HRMN 467 DQ
Choose a country – if possible, one that you have personal experience with. Explain why, in your opinion, this would be a challenging country for an expatriate coming from the U.S. If possible, use a personal example or an example of someone you know. Select the top three challenges you believe this expatriate would face and present your recommendations for overcoming these challenges. Support your rationale with at least TWO resources.
Cite your references.
Expat Insider 2019 Business Edition A Look at Global Talent Mobility Through Expat Eyes
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5 Introduction Supporting Expats Where They Really Need It
6 Executive Summary Big Needs to Strike the Balance Between Work Life and Personal Life
8 Survey Methodology Methodology
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28 Foreign Assignees 29 Moving Abroad for Work 33 Relocation Support 41 Ease of Settling In 50 Family Life 51 Happiness
15 Survey Demographics 16 Expat Statistics
10 Profile References 11 The 3 Expat Types 12 Foreign Assignees 13 International Hires 14 Relocating Spouses
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Inquiries and Publishing Details
120 Press & Publishing
90 Relocating Spouses 91 Moving Abroad for Work 95 Relocation Support 102 Ease of Settling In 110 Happiness 116 Family Life
57 International Hires 58 Moving Abroad for Work 62 Relocation Support 70 Ease of Settling In 79 Family Life 80 Happiness
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It is that time of the year again. Time to get the latest expat perspective on global talent mobility. After the success of the Expat Insider 2018 Business Edition and the report being shortlisted for the Best Research Contribution at the Think Relocate Awards, I am pleased to present to you the Expat Insider 2019 Business Edition.
It is based on the Expat Insider survey, one of the world’s largest surveys on expat life, with 20,259 expats from across the globe participating in 2019.
With this business edition of the Expat Insider, we aim to provide an expat perspective on global mobility and international recruiting. Our goal is to assist global mobility and HR professionals to better understand the needs of Foreign Assignees, International Hires, and Relocating Spouses and to manage resources more efficiently.
The Expat Insider 2019 Business Edition provides valuable insights in a time where the global war for talent is rife. Recruiting beyond the local market presents new tasks and challenges. Therefore, improved employer branding and attractive benefit packages are important in attracting
and winning global talent. Another aspect is increasing the willingness of global talent to move abroad by mitigating concerns, such as being far away from loved ones, loneliness, dealing with the language barrier, the potential high cost of living, and not being able to make friends. Employers also need to react to the development of dual career couples and have more on offer for Relocating Spouses, as well as consider the impact of new generations, such as Millennials, that have different needs and expectations.
Not addressing these types of issues could lead to an increased risk for employers — 21% of Foreign Assignees and 25% of International Hires are considering an early return. It is crucial that employers stay on top of their game — now more than ever.
This report provides insights into how these expats experience life abroad — from the relocation support they receive to how easily they settle in. The findings show a clear trend that Foreign Assignees, International Hires, and Relocating Spouses all desire a balance between their work life and their personal life. While their career and job satisfaction stand out as positives for Foreign Assignees
and International Hires, not being able to make friends, socialize, and settle into the local culture are key reasons for dissatisfaction with life abroad. Surprisingly, this also stands out when comparing these two expat types to the Average Expat (total survey respondents). Relocating Spouses, on the other hand, are greatly dissatisfied with their career prospects (57% are not working) and desire access to professional and social networking, as well as spouse support.
These and other insights could help global mobility and international HR professionals to shift focus to more innovative and holistic solutions to support the various needs of these expats — throughout the expat lifecycle. Our aim is to encourage this new thinking of supporting expats where they really need it.
Enjoy exploring the new insights!
Theresa Häfner Head of Business Solutions at InterNations
Supporting Expats Where They Really Need It
Introduction
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Big Needs to Strike the Balance Between Work Life and Personal Life
Executive Summary
these, 41% received spouse support. These percentages indicate that spouse support is necessary.
Foreign Assignees are most satisfied with their financial situation, their job overall, and job security. They are least satisfied with making friends and feeling at home in the local culture, and have low satisfaction ratings for aspects relating to their personal life. They also experience ups and downs with these factors throughout the expat lifecycle. Therefore, their needs for support with these aspects are valid.
Of those that are happy abroad, 57% state they are happy with their job — the top happiness contributor. However, of those that are unhappy, large shares indicate the main causes for unhappiness are not having enough socializing opportunities (59%) and the lack of a personal support network (42%). (For more on Foreign Assignees, see p.28)
International Hires move abroad with a long-term perspective. However, a quarter plan to leave earlier than expected, with the lack of employer support and loneliness being key reasons for an early return.
The largest share of International Hires (45%) consists of Millennials — also known as Generation Y. The biggest motivations for International Hires moving abroad are general career development and better compensation or benefits. Other reasons, such as more attractive employment opportunities, more senior positions, personal development, and new experiences outside of work also stand out.
Employer support, however, seems to be letting them down. They more commonly receive financial support than specific services. However, just under half (49%) received
Foreign Assignees
Career development is the core motivation for this expat type moving abroad, but reasons relating to work-life balance, such as personal growth and new experiences outside of work also stand out. Notably, 21% are considering an early return with loneliness as a top reason.
In terms of employer relocation support, Foreign Assignees are the most supported expat type when compared to International Hires and Relocating Spouses — 81% received reimbursement, 59% received a lump-sum payment, and 58% received specific relocation services.
Of those that didn’t receive specific services but wanted it, the top needs are access to professional networking, social networking, and information on local life, as well as local settling-in services. Of all Foreign Assignees, 34% moved with their partner or their partner joined at a later stage. Of
International Hires
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Executive Summary: Big Needs to Strike the Balance Between Work Life and Personal Life
reimbursement for relocation-specific expenses and 30% received a lump-sum payment. A large 67% did not receive any specific relocation services — a very noteworthy share. When comparing these numbers to what Foreign Assignees received, international recruiting still has some way to go in terms of relocation support. This lack of support could also be why a quarter of International Hires don’t feel at home abroad yet and 16% state they never will.
The top reasons for their dissatisfaction abroad are not being able to make friends and not feeling at home in the local culture. Their satisfaction ratings with all aspects of life abroad also decrease after the honeymoon phase.
The imbalance between the work life and personal life of International Hires is also clear from their happiness ratings — job satisfaction is the top reason for happiness (60%) for those that are happy abroad. However, for those that are unhappy, not having enough socializing opportunities is their top reason (50%) for unhappiness. (For more on International Hires, see p.57)
Financial dependence on their partner was the top concern for Relocating Spouses before they moved abroad for their partner’s career. With a total of 57% of them not being employed, it is not surprising that this concerned them.
While more than three-quarters of Relocating Spouses (87%) are highly educated and hold bachelor, postgraduate, or PhD qualifications, many participating in the survey voice their frustration and dissatisfaction with being at home, either taking care of their family, volunteering, looking for work, or not being able to work.
In terms of relocation support, Relocating Spouses are more likely to receive reimbursement for relocation-specific expenses (61%) than the lump-sum payment (42%) and specific relocation services (45%) — an area where they seem to need support most. The relocation services they indicate as being top needs are access to professional networking (47%), spouse support (40%), and access to social networking (39%).
These needs also mirror the aspects that they have the highest dissatisfaction ratings for — career prospects, making friends, feeling at home in the local culture, and job security. Moreover, their struggles with their career and social integration last throughout the expat lifecycle.
Further strengthening this notion is the fact that of those that are unhappy abroad, the top reasons are the lack of a personal support network (49%), being unable to work (47%), and not having enough socializing opportunities (44%).
Their relationship with their partner seems to be the most positive and stable aspect of life abroad — they are most satisfied with their relationship (84%) and it is their top happiness contributor (65%).
Those with dependent children living abroad with them (39%) also indicate struggles with balancing their family priorities with their personal and professional priorities. (For more on Relocating Spouses, see p.90)
Relocating Spouses
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Methodology Survey Methodology
23% (4,690) are International Hires, and 7% (1,325) are Relocating Spouses.
The survey results published in this report give an overview of these three expat types — in many instances also compared to the total survey respondents. The results also look into specific topics and challenges relating to the employers of these expats or their partners. There are three core chapters representing each expat type: Foreign Assignees, International Hires, and Relocating Spouses. Within these chapters, the following topical sections look deeper into the expat types: Moving Abroad for Work, Relocation Support, Ease of Settling In, Happiness, and Family Life. Additionally, the results focus on the expat types during various periods of their stay abroad.
The survey questions for the Moving Abroad for Work and Relocation Support sections were structured around discussions with and feedback from employers, while the focus of the Ease of Settling In, Happiness, and Family Life sections is on social aspects of expat life.
Moving Abroad for Work
This section focuses on the main motivations of expats moving abroad for work, as well as their time living abroad, the intended length of stay, and the time it took to settle in at their job. Respondents were also asked whether they plan
an early return. Those that indicated they were considering returning early or had left a previous country of residence earlier than expected were asked to select reasons for their decision.
Relocation Support
For this section, survey respondents were asked questions about the types of support employers offered during their relocation process — financial support (reimbursement for relocation-specific expenses and a lump-sum payment for expatriation-related expenses) and specific relocation services (such as an organized move or settling-in services). These three types were grouped due to the various methods employers use to support expat employees — either only repaying them for relocation-specific expenses (reimbursement), offering an amount for any possible expatriation-related expenses (lump-sum), or offering more specific relocation services — or combinations of the three.
The questions were specifically asked to respondents who indicated they moved abroad for either their own or their partner’s work. The report also looks at how far specific services were not received but wanted.
Respondents that indicated they received reimbursement, a lump-sum payment, or specific relocation services were asked about their satisfaction with the financial support
The Expat Insider 2019 survey was conducted by InterNations and ran from 7 to 28 March 2019. The online survey was promoted through the InterNations community, newsletter, and the company’s social media profiles. The target audience included all kinds of expatriates, from Foreign Assignees — expats in the typical sense of employees on a foreign assignment — and International Hires to self-made expats relocating for a better quality of life. Responses were not limited to members of the InterNations community.
A total of 20,259 expatriates took part, representing 182 nationalities and living in 187 countries or territories. The Expat Insider 2019 survey results are published in the form of an overall ranking of common expat destinations and information regarding the following five topical indices: Quality of Life, Ease of Settling In, Working Abroad, Family Life, and Personal Finance.
The Expat Insider 2019 Business Edition focuses specifically on the following three expat types on a global level, based on their main reason for relocating: Foreign Assignees (respondents that were sent abroad by their employer), International Hires (respondents that found a job abroad on their own or were recruited internationally), and Relocating Spouses (respondents that moved abroad together with their partner for their partner’s job). Of the total survey respondents, 10% (2,008) are Foreign Assignees,
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their own. Factors included topics such as feeling at home in the local culture, making new friends, and the overall job satisfaction. This report shines a light on rating results by each expat type and looks at ratings during various time periods of their stay abroad.
Happiness
For this section, respondents were asked to rate their happiness with life in general on a scale of one (not happy at all) to seven (very happy). In this report, both the negative (1–3) and the positive ratings (5-7) have been combined, while the neutral results (4) stand on their own. Depending on whether they rated their happiness positively or negatively, respondents were given a list of possible contributing factors and asked to choose up to three.
This report looks at the happiness among the three expat types, as well as their ratings during various time periods of their stay. However, only among International Hires were there enough respondents to look at the happiness and unhappiness contributors over time.
Family Life
The survey results in this section focus on the family setup of expats and those raising children abroad. Respondents with dependent children were asked to rate various aspects of family life abroad on a scale of one (not satisfied at all/ do not agree at all) to seven (completely satisfied/agree completely). Relocating Spouses with dependent children were also specifically asked to rate their ease of adjusting to life abroad. In this report, both negative (1-3) and positive ratings (5-7) have been combined, while the neutral results (4) stand on their own.
and the usefulness of the services received. In terms of their satisfaction with the reimbursement and lump-sum payment, respondents were provided with a specific list of answers indicating either “yes” they were satisfied or “no”, with possible reasons why not. In terms of the specific relocation services, respondents could rate the usefulness of the relocation services received on a scale of one (not useful) to five (very useful). For the report, negative (1-2) and positive ratings (4-5) have been combined while the neutral results stand on their own. The rating process emphasizes respondents’ personal satisfaction with these factors. Respondents who rated the usefulness of a received relocation service as not useful were also provided with a selection of options as to why these were not useful.
Ease of Settling In
For this section, respondents were asked to rate different factors related to their life abroad on a scale of one (not satisfied at all) to seven (completely satisfied). In the report, both the negative ratings (1-3) and the positive ones (5-7) have been combined, while the neutral results (4) stand on
Important Note Please be aware that all percentages in this report have been rounded to full integral numbers. In some cases, this may lead to responses to one question adding up to either 99% or 101%, instead of 100%. These instances are simply due to rounding and are not based on erroneous data.
Survey Methodology
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Profile References 11 The 3 Expat Types 12 Foreign Assignees 13 International Hires 14 Relocating Spouses
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Foreign Assignees (respondents that were sent abroad by their employer), International Hires (respondents that found a job abroad on their own or were recruited internationally), and Relocating Spouses (respondents that moved abroad for their partner’s job) are at the
center of this report. The expat typology is based on the survey respondents’ primary motivation for moving abroad. The emphasis is specifically on these expats as they are key figures in global talent mobility. Insights into challenges relating to them and their employers
could, therefore, be of value to industry professionals.
Of the total survey respondents (20,259), 10% are Foreign Assignees, 23% are International Hires, and 7% are Relocating Spouses.
The 3 Expat Types Profile References
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Foreign Assignees Profile References
Relocation Support 81% received reimbursement
59% received a lump-sum payment
58% received specific services
Relationship Status 62% in a relationship 38% single
43.9 years old Average Age
Gender 62% male38% female
Family Life
34% relocated with partner/partner joined later
24% have dependent children living abroad with them
Main Motivations for Relocating
Ease of Settling In
60% feel at home abroad
23% don’t feel at home abroad yet
17% don’t think they ever will feel at home abroad
Satisfaction with 1. relationship with partner/spouse 2. financial situation 3. job security
Dissatisfaction with 1. making new friends 2. feeling at home in the local culture 3. socializing and leisure activities
Top Relocation Services Wanted
34% social networking 32% professional networking 28% information on local life & settling-in services
Happiness
79% are happy with life in general
Top Happiness Contributor
Top Unhappiness Contributor
happy with job
not enough socializing opportunities
Early Return 21% consider an early return
Top reason: loneliness
Top Industries
13% manufacturing & engineering
11% finance
11% IT
1. general career development 2. more senior position/responsibility 3. better compensation/benefits
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International Hires Profile References
Relocation Support 49% received reimbursement
30% received a lump-sum payment
33% received specific services
Relationship Status 54% in a relationship 46% single
41.9 years old Average Age
Gender 45% female 55% male
Family Life
22% relocated with partner/partner joined later
16% have dependent children living abroad with them
Main Motivations for Relocating
Ease of Settling In
60% feel at home abroad
25% don’t feel at home abroad yet
16% don’t think they ever will feel at home abroad
Satisfaction with 1. relationship with partner/spouse 2. financial situation 3. job overall & working hours
Dissatisfaction with 1. making new friends 2. feeling at home in the local culture 3. socializing and leisure activities
Top Relocation Services Wanted
39% local settling-in services 36% language classes 30% access to professional networking & organized move
Happiness
71% are happy with life in general
Top Happiness Contributor
Top Unhappiness Contributor
happy with job
not enough socializing opportunities
Early Return 25% consider an early return
Top reason: loneliness
Top Industries
14% education
12% IT
10% other
1. general career development 2. better compensation/benefits 3. better employment opportunities
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Relocating Spouses Profile References
Relocation Support 61% received reimbursement
42% received a lump-sum payment
45% received specific services
7% single Relationship Status 93% in a relationship
43.7 years old Average Age
Gender 81% female 19% male
Family Life 39% have dependent children living abroad with them
42% find it easy to find and join a parent’s club
50% find it difficult to balance family, personal, and professional life
Concerns Before Relocating
Ease of Settling In
56% feel at home abroad
25% don’t feel at home abroad yet
19% don’t think they ever will feel at home abroad
Satisfaction with 1. relationship with partner/spouse 2. financial situation 3. working hours
Dissatisfaction with 1. career prospects 2. making new friends 3. feeling at home in the local culture
Top Relocation Services Wanted
47% access to professional networking 40% spouse support 39% access to social networking
Happiness
73% are happy with life in general
Top Happiness Contributor
Top Unhappiness Contributor
happy partner/family
lack of personal support network
Early Return 22% consider an early return
Top reason: loneliness
Employment Situation 57% not working
25% working full-time
18% working part-time
1. financial dependence on partner 2. language barrier 3. high cost of living
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Survey Demographics 16 Expat Statistics
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Survey Demographics
Expat Statistics MOST IMPORTANT REASON FOR MOVING ABROAD*
ZOOMING IN ON RELOCATING SPOUSES Of the Relocating Spouses that moved abroad for their partner’s career or education, the following percentages indicate their primary motivation and what expat type their partners are:
40% partner was sent abroad by their employer (Foreign Assignees)
48% partner found a job on their own/ was recruited internationally (International Hires)
4% partner wanted to go to school or university
9% other
12% to live in partner's home country/for love
9% better quality of life (e.g. weather/climate, health)
6% to go to school or university
6% looking for an adventure/a personal challenge
5% family reasons (e.g. originally moved with parents, for children's future)
4% other
3% financial reasons (e.g. lower cost of living, tax issues, etc.)
3% to live in this particular country/city
3% simply enjoy living abroad
3% to start own business here
3% to retire abroad
2% political, religious, or safety reasons
1% to improve language skills
1% volunteering or missionary work
10%
23%
7% for partner's job or education
found a job on own/recruited internationally (e.g. by HR staff or headhunter)
sent by employer (including diplomatic service, NGOs, NPOs, etc.)
*Total Survey Respondents: 20,259
Moving for Work Moving for Other Reasons
Foreign Assignees
International Hires
Relocating Spouses
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RELOCATING SPOUSES
TOTAL SURVEY RESPONDENTS
INTERNATIONAL HIRES
LENGTH OF TIME LIVING ABROAD SO FAR
Survey Demographics
Expat Statistics
FOREIGN ASSIGNEES
8% less than 6 months10% less than 6 months 8% less than 6 months10% less than 6 months
12% 6 months-1 year 16% 6 months-1 year 13% 6 months -1 year 14% 6 months-1 year
25% 1-3 years 31% 1-3 years 26% 1-3 years 32% 1-3 years
16% 3-5 years15% 3-5 years16% 3-5 years16% 3-5 years
17% 5-10 years15% 5-10 years18% 5-10 years13% 5-10 years
24% longer than 10 years13% longer than 10 years19% longer than 10 years14% longer than 10 years
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INTENDED LENGTH OF STAY
Survey Demographics
Expat Statistics
3% 6 months -1 year 3% 6 months-1 year 4% 6 months -1 year 5% 6 months -1 year
20% 1-3 years 13% 1-3 years 17% 1-3 years 24% 1-3 years
25% 3-5 years 14% 3-5 years17% 3-5 years26% 3-5 years
20% longer than 5 years 19% longer than 5 years22% longer than 5 years17% longer than 5 years
15% possibly forever 32% possibly forever20% possibly forever14% possibly forever
17% don't know yet 18% don't know yet19% don't know yet13% don't know yet
1% less than 6 months 1% less than 6 months 1% less than 6 months2% less than 6 months
RELOCATING SPOUSES
TOTAL SURVEY RESPONDENTS
INTERNATIONAL HIRES
FOREIGN ASSIGNEES
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1 5 94
6 7 3 1028
Survey Demographics
Expat Statistics
1 Germany 2 USA 3 Switzerland 4 UK 5 UAE
6 Spain 7 France 8 Canada 9 China 10 Italy
8% Foreign Assignees 26% International Hires 8% Relocating Spouses
MOST COMMON COUNTRIES OF RESIDENCE FROM THE SURVEY AND THE REPRESENTATION OF THESE EXPATS THERE
14% Foreign Assignees 13% International Hires 8% Relocating Spouses
11% Foreign Assignees 36% International Hires 12% Relocating Spouses
6% Foreign Assignees 26% International Hires 6% Relocating Spouses
5% Foreign Assignees 43% International Hires 6% Relocating Spouses
6% Foreign Assignees 7% International Hires 3% Relocating Spouses
7% Foreign Assignees 17% International Hires 4% Relocating Spouses
3% Foreign Assignees 10% International Hires 2% Relocating Spouses
14% Foreign Assignees 35% International Hires 8% Relocating Spouses
8% Foreign Assignees 14% International Hires 6% Relocating Spouses
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COUNTRIES WITH THE HIGHEST REPRESENTATION OF THESE EXPATS BASED THERE
Survey Demographics
Expat Statistics When looking at the survey results from both the angle of the most common countries of residence overall (previous page) and the countries with the highest representation of these expats there, Germany, the USA, Switzerland, the UK, the UAE, China, and the Netherlands stand out as hotspots for those moving abroad for work. In Germany, International Hires are represented much more commonly, while Foreign Assignees are more commonly based in the USA. Larger shares of Relocating Spouses are based in Germany, Switzerland, and the USA.
