IHRM: Cross Cultural IHRM: Cross Cultural Gender Issues Gender Issues

IBUS618IBUS618

By By Felix CastueraFelix CastueraGreta Van EverenGreta Van EverenFan YangFan YangSuguru NakamuraSuguru NakamuraOmar BrodrickOmar Brodrick

Focus AreasFocus Areas

Felix- Women Expatriates vs. Felix- Women Expatriates vs. Men Expatriates Men Expatriates

Greta- The NetherlandsGreta- The Netherlands

Fan Yang and Fan Yang and Suguru Nakamura- JapanSuguru Nakamura- Japan

Omar- Women Expatriates: Omar- Women Expatriates: A Roadmap to Success A Roadmap to Success

Advantages of Women Advantages of Women ExpatriatesExpatriates

Accustomed to operating in a system in Accustomed to operating in a system in which the majority of power is held by which the majority of power is held by menmen

Personal characters that enabled them to Personal characters that enabled them to function in an unfamiliar environmentfunction in an unfamiliar environment– Open minded, outgoing, flexible and Open minded, outgoing, flexible and

adaptable, positive outlook on life, consensus-adaptable, positive outlook on life, consensus-building, relationship orientation, and greater building, relationship orientation, and greater sensitivity to non verbal cuessensitivity to non verbal cues

Demographic Demographic Characteristics of Characteristics of Women ExpatriatesWomen ExpatriatesSource: International Journal of Human Resource Source: International Journal of Human Resource ManagementManagementEducationEducation HS Degree HS Degree

8.6%8.6%BS DegreeBS Degree

47.1%47.1%MAMA

32.9%32.9%PhDPhD

11.4%11.4%

LanguageLanguage Fluent in Fluent in Second Second language language 54.3%54.3%

Do not speak Do not speak second second language language 45.7%45.7%

Marital Marital StatusStatus

Living Living Alone Alone 54.3%54.3%

Married/With Married/With Partner 45.7%Partner 45.7%

ChildrenChildren

Yes/NoYes/No

Yes 75%Yes 75% No 25%No 25%

Position, Industry Position, Industry Characteristics, and Problems Characteristics, and Problems EncounteredEncounteredby Women Expatriateby Women ExpatriateSource: International Journal of Human ResourceSource: International Journal of Human Resource

PositionPosition StrategiStrategic c Planning Planning 52.9%52.9%

Sales Sales Managers Managers 20%20%

HR and HR and Training Training 18.6%18.6%

Financial Financial Analyst Analyst 8.6%8.6%

IndustryIndustry ElectricaElectrical 37.1%l 37.1%

Service Service 27.1%27.1%

Chemical Chemical 15.7%15.7%

Other Other 12.9%12.9%

TenureTenure Over 2 Over 2 years years 45.7%45.7%

1 year 1 year 27.1%27.1%

Less than Less than 1 year 1 year 25.7%25.7%

Problems Problems EncounteredEncountered

Culture Culture 38.7%38.7%

Emotional Emotional Problems Problems 25.8%25.8%

Political Political Climate Climate 11.3%11.3%

Medical Medical 8.1%8.1%

Stereotypes of Woman Stereotypes of Woman ExpatriatesExpatriatesSource: Runzheimer Int’l ReportSource: Runzheimer Int’l Report

Overseas local males will treat females Overseas local males will treat females very much like they treat local females?very much like they treat local females?– Local males do not mentally classify a Local males do not mentally classify a

foreign woman in the same way as they foreign woman in the same way as they classify local womenclassify local women

– Expatriate professional females have an Expatriate professional females have an advantage in being at first outside the local advantage in being at first outside the local normal classification systemnormal classification system

– Newly arrived female expatriates looks, Newly arrived female expatriates looks, acts, and think in unique ways, thus, local acts, and think in unique ways, thus, local male co-workers can’t or won’t fit her into male co-workers can’t or won’t fit her into their usual mental classification of “local their usual mental classification of “local female” co-workersfemale” co-workers

ContinueContinue

So, woman expatriate is free to build a So, woman expatriate is free to build a unique classification for herself in the unique classification for herself in the mind of local peoplemind of local people

Local male co-workers might create Local male co-workers might create performance barriers for the female performance barriers for the female expatriates?expatriates?– Many women who encounter significant Many women who encounter significant

barriers are more likely to complain about barriers are more likely to complain about their fellow expatriate male co-workerstheir fellow expatriate male co-workers

– American men erect the highest barriers American men erect the highest barriers because of their mentality remains because of their mentality remains grounded in the U.S.grounded in the U.S.

