Any person leaving their country to work in a foreign country faces some level of difficulty. However, these challenges are more severe for female expatriates. Research has shown that they suffer from safety concerns, loneliness, gender inequality and stereotypes (Shorthand, 2018). These challenges can be resolved in some ways as discussed in this paper.
The organisations can introduce pre-departure training. This is a training that equips the female expatriate with information about the foreign country. It includes training about the culture, language and attitudes of the foreign country for the expatriate to adjust more efficiently (Cullen & Parboteeah, 2010). The organisation can also take advantage of this training by equipping the female expatriates with vital knowledge about various religions, legal systems and economic systems that have an impact on business and the functioning of the organisation (Cullen & Parboteeah, 2010).
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The organisation can also facilitate the wellbeing of the female expatriate in the foreign country. For instance, it can provide financial assistance such as house and transport allowance. It can also hire a person who will be responsible for taking care of the female expatriate. The care, in this case, involves showing her around, introducing her to new people and explaining more details about the new culture. This way, the female expatriate will be able to establish meaningful relationships and contacts as well as eliminate loneliness and safety concerns.
The issue of family is another problem that hinders women from taking expatriate positions. The organisation can resolve this problem by acquiring a job position for the spouse of the female expatriate. It should also ensure that the children are cared for by getting childcare assistance (Fishlmayr & Kollinger, 2010). Additionally, many female expatriates fail to take up expatriate positions because they lose their current positions upon return. The organisation can put up a plan that ensures that they are rewarded by acquiring higher positions than the ones that they previously held (Kreng & Huany, 2009).
Works Cited
Cullen, John,Parboteeah, Praven. International Business: Strategy and the multinational company. New York: Routledge, 2010.
Fischmayr, I. & Kollinger, I. "Work life balance- a neglected issue among Australian female expatriates." International Journal of Human Resource (2010): 455-487.
Kreng, V. & Huang, M. "A discussion on international assignments performance and the constructing mechanism of career success development." The International Journal of Human Resource Management (2009): 1487-1502.
Shorthand, Susan. "Female expatriates' motivations and challenges: the case of oil and gas ." Gender in Management: An International Journal (2018): 50-65.