10% USA
6% Switzerland
8% Germany
2% UAE
3% UK
4% China
2% The Netherlands
2% France
2% Singapore
2% Italy
4% UK
9% Switzerland
11% Germany
3% UAE
9% USA
3% China
3% The Netherlands
3% Singapore
3% Belgium
3% Italy
4% USA
8% Switzerland
10% Germany
7% UAE
6% UK
4% China
3% Belgium
3% The Netherlands
2% France
2% Qatar
Relocating Spouses
Foreign Assignees
International Hires
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Survey Demographics
Expat Statistics 310 4 892
6 517
1 US American 2 British 3 German 4 Indian 5 Italian
6 French 7 Canadian 8 Australian 9 South African 10 Dutch
9% Foreign Assignees 14% International Hires 6% Relocating Spouses
MOST COMMON NATIONALITIES FROM THE SURVEY WITH THE HIGHEST REPRESENTATION OF THESE EXPATS
7% Foreign Assignees 21% International Hires 7% Relocating Spouses
15% Foreign Assignees 22% International Hires 7% Relocating Spouses
11% Foreign Assignees 35% International Hires 8% Relocating Spouses
11% Foreign Assignees 36% International Hires 5% Relocating Spouses
14% Foreign Assignees 25% International Hires 6% Relocating Spouses
7% Foreign Assignees 21% International Hires 7% Relocating Spouses
9% Foreign Assignees 17% International Hires 9% Relocating Spouses
7% Foreign Assignees 22% International Hires 9% Relocating Spouses
10% Foreign Assignees 21% International Hires 11% Relocating Spouses
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Survey Demographics
Expat Statistics NATIONALITIES WITH THE HIGHEST REPRESENTATION OF THESE EXPATS LIVING ABROAD
In terms of both the most common nationalities overall (previous page) and the nationalities
with the highest representation of expats that moved abroad for work, US Americans stand
out as being most represented. Larger shares of Foreign Assignees, International Hires, and
Relocating Spouses are Indian, British, and German nationals.
5% French
9% German
11% US American
6% Indian
7% British
3% Spanish
4% Italian
3% Brazilian
3% Dutch
2% Australian
6% German
4% Dutch
11% US American
6% Indian
10% British
4% South African
3% Canadian
4% French
3% Italian
4% Australian
5% German
6% Italian
7% US American
8% Indian
9% British
3% Spanish
3% South African
3% Canadian
3% Philippine
4% French
Relocating Spouses
Foreign Assignees
International Hires
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RELOCATING SPOUSES
TOTAL SURVEY RESPONDENTS
INTERNATIONAL HIRES
Average age
41.9 years
4% 25 and below
13% 26-30
18% 31 35
17% 36-40
24% 41-50
23% 51 and older
Average age
43.7 years
1% 25 and below
9% 26-30
17% 31-35
16% 36-40
30% 41-50
27% 51 and older
Average age
44.4 years
4% 25 and below
12% 26-30
15% 31-35
14% 36-40
23% 41-50
32% 51 and older
AGE GROUPS
Survey Demographics
Expat Statistics
FOREIGN ASSIGNEES
Average age
43.9 years
2% 25 and below
10% 26-30
14% 31-35
17% 36-40
31% 41-50
27% 51 and older
The largest share of Inter- national Hires (45%) who moved abroad for work- related reasons consists of Millennials — also known as Generation Y. According to the Pew Research Center, these are individuals born between 1981 and 1996. While 36% of both Foreign Assignees and Relocating Spouses are also Millenni- als, 46% are part of Gener- ation X (born between 1965 and 1980). In 2019, the age group for Millennials is 23– 38 and for Generation X it is 39–54. Source: Pew Research Center. 2018. Generations and Age.
Of those that disclosed their age.
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81% female 51% female19% male 49% male
Of those that disclosed their gender.
45% female 55% male
GENDER SPLIT
The gender gap seems to be greater in global mobility than international recruiting when comparing Foreign Assignees and Internation- al Hires. While Relocating Spouses have historically been dominated by women, the representation of males has increased by seven per- centage points, when com- pared to the 2018 survey report.
Survey Demographics
Expat Statistics
38% female 62% male
RELOCATING SPOUSES
TOTAL SURVEY RESPONDENTS
INTERNATIONAL HIRES
FOREIGN ASSIGNEES
93% in a relationship 7% single 63% in a relationship 37% single54% in a relationship 46% single
RELATIONSHIP STATUS
62% in a relationship 38% single
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1% no degree
5% high school graduate (or similar)
7% commercial/technical/ vocational training
36% bachelor's degree (or similar)
45% postgraduate degree/ master's degree (or similar)
6% PhD (or similar)
2% no degree
7% high school graduate (or similar)
7% commercial/technical/ vocational training
34% bachelor's degree (or similar)
43% postgraduate degree/ master's degree (or similar)
7% PhD (or similar)
1% no degree
4% high school graduate (or similar)
5% commercial/technical/ vocational training
32% bachelor's degree (or similar)
48% postgraduate degree/ master's degree (or similar)
11% PhD (or similar)
LEVEL OF EDUCATION
Survey Demographics
Expat Statistics
1% no degree
4% high school graduate (or similar)
4% commercial/technical/ vocational training
31% bachelor's degree (or similar)
54% postgraduate degree/master's degree (or similar)
6% PhD (or similar)
Expats moving abroad for work are highly educated, with 91% of Foreign Assign- ees, 90% of International Hires, and 87% of Relocat- ing Spouses holding bache- lor, postgraduate, and PhD qualifications. Of these, the largest shares hold post- graduate, master’s, or simi- lar degrees.
RELOCATING SPOUSES
TOTAL SURVEY RESPONDENTS
INTERNATIONAL HIRES
FOREIGN ASSIGNEES
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16% education (incl. language)
10% advertising, marketing & communication
9% IT
8% other
7% finance
6% coaching & consulting
6% healthcare
4% HR and business services
4% arts
4% manufacturing & engineering
12% education (incl. language)
11% IT
10% other
8% finance
7% manufacturing & engineering
6% healthcare
5% advertising, marketing & communication
4% commerce & trade
3% transportation & logistics
3% construction
14% education (incl. language)
12% IT
10% other
9% finance
8% manufacturing & engineering
6% healthcare
4% construction
4% transportation & logistics
4% advertising, marketing & communication
3% chemical & pharmaceutical
TOP 10 INDUSTRIES
Survey Demographics
Expat Statistics
13% manufacturing & engineering
11% finance
11% IT
9% other
6% chemical & pharmaceutical
5% public sector
5% transportation & logistics
5% commerce & trade
4% energy & utilities
4% advertising, marketing & communication
RELOCATING SPOUSES
TOTAL SURVEY RESPONDENTS
INTERNATIONAL HIRES
FOREIGN ASSIGNEES
The IT industry stands out as quite prominent for all three expat types, as well as the total survey respondents — being in the top three for all. There is a notable differ- ence in the top industry for Foreign Assignees and Inter- national Hires. The largest share of Foreign Assignees works in manufacturing and engineering, compared to the largest share of Interna- tional Hires working in edu- cation. The finance industry is also in the top five indus- tries for both these expat types, but more prominent for Foreign Assignees.
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1% intern
8% entry-level job
25% senior/specialist position
13% lower/middle management
5% top manager/executive
26% self-employed/freelancer
9% own business
9% teacher/professor
4% other
2% intern
8% entry-level job
30% senior/specialist position
16% lower/middle management
12% top manager/executive
10% self-employed/freelancer
8% own business
9% teacher/professor
5% other
1% intern
7% entry-level job
40% senior/specialist position
17% lower/middle management
15% top manager/executive
3% self-employed/freelancer
3% own business
11% teacher/professor
3% other
EMPLOYMENT SITUATION
Survey Demographics
Expat Statistics
0% intern
2% entry-level job
34% senior/specialist position
22% lower/middle management
30% top manager/executive
3% self-employed/freelancer
3% own business
2% teacher/professor
3% other
More than half of the For- eign Assignees work in man- agement positions (53%), followed by those in senior or specialist positions (34%). For International Hires, the picture is slightly different as they more commonly work in senior or specialist po- sitions (40%), with a lower percentage in management roles (32%). While a total of 57% of Relocating Spouses are not employed, of those that are either working full- time or part-time (43% com- bined), larger shares hold senior or specialist positions and are self-employed or freelancing.
RELOCATING SPOUSES
TOTAL SURVEY RESPONDENTS
INTERNATIONAL HIRES
FOREIGN ASSIGNEES
Foreign Assignees
28Expat Insider 2019 Business Edition | business.internations.org/expat-insider 28Back to Table of Contents
29 Moving Abroad for Work 33 Relocation Support 41 Ease of Settling In 50 Family Life 51 Happiness
29Expat Insider 2019 Business Edition | business.internations.org/expat-insider 29Back to Table of Contents
Foreign Assignees
30 Motivation for Relocating 31 Time Abroad 32 Loneliness Is the Top Reason for an Early Return
Moving Abroad for Work
For Methodology, see p.8
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More senior position and/or more responsibility at work
General career development
Better compensation and/or benefits
More attractive employment opportunities in general
More flexible schedule
Opportunity to work remotely/from home
More independence and/or fewer hierarchies at work
Identification with employer's mission/vision
More diversity in the workplace
More creative/interesting tasks
More attractive work space/working conditions
More room for personal development/growth
Opportunity to work in a future growth sector/an innovative industry
New experiences outside of work
Other
39%
31%
3%
7%
7%
9%
10%
8%
51%
14%
3%
12%
8%
22%
24%
Motivation for Relocating Foreign Assignees: Moving Abroad for Work
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Main Reasons for Early Return
Planning Early Return
6% stress
13% loneliness
1% health issues
3% not enough opportunities for a trip home provided by employer
7% struggling to work efficiently
9% not enough support by employer in professional life (e.g. onboarding at work)
2% not enough support by employer with practical matters (e.g. help in finding accommodation/a school for children, etc.)
9% strain on relationship
9% difficulties adjusting to the local culture
41% other
21+72+7 21% yes, considering it right now
72% no
8% no, but once left another foreign country earlier than planned
Time Abroad Length of Time Living Abroad
10% less than 6 months
14% 6 months- 1 year
32% 1-3 years
16% 3-5 years
13% 5-10 years
14% longer than 10 years
Time it Took to Settle in at Job
64% less than 6 months
21% 6 months- 1 year
5% 1-3 years
1% longer than 3 years
2% not feeling settled in at job yet
8% doesn't apply
Intended Length of Stay Abroad
2% less than 6 months
5% 6 months- 1 year
24% 1-3 years
26% 3-5 years
17% longer than 5 years
14% possibly forever
13% don't know yet
Foreign Assignees: Moving Abroad for Work
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• Career development and financial compensation are key reasons for International Hires moving abroad.
• Many have a long-term aim for their time abroad — longer than five years or possibly forever.
• A quarter of these expats plan to leave earlier than expected, due to factors such as loneliness and poor employer support.
TOP FINDINGS
Most Foreign Assignees move abroad for career development and aim for a stay between one and three years — some even longer than five years. However, almost a quarter of them are considering an early return.
Loneliness Is the Top Reason for an Early Return
TOP FINDINGS
• Career development is the top motivation for Foreign Assignees moving abroad, but work-life balance related reasons are prominent.
• The majority of Foreign Assignees move abroad with a medium-term perspective (one to five years), but almost a quarter are considering an early return.
• Loneliness is their top reason for returning home earlier than expected.
Career Growth and Better Benefits Are Key Drivers of Relocation
A significant majority of Foreign Assignees have senior level employment, with 34% of them holding a specialist position and 52% having a managerial role. General career development represents the biggest motivation for this expat type moving abroad. However, reasons relating to work-life balance also play a role.
These kinds of motivations are gaining momentum as new generations join the global workforce. Baby Boomers, born between 1946 and 1964 tend to prioritize their jobs. However, Generation Xers, born between 1965 and 1980 and who also represent the largest share of Foreign Assignees participating in the survey, put more emphasis on creating work-life balance. Attitudes on work-life balance will continue to evolve as Millennials, also known as Generation Y and born between 1981 and 1996, play a more prominent role — according to PwC, 80% of Millennials want to work abroad, with foreign assignments predicted to record a
50% growth by 2020. As the weight of this new workforce generation in global mobility is growing, it’s important to identify the changing needs of future Foreign Assignees.
The survey results confirm that family and friends play an increasingly important role in the life of Foreign Assignees. Distance from their home country and family, and not being able to find friends represent big concerns before moving abroad, at 35% and 30% respectively. An American female Foreign Assignee living in Germany states that what she most dislikes about life abroad is: “Being away from family and friends. It is difficult to meet people.”
Loneliness is their main reason for an early return — a choice contemplated by 21%. A German female Foreign Assignee living in Laos states: “My family and partner are far away and it’s difficult to visit them more often.” An American female living in Germany agrees: “Being away from home and family can be discouraging.”
Sources: Pew Research Center.2018. Generations and Age. PwC. 2010. Talent Mobility 2020.
Foreign Assignees: Moving Abroad for Work
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Relocation Support Foreign Assignees
34 Financial Relocation Support 35 Specific Relocation Services 36 Usefulness of Services Received 37 Dissatisfaction with Services Received 38 Satisfaction with Reimbursement, but Integration Support Wanted
For Methodology, see p.8
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Financial Relocation Support Foreign Assignees: Relocation Support
59% received
28% wanted
13% not needed
81% received
12% wanted
7% not needed
59% received
39% received
23% wanted
40% wanted
18% not needed
21% not needed
REIMBURSEMENT FOR RELOCATION-SPECIFIC EXPENSES
LUMP-SUM PAYMENT FOR EXPATRIATION-RELATED EXPENSES
78% yes
74% yes
8% no, not fully reimbursed
4% no, wanted employer to take care of entire relocation
3% no, process too complicated/long
3% no, process too complicated/long
5% no, wanted employer to take care of entire relocation
10% no, it didn't cover everything needed
77% yes
76% yes
17% no, it wasn't enough
18% no, it wasn't enough
1% no, process too complicated/long
2% no, process too complicated/long
4% no, wanted employer to take care of entire relocation
4% no, wanted employer to take care of entire relocation
6% no, not fully reimbursed
9% no, it didn't cover everything needed
Foreign Assignees
Satisfaction with Reimbursement Satisfaction with Lump-Sum Payment
Foreign Assignees
Foreign Assignees
Total Respondents Moving for Work
Total Respondents Moving for Work
Total Respondents Moving for Work Only respondents that moved for work-related reasons (8,023) and not total survey respondents overall.
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Specific Relocation Services
SPECIFIC SERVICES NOT RECEIVED, BUT WANTED
Total Respondents Moving for Work
58% yes 42% no 41% yes 59% no Foreign Assignees
Total Respondents Moving for Work
Foreign Assignees: Relocation Support
Foreign Assignees
Access to Professional Networking
33%
32%
Access to Social Networking
32%
34%
Access to Information on Local Life
30%
28%
Intercultural Training
27%
25%
Language Classes
34%
27%
Move Organized by Employer or Service Provider
25%
16%
Local Settling-In Services
36%
28%
Other
3%
2%
SPECIFIC SERVICES OFFERED BY EMPLOYER
Spouse Support
37%
35%
Only among respondents who moved with their partner or whose partner joined them later.
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RATED MOST USEFUL TO LEAST USEFUL BASED ON OVERALL AVERAGE
60% 33% 7%
58% 31% 11%
Usefulness of Services Received
2º Local Settling-In Services
3º Language Classes
1º Move Organized by Employer or Service Provider
84% 11% 5%
84% 11% 4%
Move Organized by Employer or Service Provider
72% 20% 7%
8%73% 19%
Language Classes
5%62% 33%
Access to Social Networking
81% 13% 6%
5%83% 12%
Local Settling-In Services
56% 34% 10%
7%62% 31%
Access to Information on Local Life
10%61% 29%
Intercultural Training
66% 25% 9%
8%68% 24%
63% 31% 7%
6%63% 31%
Access to Professional Networking
Foreign Assignees: Relocation Support
Foreign Assignees
Total Respondents Moving for Work
useful neutral not useful
useful neutral not useful
Spouse Support Only among respondents who moved with their partner or whose partner joined them later.
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77% 71% 45% 58%
8% 12% 13% 8%
8% 10% 22% 21%
7% 8% 21% 13%
the quality was poor
it wasn’t needed
it didn’t last long enough
other
it didn’t last long enough
the quality was poor
it wasn’t needed
other
Dissatisfaction with Services Received
Move Organized by Employer or Service Provider
Spouse Support
57%
18%
13%
12%
Intercultural Training
Total Respondents Moving for Work
Local Settling-In Services
Language Classes
46%
30%
13%
11%
Access to Professional Networking
58%
23%
10%
10%
Access to Social Networking
55%
12%
16%
17%
Access to Information on Local Life
Foreign Assignees: Relocation Support
Back to Table of Contents
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TOP FINDINGS
Foreign Assignees: Relocation Support
TOP FINDINGS
• Foreign Assignees are more likely to receive reimbursement for relocation-specific expenses (81%) than the lump-sum payment (59%) or specific relocation services (58%).
• More than three-quarters of Foreign Assignees are satisfied with the financial support received.
• Access to social networking and professional networking are the top two services wanted by this expat type.
Most Foreign Assignees Receive Reimbursement for Expenses
The survey findings reveal that large shares of Foreign Assignees received the three types of support mentioned in the survey, with reimbursement for relocation specific expenses being more frequently received than lump-sum payments and relocation services.
Foreign Assignees tend to be better supported than the total respondents moving abroad for work when it comes to relocation support. More than three-quarters of Foreign Assignees (81%) received reimbursement, while a much lower 59% of the total respondents moving for work were reimbursed. Similarly, more than half of Foreign Assignees received a lump-sum payment for expatriation-related expenses (59%) and specific relocation services (58%), while only a minority of the total respondents moving for work did — 39% and 41%, respectively.
A large share of Foreign Assignees that received the
financial support are satisfied — 78% are pleased with the reimbursement and 77% are satisfied with the lump-sum payment.
Access to Social Networking Is the Biggest Need
While most Foreign Assignees received financial support from their employer, social integration support seems to be lacking.
The survey findings reveal that 42% of Foreign Assignees didn’t receive any specific relocation services — the services not received but wanted that stand out are access to social networking (34%) and professional networking (32%). Next to that, access to information on local life and local settling-in services such as banking support, home-finding assistance, and schooling represent further needs — both at 28%.
Based on the survey data and comments, it is clear that Foreign Assignees would like to receive more support from
While most Foreign Assignees receive financial relocation support and are satisfied with these, a large share indicates the need for more professional and social support to settle in abroad.
Satisfaction with Reimbursement, but Integration Support Wanted
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their employer to settle in abroad, not just financially and professionally, but also personally. The survey data shows that their biggest concerns before moving abroad were the high cost of living (36%), the distance from home (35%), the language barrier (34%), and not being able to find friends (30%).
Now that they are are abroad, Foreign Assignees face the challenge to create a new social network in a new country — paired with the language barrier and cultural differences (See Ease of Settling in, p.47). This combination of factors could lead to loneliness, which is the top reason for an early return of Foreign Assignees.
These concerns, challenges, and needs are not only evident from the survey data but also emerge in the survey comments. An American female living in Switzerland says that she doesn’t feel a sense of community in her new country of residence. She explains: “Forming a social network is extremely difficult, I felt lonely for a very long time.” A German male living in Italy experiences the same challenges because he finds it difficult to “get in contact with expats as well as locals.” An Indian male in Kenya believes that for
expats it is extremely challenging to create a social circle, because “everybody assumes that expats are temporary residents and thereby not worthy of effort to make friends.”
Furthermore, from the comments provided by Foreign Assignees, it is also clear that cultural differences represent a big challenge for this expat type. For a Mexican male living in Germany, the “social distance among people” represents a big hurdle. An Austrian male living in Egypt says: “Experiencing different living conditions in a foreign country alone and far from family and friends is challenging.”
Language Classes, Settling-In Support, and Local Information Are Also Important
While not top needs, settling-in services (28%), access to information on local life (28%), and language classes (27%) also have more than a quarter of respondents indicating that they wanted these services. Not being able to understand or speak the local language represents an obstacle to creating a social network abroad, as highlighted by a Belgian male living in Germany: “You have to speak the language to be able to make friends easily.”
Furthermore, of those that received these services, 81% found the local settling-in services useful and 72% found the language classes useful. However, in terms of the information on local life, only 56% found it useful with more than half of those that received this type of service indicating the quality was poor at 55%.
Foreign Assignees: Relocation Support
Austrian male Foreign Assignee living in Egypt
“ �Experiencing�different�living�conditions�in�a� foreign�country�alone�and�far�from�family� and�friends�is�challenging.
”
The survey results and comments could be an indication to employers that Foreign Assignees value the financial and practical support received. However, they would also like to have access to more specific services to settle in abroad, such as access to professional and social networking, as
A NOTE ON SPOUSE SUPPORT
In total, 34% of Foreign Assignees moved with their partner or their partner joined at a later stage — a much larger share than among International Hires (22%). Therefore, spouse support is particularly crucial to this expat type. However, less than half (41%) of these Foreign Assignees receive spouse support. While 66% found the support useful, of all respondents moving for work that didn’t find spouse support useful, 58% state the quality of the support was poor and 21% find that the support didn’t last long enough.
41+59
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well as information on local life, language classes, and local settling-in services. Moreover, looking at the responses of those that rated certain services received as not useful, it also shows that the quality of the support is important to Foreign Assignees.