Advantages of American Advantages of American Female ExpatriatesFemale Expatriates

Accustomed to operating in male Accustomed to operating in male dominated environment dominated environment

Learned to attain their goals Learned to attain their goals throughthrough– InfluenceInfluence– CollaborationCollaboration– Sensitivity to the points of view of Sensitivity to the points of view of

othersothers

Liabilities for American Liabilities for American Woman ExpatriatesWoman Expatriates Being SingleBeing Single

– both local people and fellow expatriates often don’t know both local people and fellow expatriates often don’t know how to comfortably fit a single person into their social how to comfortably fit a single person into their social lives especially womenlives especially women

Being YoungBeing Young– Tradition and wisdom associated with age is more valued Tradition and wisdom associated with age is more valued

in non-western culturesin non-western cultures– American companies have the tendency to send young American companies have the tendency to send young

managers abroadmanagers abroad– It makes other cultures uncomfortable and resistantIt makes other cultures uncomfortable and resistant– Expect seniority in rank is closely linked to with seniority Expect seniority in rank is closely linked to with seniority

in agein age Being AmericansBeing Americans

– U.S. business culture U.S. business culture – Task orientation, time oriented, competitiveness, and Task orientation, time oriented, competitiveness, and

directnessdirectness

Tips for Women Tips for Women ExpatriatesExpatriates Go for itGo for it Be assertive, persistent, proactiveBe assertive, persistent, proactive Ask for what you need and wantAsk for what you need and want Find a female mentorFind a female mentor Use your resourcesUse your resources Negotiate carefully before accepting anythingNegotiate carefully before accepting anything Assess the workload before handAssess the workload before hand Do your own researchDo your own research Learn the local languageLearn the local language Be yourself and Be yourself and Enjoy!Enjoy!

JAPANJAPAN日本日本

Suguru NakamuraSuguru Nakamura

Fan YangFan Yang

GeographyGeography

Location: Eastern Asia, Location: Eastern Asia, island chain between the island chain between the North Pacific Ocean and North Pacific Ocean and the Sea of Japan, east of the Sea of Japan, east of the Korean Peninsulathe Korean Peninsula

Main islands: Main islands: Honshu, Honshu, Hokkaido, Kyushu, and Hokkaido, Kyushu, and Shikoku. Shikoku.

Capital: Tokyo Capital: Tokyo

(http://www.cia.gov/cia/publications/factbook/geos/ja.html)

GovernmentGovernment

Type : Constitutional Type : Constitutional monarchy with monarchy with parliamentary parliamentary government government

Prime minister : Prime minister : Junichiro Koizumi since Junichiro Koizumi since 2001 2001

Legal system : Legal system : modeled after modeled after European civil law European civil law system with English-system with English-American influence American influence (http://www.cia.gov/cia/publications/

factbook/geos/ja.html)

PeoplePeople

Total populationTotal population

127,417,244 127,417,244 Age structureAge structure

0-4 years: 14.3%0-4 years: 14.3%

15-64 years: 66.7%15-64 years: 66.7%

65 years and over: 19% 65 years and over: 19% Major religion Major religion

Shinto and Buddhist Shinto and Buddhist 84% 84%

Other 16% Other 16% Ethnic group Ethnic group

Japanese 99%Japanese 99%

Other 1% Other 1% (http://www.cia.gov/cia/publications/factbook/geos/ja.html)

EconomyEconomy

Monetary unit : Yen Monetary unit : Yen GDP : $3.582 trillion GDP : $3.582 trillion GDP real growth rate is 2.7% GDP real growth rate is 2.7% Unemployment rate : 5.3% Unemployment rate : 5.3% labor force : 66.66 million peoplelabor force : 66.66 million people

(occupation : agriculture 5%, (occupation : agriculture 5%, industry 25%, and services 70%)industry 25%, and services 70%)

(http://www.cia.gov/cia/publications/factbook/geos/ja.html)

Social BackgroundSocial Background

High Masculinity Society:High Masculinity Society:full-time housewife increases household full-time housewife increases household stability.stability.

Aging Society:Aging Society: 25% of population are over 60 25% of population are over 60 Traditionally, female are expectedTraditionally, female are expected to be responsible for children and elders.to be responsible for children and elders.

(Kimoto, K. “Labor Conditions for Women in Contemporary Japan”)

Working conditionsWorking conditions

Average monthly salaries : 300,000 Average monthly salaries : 300,000 to 500,000 JPY ($2,560 to $4,270 to 500,000 JPY ($2,560 to $4,270 USD)USD)

Japan also has a bonus system, which Japan also has a bonus system, which is a major part of the salary structure. is a major part of the salary structure.

