a tailored market overview as well as practical self-assessment, presentation, communication and networking activities. The workshop provides guidance on where the best opportunities are and techniques for overcoming obstacles. This highly interactive workshop encourages attendees to share experiences in order to optimise the learning environment.
'A growing number of our more mature members are starting to plan for their career transition,' says Ian Mayer, GM reputation and standards. 'They wish to continue contributing and utilising their skills in a more flexible part-time, contract or volunteer capacity. CPA Australia's mature-age initiative aims to support these members while helping to address the skills shortage.'
Women get on board
The stalled efforts of women to gain their place at the boardroom table, which was featured in the article 'Get on board' in the December 2007 edition of INTHEBLACK, was the impetus behind a major new initiative launched by the Western Australia division in August last year.
The inaugural CPA Australia 'Women! Get a-board' forum attracted 180 women, half of whom were members of CPA Australia, to hear top Western Australian business leaders and prominent board members discuss the progress of their careers and tips on achieving a coveted board position.
Dean of the University of Western Australia's Business School, Tracey Horton, chair of Screenwest, Erica Smyth and Wesfarmers director Dr Tony Howarth all shared their experiences and reflected on the challenges encountered in working their way onto some of the top boards in the state.
'With the demographic of our younger membership changing to predominantly female in the under-29 age group, we felt it was time to offer leadership on this issue, and so the idea of the forum was born,' said divisional director Aidan O'Grady. 'It was extremely well received, and clearly fills a gap in the market.'
The success of the first event has led the division to partner with Women on Board's head Ruth Medd CPA, who will conduct a series of master classes at the next CPA 'Women! Get A-Board' forum in August. The Women's Policy Unit of the state government has offered support to the initiative in the form of scholarships to attend the Australian Institute of Company Directors' course, which is considered a prerequisite for those seeking a board appointment.
In addition, two cocktail networking events are planned. The first will be held on 6 March at the Art Gallery of Western Australia, featuring gallery board chairman, Helen Cook and networking expert Ron Gibson. The second event, to be held in November, will focus on the revitalisation of Perth city and key women who are leading the debate and driving change.
To register for the March event, contact the Western Australia division on (08) 9481 5944.
Reference: February 2008, volume 78:01, p. 13 14