Highest Satisfaction with Financial Support and Practical Services
Over three-quarters of Foreign Assignees who received reimbursement for relocation-specific expenses and a lump-sum payment are satisfied with the support received — at 78% and 77%, respectively.
Of the Foreign Assignees that were offered relocation services, most of them find all services received to be useful, with the organized move (84%) and local settling- in services (81%) rated most useful overall, followed by language classes (72%).
Foreign Assignees: Relocation Support
A Malaysian female Foreign Assignee living in Denmark states that the language barrier is a big challenge for settling in abroad. She says: “While everyone speaks perfect English and are friendly towards foreigners, I do feel disadvantaged without knowing the local language as most instructions are in Danish and I have to ask around all the time. It may be a struggle to integrate until one obtains a good grasp of the local language.”
While small shares of Foreign Assignees received access to professional networking (24%), and social networking (18%), those that received these services all also rate it as useful — 63% and 60%, respectively. Social integration support stands out as an important factor for Foreign Assignees and it is relevant for other expats who moved abroad for work-related reasons (International Hires and Relocating Spouses).
Of the total respondents moving abroad for work who received relocation services from employers but are dissatisfied, poor quality stands out as the key contributor for their dissatisfaction.
This again indicates to employers that their focus should not only be on the support and services offered, but also on the quality to make their investment worthwhile — for both Foreign Assignees and employers.
American female Foreign Assignee living in Switzerland
“ �Forming�a�social�network�is�extremely� difficult.�I�don’t�feel�a�sense�of�community� here�and�felt�lonely�for�a�long�time.
”
RELOCATION SERVICES RECEIVED
50% move organized by employer or service provider
14% access to social networking
47% local settling-in services
41% spouse support*
18% access to professional networking
33% access to information on local life
22% intercultural training
Most Commonly Received Services
Least Commonly Received Services
*Only Foreign Assignees who moved with their partner or their partner joined later.
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42 Where Expats Feel Most Settled (Country Rankings) 43 Satisfaction with Personal Life Abroad 44 Likeliness of Recommending Expat Life to Friends or Colleagues 45 Satisfaction Abroad Over Time 47 The Hardship of Making Friends Is the Top Reason for Dissatisfaction 50 Family Life
Foreign Assignees
Ease of Settling In
For Methodology, see p.9
42Expat Insider 2019 Business Edition | business.internations.org/expat-insider
1 Mexico 2 Bahrain 3 Malaysia 4 Portugal 5 Philippines 6 Oman 7 Kenya 8 Spain 9 Ecuador 10 Costa Rica 11 Singapore 12 Indonesia 13 Colombia 14 Taiwan 15 Vietnam 16 Argentina 17 New Zealand 18 Canada 19 Australia 20 UAE 21 Greece 22 Qatar 23 Cyprus 24 Panama 25 Bulgaria 26 Israel 27 Ireland 28 Morocco 29 Thailand 30 Kazakhstan 31 Nigeria 32 Luxembourg 33 Egypt 34 South Africa
35 USA 36 Malta 37 Brazil 38 Peru 39 Belgium 40 Ukraine 41 Turkey 42 Hong Kong 43 Netherlands 44 Hungary 45 UK 46 Poland 47 Italy 48 Estonia 49 Chile 50 India 51 Finland 52 France 53 Czechia 54 Norway 55 Japan 56 Russia 57 Sweden 58 China 59 Switzerland 60 Germany 61 South Korea 62 Austria 63 Denmark 64 Kuwait
EASE OF SETTLING IN
1 Mexico 2 Philippines 3 Ecuador 4 Vietnam 5 Bahrain 6 Bulgaria 7 Costa Rica 8 Kenya 9 Colombia 10 Portugal 11 Greece 12 Kazakhstan 13 Israel 14 Taiwan 15 Malaysia 16 Indonesia 17 Argentina 18 Morocco 19 Spain 20 Oman 21 Egypt 22 Nigeria 23 Thailand 24 Singapore 25 Ukraine 26 New Zealand 27 Malta 28 Brazil 29 South Africa 30 Australia 31 Cyprus 32 Peru 33 Panama 34 Canada 35 Hungary
36 Turkey 37 Russia 38 Ireland 39 Qatar 40 Poland 41 USA 42 UAE 43 Hong Kong 44 Luxembourg 45 Czechia 46 Italy 47 France 48 Chile 49 India 50 China 51 Belgium 52 Estonia 53 UK 54 Japan 55 South Korea 56 Netherlands 57 Finland 58 Austria 59 Germany 60 Norway 61 Switzerland 62 Kuwait 63 Sweden 64 Denmark
FINDING FRIENDS
1 Portugal 2 Mexico 3 Spain 4 Bahrain 5 Ecuador 6 Singapore 7 Bulgaria 8 Malaysia 9 Taiwan 10 Australia 11 New Zealand 12 Canada 13 Costa Rica 14 Vietnam 15 Colombia 16 Kenya 17 Cyprus 18 Philippines 19 Oman 20 Thailand 21 Greece 22 Malta 23 Argentina 24 Panama 25 Kazakhstan 26 Qatar 27 Luxembourg 28 USA 29 UAE 30 Indonesia 31 Ireland 32 Poland 33 Morocco 34 Estonia 35 Hungary
36 South Africa 37 Czechia 38 Egypt 39 Ukraine 40 Hong Kong 41 Belgium 42 Israel 43 France 44 Brazil 45 Turkey 46 Italy 47 Peru 48 Netherlands 49 UK 50 Finland 51 Chile 52 Austria 53 Japan 54 Russia 55 Nigeria 56 Germany 57 Norway 58 Switzerland 59 Sweden 60 China 61 South Korea 62 Denmark 63 India 64 Kuwait
FEELING AT HOME As the ease of settling in is very much influenced by the country of residence and the local perspective of the individual expat, a look at how the total survey respondents rate their ease of settling in in their various countries is important. The Expat Insider specifically focuses on this type of country ranking in its Ease of Settling In Index. A total of 64 countries met the minimum sample size requirement.
Not all of the sub-categories of the Ease of Settling In Index are reflected here. For the full Ease of Settling In Index and more country rankings, download the Expat Insider 2019 report here.
Foreign Assignees: Ease of Settling In
Where Expats Feel Most Settled (Country Rankings)
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Satisfaction with Personal Life Abroad
60% satisfied
17% neutral
23% dissatisfied
55% satisfied
18% neutral
27% dissatisfied
Feeling at home in local culture
65% satisfied
16% neutral
19% dissatisfied
61% satisfied
16% neutral
23% dissatisfied
Socializing and leisure activities
60% satisfied
19% neutral
21% dissatisfied
62% satisfied
17% neutral
21% dissatisfied
Work-life balance
Relationship with partner/spouse
62% satisfied
19% neutral
19% dissatisfied
65% satisfied
17% neutral
17% dissatisfied
Working hours
54% satisfied
18% neutral
28% dissatisfied
49% satisfied
20% neutral
32% dissatisfied
Making new friends
84% satisfied
9% neutral
7% dissatisfied
80% satisfied
11% neutral
9% dissatisfied
Financial situation
64% satisfied
18% neutral
18% dissatisfied
75% satisfied
15% neutral
10% dissatisfied
Overall job satisfaction
64% satisfied
17% neutral
19% dissatisfied
72% satisfied
15% neutral
13% dissatisfied
Job security
59% satisfied
20% neutral
21% dissatisfied
72% satisfied
15% neutral
13% dissatisfied
Career prospects
55% satisfied
21% neutral
24% dissatisfied
64% satisfied
22% neutral
15% dissatisfied
Foreign Assignees Total Survey Respondents
Foreign Assignees: Ease of Settling In
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Likeliness of Recommending Expat Life to Friends or Colleagues
Foreign Assignees: Ease of Settling In
2%2% 4% 4% 4% 8% 10% 19% 23% 12% 13% Foreign
Assignees
Total Survey Respondents
0 1 2 3 4 5 6 7 8 9 10
2%3% 3% 4% 4% 9% 11% 17% 21% 12% 16%
0 1 2 3 4 5 6 7 8 9 10
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63%
62%
81%
61%
81%
62%
73%
60%
84%
60%
88%
66%
19%
19%
10%
17%
13%
18%
12%
15%
10%
16%
6%
18%
19%
20%
9%
22%
7%
20%
15%
24%
6%
24%
6%
16%
59% 59% 68% 54% 56% 76% 17% 16% 15% 18% 18% 12% 24% 25% 17% 28% 25% 12%
48% 45% 53% 42% 46% 65% 22% 22% 19% 20% 19% 13% 30% 33% 29% 38% 35% 21% Making new friends
Relationship with spouse
Work-life balance
Socializing and leisure activities
Satisfaction Abroad Over Time 6 months-1 year 1-3 years 3-5 years 5-10 years longer than 10 yearsless than 6 months
55% 49% 61% 49% 50% 73% 23% 19% 15% 18% 20% 14% 22% 33% 24% 33% 30% 14% Feeling at home in local culture
satisfied neutral dissatisfied
Foreign Assignees: Ease of Settling In
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67% 66% 65% 60% 62% 72% 16% 19% 16% 19% 18% 14% 17% 15% 20% 20% 21% 14% Working hours
84% 73% 65% 77% 65% 66% 10% 15% 15% 14% 17% 19% 6% 12% 20% 9% 18% 15% Job security
71% 77% 73% 76% 73% 74% 17% 15% 17% 15% 14% 16% 13% 8% 10% 9% 14% 11% Financial situation
67% 62% 63% 66% 61% 67% 25% 24% 19% 21% 19% 20% 8% 13% 18% 13% 21% 13% Career prospects
75% 71% 73% 71% 71% 75% 14% 16% 13% 16% 14% 16% 11% 13% 14% 13% 15% 9% Overall job satisfaction
Satisfaction Abroad Over Time 6 months-1 year 1-3 years 3-5 years 5-10 years longer than 10 yearsless than 6 months
Foreign Assignees: Ease of Settling In
satisfied neutral dissatisfied
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TOP FINDINGS TOP FINDINGS
• Foreign Assignees are most satisfied with their financial situation (75%), overall job satisfaction (72%), and job security (72%).
• The difficulty to make new friends is their main source of dissatisfaction abroad.
• Most Foreign Assignees (77%) would recommend expat life to friends and colleagues.
Both Personal and Professional Growth Are Key to Settling In
Before they moved abroad, 30% of Foreign Assignees were concerned about not being able to find friends. Now that they are abroad, making new friends is their main reason for dissatisfaction in their new country of residence — 49% are satisfied and 32% are dissatisfied (the highest dissatisfaction rating of all the reasons listed in the survey).
Next to this, feeling at home in the local culture has the second lowest satisfaction rating overall with 55% being satisfied and 27% dissatisfied with this aspect of settling in. The third lowest satisfaction rating overall is for socializing and leisure activities. Even so, 61% are satisfied and just under a quarter (23%) are dissatisfied. Overall, Foreign Assignees indicate much lower satisfaction ratings for aspects relating to personal life than with their financial situation, overall job satisfaction, and job security — 75%
are satisfied with their finances and 72% respectively have overall job satisfaction and feel secure in their job.
The high level of satisfaction with work-related factors could be explained by the role that career plays in the life abroad of Foreign Assignees. Career development is the main reason why Foreign Assignees moved abroad at 50%. Another reason could be the high level of financial support received by their employer (See Relocation Support, p.34). Most Foreign Assignees received financial relocation support — more than three-quarters (81%) were reimbursed for relocation-specific expenses, while 59% received a lump- sum payment for expatriation-related expenses.
Work-Life Balance Is Crucial
The survey results reveal that work-life balance plays an important role for Foreign Assignees — close to a quarter of them state that new experiences outside of work (24%),
The survey results indicate that Foreign Assignees are satisfied with work-related factors, but they need to receive more support with their social life abroad, as finding friends represents their top reason for dissatisfaction.
The Hardship of Making Friends Is the Top Reason for Dissatisfaction
Foreign Assignees: Ease of Settling In
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Biggest Concerns Before Moving Abroad
30% not being able to find friends
19% unhappiness of partner/spouse/family
13% bad local infrastructure
10% unappealing location
36% high cost of living
18% lack of safety & security
16% insufficient healthcare standards
34% language barrier
12% culture shock
1% financial dependence on partner
11% effect on future finances
35% distance from home country/family
8% other
as well as more room for personal development and growth (22%) were motivations to relocate. For a French male living in Côte d’Ivoire, one of the main reasons contributing to his happiness abroad is “the ability to relax and enjoy life outside of work.” An Australian male in Czechia also indicates that he is highly satisfied with life in his new country of residence because of a “very positive work-life balance with a lot happening in both domains.”
However, a Pakistani male living in Germany states: “It is hard to socialize and make friends abroad.” A French female living in Hong Kong agrees: “Being far from family is a reason for unhappiness. I find it difficult to socialize with locals.”
These survey findings and comments could be an indication to employers that Foreign Assignees do not only want better career opportunities, but also seek personal growth abroad and, therefore, need more support with settling into their new country of residence — beyond work. A Russian female in Switzerland says: “All in all, it is difficult to integrate due to the language barrier, differences between cultures, and isolation of the local population.” A Brazilian male in Hungary explains: “Being away from my family and friends is difficult. I feel homesick a lot.”
Settling in abroad could be smoother for Foreign Assignees accompanied by their partners, as their spouses and families might represent a safety net when moving to a new country with little or no access to social and networking opportunities. According to the survey data, of those that
are in a relationship, 80% are satisfied with their relationship with their partner — the highest satisfaction rating overall in terms of life abroad for Foreign Assignees.
An Austrian male in Egypt states that what he most dislikes of his life abroad is being on his own, without his family, while a Danish male in Chile says: “What I like most of my life abroad is that my family is here with me.”
These high satisfaction ratings in terms of their partners, as well as some comments illustrate the importance of Relocating Spouses for those who are in a relationship. However, if Relocating Spouses are not well supported when moving abroad, this could create concerns for Foreign Assignees with their overall ease of settling in and it could have potential repercussions on their work life.
A Romanian male in Germany explains that while he’s happy with his career, he is unhappy about the family support he receives as “the country is not enough oriented to family needs.” A French female in Switzerland also expresses her concern, stating: “It is impossible for my husband to find a job without speaking German.”
Some Ups and Downs During the Expat Lifecycle
The survey findings reveal that most of these expats (60%) are feeling at home in their new country of residence. For
Pakistani male Foreign Assignee living in Germany
“ �It�is�hard�to�socialize�and�make�friends� abroad.
”
Foreign Assignees: Ease of Settling In
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60% yes
23% no, not yet
17% no, probably never
Feeling at Home Abroad
Time it Took to Feel at Home Abroad
40% less than 6 months
32% 6 months- 1 year
20% 1-3 years
5% 3-5 years
2% longer than 5 years
40% it took less than six months to feel at home abroad and for 32% it took between one and three years. However, their level of satisfaction with life abroad does not improve steadily over time. During the honeymoon phase, the first months after relocation when all aspects of life abroad are still new and exciting, satisfaction with life abroad is usually high.
Nevertheless, Foreign Assignees have a decrease in satisfaction and an increase in dissatisfaction when the honeymoon phase is over and the daily routine kicks in — this is a critical phase for Foreign Assignees in terms of feeling settled and establishing personal support and social networks with locals and other expats.
This pattern applies to most factors in the survey about satisfaction with personal life abroad, including feeling at home in the local culture, making new friends, socializing and leisure activities, work-life balance, working hours, career prospects, and overall job satisfaction.
The most significant difference is in terms of satisfaction with feeling at home in the local culture. In the period between six
months and one year (directly after the honeymoon phase), the level of satisfaction decreases by six percentage points (from 55% to 49%) and dissatisfaction increases (from 22% to 33%). The overall satisfaction ratings only start improving in the period of being abroad between three and five years — steadily increasing as more years pass.
The survey data shows a similar pattern for another key factor — making new friends. Similarly, in the period between six months and one year (directly after the honeymoon phase), the level of satisfaction decreases by six percentage points (from 48% to 42%) and dissatisfaction increases by eight percentage points (from 30% to 38%). The overall satisfaction ratings for making new friends continue to fluctuate and only steadily increase after the five-year-mark.
A New Zealand female Foreign Assignee living in Japan doesn’t feel accepted as a foreigner. She states: “It’s very difficult to integrate if you don’t speak the language and I feel like I am always being judged.” An Indian male living in the United Kingdom says: “I don’t find opportunities to meet people from my home country. Being far away from home is difficult.”
These survey findings could further indicate that having access to a social circle can help Foreign Assignees to really settle in and be satisfied throughout the expat lifecycle.
According to the survey data, Foreign Assignees are generally more satisfied with career-related aspects than personal
factors — also throughout the expat lifecycle. The overall ratings for professional factors, such as job security, overall job satisfaction, and career prospects are highest throughout the expat lifecycle with positive ratings all above 60%.
Furthermore, the overall satisfaction ratings of their relationship with their spouse is also high throughout the expat lifecycle and predominantly increases as the years pass.
The survey results ultimately highlight that settling in abroad is not always easy. Foreign Assignees require support throughout the expat lifecycle. And they may need more well-rounded support that not only covers the financial aspects of settling into life abroad, but also takes into account the personal needs of these expats and their families.
Foreign Assignees: Ease of Settling In
Indian male Foreign Assignee living in the United Kingdom
“ �l�don’t�find�opportunities�to�meet�people� from�my�home�country.�Being�far�away�from� home�is�difficult.
”
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Family Life Foreign Assignees: Ease of Settling In
HIGH SATISFACTION, BUT MORE SUPPORT NEEDED A significant share of all Foreign Assignees moved with their partner or their partner joined at a later stage (34% combined), a much larger share than among International Hires (22%). This illustrates the importance of the partners accompanying Foreign Assignees in particular. However, less than half of those who moved abroad with their partner or their partner joined later (41%) received spouses support as part of the relocation services provided by their employer (See Relocation Support, p.39).
A Romanian male Foreign Assignee living in Germany explains that while he’s happy with his career, he is unhappy with the family support he receives. A French female in Switzerland says: “It is impossible for my husband to find a job without speaking German.”
In general, of those who are in a relationship, their satisfaction with the relationship with their partner increases over time — from 63% in the first six months abroad to 88% after ten years abroad.
Apart from Relocating Spouses, children also play a prominent role, with 24% of Foreign Assignees having dependent children living with them abroad. However, less than four in five of them are satisfied with their family life (79%) and their children’s well-being (78%).
These findings indicate the importance of employer support for the partners and families of Foreign Assignees.
SATISFACTION WITH LIFE ABROAD FROM A PARENT’S POINT OF VIEW
Family life in general
79% satisfied
13% neutral
8% dissatisfied
Children’s education options
72% satisfied
12% neutral
16% dissatisfied
Childcare options
63% satisfied
20% neutral
18% dissatisfied
Children’s general well-being
78% satisfied
12% neutral
10% dissatisfied
Relationship Status
Dependent Children
62% in a relationship
38% single
Living with Partner
49% yes, relocated together
2% yes, moved to live with partner52% no children
14% have children, already living on their own
10% have dependent children, not living together
24% have dependent children, are living together
19% no, partner is at home/in another country
20% yes, met after relocating
6% yes, partner moved to live together
4% no, but partner will be joining at a later stage
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52 Overall Happiness with Life Abroad 53 Reasons for Happiness 54 Reasons for Unhappiness 55 Job Satisfaction Ensures Happiness and Lack of Socializing Causes Unhappiness
Happiness Foreign Assignees
For Methodology, see p.9
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Foreign Assignees: Happiness
Overall Happiness with Life Abroad GENERAL (UN)HAPPINESS
(UN)HAPPINESS OVER TIME
13% 15%
Total Survey Respondents
Total Survey Respondents
IMPACT OF LIVING ABROAD ON HAPPINESS
8% 11% 14% less happy 16% less happy
100%
90%
80%
70%
60%
50%
40%
30%
20%
10% 7%
10% 8% 10% 9% 5%
74%
6 months- 1 year
6 months- 1 year
6 months- 1 year
less than 6 months
less than 6 months
less than 6 months
1-3 years
1-3 years
1-3 years
3-5 years
3-5 years
3-5 years
5-10 years
5-10 years
5-10 years
longer than 10 years
longer than 10 years
longer than 10 years
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
77% 73% 79% 81% 80%
84% 100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
16% 16% 13% 9% 11% 11%
25% just as happy 24% just as happy
79%
62% happier 61% happier
Foreign Assignees
Foreign Assignees
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Reasons for Happiness
35%
31%
16%
57%
39%
34%
20%
38%
25%
27%
47%
9%
29%
29%
44%
10%
HAPPINESS CONTRIBUTORS Choice of up to three.
Happy partner and/or family
Plenty of socializing opportunities
Not experiencing any culture shock
Not struggling with the language barrier
Having of personal support network
Easily dealing with the practical aspects of living abroad
Happy with job
None of the above/other
TOTAL SURVEY RESPONDENTS
FOREIGN ASSIGNEES
Foreign Assignees: Happiness
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Reasons for Unhappiness UNHAPPINESS CONTRIBUTORS Choice of up to three.