Japanese companies are required to Japanese companies are required to register all employees on a group register all employees on a group medical plan with the Japanese medical plan with the Japanese health care system.health care system.

Female Economic Female Economic Condition Condition

Labor force participation Rate:Labor force participation Rate:Japan - 46%Japan - 46%

U.S. - 60%U.S. - 60%

U.K. - 55%U.K. - 55% 40.2 % are part-time employees40.2 % are part-time employees Female earnings is only 64.9% of Female earnings is only 64.9% of

male’smale’s Below the standards of developed Below the standards of developed

nationsnations

Female Labor Force Female Labor Force Population Ratio Population Ratio

0%

10%

20%

30%

40%

50%

60%

70%

80%

15-19

20-24

25-29

30-34

35-39

40-44

45-49

50-54

55-59

60-64

65+

Age

1980

Corporate BackgroundCorporate Background

Two Careers TracksTwo Careers Tracks

Employment Duration Employment Duration DifferencesDifferences

Labor Force Participation Labor Force Participation RateRate

Percentage of working-age population employed (15 years or over)

(ILO: Key Indicators of the Labor Market 2003)

Corporate BackgroundCorporate Background

Managerial Track

Promotions

Wage Increase

Lifetime Employment

Male

Corporate BackgroundCorporate Background

Female

Assistant Clerical Works

No Promotion

Expected to Leave before 30

% of Female Manager% of Female Manager

10%

46%

33%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Percentatges 10% 46% 33%

Japan U.S. U.K.

Regulation BackgroundRegulation Background

Ineffective EEOL (1985):Ineffective EEOL (1985): Promoted equality, yet did not Promoted equality, yet did not

“forbid” discrimination. “forbid” discrimination.

Tax Deduction:Tax Deduction: Income Tax & Residential Tax Income Tax & Residential Tax

deduction, if spouse’s salary is limited.deduction, if spouse’s salary is limited.

Part-Time WorkersPart-Time Workers

Part-time employment as a percent of total employment

(ILO: Key Indicators of the Labor Market 2003)

% of Female Part-time % of Female Part-time Employment by nationEmployment by nation

40%

17%

37%

0%

5%

10%

15%

20%

25%

30%

35%

40%

Percentatges 40% 17% 37%

Japan U.S. U.K.

UN Statistics Division. http://unstats.un.org/unsd/default.htm

Changing Situation Changing Situation

Reduction in life time employment:Reduction in life time employment:Increasing job mobility.Increasing job mobility.

EEOL Amendment in 1997:EEOL Amendment in 1997:Aggressively Prohibit gender Aggressively Prohibit gender

discrimination. discrimination.

Decreasing Full-time housewife population:Decreasing Full-time housewife population:Full-time housewife is now minority.Full-time housewife is now minority.

Female Labor Force Female Labor Force Population RatioPopulation Ratio

0%10%20%30%40%50%60%70%80%

15-19

20-24

25-29

30-34

35-39

40-44

45-49

50-54

55-59

60-64

65+

1980 2002

The Netherlands The Netherlands

Greta Van EverenGreta Van Everen

The Netherlands: The Netherlands: General OverviewGeneral Overview Capital: Amsterdam

Government type: constitutional monarchy – PM: Jan Peter Balkenende PM: Jan Peter Balkenende – Queen Beatrix Queen Beatrix

Language: Dutch, Frisian

Currency: EURO €Currency: EURO €1 € = $ 1.28 1 € = $ 1.28

Population: 16,318,199 (July 2004 est.)

http://www.cia.gov/cia/publications/factbook/geos/nl.html http://www.koninklijkhuis.nl/UK/royal_house/members.html?koningin.html

Population Population CharacteristicsCharacteristics Amsterdam (735,328), Capital;Amsterdam (735,328), Capital; Rotterdam (593,321), the leading seaport; Rotterdam (593,321), the leading seaport; The Hague (440,900), the seat of government; The Hague (440,900), the seat of government; Utrecht (234,323), a transport and services hub.Utrecht (234,323), a transport and services hub.

Encarta: http://encarta.msn.com/text_761572410___0/Netherlands.htmlEncarta: http://encarta.msn.com/text_761572410___0/Netherlands.html

Labor ForceLabor Force

7.5 million employed workers7.5 million employed workers– 73 percent work in trade and services; 73 percent work in trade and services; – 21 percent are employed in industry, including 21 percent are employed in industry, including

manufacturing and mining; manufacturing and mining; – and 3 percent work in agriculture, forestry, and and 3 percent work in agriculture, forestry, and

fishingfishing11. .

