Mobility - April 2021 - 32

References

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1.	 Colella, A., Hebl, M., & King, E. (2017). One Hundred
Years of Discrimination Research in the Journal of
Applied Psychology: A Sobering Synopsis. Journal of
Applied Psychology, 102(3), 500-513.
2.	 Varma, A., Yoon Y.J., & Froese, F.J. (in press).
Expatriate Demographic Characteristics and
Host Country National Support: An Empirical
Investigation in Central/South America. CrossCultural and Strategic Management.
3.	 Coleman, T.M., Sorensen, P., Yaeger, T.F.,
& Hinrichs, G. (2017). A Strategic Planning
Intervention Employing Large Group Change:
A Scholar/Practitioner Application, Journal of
Management Policy and Practice (18)1, 50-58.
4.	 Varma, A., & Russell, L. (2016). Women and
Expatriate Assignments: Exploring the Role of
Perceived Organizational Support. Employee
Relations, 38(2), 200-223.
5.	 Kowitt, B. (2020, August). America's Black Brain
Drain: Why African-American Professionals Are
Moving Abroad - and Staying There. Retrieved 24
October 2020 from https://fortune.com/2020/08/10/
black-african-americans-leaving-us-moving-‚Äč
abroad-professionals-race-opportunity-careers.
_________________________________________________________
Academic references may be found online via
scholar.google.com.

throughout their stay with the organization, including the application process for
the expatriate assignment as well as the
expectations and potential experiences
at the host location. This mentor should
not be someone who is also a woman or
minority; instead, the mentor should be
someone who is from the majority group
and has preferably also been on one or
more expatriate assignments.

5.	 In addition to a mentor, who is typi-

cally a long-term guide, the expatriate can benefit from being assigned
an expatriate coach, whose focus is
specifically on the expatriate assignment.
This is a professional with deep knowledge
of the specific assignment country who
has the ability to answer questions related
to tax, career, and family implications
for the expatriate, as well as guiding him
or her on living and working in the new
location. The expatriate coach provides
ideas to leverage the expatriate experience
for future assignments and responsibilities, establishes a dialogue to ensure that
values and goals are outlined, and monitors
ongoing success. This can be a make-orbreak experience, since many women or
minorities would be going on an expatriate
assignment for the first time, would find
few peers to rely upon, and could sometimes feel lost or " set up for failure. " An
executive coach can help immensely.

6.	 Research has shown that having orga3.	 MNCs also need to ensure that all oppor-

nizational support can increase the

tunities for international expatriate

number of women applying for expa-

assignments are publicized widely, so that

triate assignments and successfully

everybody who is qualified for those positions is
aware. Having said that, women and minorities
should be specifically targeted and encouraged
to apply for these positions, especially if employees would not traditionally have seen women or
minorities being sent on expatriate assignments
and thus may decide not to apply.

4.	 In order to make this a genuine

effort and practice, qualified women
and minority candidates should be
assigned a mentor, who can guide them

completing these assignments. 4 In the
same vein, it is critical that both women and
minorities be convinced that the organization would support them pre-assignment,
on assignment, and post-assignment. This
would require providing the candidate all the
relevant information, training, and support
before they leave for the assignment; making
sure that they are fully supported while on
assignment; and having a clear, robust,
post-return career plan for them. Failing


https://fortune.com/2020/08/10/black-african-americans-leaving-us-moving-abroad-professionals-race-opportunity-careers/ http://www.worldwideerc.org https://fortune.com/2020/08/10/black-african-americans-leaving-us-moving-abroad-professionals-race-opportunity-careers/ http://scholar.google.com

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
Mobility - April 2021 - 9
Mobility - April 2021 - 10
Mobility - April 2021 - 11
Mobility - April 2021 - 12
Mobility - April 2021 - 13
Mobility - April 2021 - 14
Mobility - April 2021 - 15
Mobility - April 2021 - 16
Mobility - April 2021 - 17
Mobility - April 2021 - 18
Mobility - April 2021 - 19
Mobility - April 2021 - 20
Mobility - April 2021 - 21
Mobility - April 2021 - 22
Mobility - April 2021 - 23
Mobility - April 2021 - 24
Mobility - April 2021 - 25
Mobility - April 2021 - 26
Mobility - April 2021 - 27
Mobility - April 2021 - 28
Mobility - April 2021 - 29
Mobility - April 2021 - 30
Mobility - April 2021 - 31
Mobility - April 2021 - 32
Mobility - April 2021 - 33
Mobility - April 2021 - 34
Mobility - April 2021 - 35
Mobility - April 2021 - 36
Mobility - April 2021 - 37
Mobility - April 2021 - 38
Mobility - April 2021 - 39
Mobility - April 2021 - 40
Mobility - April 2021 - 41
Mobility - April 2021 - 42
Mobility - April 2021 - 43
Mobility - April 2021 - 44
Mobility - April 2021 - 45
Mobility - April 2021 - 46
Mobility - April 2021 - 47
Mobility - April 2021 - 48
Mobility - April 2021 - 49
Mobility - April 2021 - 50
Mobility - April 2021 - 51
Mobility - April 2021 - 52
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