Unhappy partner and/or family
Not enough socializing opportunities
Dealing with culture shock
Struggling with the language barrier
Lack of personal support network
Struggling with the practical aspects of living abroad
Unable to work (e.g. no suitable job/ can't get work permit)
Not happy with job
None of the above/other
21% 14%
14% 15%
42% 43%
6% 22%
20% 23%
59% 45%
23% 23%
11% 15%
34% 33%
Foreign Assignees: Happiness
FOREIGN ASSIGNEES
TOTAL SURVEY RESPONDENTS
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TOP FINDINGS
Foreign Assignees: Happiness
TOP FINDINGS
Happiness Throughout with a Slight Drop after the Honeymoon Phase
The majority of Foreign Assignees are happy with life in general (79%) and feel happier since living abroad (62%). However, their level of general happiness doesn’t increase steadily over time. The survey data shows that the level of happiness decreases by four percentage points after the first six months (the honeymoon phase), while it increases again by six percentage points after one year (from 73% to 79%) and it keeps improving, reaching 84% for Foreign Assignees who have been living abroad for more than ten years.
These results could be an indicator to employers that the support offered to Foreign Assignees shouldn’t be limited to the onboarding phase, but also be extended to the whole expat lifecycle (See Ease of Settling In, p.45) as happiness is impacted throughout.
Work Life Makes Foreign Assignees Very Happy
Despite the challenges posed by life abroad, the survey results show that moving abroad for work-related reasons paid off for most Foreign Assignees. While a large share relocated to a different country to pursue their career development (51%), more than three-quarters of Foreign Assignees show high levels of overall job satisfaction throughout the expat lifecycle (See Ease of Settling In, p.46) and more than half of them (57%) indicate job satisfaction as the main happiness contributor to their life abroad.
A Canadian female living in Nigeria states that her career is the biggest contributor to her happiness abroad. She says: “I am content with work, I have a lot of responsibility and I enjoy to collaborate frequently with local groups and individuals.”
• More than three-quarters of Foreign Assignees are happy with life abroad (79%).
• Job satisfaction represents the top reason for their happiness abroad.
• The lack of socializing opportunities is the main reason for unhappiness abroad.
Most Foreign Assignees are happy with life abroad and their job contributes greatly to this, but the lack of socializing opportunities and personal support cause some unhappiness.
Job Satisfaction Ensures Happiness and Lack of Socializing Causes Unhappiness
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While job satisfaction represents the main reason for their happiness with life abroad, many Foreign Assignees (47%) declare that being able to easily deal with the practical aspects of life abroad also highly contributes to their happiness.
An American female living in India states that “things are complicated” in her new country of residence and that “it would be hard to figure out how things work without a support system.”
These survey result might be an indicator that the practical support offered to Foreign Assignees is effective — based on the survey data, the vast majority of them received financial and practical support and are satisfied with the services received (See Relocation Support, p.40).
Lack of Socializing Is the Top Cause for Unhappiness
While most Foreign Assignees are happy with their practical and financial life abroad, the lack of socializing opportunities represents the top reason for their unhappiness, as indicated by 59%.
The lack of personal support network is another key reason for unhappiness for 42% of Foreign Assignees.
A Brazilian male living in Germany states that the main reason for unhappiness in his new country of residence is “not being able to make friends as a foreigner.” An American male living in Japan seems to experience the same problem, as he states: “Locals do not usually want to be friends with expats, and the expat population doesn‘t seem to be very big, making it hard to meet people outside of work.”
While the lack of socializing opportunities is also the top unhappiness contributor for the total survey respondents, the percentage is much higher for Foreign Assignees.
Of these expats, 59% state that the lack of socializing contributes to their unhappiness compared to 45% of the total survey respondents — a difference of 14 percentage points. This illustrates quite strongly how the social life of Foreign Assignees affects their personal happiness abroad.
Both on the positive and negative side, these happiness findings tie in with the general notion that Foreign Assignees highly value their work life, their personal life, and their social life. While their work life causes most satisfaction (See Ease of Settling In, p.47), and they are also quite happy generally, recurring issues with making friends, socializing, feeling at home in the local culture, and feeling supported indicate that there are still some gaps in their personal and social life.
Foreign Assignees: Happiness
Brazilian male Foreign Assignee living in Germany
“ �I�don't�like�not�being�able�to�make�friends�as� a�foreigner.
”
American male Foreign Assignee living in Japan
“ �Locals�do�not�usually�want�to�be�friends�with� expats,�and�the�expat�population�doesn‘t� seem�to�be�very�big,�making�it�hard�to�meet� people�outside�of�work.
”
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International Hires
Back to Table of Contents
58 Moving Abroad for Work 62 Relocation Support 70 Ease of Settling In 79 Family Life 80 Happiness
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59 Motivation for Relocating 60 Time Abroad 61 Long-Term Stay Planned, but a Quarter Want an Early Return
International Hires
Moving Abroad for Work
For Methodology, see p.8
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More senior position and/or more responsibility at work
General career development
Better compensation and/or benefits
More attractive employment opportunities in general
More flexible schedule
Opportunity to work remotely/from home
More independence and/or fewer hierarchies at work
Identification with employer's mission/vision
More diversity in the workplace
More creative/interesting tasks
More attractive work space/working conditions
More room for personal development/growth
Opportunity to work in a future growth sector/an innovative industry
New experiences outside of work
Other
20%
39%
6%
8%
15%
15%
7%
40%
31%
5%
3%
9%
8%
20%
20%
Motivation for Relocating International Hires: Moving Abroad for Work
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Main Reasons for Early Return
Planning Early Return
9% stress
14% loneliness
2% health issues
4% not enough opportunities for a trip home provided by employer
6% struggling to work efficiently
12% not enough support by employer in professional life (e.g. onboarding at work)
4% not enough support by employer with practical matters (e.g. help in finding accommodation/a school for children, etc.)
5% strain on relationship
8% difficulties adjusting to the local culture
36% other
25+63+12 25% yes, considering it right now
63% no
12% no, but once left another foreign country earlier than planned
Time Abroad Length of Time Living Abroad
8% less than 6 months
13% 6 months- 1 year
26% 1-3 years
16% 3-5 years
18% 5-10 years
19% longer than 10 years
Time it Took to Settle in at Job
59% less than 6 months
23% 6 months- 1 year
7% 1-3 years
2% longer than 3 years
4% not feeling settled in at job yet
4% doesn't apply
Intended Length of Stay Abroad
1% less than 6 months
4% 6 months- 1 year
17% 1-3 years
17% 3-5 years
22% longer than 5 years
20% possibly forever
19% don't know yet
International Hires: Moving Abroad for Work
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International Hires move abroad with a long-term perspective and aim for personal and professional development, as well as financial security. The lack of employer support and loneliness are key reasons for them not seeing the plan through.
• Career development and financial compensation are key reasons for International Hires moving abroad.
• Many have a long-term aim for their time abroad — longer than five years or possibly forever.
• A quarter of these expats plan to leave earlier than expected, due to factors such as loneliness and poor employer support.
TOP FINDINGS
International Hires: Moving Abroad for Work
Source: Pew Research Center. 2018. Generations and Age.
Long-Term Stay Planned, but a Quarter Want an Early Return
TOP FINDINGS
• Career development plus better compensation and benefits are key reasons for International Hires moving abroad.
• Many have a long-term aim for their time abroad — longer than five years or possibly forever.
• A quarter of these expats plan to leave earlier than expected, due to factors such as loneliness and poor employer support.
Career Growth and Better Benefits Are Key Drivers of Relocation
The biggest motivations for International Hires moving abroad are for general career development and better compensation or benefits, with the largest shares indicating these as incentives — 40% and 39% respectively. These are not surprising as the largest share of International Hires who moved abroad for work-related reasons consists of Millennials (46%) — also known as Generation Y. According to the Pew Research Center, these are individuals born between 1981 and 1996. In 2019, the age group for Millennials is 23–38.
Other reasons, such as more attractive employment opportunities (31%), more senior positions, personal development, and new experiences outside of work (all at 20%) also stand out as drivers of their relocation.
As Millennials are commonly known to be well-educated individuals that strive for good employment, financial
security, and a balance between work and personal life, the core motivations of these International Hires (largely consisting of Millennials) fit the profile in textbook fashion.
An American female International Hire living in Germany states: “I like having a job that pays a living wage and gives me opportunities to learn and gain experience”. A Brazilian female speaks to the same positive aspects, saying: “I like the balance between my personal and professional life”.
While many International Hires have a long-term view on life abroad, a quarter (25%) indicate that they plan to leave earlier than expected, which could be considered quite a noteworthy share. Their main motives for this are split between work-related and personal reasons, such as loneliness (14%) and not enough employer support on a professional level (12%). A Mexican female living in Japan says: “I like that it is safe, but I feel a little lonely at times. I know I will never fit in”.
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63 Financial Relocation Support 64 Specific Relocation Services 65 Usefulness of Services Received 66 Dissatisfaction with Services Received 67 Services and More Well-Rounded Support Lacking
Relocation Support International Hires
For Methodology, see p.8
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Financial Relocation Support International Hires: Relocation Support
Satisfaction with Reimbursement Satisfaction with Lump-Sum Payment
74% yes
18% no, it wasn't enough
2% no, process too complicated/long
5% no, wanted employer to take care of entire relocation
11% no, it didn't cover everything needed
9% no, not fully reimbursed
4% no, process too complicated/long
72% yes
74% yes
76% yes
18% no, it wasn't enough
2% no, process too complicated/long
4% no, wanted employer to take care of entire relocation
3% no, process too complicated/long
10% no, it didn't cover everything needed
8% no, not fully reimbursed
5% no, wanted employer to take care of entire relocation
4% no, wanted employer to take care of entire relocation
REIMBURSEMENT FOR RELOCATION-SPECIFIC EXPENSES
LUMP-SUM PAYMENT FOR EXPATRIATION-RELATED EXPENSES
International Hires
International Hires
Total Respondents Moving for Work
Total Respondents Moving for Work
International Hires
Total Respondents Moving for Work Only respondents that moved for work-related reasons (8,023) and not total survey respondents overall.
30% received
39% received
47% wanted
40% wanted
23% not needed
21% not needed
59% received
28% wanted
13% not needed
49% received
36% wanted
16% not needed
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Specific Relocation Services International Hires: Relocation Support
SPECIFIC SERVICES NOT RECEIVED, BUT WANTED
SPECIFIC SERVICES OFFERED BY EMPLOYER
International Hires
Total Respondents Moving for Work
33% yes 67% no 41% yes 59% no
Access to Social Networking
32%
29%
Language Classes
34%
36%
Local Settling-In Services
36%
39%
Access to Information on Local Life
30%
29%
Move Organized by Employer or Service Provider
25%
30%
Access to Professional Networking
33%
30%
Intercultural Training
27%
26%
37%
34%
Other
3%
3%
International Hires
Total Respondents Moving for Work
Spouse Support Only among respondents who moved with their partner or whose partner joined them later.
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RATED MOST USEFUL TO LEAST USEFUL BASED ON OVERALL AVERAGE
International Hires
Total Respondents Moving for Work
useful neutral not useful
useful neutral not useful
Usefulness of Services Received International Hires: Relocation Support
2º Local Settling-In Services
3º Spouse Support
1º Move Organized by Employer or Service Provider
85%
84%
12%
11%
4%
4%
Move Organized by Employer or Service Provider
8%
73%
73%
19%
19%
8%
Language Classes
5%
63%
62%
34%
33%
3%
Access to Social Networking
4%
5%
84%
83%
12%
12%
Local Settling-In Services
7%
68%
62%
27%
31%
5%
Access to Information on Local Life
10%
65%
61%
27%
29%
8%
Intercultural Training
8%
75%
68%
20%
24%
5%
6%
65%
63%
30%
31%
5%
Access to Professional Networking
Spouse Support Only among respondents who moved with their partner or whose partner joined them later.
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77% 71% 45% 58%
8% 12% 13% 8%
8% 10% 22% 21%
7% 8% 21% 13%
the quality was poor
it wasn’t needed
it didn’t last long enough
other
it didn’t last long enough
the quality was poor
it wasn’t needed
other
International Hires: Relocation Support
Dissatisfaction with Services Received
Move Organized by Employer or Service Provider
Spouse Support
57%
18%
13%
12%
Intercultural Training
Total Respondents Moving for Work
Local Settling-In Services
Language Classes
46%
30%
13%
11%
Access to Professional Networking
58%
23%
10%
10%
Access to Social Networking
55%
12%
16%
17%
Access to Information on Local Life
Back to Table of Contents
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TOP FINDINGSTOP FINDINGS
• International Hires are more likely to receive financial relocation support than specific relocation services — 67% didn’t receive any services.
• Compared to Foreign Assignees, International Hires receive very poor employer support — for both financial support and relocation services offered.
• Of the handful that received a combination of professional, practical, and personal services (33%), all services are rated as very useful.
Financial Support Trumps Relocation Services From the survey findings it is clear that International Hires are much more likely to receive financial relocation support from employers than relocation services. Close to half (49%) were reimbursed for relocation-specific expenses, while 30% received a lump-sum payment for expatriation-related expenses. A large share of 67% didn’t receive any specific relocation services.
When comparing international recruiting to their colleagues in global mobility, the difference in support offered to Foreign Assignees is significant as much larger shares were offered financial support and relocation services than International Hires. Of the Foreign Assignees, 81% received reimbursement for expenses incurred with the relocation, 59% received a lump-sum payment, and 58% received specific relocation services (See Foreign Assignees, p.38).
This also speaks to the trend that Foreign Assignees are generally more supported by employers than International Hires. The survey results further indicate that 15% of International Hires received all three types of support mentioned in the survey (lump-sum payment, reimbursement, and relocation services), compared to more than double of Foreign Assignees (39%) that received all three types. Moreover, 40% of International Hires didn’t receive any of these three types of support, compared to only 12% of Foreign Assignees not receiving anything — a major difference of 28 percentage points.
International Hires that received the financial support are quite satisfied — 72% are satisfied with the reimbursement and 74% are pleased with the lump-sum. Of those that found the financial support inadequate, the main reasons are that the reimbursement didn’t cover all their needs (11%), they were not fully reimbursed (9%), and the lump-sum payment wasn’t enough (18%).
When it comes to relocation support, international recruiting could learn from global mobility. International Hires are not only less supported, but they also lack types of support that speak to both their professional and personal needs.
Services and More Well-Rounded Support Lacking
International Hires: Relocation Support
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Settling-In Services, Language Classes, and Networking Most Wanted
As such a large share of International Hires didn’t receive any type of relocation service from their employers (67%), it’s important to look deeper into the types of services that they would have liked.
Looking at a combination of both those that didn’t receive any services and those that received some sort of service but wanted more, local settling-in services such as banking support and home-finding assistance are most desired with 39% indicating a need for this. Next to that, language classes (36%), access to professional networking (30%), having their move organized (30%), access to social networking, and information on local life (both 29%) are their biggest needs.
With the language barrier, distance from their home and family, as well not finding friends being some of their biggest concerns before moving abroad, it is not surprising that language classes, services to help them settle in, networking, and information on local life stand out as services they would like to receive.
Some International Hires state these kinds of challenges in the survey comments. An American male living in Kazakhstan says: “I have a great chance to save money. My employer pays for my housing. But the language barrier can make socializing a challenge.” A Brazilian male living in Germany says: “It is very difficult to meet new people. Language is a barrier.”
A Malagasy female International Hire living in Kuwait says: “I found the job opportunity to be very favorable for a foreigner like me. If they could open more entertainment it would be a lot better.” A British female living in Iraq states: “My work-life balance has greatly improved, but I don’t like the lack of professional networking opportunities.”
Furthermore, International Hires, consisting of a large share of Millennials (45%), moved abroad for both professional and personal growth, stating motivations such as career development and new experiences outside of work. In an era with a global war for talent and new generations in the global workforce with new needs, employers should look into supporting global talent where they need it most.
A Belgian male living in the United Arab Emirates says he likes that “it is safe and full of opportunities,” but that he doesn’t like “being far from loved ones.” An Indian male International Hire living in Nigeria says: “As an expat, everything is provided by the employer and you don’t need to think much about your personal being, just concentrate on the work, but the balance between personal life and work life is very tough.”
International Hires: Relocation Support
British female International Hire living in Iraq
“ �My�work-life�balance�has�greatly�improved,� but�I�don’t�like�the�lack�of�professional� networking�opportunities.
”
RELOCATION SERVICES RECEIVED
23% move organized by employer or service provider
12% access to social networking
26% local settling-in services
13% access to professional networking
21% access to information on local life
Most Commonly Received Services
Least Commonly Received Services
10% intercultural training
27% spouse support*
*Only International Hires who moved with their partner or their partner joined later.
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From some comments it seems that International Hires expect more from their employers, like one Finnish female living in the United Kingdom saying: “I was not given any time to adjust to a life in a new country by my previous employer and had impossible demands at work”. An American male living in China states: “There is a lack of understanding of the support needed to work here.”
From the survey results and comments by some International Hires, these expats illustrate the need for both professional support, such as access to professional networking, and personal support, such as access to social networking and information on local life — important factors for employers to consider.
All Services Received Found Useful
Of the handful of International Hires that were offered relocation services (33%), the organized move and local settling-in services are rated most useful overall — 85% and 84% respectively indicate its usefulness.
Furthermore, of those who received spouse support and language classes, 75% and 73%, respectively, indicate that these services were beneficial. The usefulness of receiving information on local life (68%), professional networking (65%), social networking (63%), and intercultural training (65%) from employers are also rated positively.
This could be an indication that a combination of professional, practical, and personal types of relocation services do benefit International Hires — and even their spouses, for those that moved abroad with their partners.
Of the few expats that moved abroad for work-related reasons and rated the relocation services received as not being useful, the core reason is the poor quality of support received. This dissatisfaction due to poor quality is especially prominent for the organized move (77% state poor quality), local settling-in services (71% state poor quality), spouse support (58% state poor quality), and access to social networking (58% state poor quality).
International Hires: Relocation Support
Belgian male International Hire living in the United Arab Emirates
“ �I�like�that�it�is�safe�and�full�of�opportunities,� but�I�don’t�like�being�far�from�loved�ones.
”
In addition to the issue of poor quality, for both language classes and spouse support, close to a quarter of the expats state that these services didn’t last long enough (22% and 21%, respectively).
These results could be an indication to employers that beyond just considering a well-balanced offering of relocation support and services, they should also look deeper into the quality of the support they or their service providers offer, as well as the length of the support. Considering these aspects could ensure that employer support speaks to the needs of global employees, eases their professional and social integration on a professional and personal level, and truly benefits the expat and the employer.
American male International Hire living in China
“ �There�is�a�lack�of�understanding�of�the� support�needed�to�work�here.
”
A NOTE ON SPOUSE SUPPORT
22+78 Only 22% of all International Hires moved with their partner or their partner joined at a later stage, which could explain why spouse support is not so crucial to them. Even so, more than a quarter (34%) indicate a need for it.
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71 Where Expats Feel Most Settled (Country Rankings) 72 Satisfaction with Personal Life Abroad 73 Likeliness of Recommending Expat Life to Friends or Colleagues 74 Satisfaction Abroad Over Time 76 High Satisfaction with Career, Low Satisfaction with Social Integration 79 Family Life
International Hires
Ease of Settling In
For Methodology, see p.9
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1 Mexico 2 Bahrain 3 Malaysia 4 Portugal 5 Philippines 6 Oman 7 Kenya 8 Spain 9 Ecuador
10 Costa Rica 11 Singapore 12 Indonesia 13 Colombia 14 Taiwan 15 Vietnam 16 Argentina 17 New Zealand 18 Canada 19 Australia 20 UAE 21 Greece 22 Qatar 23 Cyprus 24 Panama 25 Bulgaria 26 Israel 27 Ireland 28 Morocco 29 Thailand 30 Kazakhstan 31 Nigeria 32 Luxembourg 33 Egypt 34 South Africa
35 USA 36 Malta 37 Brazil 38 Peru 39 Belgium 40 Ukraine 41 Turkey 42 Hong Kong 43 Netherlands 44 Hungary 45 UK 46 Poland 47 Italy 48 Estonia 49 Chile 50 India 51 Finland 52 France 53 Czechia 54 Norway 55 Japan 56 Russia 57 Sweden 58 China 59 Switzerland 60 Germany 61 South Korea 62 Austria 63 Denmark 64 Kuwait
EASE OF SETTLING IN
1 Mexico 2 Philippines 3 Ecuador 4 Vietnam 5 Bahrain 6 Bulgaria 7 Costa Rica 8 Kenya 9 Colombia
10 Portugal 11 Greece 12 Kazakhstan 13 Israel 14 Taiwan 15 Malaysia 16 Indonesia 17 Argentina 18 Morocco 19 Spain 20 Oman 21 Egypt 22 Nigeria 23 Thailand 24 Singapore 25 Ukraine 26 New Zealand 27 Malta 28 Brazil 29 South Africa 30 Australia 31 Cyprus 32 Peru 33 Panama 34 Canada 35 Hungary
36 Turkey 37 Russia 38 Ireland 39 Qatar 40 Poland 41 USA 42 UAE 43 Hong Kong 44 Luxembourg 45 Czechia 46 Italy 47 France 48 Chile 49 India 50 China 51 Belgium 52 Estonia 53 UK 54 Japan 55 South Korea 56 Netherlands 57 Finland 58 Austria 59 Germany 60 Norway 61 Switzerland 62 Kuwait 63 Sweden 64 Denmark
FINDING FRIENDS
1 Portugal 2 Mexico 3 Spain 4 Bahrain 5 Ecuador 6 Singapore 7 Bulgaria 8 Malaysia 9 Taiwan
10 Australia 11 New Zealand 12 Canada 13 Costa Rica 14 Vietnam 15 Colombia 16 Kenya 17 Cyprus 18 Philippines 19 Oman 20 Thailand 21 Greece 22 Malta 23 Argentina 24 Panama 25 Kazakhstan 26 Qatar 27 Luxembourg 28 USA 29 UAE 30 Indonesia 31 Ireland 32 Poland 33 Morocco 34 Estonia 35 Hungary
36 South Africa 37 Czechia 38 Egypt 39 Ukraine 40 Hong Kong 41 Belgium 42 Israel 43 France 44 Brazil 45 Turkey 46 Italy 47 Peru 48 Netherlands 49 UK 50 Finland 51 Chile 52 Austria 53 Japan 54 Russia 55 Nigeria 56 Germany 57 Norway 58 Switzerland 59 Sweden 60 China 61 South Korea 62 Denmark 63 India 64 Kuwait
FEELING AT HOME As the ease of settling in is very much influenced by the country of residence and the local perspective of the individual expat, a look at how the total survey respondents rate their ease of settling in in their various countries is important. The Expat Insider specifically focuses on this type of country ranking in its Ease of Settling In Index. A total of 64 countries met the minimum sample size requirement.
