Which are the challenges expat partners have to deal with when relocating? What are solutions that could help them? What should companies do to support expat families?
Studies, surveys, statistics and more help evaluate the size and the needs of this “niche” community which still today – despite of globalisation and the future of work (see also 2016 Global Mobility Trends by Brookfield Global Relocation Services) – remains often ignored or even mocked for not being able to enjoy a life perceived as ideal by many.
However, their difficulties have a real economical impact for companies – see for example Brookfield Global Relocation Services (2010) “65% of failing expat assignments are attributed to spouse or Partner dissatisfaction with the new location” – let alone serious sociological and psychological repercussions on people’s lives.
Ernst & Young & NetExpat Relocating Partner Survey Report (April 2018) “the largest and most in-depth survey ever conducted on the relocating partner/spouse topic, with over 3,400 respondents and insightful corporate benchmark contributions, including brand new perspective on employees’ expectations, and current approaches to this key topic, both for domestic and international mobility”. Download your copy at http://ow.ly/G22L30jFRnq
“A New (Expat) Perspective on Global Talent Mobility” is the report based on the Expat Insider survey, one of the world’s most comprehensive expat surveys (18,135 expats from across the globe participated). Focusing on Foreign Assignees, International Hires, and Relocating Spouses, it provides valuable insights for global mobility and HR professionals. Click here to download the Expat Insider 2018 Business Edition.
Career Choice And The Accompanying Partner by Louise Wiles and Evelyn Simpson, Thrivingabroad.com, 2012.
This study of 312 accompanying partners looked at a range of obstacles to working abroad and whether working led to more life satisfaction and assignment fulfillment. In addition to work permit issues, others obstacles included a lack of local networks and local language skills, personal choice to look after the children, and a lack of support from the partner’s employer. While some partners are happy not to work and find fulfillment in other aspects of the assignment, almost half are ambivalent or unfulfilled.
Life satisfaction and fulfillment is higher among partners who are working.