Mobility - April 2021 - 30

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30

Perhaps the one good thing coming out of this
reckoning is that institutional racism has begun
to crumble, albeit very slowly. As an example,
the Washington Football Team agreed to change
its name, as did the Cleveland baseball team.
Relatedly, there are continued calls for removing
monuments to those who fought for injustice and
segregation-the leaders of the Confederacy. Once
the outcry concerning the George Floyd murder
began, it became clear that these monuments did
not embody the ideals of America for all, which
accelerated the extraction of these statues from
numerous state capitals, such as the Robert E.
Lee monument in the U.S. Capitol building in
Washington, D.C. His statue will now be replaced
with that of a Black woman named Barbara Rose
Johns, a high school student who led a walkout
over her Virginia school's substandard segregated
facilities, the only student-initiated case consolidated into Brown v. Board of Education, the 1954
U.S. Supreme Court case that officially ruled that
segregated schools are unconstitutional.
With social unrest and demands for justice
happening simultaneously, long-overdue conversations on diversity, equity, and inclusion have been
prioritized and amplified. Indeed, all manner of
organizations have rushed to hire diversity and
inclusion officers and conduct diversity and inclusion training for their employees.
Of course, these might just be knee-jerk reactions in response to the sustained demonstrations
of last summer, and organizations could revert
to the old ways of doing things, unless systemic
changes are introduced and institutionalized. Those
who are accountable for executing strategy in the
DE&I space must understand not only history
but also the lasting impact of societal and organizational injustice. This leads us to one area where
most multinational corporations have failed: the
selection of expatriates. According to the Society
for Human Resource Management, only 22% of
expatriates are women, and other scholars tag it at
about 15%. While there are no definitive numbers
for minorities, estimates are 3% to 5%.
Thus, most expatriates out of the U.S. are
white and male-a problem, as this group is not
fully representative of the relevant labor market
or society. Further, since their selection can be

manipulated in some cases, there is no way to
argue that the best talent was chosen. Accordingly,
we present here reasons to hire minorities as
expatriates and ways to go about affording them
equitable opportunities for expatriate assignments.

Why Select Minorities as Expatriates?

So, why should organizations select minorities for
expatriate assignments? One would think that the
answer would be obvious-it is the right thing to
do-but we know from history that human beings
don't always do the right things. Of course, all
organizations should want to hire the best people
for all their openings. But this becomes even more
critical when it comes to expatriate assignments, as
one expatriate can represent a whole organization
and sometimes a whole nation. After all, people in
the host country are likely to generalize and begin to
believe that the expatriate's behavior is representative
of all employees in that company-and of all people
in the home country of the expatriate. Perhaps most
importantly, history and science both have repeatedly
confirmed that talent is not somehow concentrated
in one particular ethnic group-and when given the
opportunity, qualified individuals have been known
to excel at their given tasks.
Stereotypes held by those managing expatriate
opportunities have also kept women from career
opportunities overseas, for reasons including:
Women wouldn't want to go on expatriate assignments because of family duties; the local host would
not be comfortable welcoming or working with a
female expatriate; and so on. Numerous studies have
shown these to be completely false and have also
shown that women have excelled when given the
opportunity. Relatedly, a recent study found that
in certain countries, Black expatriates may receive
more support from host country nationals while on
assignment2, which would certainly help the multinational corporation achieve its goals and support
strategy. Clearly, it is important that minorities,
and especially Blacks in the context of the U.S., be
afforded the opportunities that they deserve.

Why Should Diversity Be an
Imperative for MNCs?

Over the last half-century or so, countries such
as India, Israel, Sri Lanka, and the U.K. elected


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Mobility - April 2021

Table of Contents for the Digital Edition of Mobility - April 2021

Mobility - April 2021 - Cover1
Mobility - April 2021 - Cover2
Mobility - April 2021 - 1
Mobility - April 2021 - 2
Mobility - April 2021 - 3
Mobility - April 2021 - 4
Mobility - April 2021 - 5
Mobility - April 2021 - 6
Mobility - April 2021 - 7
Mobility - April 2021 - 8
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Mobility - April 2021 - Cover3
Mobility - April 2021 - Cover4
https://www.nxtbook.com/ygsreprints/WERC/mobility-july-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-june-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-may-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-april-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-march-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-february-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility_122020
https://www.nxtbook.com/ygsreprints/WERC/mobility_112020
https://www.nxtbook.com/ygsreprints/WERC/mobility_102020
https://www.nxtbook.com/ygsreprints/WERC/mobility_092020
https://www.nxtbook.com/ygsreprints/WERC/mobility_082020
https://www.nxtbook.com/ygsreprints/WERC/mobility_072020
https://www.nxtbook.com/ygsreprints/WERC/mobility_062020
https://www.nxtbook.com/ygsreprints/WERC/mobility_052020
https://www.nxtbook.com/ygsreprints/WERC/mobility_042020
https://www.nxtbook.com/ygsreprints/WERC/mobility_032020
https://www.nxtbook.com/ygsreprints/WERC/mobility_022020
https://www.nxtbook.com/ygsreprints/WERC/mobility_012020
https://www.nxtbook.com/ygsreprints/WERC/mobility_122019
https://www.nxtbook.com/ygsreprints/WERC/mobility_112019
https://www.nxtbook.com/ygsreprints/WERC/mobility_102019
https://www.nxtbook.com/ygsreprints/WERC/mobility_092019
https://www.nxtbook.com/ygsreprints/WERC/mobility_082019
https://www.nxtbook.com/ygsreprints/WERC/mobility_072019
https://www.nxtbook.com/ygsreprints/WERC/mobility_062019
https://www.nxtbook.com/ygsreprints/WERC/mobility_052019
https://www.nxtbook.com/ygsreprints/WERC/mobility_042019
https://www.nxtbook.com/ygsreprints/WERC/mobility_032019
https://www.nxtbook.com/ygsreprints/WERC/mobility_022019
https://www.nxtbook.com/ygsreprints/WERC/mobility_012019
https://www.nxtbookmedia.com