Not all of the sub-categories of the Ease of Settling In Index are reflected here. For the full Ease of Settling In Index and more country rankings, download the Expat Insider 2019 report here.
International Hires: Ease of Settling In
Where Expats Feel Most Settled (Country Rankings)
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International Hires: Ease of Settling In
Satisfaction with Personal Life Abroad
60% satisfied
17% neutral
23% dissatisfied
54% satisfied
18% neutral
27% dissatisfied
Feeling at home in local culture
65% satisfied
16% neutral
19% dissatisfied
60% satisfied
18% neutral
22% dissatisfied
Socializing and leisure activities
60% satisfied
19% neutral
21% dissatisfied
60% satisfied
18% neutral
22% dissatisfied
Work-life balance
Relationship with partner/spouse
62% satisfied
19% neutral
19% dissatisfied
64% satisfied
17% neutral
19% dissatisfied
Working hours
54% satisfied
18% neutral
28% dissatisfied
51% satisfied
19% neutral
31% dissatisfied
Making new friends
84% satisfied
9% neutral
7% dissatisfied
80% satisfied
11% neutral
8% dissatisfied
Financial situation
64% satisfied
18% neutral
18% dissatisfied
68% satisfied
16% neutral
15% dissatisfied
Overall job satisfaction
64% satisfied
17% neutral
19% dissatisfied
68% satisfied
15% neutral
17% dissatisfied
Job security
59% satisfied
20% neutral
21% dissatisfied
63% satisfied
18% neutral
20% dissatisfied
Career prospects
55% satisfied
21% neutral
24% dissatisfied
61% satisfied
19% neutral
19% dissatisfied
International Hires Total Survey Respondents
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International Hires: Ease of Settling In
Likeliness of Recommending Expat Life to Friends or Colleagues
2%3% 3% 4% 4% 8% 12% 19% 21% 11% 13% International
Hires
Total Survey Respondents
0 1 2 3 4 5 6 7 8 9 10
2%3% 3% 4% 4% 9% 11% 17% 21% 12% 16%
0 1 2 3 4 5 6 7 8 9 10
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76%
62%
77%
63%
86%
62%
70%
57%
82%
56%
86%
60%
16%
20%
12%
16%
8%
18%
16%
18%
11%
18%
9%
19%
8%
18%
11%
22%
6%
20%
14%
24%
8%
26%
5%
22%
58% 59% 64% 51% 58% 68% 23% 15% 17% 21% 17% 17% 19% 26% 19% 28% 25% 15%
49% 48% 54% 46% 48% 57% 23% 18% 20% 16% 17% 20% 28% 35% 27% 38% 35% 23% Making new friends
Relationship with spouse
Work-life balance
Socializing and leisure activities
Satisfaction Abroad Over Time International Hires: Ease of Settling In
6 months-1 year 1-3 years 3-5 years 5-10 years longer than 10 yearsless than 6 months
54% 52% 57% 45% 50% 65% 20% 17% 18% 22% 18% 17% 26% 31% 25% 33% 32% 18% Feeling at home in local culture
satisfied neutral dissatisfied
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65% 67% 67% 64% 58% 62% 19% 14% 15% 14% 20% 21% 16% 19% 18% 22% 22% 18% Working hours
67% 65% 66% 61% 59% 59% 20% 17% 14% 16% 21% 19% 13% 18% 20% 23% 20% 22% Job security
67% 69% 69% 63% 69% 69% 16% 15% 16% 18% 17% 16% 17% 16% 14% 18% 13% 15% Financial situation
70% 61% 64% 57% 60% 61% 16% 20% 17% 21% 19% 21% 13% 19% 19% 22% 20% 19% Career prospects
72% 68% 69% 61% 67% 71% 11% 15% 15% 17% 16% 15% 16% 18% 16% 22% 17% 14% Overall job satisfaction
Satisfaction Abroad Over Time International Hires: Ease of Settling In
6 months-1 year 1-3 years 3-5 years 5-10 years longer than 10 yearsless than 6 months
satisfied neutral dissatisfied
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TOP FINDINGS TOP FINDINGS
• International Hires are most satisfied with career-related aspects, such as job satisfaction, and least satisfied with personal aspects, such as making friends.
• While 60% feel at home abroad, a quarter (25%) don’t and 16% doubt that they ever will.
• Their satisfaction ratings with all aspects of life abroad decrease after the honeymoon phase (the first six months).
Support Needed Beyond Work
Before they moved abroad for their career, International Hires were concerned about both financial and personal factors. Their biggest concerns were the high cost of living in their new location (40%), the distance from their country and family (35%), the language barrier (35%), and not being able to find friends (30%). These aspects stand out when compared to concerns about other issues, such as bad local infrastructure (9%) and a lack of safety and security (11%).
Now that they are abroad, 60% say they feel at home. The other 40% either don’t feel at home yet or indicate that they probably never will, which is a significant share.
A British male International Hire living in Germany says he dislikes the “loneliness of not having friends outside of work,” while another British male living in Nigeria feels the same, saying: “I enjoy my work, but I am very lonely.”
The factors of life abroad that they are most satisfied with are work- and career-related, while they indicate lower satisfaction ratings for aspects relating to their personal life and ease of settling in.
To compare, 68% indicate overall job satisfaction and financial fulfillment, while a much lower 51% are satisfied with making new friends and 54% feel at home in the local culture. Looking at those stating dissatisfaction, the differences are also significant — 17% are dissatisfied with the job and 15% are dissatisfied with their finances, compared to 31% being dissatisfied with the ease of making new friends and 27% not feeling at home in the local culture. Moreover, close to a quarter (22%) are not happy with their work-life balance and socializing and leisure activities.
An Indian male International Hire living in Germany says he likes the “work culture,” but dislikes that he has “no socializing and it is difficult to find friends.” A British female
The professional and personal lives of International Hires seem to be equally important. While they are most satisfied with factors relating to their job and finances, they are significantly less satisfied with making friends and their social life.
High Satisfaction with Career, Low Satisfaction with Social Integration
International Hires: Ease of Settling In
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Biggest Concerns Before Moving Abroad
30% not being able to find friends
13% unhappiness of partner/spouse/family
9% bad local infrastructure
10% unappealing location
40% high cost of living
11% lack of safety & security
13% insufficient healthcare standards
35% language barrier
14% culture shock
2% financial dependence on partner
16% effect on future finances
35% distance from home country/family
7% other
living in Austria states: “It is incredibly difficult to form close relationships with the locals. They have such tight-knit family and friend networks, and although they are always polite and generally friendly, it is almost impossible to break through into closer friendships. All my friends are other expats.”
A Brazilian female living in Belgium says she also doesn’t like the “lack of friends and family around.” Another expat living in Belgium, a Spanish female, says that while she likes “the job opportunities” there, she dislikes “the distance from family.” A Portuguese male living in the Netherlands has a similar comment, stating that he likes that “there are many expats and the wages are high enough to have a stable life,” but he dislikes that “the people are not as close and friendly as back home.”
Some comments also illustrate both the satisfaction with their professional lives and the dissatisfaction with their personal and social lives. Like this Colombian male International Hire living in Canada, saying: “I like my job and that the cities are clean and organized. I don’t like the cost of living and difficulty to make deeper connections and friends.” Another male, an Italian living in China also states liking his job, but he doesn’t like the “difficulty of making long
lasting connections.” An Italian female living in Germany says: “I like my job, but social life is not so easy if you don’t speak the language.”
The challenges with feeling at home in the local culture are also highlighted in some comments. An Irish male International Hire living in Denmark states: “The locals won‘t make the effort to make meaningful connections with expats.” A New Zealand female living in Germany says: “It’s difficult to integrate into the culture.”
These survey findings and comments could be an indication to employers that International Hires need more support with settling in abroad — beyond work. The majority (67%) didn’t receive any type of relocation service (such as access to socializing and information on local life), and International Hires are more likely to receive financial support (such as reimbursement for expenses incurred). Therefore, based on these findings, employers could consider amending the scope of their support to better match the actual needs of these expats.
Notably, of those that are in a relationship (54%), 80% are satisfied with their relationship with their partner — the highest satisfaction rating overall for International Hires.
How Foreign Assignees Compare
When comparing International Hires to their colleagues that were sent abroad on assignment, the main motivations for moving abroad are quite similar — general career
development, more responsibility at work, better compensation and benefits, new experiences outside of work, and personal development. The only exception is that the third most important reason for International Hires — more attractive employment opportunities in general — is not as strongly indicated by Foreign Assignees (a difference of 15 percentage points).
Italian male International Hire living in China
“ �I�like�my�job,�but�I�don’t�like�the�difficulty�of� making�long�lasting�connections.
”
International Hires: Ease of Settling In
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International Hires: Ease of Settling In
60% yes
25% no, not yet
16% no, probably never
Feeling at Home Abroad
Time it Took to Feel at Home Abroad
38% less than 6 months
28% 6 months- 1 year
23% 1-3 years
8% 3-5 years
4% longer than 5 years
In terms of their ease of settling in abroad, the picture is similar with Foreign Assignees also being more satisfied with work and career aspects and more dissatisfied with aspects relating to more personal and social aspects — indicating a clear trend (See Foreign Assignees, p.47).
At the top of the ratings, Foreign Assignees are most satisfied with their financial situation (75%) and their job (72% for both overall job satisfaction and job security). These factors also have the lowest dissatisfaction percentages — 10% are dissatisfied with their finances and 13% with both their job and job security. In comparison, at the bottom end of the scale are making new friends (32% are dissatisfied), feeling at home in the local culture (27% are dissatisfied), and socializing and leisure activities (23% are dissatisfied).
This indicates that support with social integration isn’t only a factor for international recruiting, but a general trend to also be addressed by global mobility. Even though a much larger share of Foreign Assignees received specific relocation services than International Hires, it may still be an indication to global mobility to relook the services offered to speak to these difficulties that expats face.
Satisfaction Ratings Drop After the Honeymoon Phase
For all ten factors in the survey about satisfaction with life abroad, International Hires have a decrease in satisfaction and an increase in dissatisfaction after the first six months. The honeymoon phase, the first months after relocation when all aspects of life abroad are still new and exciting, is a period in the expat lifecycle where satisfaction with life abroad is usually high. From the survey results, this is no different for International Hires when comparing the first six months with the period between six months and one year.
The most significant differences are in terms of job security; making new friends, socializing and leisure activities; career prospects; and feeling at home in the local culture. Their financial situation is least impacted — where dissatisfaction increases and satisfaction decreases.
Even though International Hires are more satisfied with career-related aspects than personal factors and the ratings for professional factors are higher, their feeling towards job security and career prospects are affected after the first six months. This could be because of inadequate onboarding at work, not feeling completely settled into their job, or that the actual position is not what they thought it would be.
The majority of issues, however, seem to be related to their social integration abroad — making friends, socializing and leisure activities, and feeling at home in the local culture. A Ukrainian female International Hire living in Switzerland
says: “It’s difficult to find friends.” A Swedish male living in Switzerland agrees: “I like my good financial situation, but it takes time to get local friends.”
For all ten factors, the overall satisfaction ratings improve in the period of one to three years, but they are still lower than in the honeymoon phase for the following: feeling at home in the local culture, making new friends, socializing and leisure activities, work-life balance, working hours, career prospects, job security, and overall job satisfaction. The only exceptions where the overall ratings in the period of one to three years are higher than in the honeymoon phase are their financial situation and relationship with their spouse.
This confirms the notion that settling in abroad is a process which takes time and that all aspects of settling into life abroad should be taken into account — both on a professional and personal level — and throughout the expat lifecycle.
Colombian male International Hire living in Canada
“ �I�don’t�like�the�cost�of�living�and�difficulty�to� make�deeper�connections�and�friends.
”
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Family Life International Hires: Ease of Settling In
SATISFACTION WITH LIFE ABROAD FROM A PARENT’S POINT OF VIEW
Family life in general
78% satisfied
13% neutral
9% dissatisfied
Children’s education options
65% satisfied
14% neutral
21% dissatisfied
Childcare options
60% satisfied
19% neutral
21% dissatisfied
Children’s general well-being
78% satisfied
13% neutral
9% dissatisfied
VARYING FAMILY DYNAMICS
With close to half (46%) of International Hires being single and a combined total of only 22% relocating together with their partner or having their partner join at a later stage, the topic of family life doesn’t seem to be as relevant to them. In comparison, 62% of Foreign Assignees are in a relationship and 34% relocated together with their partner or their partner joined later (See Foreign Assignees, p.50).
Interestingly, close to a quarter of International Hires (21%) state that their partner is at home or in another country. This could be due to the trend of dual career couples, especially with generations such as Millennials and Generation X. Furthermore, a large share (62%) does not have children and only 16% have dependent children living abroad with them.
Family life, therefore, has varying definitions and dynamics which employers should consider when supporting global talent — the needs of an International Hire in a dual career couple will, for example, be much different from the needs of an International Hire moving abroad together with their spouse and children.
French female International Hire living in the Netherlands
“ �It�is�difficult�for�my�partner�to�find�a�job.”
Relationship Status
Dependent Children
54% in a relationship
46% single
Living with Partner
31% yes, relocated together
33% yes, moved to live with partner62% no children
11% have children, already living on their own
11% have dependent children, not living together
16% have dependent children, are living together
21% no, partner is at home/in another country
30% yes, met after relocating
9% yes, partner moved to live together
7% no, but partner will be joining at a later stage
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81 Overall Happiness with Life Abroad 82 Reasons for Happiness 83 Reasons for Unhappiness 84 Happiness Over Time 86 Unhappiness Over Time 88 Professional and Personal Factors Impact (Un)Happiness Abroad
Happiness International Hires
For Methodology, see p.9
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International Hires: Happiness
Overall Happiness with Life Abroad GENERAL (UN)HAPPINESS
(UN)HAPPINESS OVER TIME
16% 15%
International Hires
International Hires
Total Survey Respondents
Total Survey Respondents
IMPACT OF LIVING ABROAD ON HAPPINESS
13% 11% 16% less happy 16% less happy
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
11% 18% 14% 13% 12% 10%
74%
6 months- 1 year
6 months- 1 year
6 months- 1 year
less than 6 months
less than 6 months
less than 6 months
1–3 years
1–3 years
1–3 years
3–5 years
3–5 years
3–5 years
5-10 years
5-10 years
5-10 years
longer than 10 years
longer than 10 years
longer than 10 years
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
74%
63% 70% 71%
74% 76%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
15% 19% 16% 16% 14% 14%
24% just as happy 24% just as happy
71%
60% happier 61% happier
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International Hires: Happiness
Reasons for Happiness
30%
34%
16%
60%
39%
34%
20%
38%
26%
27%
43%
8%
29%
29%
44%
10%
HAPPINESS CONTRIBUTORS Choice of up to three.
Happy partner and/or family
Plenty of socializing opportunities
Not experiencing any culture shock
Not struggling with the language barrier
Having of personal support network
Easily dealing with the practical aspects of living abroad
Happy with job
None of the above/other
TOTAL SURVEY RESPONDENTS
INTERNATIONAL HIRES
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International Hires: Happiness
Reasons for Unhappiness UNHAPPINESS CONTRIBUTORS Choice of up to three.
Unhappy partner and/or family
Not enough socializing opportunities
Dealing with culture shock
Struggling with the language barrier
Lack of personal support network
Struggling with the practical aspects of living abroad
Unable to work (e.g. no suitable job/ can't get work permit)
Not happy with job
None of the above/other
15% 14%
14% 15%
41% 43%
8% 22%
19% 23%
50% 45%
21% 23%
12% 15%
45% 33%
TOTAL SURVEY RESPONDENTS
INTERNATIONAL HIRES
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International Hires: Happiness
Happiness Over Time
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
22% 22% 28%
31% 31% 37% 31%
20% 30%
24% 25% 25%
42% 34% 35% 33% 33% 32%
22% 18%
24% 29% 27%
36%
HAPPY PARTNER AND/OR FAMILY PLENTY OF SOCIALIZING OPPORTUNITIES
NOT EXPERIENCING ANY CULTURE SHOCK NOT STRUGGLING WITH THE LANGUAGE BARRIER
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
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International Hires: Happiness
Happiness Over Time
13%
69% 62% 59%
61% 61% 54%
16% 16% 17% 19% 16%
39% 47% 42% 42% 43% 43%
EASILY DEALING WITH THE PRACTICAL ASPECTS OF LIVING ABROAD
HAPPY WITH JOB
HAVING OF PERSONAL SUPPORT NETWORK
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
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International Hires: Happiness
Unhappiness Over Time
10% 17% 16% 16% 16% 12%
52% 45% 49%
59% 55% 43%
19% 14% 20%
13% 10% 8%
29% 31%
22% 17%
21%
7%
UNHAPPY PARTNER AND/OR FAMILY
DEALING WITH CULTURE SHOCK
NOT ENOUGH SOCIALIZING OPPORTUNITIES
STRUGGLING WITH THE LANGUAGE BARRIER
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
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International Hires: Happiness
Unhappiness Over Time
14% 13% 15% 8%
13% 9%
2% 5% 8% 3% 16%
10%
50% 55%
43% 43% 45%
34%
LACK OF PERSONAL SUPPORT NETWORK
UNABLE TO WORK (E.G. NO SUITABLE JOB/CAN'T GET WORK PERMIT)
STRUGGLING WITH THE PRACTICAL ASPECTS OF LIVING ABROAD
NOT HAPPY WITH JOB
40% 44% 41% 47%
34% 42%
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
6 months- 1 year
1-3 years 3-5 years 5-10 years longer than 10 years
less than 6 months
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
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TOP FINDINGSTOP FINDINGS
International Hires Are Quite Happy, but Have Some Frustrations
These expats are generally happy with life abroad — 71% state contentedness. Furthermore, 60% indicate that they are happier since living abroad and only 16% say they are less happy.
As the findings indicate throughout, for International Hires their career and work play an important part in life abroad. It is, therefore, no surprise that the biggest contributor to the happiness of those indicating they are happy abroad, is job satisfaction — a large share of 60% specify this. This is also in line with their overall high job satisfaction (See Ease of Settling In, p.76).
Next to their job, the ease of dealing with the practical aspects of life abroad is another key reason for their contentedness, with 43% indicating this. This may be the second most important reason, but it is 17 percentage points below
the top reason, which could be proof of just how important job satisfaction is to those stating happiness abroad.
Of those indicating unhappiness abroad, not enough socializing opportunities is the top reason for their discontentedness — 50% of International Hires are unhappy because of this. Again, as much as their job impacts their happiness, for those that are unhappy, dissatisfaction with work features strongly as a reason for unhappiness (45% are unhappy because of their job). Another top reason is the lack of a personal support network, with 41% indicating unhappiness due to this.
Some International Hires mention both their contentedness and frustrations with their professional and personal life in the survey comments. An Italian female living in Germany says she likes “the working conditions, financial stability, and future career opportunities.” She, however, is not happy with her “social life and integration with the locals.” A British male living in India says he is happy with the “people and
• International Hires are generally happy with life abroad — 71% state contentedness.
• Of those that indicate happiness abroad, job satisfaction is their top reason (60%).
• Of those that indicate unhappiness, not having enough socializing opportunities is their top reason (50%).
International Hires are primarily content with life abroad. Being happy with their job stands out greatly as a happiness contributor, but the lack of socializing majorly hinders their joy with large shares stating this as a reason for unhappiness.
Professional and Personal Factors Impact (Un)Happiness Abroad
International Hires: Happiness
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opportunities,” but doesn’t like the “closed society, lack of a social life, and long working hours.”
Social Issues Cause Major Unhappiness
The top reason for unhappiness — not enough socializing opportunities — could also relate to the settling in factors that International Hires are least satisfied with, such as making new friends, feeling at home in the local culture, and socializing (See Ease of Settling In, p.76) — as this impacts how well they adapt and socially integrate abroad.
An American female International Hire living in China sates her unhappiness with the language barrier and social aspects: “The language barrier is tough and it’s close to impossible to date.” Another American, a male living in Czechia, also indicates unhappiness relating to socializing, saying: “It can be challenging for older expats to find a good social life”.
An Indian male living in Oman finds it “difficult to find and make local friends,” while an Uzbek female living in Turkey
says: “I’m not satisfied with my social life here. It’s hard to make friends and find a network.”
