A recent survey conducted by Brookfield Relocation asked Human Resources representatives from a number of companies to rate the family challenges that were critical to their organisations when relocating staff. In first position was the issue of a partner’s resistance to moving with a rating of 47%. Also cited as a critical issue by many was the subject of the accompanying partner’s career.
Those who have moved abroad already to accompany their working partner, will be able to testify to just how important it is for the success of the relocation to ensure that all family members are comfortable with every element of the move. Specifically for accompanying partners, (also known as ‘trailing spouses’), the subject of whether they can work abroad is often key.
For this very reason, two expatriate professionals whose own careers are centred around assisting expatriates and accompanying partners with their relocations and integration abroad, have released a survey that they would like your help with please. If you’re an accompanying partner who is moving or who has moved abroad with their working spouse, Evelyn Simpson and Louise Wiles would like to hear from you. Read on to learn more about their survey and the difficulties accompanying partners often encounter if they’re unable to work abroad…
The above-cited findings from Brookfield Relocation are not surprising when you think that the majority of expatriates fall into the 30 to 50 year old age bracket, and therefore broadly represent generations X and Y. The demographic of each group is known for expecting equality in their relationships - and this extends to equality in terms of their career and work opportunities.
The trend for the desire for dual career opportunities is only going to get stronger in subsequent generations.
To add to the weight of the Brookfield Relocation survey’s findings, one can cite the Permits Foundation Survey 2008 that looked at partners’ expectations and desires to work whilst abroad. This research found that 75% of non-working expatriate partners wanted to be employed during their time abroad. It also found a huge discrepancy in employment levels for accompanying partners pre and post their time living abroad. 90% of partners were employed prior to relocation, and only 35% were employed post relocation.
This information is of concern not only to those considering a relocation abroad as an accompanying partner, but to the organisations that relocate staff and their families internationally. The same survey also found that an accompanying partner’s employment status had an impact on that partner’s willingness to stay for the original assignment term, and on their willingness to consider an extension or a future assignment.
Of course it’s accepted and understood that not all partners want to work. Some welcome the opportunity for a career break - perhaps using the time to focus on their family, to study or simply to take a well-earned break. However, for those for whom a career is important, its absence can have a destabilising effect.
Louise Wiles (founder of Success Abroad Coaching) and Evelyn Simpson (founder of The Smart Expat) work with professional expatriates and their accompanying partners to ensure that they get the most out of their time abroad. Better than most, they know the impact that giving up a career can have on an accompanying partner.
Specifically they identify the following key problems that can have a dramatic and negative effect:
Loss of personal identity: The accompanying partner becomes known as the husband/wife of X rather than the proficient professional they were back home.
Isolation: This is especially an issue for partners who have no children or who have older children who no longer need accompanying to school or college. It can be very difficult for such expats to meet new people and to create new social networks once they’ve moved abroad.
Impact on self-efficacy: An enforced career break can lead to a drop in an individual’s self-confidence which is only exacerbated in their eyes by gaps on their CV that can be difficult to explain.
Negative financial implications: An assignment that results in one partner being out of work can lead to a big drop in family income. This can cause stress and financial discomfort. It can also take away the accompanying partner’s own financial freedom.
Spill-over stress for the employed partner: Dissatisfied partners and the unhappy home life that may result from their frustration can spill over to the assigned partner’s work environment, causing additional stress that impacts on performance in the workplace.
Depression and a sense of pointlessness: In the extreme, accompanying partners can feel so isolated and distressed that they slip into depression.
Considering all of the evidence above, it is therefore without a doubt in the interests of organisations to help their employees’ accompanying partners to settle and feel comfortable in their new environments. However, in these tough economic times as relocation budgets are slashed, organisations need to know that any services or support provided will truly make a tangible difference to their employees’ fulfilment and their families’ satisfaction with their new lives abroad.
It is for this reason that Louise Wiles and Evelyn Simpson have initiated new research which specifically investigates the following questions:
1) What career choices do accompanying partners make?
2) What determines the career choices that accompanying partners make?
3) Is there a correlation between accompanying partners’ satisfaction with their career status and their overall satisfaction with their lives?
If you’re an accompanying partner currently living abroad then they would greatly appreciate your participation in their online survey. It will only take you 15 minutes to complete; and the survey and your contribution will be completely anonymous. Your support and contribution are much appreciated, and your input could help to shape the future for accompanying partners and their families.