Mobility - April 2021 - 33

this, the candidate is likely to believe that
he or she is simply being selected as a
token woman or minority candidate and
being set up for failure, which is most
likely to be the outcome.

This Is Just a Start

Keep at It

It is important for MNCs to understand that once
they do embark upon this mission, minority candidates, especially Blacks, might initially express
reservations about accepting international assignments-particularly if they are feeling disenfranchised within the organization. Why would you
want to represent an organization globally that you
don't feel comfortable with domestically? Many
minorities and women have been treated poorly
for as long as they can remember-and to be suddenly offered the opportunity to go and work in a
foreign location might raise logical questions, such
as: Why are they asking me? Why now? Where
are they planning to send me? Am I being treated
or compensated fairly?

Dr. Arup Varma is professor of management
at the Quinlan School of Business at Loyola
University Chicago, where his research interests
include expatriate-HCN (host-country nationals)
interactions and performance management. He can
be reached at avarma@luc.edu. Dr. Tanjia Coleman
is faculty at the DEI Institute, Loyola University
Chicago, and president of Reimagine Organization
Development, providing DEI and leadership
development client solutions. She can be reached
at reimagineod@gmail.com.

33
wo rl dwi de e rc .o rg

If your overall
workforce does not
include diversity, you
are not going to be able
to find qualified women
or minorities for
expatriate assignments.
... MNCs need to ensure
that they instruct both
their human resource
departments and
line managers that
the workforce should
reflect the relevant
labor market.

Because relatively few women and minorities are
in leadership roles, and even fewer have expatriate
experience, it can easily be deduced by members of
these groups that the hazard is too great and the
potential gains too minor for them to take the risk
of working overseas. Indeed, these feelings can be
reinforced if the appropriate support mechanisms
are not made accessible to the expatriate.4 Further,
the support mechanisms and training should be
tailored to each expatriate's unique needs and
situation-no " one size fits all " !
The good news is that there is some progress.
Over the last few years, Blacks who made the
decision to explore expatriate assignments have
reported positive experiences and have given
others considering international assignments
encouragement and reassurance. Many Blacks
are seeing the benefits of working abroad,
noting that they are allowed to focus on their
roles versus both managing their professional
obligations and dealing with dysfunctional
racial dynamics. Others have noted that it is
the first time in their lives that they have been
referenced as an American first and then Black,
which for many is a refreshing and equalizing
experience. Some Black expatriates stated that
during their assignments they weren't randomly
asked to solve the organization's diversity
issues, prove their value, or reassure their
manager(s) regularly that they were deserving
of their job.5
Indeed, this has led some to prolong their stay
abroad. It is up to MNCs to ensure that they
want to come back home, so that the experience
gained abroad can be put to good use in the
home country.


http://www.worldwideerc.org

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
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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