Looking at the entire expat lifecycle, for those that are unhappy, the lack of socializing opportunities is most notable as this seems to be a pressing issue throughout the expat lifecycle, with large shares of International Hires indicating this. The largest share (59%) falls within the period of three to five years, indicating that this is not just a problem at the beginning of the expat lifecycle.
Lack of Personal Support and Dissatisfaction with Job also Cause Unhappiness
Large shares of International Hires also blame the lack of a personal support network for their unhappiness during various stages of the expat lifecycle. The unhappiness percentages increase after the honeymoon phase and only decrease at the five-year mark. Another indication that International Hires have a need for personal support beyond the initial stages of being abroad.
In terms of their job, they are most unhappy right after the honeymoon phase — in the period of six months and one year.
The unhappiness percentages for these factors remain above the 40%-mark for the biggest part of the expat lifecycle, indicating just how pressing these issues are.
Moreover, the shares of International Hires that are
unhappy with socializing, the lack of personal support, and
their job, are significantly higher than the shares that are
unhappy with other aspects, such as the language barrier
and dealing with culture shock.
Those That Indicate Happiness Are Happiest with Job
The International Hires that state happiness with life abroad
are happiest with the job — throughout the expat lifecycle.
The shares stating happiness are above the 50%-mark
throughout. These expats are happiest with their job in the
first six months of being abroad (69%). This then goes down
to 62% just after the honeymoon phase and stays around
the 60%-mark throughout.
These percentages are also significantly higher than other
aspects such as not experiencing culture shock, having a
happy partner or family, and having plenty of socializing
opportunities — indicating the great extent to which their
job impacts their happiness.
International Hires: Happiness
British male International Hire living in India
“ �I�like�the�people�and�opportunities.�I�don’t� like�the�closed�society,�lack�of�a�social�life,� and�long�working�hours.
”
American male International Hire living in Czechia
“ �It�can�be�challenging�for�older�expats�to�find� a�good�social�life.
”
Relocating Spouses
90Expat Insider 2019 Business Edition | business.internations.org/expat-insider 90Back to Table of Contents
91 Moving Abroad for Work 95 Relocation Support 102 Ease of Settling In 110 Happiness 116 Family Life
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Relocating Spouses
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92 Zooming In on Relocating Spouses 93 Time Abroad 94 Financial Dependence on Their Partner and Loneliness Are Top Concerns
Moving Abroad for Work
For Methodology, see p.9
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Zooming In on Relocating Spouses
BIGGEST CONCERNS BEFORE MOVING ABROAD SPLIT OF RELOCATING SPOUSES
Of the relocating spouses that moved abroad for their partner’s career or education, the following percentages indicate their primary motivation and what expat type their partners are:
40% partner was sent abroad by their employer (Foreign Assignees)
48% partner found a job on their own/was recruited internationally (International Hires)
4% partner wanted to go to school or university
9% other
Note: For this entire chapter, the focus is only on the Relocating Spouses of Foreign Assignees and International Hires (1,325 respondents, which is 7% of the total survey respondents).
30% not being able to find friends
9% unhappiness of partner/spouse/family
6% bad local infrastructure
9% unappealing location
33% high cost of living
11% lack of safety & security
14% insufficient healthcare standards
37% language barrier
10% culture shock
38% financial dependence on partner
13% effect on future finances
31% distance from home country/family
10% other
Relocating Spouses: Moving Abroad for Work
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Main Reasons for Early Return
6% stress
11% loneliness
2% health issues
0% not enough opportunities for a trip home provided by employer
4% struggling to work efficiently
7% not enough support by employer in professional life (e.g. onboarding at work)
2% not enough support by employer with practical matters (e.g. help in finding accommodation/a school for my children, etc.)
5% strain on relationship
10% difficulties adjusting to the local culture
51% other
22+68+10 22% yes, considering it right now
68% no
11% no, but once left another foreign country earlier than planned
Time Abroad Length of Time Living Abroad
10% less than 6 months
16% 6 months- 1 year
31% 1-3 years
15% 3-5 years
15% 5-10 years
13% longer than 10 years
Intended Length of Stay Abroad
1% less than 6 months
3% 6 months- 1 year
20% 1-3 years
25% 3-5 years
20% longer than 5 years
15% possibly forever
17% don't know yet
Relocating Spouses: Moving Abroad for Work
Planning Early Return
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• Career development and financial compensation are key reasons for International Hires moving abroad.
• Many have a long-term aim for their time abroad — longer than five years or possibly forever.
• A quarter of these expats plan to leave earlier than expected, due to factors such as loneliness and poor employer support.
TOP FINDINGS
With Relocating Spouses moving abroad either because their partner was sent on a foreign assignment or started a new job in a new country, they plan a long-term stay. However, due to the nature of the move, they are concerned about their independence and not settling in well.
Financial Dependence on Their Partner and Loneliness Are Top Concerns
TOP FINDINGS
• Being financially dependent on their partner, the language barrier, and cost of living were top concerns before relocating.
• While 68% don’t plan an early return, a notable 22% are considering the option.
• Top reasons for an early return are loneliness and difficulties with adjusting to the local culture.
Key Factors: Independence and Settling In
The core reason for this expat type’s relocation is their partner’s job or career. Their biggest concern before moving abroad was that they would be financially dependent on their partner — the largest share (38%) indicates this. With a total of 57% of them not being employed, it is not surprising. More than three-quarters of Relocating Spouses (87%) are highly educated, holding bachelor, postgraduate, and PhD qualifications. This could be an indication that they face definite obstacles to work abroad.
Next to the financial dependence as a concern, the language barrier (37%), high cost of living (33%), distance from their home country and family (31%), as well as not finding friends (30%) were concerns for many of them.
An Indian female Relocating Spouse living in Mexico says: “I like the urban living, but I don’t like the loneliness. It was sad to leave my job to come here.”
Relocating Spouses generally seem to be least concerned about bad local infrastructure (6%), that the location would be unappealing (9%), and that their partner or family would be unhappy (9%).
The majority of Relocating Spouses intends to stay abroad for longer than a year, with a quarter (25%) stating they plan on staying between three and five years. Twenty percent, respectively, plan to stay between one and three years and longer than five years.
A large 68% say they do not plan to return early, but close to a quarter (22%) are currently considering it, which is a notable share. Of the reasons for an early return, provided in the survey, the largest share indicates loneliness (11%) and difficulties with adjusting to the local culture (10%). More than half (51%) state other motivations which did not form part of the survey reasons, but also include significant references to their career and the lack of job opportunities.
Relocating Spouses: Moving Abroad for Work
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Relocating Spouses
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Relocation Support 96 Financial Relocation Support 97 Specific Relocation Services 98 Usefulness of Services Received 99 Dissatisfaction with Services Received 100 Some Support Is Provided, but There Are Clear Gaps
For Methodology, see p.8
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Financial Relocation Support Relocating Spouses: Relocation Support
Satisfaction with Reimbursement Satisfaction with Lump-Sum Payment
76% yes
19% no, it wasn't enough
2% no, process too complicated/long
4% no, wanted employer to take care of entire relocation
10% no, wanted reimbursement to cover everything needed
8% no, not fully reimbursed
3% no, process too complicated/long
73% yes
74% yes
76% yes
8% no, not fully reimbursed
18% no, it wasn't enough
3% no, process too complicated/long
2% no, process too complicated/long
5% no, wanted employer to take care of entire relocation
4% no, wanted employer to take care of entire relocation
10% no, it didn't cover everything needed
7% no, wanted employer to take care of entire relocation
REIMBURSEMENT FOR RELOCATION-SPECIFIC EXPENSES
LUMP-SUM PAYMENT FOR EXPATRIATION-RELATED EXPENSES
Relocating Spouses
Relocating Spouses
Total Respondents Moving for Work
Total Respondents Moving for Work
59% received
28% wanted
13% not needed
61% received
27% wanted
12% not needed
42% received
39% received
39% wanted
40% wanted
20% not needed
21% not needed
Relocating Spouses
Total Respondents Moving for Work Only respondents that moved for work-related reasons (8,023) and not total survey respondents overall.
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Specific Relocation Services Relocating Spouses: Relocation Support
Relocating Spouses
Total Respondents Moving for Work
Relocating Spouses
Total Respondents Moving for Work
SPECIFIC SERVICES OFFERED BY EMPLOYER
45% yes 55% no 41% yes 59% no
SPECIFIC SERVICES NOT RECEIVED, BUT WANTED
Access to Professional Networking
33%
47%
Access to Social Networking
32%
39%
Access to Information on Local Life
30%
37%
Intercultural Training
27%
33%
Language Classes
34%
38%
Move Organized by Employer or Service Provider
25%
24%
Spouse Support
19%
40%
Local Settling-In Services
36%
38%
Other
3%
2%
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RATED MOST USEFUL TO LEAST USEFUL BASED ON OVERALL AVERAGE
Usefulness of Services Received
2º Local Settling-In Services
3º Language Classes
1º Move Organized by Employer or Service Provider
85% 11% 4%
84% 11% 4%
Move Organized by Employer or Service Provider
73% 19% 8%
8%73% 19%
Language Classes
59% 31% 10%
5%62% 33%
Access to Social Networking
83% 10% 6%
5%83% 12%
Local Settling-In Services
57% 35% 8%
7%62% 31%
Access to Information on Local Life
59% 28% 13%
10%61% 29%
Intercultural Training
65% 24% 11%
8%68% 24%
Spouse Support
51% 40% 9%
6%63% 31%
Access to Professional Networking
Relocating Spouses: Relocation Support
Relocating Spouses
Total Respondents Moving for Work
useful neutral not useful
useful neutral not useful
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77% 71% 45% 58%
8% 12% 13% 8%
8% 10% 22% 21%
7% 8% 21% 13%
the quality was poor
it wasn’t needed
it didn’t last long enough
other
it didn’t last long enough
the quality was poor
it wasn’t needed
other
Dissatisfaction with Services Received
Move Organized by Employer or Service Provider
Spouse Support
57%
18%
13%
12%
Intercultural Training
Total Respondents Moving for Work
Local Settling-In Services
Language Classes
46%
30%
13%
11%
Access to Professional Networking
58%
23%
10%
10%
Access to Social Networking
55%
12%
16%
17%
Access to Information on Local Life
Relocating Spouses: Relocation Support
Back to Table of Contents
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TOP FINDINGS
Relocating Spouses: Relocation Support
TOP FINDINGS
• Relocating Spouses most commonly receive reimbursement for expatriation-related expenses — 61%.
• Only 45% received relocation services, such as spouse support from employers.
• Professional networking, spouse support, and social networking are the top three needs with the largest shares wanting this.
Spouses Most Commonly Receive Reimbursement from Employers
When it comes to employer support offered to Relocating Spouses, this expat type is more likely to be reimbursed for expatriation-related expenses than to receive a lump-sum payment or specific relocation services. Of the Relocating Spouses, 61% received reimbursement, which is 19 percentage points more than those that received a lump- sum payment (42%) and 16 percentage points higher than those that received relocation services (45%).
Those that received financial support seem to be quite pleased, with 73% and 76%, respectively, indicating satisfaction with the reimbursement and lump-sum. There is a slightly higher dissatisfaction with the reimbursement (28%) than the lump-sum (25%). However, the top reason for dissatisfaction with the lump-sum is quite notable with 19% stating the payment wasn’t enough, compared to the top dissatisfaction with reimbursement being it didn’t cover all needs at 10%.
Foreign Assignees Are Much More Supported Than Spouses
When comparing Relocating Spouses to the other two expat types that moved abroad for work — Foreign Assignees and International Hires — the survey results indicate a definite difference in employer support. For example, 81% of Foreign Assignees received reimbursement compared to 61% of Relocating Spouses and 49% of International Hires. Furthermore, 59% of Foreign Assignees received a lump- sum payment, compared to 42% of Relocating Spouses and 30% of International Hires. In terms of financial support, Foreign Assignees are definitely much more supported by employers.
For relocation services the picture is similar, with 58% of Foreign Assignees receiving these and only 45% of Relocating Spouses and 33% of International Hires getting these. (See Foreign Assignees, p.33 and International Hires, p.62)
Overall, the survey results show that Relocating Spouses are
Relocating Spouses do receive employer support to a certain extent, but the survey results indicate that their actual needs are not addressed.
Some Support Is Provided, but There Are Clear Gaps
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not getting the shortest end of the stick when comparing employer support between these three expat types, but that there are major differences in the support offered to Foreign Assignees. Moreover, Foreign Assignees (39%) are also more likely to receive all three types of relocation support from employers (reimbursement, lump-sum, and specific services), compared to only 28% of Relocating Spouses.
Networking, Spouse Support, and Socializing Are Top Needs
The fact that only 45% of Relocating Spouses received specific services, could indicate that employers don’t see this as being a priority when supporting expat partners.
In terms of the services listed in the survey, access to professional networking, spouse support, and access to social networking are the services with the largest shares of Relocating Spouses not receiving specific services but wanted them — 47%, 40%, and 39% respectively.
The fact that 57% of Relocating Spouses are not employed (See Family Life, p.117) and either taking care of their home
and family, looking for work, or volunteering, could be a reason why they desire spouse support, as well as opportunities for networking and socializing from employers. These types of personal and social services could be top needs for them because they are either in the process of looking for work or mainly at home and, therefore, want opportunities to meet and engage with other people.
A Russian female Relocating Spouse living in Canada speaks to this, saying: “Leisure options are limited and you need to look for them, they aren’t advertised much. Making local friends is not easy, and the whole job market is about networking.”
An Italian female living in Germany agrees, saying: “The people are quite close and cold. It’s difficult for me to make new friends.” An Irish female living in Italy also complains about social aspects, saying: “It’s very hard to make friends.”
Other services that stand out are local settling-in services (38% want these), language classes (38% want these), and access to information on local life (37% want this). These more practical services could also relate to the fact that many Relocating Spouses are not working and are not exposed to work and other networks that could help with tips and advice on everyday practicalities.
The organized move seems to be the least important to Relocating Spouses as only 24% indicate they wanted it — 23 percentage points lower than those who wanted access to professional networking (47%), for example.
Relocating Spouses: Relocation Support
Russian female Relocating Spouse living in Canada
“ �Making�local�friends�is�not�easy,�and�the� whole�job�market�is�about�networking.
”
RELOCATION SERVICES RECEIVED
36% move organized by employer or service provider
32% local settling-in services
11% access to social networking
10% access to professional networking
23% access to information on local life
12% intercultural training
Most Commonly Received Services
Least Commonly Received Services
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Relocating Spouses
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103 Where Expats Feel Most Settled (Country Rankings) 104 Satisfaction with Personal Life Abroad 105 Likeliness of Recommending Expat Life to Friends or Colleagues 106 Satisfaction Abroad Over Time 108 Integrating Abroad Is Crucial — Professionally and Socially
Ease of Settling In
For Methodology, see p.9
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1 Mexico 2 Bahrain 3 Malaysia 4 Portugal 5 Philippines 6 Oman 7 Kenya 8 Spain 9 Ecuador 10 Costa Rica 11 Singapore 12 Indonesia 13 Colombia 14 Taiwan 15 Vietnam 16 Argentina 17 New Zealand 18 Canada 19 Australia 20 UAE 21 Greece 22 Qatar 23 Cyprus 24 Panama 25 Bulgaria 26 Israel 27 Ireland 28 Morocco 29 Thailand 30 Kazakhstan 31 Nigeria 32 Luxembourg 33 Egypt 34 South Africa
35 USA 36 Malta 37 Brazil 38 Peru 39 Belgium 40 Ukraine 41 Turkey 42 Hong Kong 43 Netherlands 44 Hungary 45 UK 46 Poland 47 Italy 48 Estonia 49 Chile 50 India 51 Finland 52 France 53 Czechia 54 Norway 55 Japan 56 Russia 57 Sweden 58 China 59 Switzerland 60 Germany 61 South Korea 62 Austria 63 Denmark 64 Kuwait
EASE OF SETTLING IN
1 Mexico 2 Philippines 3 Ecuador 4 Vietnam 5 Bahrain 6 Bulgaria 7 Costa Rica 8 Kenya 9 Colombia 10 Portugal 11 Greece 12 Kazakhstan 13 Israel 14 Taiwan 15 Malaysia 16 Indonesia 17 Argentina 18 Morocco 19 Spain 20 Oman 21 Egypt 22 Nigeria 23 Thailand 24 Singapore 25 Ukraine 26 New Zealand 27 Malta 28 Brazil 29 South Africa 30 Australia 31 Cyprus 32 Peru 33 Panama 34 Canada 35 Hungary
36 Turkey 37 Russia 38 Ireland 39 Qatar 40 Poland 41 USA 42 UAE 43 Hong Kong 44 Luxembourg 45 Czechia 46 Italy 47 France 48 Chile 49 India 50 China 51 Belgium 52 Estonia 53 UK 54 Japan 55 South Korea 56 Netherlands 57 Finland 58 Austria 59 Germany 60 Norway 61 Switzerland 62 Kuwait 63 Sweden 64 Denmark
FINDING FRIENDS
1 Portugal 2 Mexico 3 Spain 4 Bahrain 5 Ecuador 6 Singapore 7 Bulgaria 8 Malaysia 9 Taiwan 10 Australia 11 New Zealand 12 Canada 13 Costa Rica 14 Vietnam 15 Colombia 16 Kenya 17 Cyprus 18 Philippines 19 Oman 20 Thailand 21 Greece 22 Malta 23 Argentina 24 Panama 25 Kazakhstan 26 Qatar 27 Luxembourg 28 USA 29 UAE 30 Indonesia 31 Ireland 32 Poland 33 Morocco 34 Estonia 35 Hungary
36 South Africa 37 Czechia 38 Egypt 39 Ukraine 40 Hong Kong 41 Belgium 42 Israel 43 France 44 Brazil 45 Turkey 46 Italy 47 Peru 48 Netherlands 49 UK 50 Finland 51 Chile 52 Austria 53 Japan 54 Russia 55 Nigeria 56 Germany 57 Norway 58 Switzerland 59 Sweden 60 China 61 South Korea 62 Denmark 63 India 64 Kuwait
FEELING AT HOME As the ease of settling in is very much influenced by the country of residence and the local perspective of the individual expat, a look at how the total survey respondents rate their ease of settling in in their various countries is important. The Expat Insider specifically focuses on this type of country ranking in its Ease of Settling In Index. A total of 64 countries met the minimum sample size requirement.
Not all of the sub-categories of the Ease of Settling In Index are reflected here. For the full Ease of Settling In Index and more country rankings, download the Expat Insider 2019 report here.
Relocating Spouses: Ease of Settling In
Where Expats Feel Most Settled (Country Rankings)
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Satisfaction with Personal Life Abroad
60% satisfied
17% neutral
23% dissatisfied
Feeling at home in local culture
65% satisfied
16% neutral
19% dissatisfied
Socializing and leisure activities
60% satisfied
19% neutral
21% dissatisfied
Work-life balance
Relationship with partner/spouse
62% satisfied
19% neutral
19% dissatisfied
Working hours
54% satisfied
18% neutral
28% dissatisfied
Making new friends
50% satisfied
57% satisfied
48% satisfied
37% satisfied
84% satisfied
49% satisfied
59% satisfied
53% satisfied
55% satisfied
66% satisfied
18% neutral
21% neutral
18% neutral
19% neutral
10% neutral
21% neutral
16% neutral
18% neutral
21% neutral
17% neutral
32% dissatisfied
22% dissatisfied
34% dissatisfied
44% dissatisfied
6% dissatisfied
30% dissatisfied
25% dissatisfied
29% dissatisfied
25% dissatisfied
17% dissatisfied
84% satisfied
9% neutral
7% dissatisfied
Financial situation
64% satisfied
18% neutral
18% dissatisfied
Overall job satisfaction
64% satisfied
17% neutral
19% dissatisfied
Job security
59% satisfied
20% neutral
21% dissatisfied
Career prospects
55% satisfied
21% neutral
24% dissatisfied
Relocating Spouses: Ease of Settling In
Relocating Spouses Total Survey Respondents
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Likeliness of Recommending Expat Life to Friends or Colleagues
Relocating Spouses: Ease of Settling In
3%4% 4% 5% 4% 9% 11% 17% 20% 11% 11% Relocating
Spouses
Total Survey Respondents
0 1 2 3 4 5 6 7 8 9 10
2%3% 3% 4% 4% 9% 11% 17% 21% 12% 16%
0 1 2 3 4 5 6 7 8 9 10
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85%
57%
84%
56%
83%
52%
85%
52%
87%
62%
77%
49%
12%
26%
8%
17%
10%
22%
10%
24%
6%
18%
16%
23%
3%
17%
8%
26%
7%
26%
5%
24%
7%
21%
8%
29%
56% 56% 61% 56% 59% 65% 20% 16% 17% 19% 12% 13% 23% 28% 22% 25% 29% 22%
42% 45% 52% 42% 52% 57% 24% 18% 18% 24% 14% 13% 34% 37% 31% 34% 34% 30% Making new friends
Relationship with spouse
Work-life balance
Socializing and leisure activities
Satisfaction Abroad Over Time 6 months-1 year 1-3 years 3-5 years 5-10 years longer than 10 yearsless than 6 months
47% 45% 54% 44% 51% 63% 26% 17% 17% 24% 13% 15% 27% 38% 29% 32% 36% 22% Feeling at home in local culture
satisfied neutral dissatisfied
Relocating Spouses: Ease of Settling In
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Working hours
Job security
Financial situation
Career prospects
Overall job satisfaction
Satisfaction Abroad Over Time 6 months-1 year 1-3 years 3-5 years 5-10 years longer than 10 yearsless than 6 months
Relocating Spouses: Ease of Settling In
55%
60%
45%
68%
45%
62%
43%
61%
59%
76%
54%
63%
19%
26%
21%
14%
23%
19%
31%
23%
14%
12%
18%
18%
26%
14%
34%
18%
32%
19%
26%
16%
26%
12%
29%
19%
47% 49% 53% 42% 63% 63% 23% 18% 21% 21% 14% 15% 30% 34% 26% 37% 23% 23%
31% 34% 36% 27% 47% 50% 24% 16% 19% 24% 16% 17% 45% 50% 46% 49% 37% 33%
58% 58% 53% 51% 63% 58% 20% 21% 22% 27% 17% 21% 22% 21% 25% 22% 20% 21%
satisfied neutral dissatisfied
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TOP FINDINGS
Relocating Spouses: Ease of Settling In
TOP FINDINGS
• Relocating Spouses are most satisfied with the relationship they have with their partner (84%).
• The top three aspects they are dissatisfied with are: career prospects, making friends, and feeling at home in the local culture.
• Only 56% feel at home abroad, while 25% don’t feel at home yet, and 19% think that they never will.
Highly Satisfied with Relationship, but highly Dissatisfied with Career
When looking at their satisfaction with their personal life abroad, Relocating Spouses are most satisfied with the relationship hey have with their partner — 84%.
While these expats were concerned about their finances before the move, now that they are abroad this seems to be less of an issue for them, with the second largest share (66%) saying they are satisfied with their financial situation. These two aspects have the highest satisfaction ratings overall and these are also much higher than the third largest share.
The lowest satisfaction rating overall is in terms of their career prospects. The top reason for their dissatisfaction with life abroad is career-related — 44% are dissatisfied with their career prospects.
A Pakistani female Relocating Spouse living in Luxembourg states: “I don’t like the lack of job opportunities for expats.
Especially ones that have relocated with their partners. It is really not fun to be qualified and sit at home.”
A Colombian male living in Canada agrees: “It's not easy to find a job here even if you speak the language or you have skills in high demand.” A Kenyan female living in China also cannot find a job, saying: “There is a lack of sufficient job opportunities for me.”
From the survey results and some comments it is clear that for Relocating Spouses not working is not only a concern but also a reason for unhappiness — 57% are not doing any paid work (See Family Life, p.118) and are either taking care of their home and family, looking for work, or volunteering.
As a large share of Relocating Spouses are highly educated (87% of Relocating Spouses hold bachelor, postgraduate, and PhD qualifications), it could mean that they had to give up their career to move abroad for their partner’s or they may not have working rights in specific countries. Another reason could be that they do not have adequate support in
The two core aspects that seem to be most important to Relocating Spouses to settle in abroad are having a work life and having the means to socially integrate abroad, but they seem to struggle with both.
Integrating Abroad Is Crucial — Professionally and Socially
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Relocating Spouses: Ease of Settling In
finding a new job, such as professional networking, which from relocation support survey results is a top need for them (See Relocation Support, p.101). These career-related aspects could be an area where employers can assist this expat type more purposefully.
A British female Relocating Spouse living in Australia says: “I don’t like not being able to gain employment and this causes isolation.” A Swiss male living in Sweden states: “Finding a job is difficult and without a job, finding friends also is difficult.”
Not Feeling at Home and Making Friends Cause Further Dissatisfaction
Next to their career prospects causing dissatisfaction, they are most dissatisfied with making new friends (34%), feeling at home in the local culture (32%), and job security (30%) — aspects with the highest dissatisfaction ratings. These factors further illustrate the two core aspects that Relocating Spouses need to settle in abroad — having a work life and having the means to socially integrate abroad. Career and social integration also strongly relate to the areas where
they indicate they need employer support most — access to professional networking, spouse support, and access to social networking (See Relocation Support, p.101).
An Italian female Relocating Spouse living in Austria says she dislikes that she doesn’t have a social life, while a South African female living in Belgium states: “I dislike the difficulty in making friends and not having job opportunities if you don’t speak the language.” Another female, a Turkish national living in the Netherlands, also misses the social aspects of settling in, saying: “It is difficult to make friends. ”There is not much to do on weekends apart from nature activities, so very limited options. Finding courses, such as yoga or art classes, in English is very difficult.”
The aforementioned reasons could also explain why 56% of Relocating Spouses say they feel at home abroad, while 25% state they don’t feel at home yet, and 19% believe that they never will feel at home abroad — a noteworthy share.
Career and Social Issues Remain Throughout the Expat Lifecycle
When looking at the entire expat lifecycle, their reasons for dissatisfaction remain pain points throughout and not just at the very beginning of their stay — in terms of career prospects, making friends, overall job security, and feeling at home in the local culture.
For example, career prospects have the lowest satisfaction ratings overall in the first six months and these ratings
are even lower after the honeymoon phase in the period between six months and one year, and the period between one and three years. In the first six months, 45% are dissatisfied with their career prospects, in the period between six months and one year, 49% are dissatisfied, and in the period between one and three years, 50% are dissatisfied. It only improves in the period between three and five years and even so, there is still some fluctuation in the following years.
The picture is quite similar in terms of making new friends and feeling at home in the local culture. These factors also have low overall satisfaction ratings throughout the expat lifecycle.
On the positive side, the satisfaction ratings in terms of the relationship with their spouse and financial situation are highest throughout the expat lifecycle.
Pakistani female Relocating Spouse living in Luxembourg
“ �I�don’t�like�the�lack�of�job�opportunities� for�expats.�Especially�the�ones�that�have� relocated�with�their�partners.�It�is�really�not� fun�to�be�qualified�and�sit�at�home.
”
56% yes
25% no, not yet
19% no, probably never
Feeling at Home Abroad
Time it Took to Feel at Home Abroad
38% less than 6 months
31% 6 months- 1 year
22% 1-3 years
6% 3-5 years
4% longer than 5 years
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Relocating Spouses
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111 Overall Happiness with Life Abroad 112 Reasons for Happiness 113 Reasons for Unhappiness 114 Family, Career, Personal Support, and Socializing Impact (Un)Happiness
Happiness
For Methodology, see p.9
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Relocating Spouses: Happiness
Overall Happiness with Life Abroad GENERAL (UN)HAPPINESS
(UN)HAPPINESS OVER TIME
16% 15%
Total Survey Respondents
Total Survey Respondents
IMPACT OF LIVING ABROAD ON HAPPINESS
12% 11% 21% less happy 16% less happy
6 months- 1 year
less than 6 months
1-3 years
3-5 years
5-10 years
longer than 10 years
100%
90%
80%
70%
60%
50%
40%
30%
20%
10% 10% 11%
13% 10% 12% 10%
74%
6 months- 1 year
less than 6 months
1-3 years
3-5 years
5-10 years
longer than 10 years
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
79% 71% 70% 70%
78% 74%
6 months- 1 year
less than 6 months
1-3 years
3-5 years
5-10 years
longer than 10 years
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
11% 18% 17%
12% 18% 15%
26% just as happy 24% just as happy
73%
53% happier 61% happier
Relocating Spouses
Relocating Spouses
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Reasons for Happiness
65%
33%
15%
16%
39%
34%
20%
38%
25%
28%
44%
12%
29%
29%
44%
10%
HAPPINESS CONTRIBUTORS Choice of up to three.
Happy partner and/or family
Plenty of socializing opportunities
Not experiencing any culture shock
Not struggling with the language barrier
Having of personal support network
Easily dealing with the practical aspects of living abroad
Happy with job
None of the above/other
TOTAL SURVEY RESPONDENTS
RELOCATING SPOUSES
Relocating Spouses: Happiness
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Reasons for Unhappiness UNHAPPINESS CONTRIBUTORS Choice of up to three.
Unhappy partner and/or family
Not enough socializing opportunities
Dealing with culture shock
Struggling with the language barrier
Lack of personal support network
Struggling with the practical aspects of living abroad
Unable to work (e.g. no suitable job/ can't get work permit)
Not happy with job
None of the above/other
15% 14%
16% 15%
49% 43%
47% 22%
25% 23%
44% 45%
27% 23%
16% 15%
10% 33%
Relocating Spouses: Happiness
RELOCATING SPOUSES
TOTAL SURVEY RESPONDENTS
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TOP FINDINGS
Relocating Spouses: Happiness
TOP FINDINGS
Overall Happiness with Some Discontentedness
Relocating Spouses are quite happy with life abroad, with 73% stating happiness. While 53% are happier since living abroad, close to a quarter (21%) indicate that they are unhappier. The share stating they are less happy is quite high when compared to the total survey respondents (16%), Foreign Assignees (14%), and International Hires (16%). (See Foreign Assignees, p.52 and see International Hires, p.81)
An Australian female Relocating Spouse living in India shares her reasons for happiness: “I like experiencing such a different culture, the travel opportunities, and the new friendships. I also like being able to afford a good life here.” A Swedish female living in Singapore says she’s happy with the “new country, new culture, new connections, and more learnings in general,” but that she’s unhappy with the
“difficulty to find new friends, especially locals.”
Looking at their general happiness throughout the expat lifecycle, Relocating Spouses are happiest during the honeymoon phase (the first six months), at 79%. This percentage drops in the periods between six months and one year (71%), and one and three years (70%), before increasing again in the phase of being abroad between three and five years. After this phase there is still some fluctuation, but the ratings don’t drop significantly.
The fact that the happiness ratings overall are lowest between the six-month and three-year timeframes could be due to issues such as not having good career prospects and job security, and not being able to make friends and settle into the local culture (See Ease of Settling In, p.109), as these issues also impact their ease of settling in throughout the expat lifecycle.
• While most Relocating Spouses are generally happy with life abroad, close to a quarter (21%) say they are unhappier since moving.
• Looking at the expat lifecycle, their happiness ratings overall are lowest after the honeymoon phase — between the six-month and three- year timeframe.
• A happy partner or family is the top happiness contributor. Unemployment, no socializing, and no personal support are the top unhappiness contributors.
Relocating Spouses are generally quite happy with life abroad. Their partner and family play a significant part in this — being their top reason for happiness. On the other hand, not having a personal support network makes them unhappy.
Family, Career, Personal Support, and Socializing Impact (Un)Happiness
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A Happy Partner and Family Is the Top Happiness Contributor
The survey results indicate throughout that the partner of the Relocating Spouse plays a significant part in their life abroad — the main motivation for moving abroad is moving for their partner’s work, after all. The strong impact of the relationship is key to their happiness and, for those stating happiness with life abroad, the top reason for their contentedness at 65%. This could also be related to the high satisfaction that Relocating Spouses have with their relationship with their partner (See Ease of Settling In, p.108).
This top happiness contributor also stands out above all the other possible contributors listed in the survey. Easily dealing with the practical aspects of living abroad is the secondmost important reason contributing to their happiness, but this share of respondents stating this is 21 percentage points lower at 44%. This emphasizes just how
important it is to Relocating Spouses for their partner and family to be happy.
An Indian female Relocating Spouse living in Germany says: “I like living with my husband, having our freedom, and travel opportunities. I don’t like the confusion related to career opportunities.”
Unemployment, No Socializing, No Personal Support Cause Unhappiness
Of the Relocating Spouses that state they are unhappy with life abroad, three unhappiness contributors rate almost equally high. These reasons for unhappiness are: not having a personal support network (49%), not being able to work (47%), and not having enough socializing opportunities (44%).
These top reasons for unhappiness are in line with the findings that Relocating Spouses have difficulties with their career and getting job security, making friends, and feeling at home in the local culture (See Ease of Settling In, p.109).
These aspects don’t just impact their ease of settling in, but clearly also how they experience expat life and, in the end, how happy they are with the life they have abroad.
An American female Relocating Spouse living in China says: “I don’t like the difficulty of finding a job as a trailing spouse.” Another American female, living in Norway, agrees: “Even for a highly qualified individual, it is very difficult to find work.” A Latvian female living in Denmark also states her unhappiness: “It is not easy to make friends here, especially with locals. My social life here is the worst in comparison to all other countries I have lived in. Career opportunities are also scarce.” A South African female living in Sweden says: “I like the general culture, but it takes time to build a network.”
Furthermore, this unhappiness could be related back to the needs they state in terms of the relocation services provided by employers, such as opportunities for professional networking and social networking (See Relocation Support, p.101). As the Relocating Spouse is an important part of the expat family structure, these findings could be crucial for employers looking to support this expat type in a more impactful manner.
Relocating Spouses: Happiness
Latvian female Relocating Spouse living in Denmark
“ �It�is�not�easy�to�make�friends�here,�especially� with�locals.
” American female Relocating Spouse living in China
“ �I�don’t�like�the�difficulty�of�finding�a�job�as�a� trailing�spouse.
”
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Relocating Spouses
Back to Table of Contents
117 Family Focus 118 The Balancing Act: Family Life, Work Life, and Social Life
Family Life
For Methodology, see p.9
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Family Focus Relocating Spouses: Family Life
SATISFACTION WITH LIFE ABROAD FROM A PARENT’S POINT OF VIEW
Family life in general
77% satisfied
12% neutral
10% dissatisfied
68% satisfied
10% neutral
22% dissatisfied
Children’s education options
59% satisfied
15% neutral
26% dissatisfied
Childcare options
77% satisfied
10% neutral
13% dissatisfied
Children’s general well-being
It was easy to find and join a parent’s club
42% agree
20% neutral
38% disagree
35% agree
24% neutral
41% disagree
It was easy to find and join a volunteer group
50% agree
17% neutral
33% disagree
It was easy to connect with families that have children of the same age
31% agree
18% neutral
50% disagree
It was easy to balance family priorities, as well as own personal and professional priorities
Dependent Children
41% no children
39% have dependent children, are living together
4% have dependent children, not living together
16% have children, already living on their own
Relationship Status
93% in a relationship
7% single
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TOP FINDINGS
The Balancing Act: Family Life, Work Life, and Social Life
second easiest, but even here only 42% agree that it is easy and 38% disagree. Finding a volunteer group also seems to be challenging, with the majority (41%) finding it difficult and only 35% agreeing it was easy to do.
The aspect that many with dependent children struggle with most, is balancing family priorities, as well as their own personal and professional priorities — 50%.
An Indian female Relocating Spouse living in Hong Kong says: “I like the convenience of living in this country and the safety for myself and my kids. Finding the desirable career opportunities is difficult here.”
Personal and Professional Life Is on the Back Burner
Relocating Spouses struggle with balancing their personal and professional priorities. The survey findings indicate that these aspects have the lowest satisfaction ratings overall when looking at their ease of adjusting to life abroad.
Family Life Plays the Biggest Role for this Expat Type
The survey findings clearly point to the fact that for Relocating Spouses, their partner and family are key factors of their life abroad. They not only moved abroad primarily for their partner’s career, but a large share is also at home, either taking care of their home and family, looking for work, or volunteering (57% in total).
Furthermore, a noteworthy share (39%) has dependent children that are living with them, which is 18 percentage points higher than the total survey respondents (21%). These survey findings further indicate how family-oriented this expat type is.
In terms of their ease of adjusting abroad from a parent’s point of view, they generally struggle. For Relocating Spouses, it is easiest to connect with families that have children the same age. Even so, only 50% find it easy, while 33% find it difficult. Finding and joining a parent’s club is
• The largest share (57%) of Relocating Spouses are not working and either looking for work, taking care of their family, or volunteering.
• Those with dependent children find it easiest to connect with families that have children of the same age (50%).
• Those with dependent children find it most difficult to balance family priorities, as well as their personal and professional priorities — 50% struggle.
Relocating Spouses are a core part of the expat family structure and from the survey findings it is clear that family life comes first, but they struggle with the professional and personal aspects of life abroad.
Relocating Spouses: Family Life
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With Relocating Spouses being highly educated — more than three-quarters of Relocating Spouses (87%) hold bachelor, postgraduate, and PhD qualifications — there seems to be a big imbalance with more than half (57%) of this expat type not working.
This could cause frustrations for them and make life abroad less satisfying. This could also be why their top needs in terms of relocation services are access to professional networking, spouse support, and social networking (See Relocation Support, p.97).
It also relates to the fact that they are highly dissatisfied with their career prospects and job security, as well as with making new friends and feeling at home in their new country (See Ease of Settling In, p.104).
A Colombian female Relocating Spouse living in Argentina says: “It is difficult to get a good job locally for the spouse, and things are slow and not efficient.” A Singaporean female living in Australia says for her it’s “a cycle of problems starting with unemployment.” She further explains: “I don’t even have a casual or part-time job. It is difficult to have the means to go to social events and make friends.”
A British male living in Belgium states: “My wife and I had jobs that meant we lived in different countries. Now we’re together, which is welcome. But it does come with sacrifices. I took a pay cut and a temporary position so that we could be together.”
An Italian female living in India says: “I like the opportunity to travel, to improve a foreign language, and to know people from different countries, cultures, and backgrounds. But it is difficult for me to balance my personal and professional life.”
Relocating Spouses clearly feel unsupported in their professional and personal lives beyond family. While their top reason for happiness is that their family and partner are happy, their top reasons for unhappiness are that they are unable to work, that they lack a personal support network, and that they don’t have enough socializing opportunities (See Happiness, p.113).
These findings illustrate a trend that Relocating Spouses have needs beyond family life and need more support with finding work, building professional and social networks, and fully integrating into life abroad.
Relocating Spouses: Family Life
Colombian female Relocating Spouse living in Argentina
“ �It�is�difficult�to�get�a�good�job�locally�for�the� spouse,�things�are�slow�and�not�efficient.
”
Singaporean female Relocating Spouse living in Australia
“ �I�don’t�even�have�a�casual�or�part-time�job.�It� is�difficult�to�have�the�means�to�go�to�social� events�and�make�friends.
”
WORK LIFE
Employment Situation
1% intern
8% entry-level job
25% senior/specialist position
13% lower/middle management
5% top manager/executive
26% self-employed/freelancer
9% own business
9% teacher/professor
4% other
Doing Paid Work 25% yes, working full-time
18% yes, working part-time
12% no, not working
18% no, but looking for work
8% no, but volunteering
19% no, but taking care of home/family
120Expat Insider 2019 Business Edition | business.internations.org/expat-insider
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Questionnaire InterNations, with conceptual feedback from komma GmbH
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InterNations Business Solutions (business.internations.org) provides personalized solutions for global mobility and HR professionals to ensure successful foreign assignments and increased international talent retention. InterNations (www.internations.org) is the world’s largest expat network with more than 3.5 million members and 420 communities worldwide. With the InterNations Corporate Membership, global employees and their families are empowered to quickly and easily integrate abroad.
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,
PREDEPARTURE TRAINING
© 2000 Lynn Witham, Kay Jones and Anthony Pan 103/0219/1500 1
Expatriate Predeparture Training, Onsite Consulting,
and Repatriation Training
By Lynn Witham, Kay Jones, and Anthony Pan
2000 Asia Law & Practice China Staff Training and Development Manual
Introduction
Multinational companies send employees on international assignments for the purposes of coordinating local and headquarters management, enabling the transfer of technology, or gaining general exposure to international business practices and/or the business practices of headquarters. Although the number of employees selected for these assignments is relatively small, the investments companies make in these assignments are large.
Gaining full returns on the investments made in these employees (who, along with accompanying family members, are usually referred to as expatriates or “expats”) can be challenging. When expats prematurely resign from their assignments or are repatriated early by management, returns on these investments can be greatly diminished. In addition, when assignments are unsuccessful and result in problems such as demoralization or reduced productivity of the host workforce, or disruption of established relationships with partners, customers, vendors, or government officials, companies can suffer business interruptions or other indirect losses.
In order to maximize their investments, companies can provide a variety of services that support expats before, during, and after their international assignments. These services increase the likelihood that employees will successfully complete international assignments and meet business objectives.
This chapter will explain three types of services that provide substantial support for expats on international assignments, including expats on assignment to and from China. Special focus will be placed on the first service:
• Predeparture and language training to facilitate adjustment to living and working in the host country;
• Onsite consulting to address specific intercultural issues that arise during the assignment; and
• Repatriation training to facilitate return to the home country.
The information in this chapter is designed to assist human resources personnel in making appropriate recommendations and designing effective policies that can support Chinese expats who are on assignment in other countries, as well as expats from other locations who are on assignment in China.
PREDEPARTURE TRAINING
© 2000 Lynn Witham, Kay Jones and Anthony Pan 103/0219/1500 2
Predeparture Training
Predeparture training (also known as “cultural orientation training”) introduces expats to the international assignment experience prior to their departure for the host country. The purpose of predeparture training is to prepare expats to live and/or work effectively in another culture, to interact appropriately with people of that culture, and to benefit personally from the international assignment experience. (Note: This service should not be mistaken for another service known as “relocation training,” which is an introduction to the day-to-day logistics of living in the host country and is delivered by international moving companies and other service providers shortly after expats arrive in the host country.)
A significant benefit of predeparture training is that it guides expats in developing realistic expectations for the international assignment. The following is an actual situation that might have been avoided had the expats involved received predeparture training:
A British man assigned to work in Beijing was certain that he would not encounter any problems; after all, his wife was Chinese. He assumed this had prepared him well for daily life in China. His wife, born in Shanghai, knew that she would miss some of the conveniences available in England, but otherwise thought the assignment would be like “going back home”. One year into the assignment, the husband was bitter and maladjusted, spending most of his time complaining about China and Chinese people to other British expats and his wife. His wife was a virtual recluse, associating only with her husband and one woman who shared her Chinese dialect. “Whenever I go out,” she said, “as soon as I open my mouth (and speak Chinese) people ask me where I’m from. They know I’m different. I don’t feel comfortable here”. Unfortunately, the expectations of this couple were not realistic and led to disappointment.
When companies select employees for international assignments, they tend to choose employees who have demonstrated technical expertise, management expertise, and/or growth potential. Knowledge of the culture and business environment of the host country is seldom a primary criterion for selection. Without this knowledge, many expats assume that the skills and strategies that made them successful in their home country will also make them successful in the host country. During predeparture training, expats are exposed to the idea that an inability to work within the local system often results in an inability to achieve business objectives, and they are given some insight into how the local system works and how to operate within it. This and other information provided during the training can guide expats and their families in developing realistic expectations about living and working in the host country.
Onsite Consulting
Onsite consulting provides guidance for expats in handling business and adjustment issues that arise during their international assignments. The purposes of onsite consulting are to
PREDEPARTURE TRAINING
© 2000 Lynn Witham, Kay Jones and Anthony Pan 103/0219/1500 3
assist expats in assessing the approaches they use to handle such issues and to provide them with guidance in determining and implementing new approaches.
The focus of onsite consulting can be on business, performance, team, personal or family issues. Experienced intercultural consultants can work with expats to formulate approaches to managing current business issues and to develop contingency plans for handling issues that might arise in the future. To optimize the overall performance of expats in the local workplace, consultants can provide coaching on various performance issues. If expats are team managers, consultants can assist by facilitating team meetings and conducting team- building sessions, and by coaching expats in acting appropriately in these roles. If expats are members of a team, consultants can coach them in intercultural meeting participation and teamwork. Finally, consultants can counsel working expats and family members regarding issues of adjustment and family dynamics in the new environment.
A significant benefit of onsite consulting is that it targets real issues in a timely manner. The following are actual situations that could have been improved with onsite consulting:
An overseas Chinese manager working in China reported: “Sometimes I sit with local employees at lunch. People come to me with complaints. I want to tell my (Western) boss about the complaints. But he doesn’t ask me about things”. Being mindful of hierarchy, this manager hesitated to transmit bad news without being asked. The Western boss, on the other hand, assumed that because the overseas Chinese manager spoke English well, he would communicate in a direct manner.
A Chinese woman working in Germany wanted to show interest in and build close rapport with the “family” she worked with every day. Consequently, she made a daily investigation of the contents of her colleagues’ mailboxes. She also frequently and overtly examined any papers lying on the desk of her German male boss. In the office as well as in meetings, she was coy and flirtatious with male colleagues; in particular, with her boss. She became confused and demotivated after her boss called her into his office and spoke to her in a very stern manner, telling her that her behavior must change.
Expats who have the advantage of onsite consulting are often able to handle issues before they escalate and thereby avoid negative repercussions for the themselves, their colleagues and the company.
Repatriation Training
Repatriation training reorients expats to their home country just prior to or just after their return. The purposes of repatriation training are: to guide expats and family members in reflecting on the personal changes they have experienced during their international assignments; to prepare them for changes within their home environment and organization; and to discuss with them how to apply the knowledge and skills that they have developed during the international assignment to future business and social situations.
PREDEPARTURE TRAINING
© 2000 Lynn Witham, Kay Jones and Anthony Pan 103/0219/1500 4
A significant benefit of repatriation training is that it prepares expats to handle the unexpected changes they observe in themselves, their families, their friends, their organizations and their cultures. Had the expats in the following actual situations received repatriation training, they might have experienced less intense reactions to the repatriation phase of their international assignment and achieved greater productivity on the job:
An American man returned from his assignment in China to find that his next job was “not ready” for him yet. The company found him a small office to use in the interim. It had no windows. Completely isolated and disoriented, “I cried all the way home from work every day for a month,” he later told a friend. After a challenging but rewarding year in China, this former expat was unprepared to face challenges and disappointment at “home”. Within a year, he accepted a position with another company.
An Australian woman who had recently returned from an assignment in China felt so depressed and lethargic that she made an appointment to see her doctor. She could not understand why she was feeling that way. She had enjoyed her time in China, learned some Mandarin, and received excellent performance reviews. However, she was happy to be returning home to family and friends and to a new position in her company. She was surprised to find, though, that friends and colleagues were not very interested in hearing about her experiences in China, and her new boss did not show any interest in utilizing the skills and network she had developed during her international assignment. “Home” felt provincial and cold, her productivity on the job began to suffer, and she began to wish that she had requested an extension of her assignment in China.
As part of a comprehensive expat package, repatriation training can facilitate more rapid readjustment of employees and their families, foster earlier productivity in new assignments, and contribute to the retention of employees following international assignments. While experienced expats cite the benefits of repatriation training, many companies assume that “going home is easy” and, unfortunately, do not recognize the value of this service.
Benefits of Expat Support Services
The provision of expat support services has wide-ranging benefits for expats and their families, as well as for the companies that provide these services to their expats. Some of these benefits are outlined in the following table:
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Benefits of Expat Support Services
Benefits for Employees and Families • Enhanced understanding of and realistic expectations for the
international assignment experience • Smoother adjustment to each new phase of the assignment • Ability to function more productively before, during, and after the
assignment
Benefits for Companies • Improved interpersonal relationships among expats and local staff • Increased likelihood that business objectives will be achieved • Decreased incidence of premature expat return and of attrition after
return • Increased satisfaction of expats with their assignments and greater
willingness of employees to accept international assignments • Improved global team performance
Focus on Predeparture Training: Participants
Studies repeatedly show that the most common reason for the premature repatriation of expats is that the family is unable to adjust to life in the host country. Therefore it is critical for non-working spouses to be included in predeparture training, or to receive separate training. Children above the age of seven can also benefit from specially designed predeparture training.
Adjustment is often difficult for non-working spouses, as the home environment in the host country does not automatically provide a daily routine or human contact. While working spouses have an office to go to and fellow employees with whom to interact, non- working spouses must create daily routines and seek interaction with local people (many of whom may have had little contact with foreigners). Predeparture training can help non- working spouses build realistic expectations and introduce them to the knowledge, attitudes and skills that facilitate smooth interaction.
Adjustment is also often difficult for children, as they must establish new friendships (usually with children of various nationalities), identify new leisure-time activities, and learn to function in a new educational environment. Predeparture training can guide children in developing realistic expectations and provide them with information about the new environment in which they will be living.
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By including the non-working spouse and children in predeparture training, companies can increase the satisfaction of the entire family with the assignment and increase the likelihood that the employee and family will complete the assignment successfully.
Focus on Predeparture Training: Objectives
Well-designed predeparture training programs generally seek to achieve the objectives outlined in the following table:
Objectives of Predeparture Training Programs
1. Build realistic expectations about the international assignment
2. Increase understanding of various aspects of the host country culture, society, and business environment
3. Prepare participants for potential culture shock in the host country and repatriation shock when they return home
4. Make participants more aware of their own “cultural baggage” (their behavior, perceptions, interpretations, attitudes, values, and ways of thinking) and how these are shaped by the culture in which they have grown up and by other cultures to which they have been exposed
5. Make participants aware of ways in which they could modify their behavior, attitudes and ways of thinking in order to communicate more effectively with people in the host country in a variety of business and social situations
6. Prepare working expats to handle job roles and responsibilities in ways that will be appropriate within the cultural and business contexts of the host country, and within the context of the receiving organization
7. Begin to build or increase fluency in a language of the host country
8. Increase understanding of various aspects of regional cultures, societies, and business environments in which the working expat expects to be doing business
Focus on Predeparture Training: Length of Training
The length of predeparture training varies greatly. Determining factors include: the commitment of senior management to providing the training, the budget available for the training, the working expat’s job role and responsibilities, the length of the assignment, the
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amount of time the expats and people in the organization think can be allotted to the training, and the length and timing of any scheduled follow-up onsite consulting.
Many professional interculturalists recommend that employees in high visibility, senior management positions attend four to six weeks of predeparture training, that employees in more junior management positions attend at least two weeks of training, and that other employees attend a minimum of three days of training.
Depending on the skill and experience levels of participants at the beginning of training, programs of at least two weeks can generally achieve the eight objectives mentioned in the previous section of this chapter. Shorter programs may only briefly cover some of the objectives. The longer the program, the greater the depth in which each objective can be addressed.
Focus on Predeparture Training: Program Design
While many predeparture training programs are “off-the-shelf” programs, which are delivered in basically the same format for all participants, more effective programs are tailored to the specific needs and objectives of each participant.
In determining which topics to cover in a training program and how best to sequence the topics, experienced trainers consider the following:
• Corporate culture of the company as a whole • Unique characteristics of the receiving organization • Business objectives of the international assignment • Job role and responsibilities of the working expat • Expectations of people in the sending and receiving organizations concerning the
international assignment • Specific concerns, questions and interests of participants • Personalities and interaction styles of the participants (especially in terms of how
those personalities and styles might “fit” in the host country culture) • Attitudes of the participants about living and working in the host country • Location(s) in which the participants will be living and working in the host country • Amount and destination of business travel that the working expat expects to do • Learning styles of the participants
In order to obtain the information outlined above, trainers generally request that participants complete a written questionnaire describing their current roles and responsibilities, their prior exposure to the host culture and other cultures, and their specific concerns, questions, and interests. Trainers might also conduct pre-program interviews with the participants, with human resources personnel, and with any individuals to whom the working expat will report while on assignment.
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Focus on Predeparture Training: Components of Basic Training
Some basic predeparture training programs are designed only to facilitate participants’ acquisition of knowledge about the host country. More effective programs introduce the idea that participants may need to develop new attitudes and skills in order to flourish in the host country culture. These programs generally include the following five components:
Living in the Host Country:
• Presentation and discussion of general information about unique aspects of the host country social etiquette, housing, transportation, health care, communications, safety and security, leisure-time activities, child care, education, activities for children, and other practical issues.
• Development of personal objectives for the international assignment.
• Discussion of strategies for how expats can become involved in the host community by participating in sports, cultural events, educational events, and/or special interest activities.
Communicating across Cultures:
• Explanation of tools for interacting and communicating appropriately with people from other cultures, with emphasis on the host culture.
• Introduction to the stages and challenges of adjustment to living and working in other cultures, as well as the challenges of returning home or taking another assignment abroad.
Understanding the Business Environment
• Discussion of the host country’s history, economy and international relations as they affect the present-day business environment and society.
• Introduction to and discussion of business etiquette and communication styles that are generally considered appropriate in the host country.
Handling Job Role and Responsibilities
• Development of a work action plan.
• Exploration of the role and responsibilities of the working expat, focusing on ways in which the host country culture might influence the expectations that local colleagues might have for the expat’s performance in specific situations.
• Discussion of how the working expat might perform the job role, manage job responsibilities, and meet business objectives in culturally appropriate ways.
Learning the Language
• For expats who are new to the language of the host country: Practice of basic courtesy phrases and introduction to the structure and pronunciation.
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• For expats who will be using their own native language as their primary language of communication in the host country: Discussion of guidelines on how to modify their use of their native language to facilitate communication with people of the host country who speak the language.
• For expats who are quite fluent in the language of the host country: Practice in pronunciation and intonation of the host country language.
Focus on Predeparture Training: Components of Advanced Training
Longer, more advanced predeparture training should include all of the components of basic predeparture training. In addition, it should reinforce knowledge acquisition, provide a thorough discussion of business issues and encourage skill building. Advanced training might also include activities that expose participants to aspects of the host culture, such as dining at a restaurant that serves the food of the host culture.
The content and pace of the training are carefully tailored to meet the needs and interests of the participants, and trainers sometimes act in a consulting role. Components of advanced training usually include some or all of the following:
Living in the Host Country
• Guidance in developing plans to achieve personal objectives for the international assignment.
• Discussion with expats concerning strategies for developing social and business contacts inside and outside the company.
Communicating across Cultures
• Practice of skills for managing daily interactions with people in the host country (such as landlords, utility company representatives, repairmen, shopkeepers, or domestic workers) by roleplaying those interactions.
Understanding the Business Environment
• Discussion of industry-specific business practices, systems, competitor activity, and other relevant business-related topics.
• Presentation of information about other countries in the region (if the working expat will have regional job responsibilities).
Handling Job Role and Responsibilities
This portion of the training should be carefully tailored to the specific needs of the working expat. It should be designed with full consideration of the working expat’s specific job responsibilities and objectives, prior international experience, and level of understanding of the host country culture and business environment.
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• Development of a plan for achieving professional objectives.
• Exploration of cultural differences in managerial and technical functions such as: supervising; evaluating; training and coaching subordinates; receiving training; goal setting; persuading; making presentations; facilitating meetings; building and managing multicultural teams; managing and resolving conflict; as well as building relationships and negotiating with customers, vendors, government officials and joint venture partners.
• Application of knowledge of the host culture and principles of cross-cultural interaction in case study situations.
• Practice in applying understanding of the host culture and the principles of cross- cultural interaction to interacting with people of the host country in simulated business situations. (Trainers should provide participants with feedback from the perspective of the host culture, and work with participants to develop guidelines and strategies for handling similar real-life situations in the future.)
• Discussion of specific business issues facing the working expat and the company in the host country.
Learning the Language
• For expats who are new to the language of the host country: Development of basic communication skills.
• For expats who will be using their own native language as their primary language of communication in the host country: Practice in modifying their use of their native language to facilitate communication with people of the host country who speak the language.
• For expats who are quite fluent in the language of the host country: Practice to increase language fluency in social and business situations.
Focus on Predeparture Training: Criteria for Program Evaluation
The quality of predeparture training programs offered by service providers varies greatly. Significant criteria for evaluating the quality of predeparture programs appear in the following table:
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Criteria for Predeparture Training Program Evaluation
• Training design is based on a comprehensive assessment of participants’ needs and interests.
• Information presented is accurate, current, practical and relevant.
• Information presented builds on what participants already know.
• Trainers “paint a realistic picture”. In other words, they include both the pleasures and the challenges of living and working in the host country.
• Training includes a focus on the working expat’s specific role and job functions.
• Trainers are knowledgeable, have good presentation skills, and manage time well.
• Training is interactive, participative, and experiential, with attention paid to the needs and requests of participants.
• Trainers demonstrate ways to apply intercultural understanding and skills to a variety of situations.
• Trainers encourage participants to apply knowledge and experience in analyzing situations they have encountered or in preparing for situations that they might encounter in the future.
• Training design goes beyond providing information and includes skill practice.
• Training introduces tools to assist participants in learning, reflecting, and continuing to build knowledge after the training.
• Trainers model appropriate cross-cultural interaction and conflict resolution skills among themselves and with participants.
Focus on Predeparture Training: Timing
Predeparture training is most effective when it is delivered no more than six weeks and no less than one week prior to the expats’ scheduled departure for the host country. Preferably, training should be delivered after the working expat has gained a clear understanding of the new job and after the working expat, and possibly the family, have had at least one visit to the host country.
When training is delivered too far in advance of departure, participants tend to have less interest in the training and tend to forget more of what they have learned. If training
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occurs before participants have had any personal exposure to the host country, then they may not be aware of what they need to know and may have difficulty participating actively in the training. Finally, if the working expat does not yet have a clear idea of the job description and responsibilities of the international assignment, then trainers cannot tailor the business components of the training to the working expat’s specific business needs.
When training is delivered too close to the departure date, expats are usually overwhelmed with all the logistical details of their relocation and therefore cannot concentrate on the training.
By scheduling training delivery at an appropriate time, companies can achieve a greater return on their investment.
Focus on Predeparture Training: Qualifications of Trainers/Consultants
Few companies have professional intercultural trainers or consultants on staff to provide expat support services; most contract with external organizations that are experienced in providing intercultural training and consulting services to multinational companies.
Predeparture training is best done by a team of trainers that includes at least one person who shares the culture of the participants and at least one person from the host country. This team is sometimes supplemented by people who have expertise in specific topics that are of interest to the participants, by specialists in expat counseling, or by expats who have recently returned home from assignments in the host country.
Each member of the training team should have the minimum qualifications mentioned in the following table:
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Qualifications of Trainers/Consultants
• In-depth, up-to-date knowledge of the host country culture(s)
• Living experience in the host country (minimum six months; optimally at least two years)
• Work experience in the host country (minimum six months; optimally at least two years; preferably in business or commerce rather than academia or government)
• Familiarity with best practices of multinational organizations in the host country
• Ability to discuss strategies for handling actual and hypothetical business issues
• A positive attitude toward the host country and its people
• Interest in guiding participants to increase their familiarity with the host culture
• Experience living as an adult in a culture other than one’s own for at least one year
• Knowledge of and demonstrated skill in applying intercultural communication principles
• Knowledge of the home country culture of the participants
• Familiarity with educational and adult learning principles and styles
• Well-developed training skills (both in content delivery and process facilitation)
• Ability to deliver training that is interactive and flexible in design
• Ability to address questions and situations by guiding participants to diagnose them, apply knowledge to them, formulate interpretations or courses of action, and test those interpretations and courses of action
• Ability to give participants feedback on personal communication styles and behavior, and to guide participants in modifying these styles as necessary
• Ability to effectively handle the extreme emotions that participants sometimes express before and during the international assignment
• Ability to model appropriate intercultural interaction
• Functional fluency in the language in which the training will be delivered and functional fluency in a language of the host country
• Professional qualifications in language teaching (if language training will be a substantial component of the program)
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It should be noted that while in-house staff, such as returned expats or human resources personnel, can be valuable resources to expats during various phases of international assignments, they should be the primary facilitators of predeparture training only if they meet the criteria listed above for professional intercultural trainers.
Supporting Employees on International Assignments: Outline of Services
The three services mentioned in this chapter are just some of services that companies can offer to support employees and their families before, during, and after international assignments. These and other important support services are outlined in the following table in rough chronological order:
Outline of Expat Support Services [following page]
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1. Interview and selection processes that assist employees in deciding whether or not they want to (or are ready to) accept international assignments
2. Orientation to the job role and objectives of the new assignment
3. A pre-assignment site visit (“look-see” trip) to the host country to choose housing, meet work colleagues, visit schools, etc.
4. Predeparture training and language training to facilitate adjustment
5. Onsite, post-arrival relocation assistance to facilitate the “settling-in” process in the host country
6. On-going language training to build fluency in a host country language
7. Onsite consulting to address specific business, performance, team, personal and family issues that arise during the assignment
8. Cross-cultural team building training for international and local staff to facilitate day-to-day communication and achievement of work goals
9. Assessment of on-the-job effectiveness (performance monitoring) and performance coaching
10. A process for matching expats to new assignments and for reintegrating them into the home country organization or orienting them to another international location
11. Training to facilitate repatriation to the home country or adjustment to a new international assignment
12. Relocation assistance to facilitate the “settling-in” process back home or in a new country
13. Debriefing of expats regarding the challenges of and lessons learned during the international assignment
Conclusion
In order to function successfully in a host country, expats should understand the local culture and business practices. They should be willing and able to modify their behavior when necessary in order to convey the messages they intend to convey, and they should develop understanding and awareness in order to accurately interpret and appropriately act on the messages they receive. In order to function successfully back home after an international assignment, they must be willing and able to adapt once again. Predeparture training, onsite consulting and repatriation training can assist expats in accomplishing the above and increase their productivity and satisfaction with their life and work.
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By providing an array of support services, including predeparture training, onsite consulting, and repatriation training for expats going to and coming from China, companies can maximize their investments in these international assignments and increase the likelihood of achieving business objectives.
The Authors
Lynn Witham: Ms. Witham is President of Witham & Associates, a firm that provides intercultural predeparture training, onsite consulting and repatriation training services for expats, intercultural training and consulting services for business travelers, and localization (modification and/or design) of employee training programs for use in international markets. Ms. Witham has lived and worked in Asia, Europe, the Middle East and North America.
Kay Jones: Ms. Jones is the founder of Aja Consultants, Inc., which provides intercultural services to multinational firms in order to facilitate global communication and commercial relations. She has lived and worked in China, the US, the UK, Japan and France.
Anthony Pan, Esq.: Mr. Pan is Executive Vice President of Aja Consultants, Inc. Born in China, he has lived and worked in the US, Japan, and several locations within Greater China. Mr. Pan applies experience and skills from law, sociology, and history to his consulting and training work, focusing primarily on issues involving Greater China, the US, and Japan.
Made available by
www.grovewell.com/knowledge-center/expatriate-best-practices/
- Predeparture Training
- Onsite Consulting
- Repatriation Training
- Benefits of Expat Support Services
- Focus on Predeparture Training: Participants
- Focus on Predeparture Training: Objectives
- Focus on Predeparture Training: Length of Training
- Focus on Predeparture Training: Program Design
- Focus on Predeparture Training: Components of Basic Training
- Focus on Predeparture Training: Components of Advanced Training
- Focus on Predeparture Training: Criteria for Program Evaluation
- Focus on Predeparture Training: Timing
- Focus on Predeparture Training: Qualifications of Trainers/Consultants
- Conclusion
- The Authors