Total percentage of women in the workforce is Total percentage of women in the workforce is 44%44%22. .

Approximately one-third of Dutch workers Approximately one-third of Dutch workers belong to labor organizations. belong to labor organizations.

1 1 Encarta: Encarta: http://encarta.msn.com/text_761572410___0/Netherlands.htmlhttp://encarta.msn.com/text_761572410___0/Netherlands.html2 2 UN Statistics Division. http://unstats.un.org/unsd/default.htm

Working in the Working in the Netherlands: Salaries Netherlands: Salaries and Vacationsand Vacations The Average salary is from € 25,000 to The Average salary is from € 25,000 to

€ 30,000. € 30,000. – Salaries are usually paid at the end of each Salaries are usually paid at the end of each

month.month.– Twice a year employees will receive an Twice a year employees will receive an

extra paymentextra payment

The Average employee is entitled to 20 The Average employee is entitled to 20 days of paid vacation per year.days of paid vacation per year.

European Foundation for the Improvement of Living and Working European Foundation for the Improvement of Living and Working ConditionsConditions

Industrial Relations Industrial Relations ClimateClimate Treated in Collective Agreements – which cover around 75% Treated in Collective Agreements – which cover around 75%

of workforce:of workforce:

– Childcare Arrangements:Childcare Arrangements: No very well developed yetNo very well developed yet

– Parental LeaveParental Leave Provision to switch to part-timeProvision to switch to part-time Paid Maternity Leave: 16 weeks (4-6 to be taken prior to the Paid Maternity Leave: 16 weeks (4-6 to be taken prior to the

delivery)delivery)– Sexual Harassment:Sexual Harassment:

Consist of complaints procedures and prevention policiesConsist of complaints procedures and prevention policies– Legal protection from discriminationLegal protection from discrimination

European Foundation for the Improvement of Living and Working ConditionsEuropean Foundation for the Improvement of Living and Working ConditionsFederation of European Employers:http://www.fedee.com/condits.html#The%20NetherlandsFederation of European Employers:http://www.fedee.com/condits.html#The%20Netherlands

Doing Business in the Doing Business in the Netherlands: Cultural Netherlands: Cultural AspectsAspects Achievement Society/Egalitarian Society Achievement Society/Egalitarian Society

– Status and respect are gained through education and personal skillsStatus and respect are gained through education and personal skills

ConsensusConsensus– Decision-making process are complex: everybody needs to be heard Decision-making process are complex: everybody needs to be heard

(meeting are held for hours)(meeting are held for hours)

DirectnessDirectness– Politeness is considered a waste of time, as unpleasant messages may be Politeness is considered a waste of time, as unpleasant messages may be

hiddenhidden

Power Distance – Specific CulturePower Distance – Specific Culture– Professional and private lives are “strictly separate”. Clear separation Professional and private lives are “strictly separate”. Clear separation

between public and private lives.between public and private lives.

Intercultural Communication Intercultural Communication Comparative ManagementComparative Management

Index Scores PDI=38, IDV=80, MAS=14, UAI=53, LTO=44

““This relatively low MAS Index This relatively low MAS Index value may be indicative of value may be indicative of a low level of a low level of differentiation and differentiation and discrimination between discrimination between genders. genders.

In this culture, females are In this culture, females are treated more equally to treated more equally to males in all aspects of males in all aspects of society. This low society. This low Masculinity ranking may Masculinity ranking may also be displayed as a also be displayed as a more openly nurturing more openly nurturing society” society”

Hofstede’s DimensionHofstede’s Dimension

Data Obtained: Data Obtained: (http://www.geert-hofstede.com/hofstede_netherlands.shtml)

Question for the Question for the Audience?Audience?

Based on what we have seen so far, Based on what we have seen so far, do you think that the gender pay do you think that the gender pay gap in the Netherlands is lower gap in the Netherlands is lower than the average in the rest of than the average in the rest of the E.U.? the E.U.?

The Gender Pay Gap in The Gender Pay Gap in EuropeEurope

Women's Average Pay as % of Men's Monthly Salary

84.50%

81.70%

85.00%

76.50% 76.90%

82.00%80.60%

77.00%

70%

80%

90%

Irelan

dIta

ly

Nether

land

s

Norway

Portu

gal

Spain

Sweden

UK

Commission of the European Communities (2005).Commission of the European Communities (2005).

The Netherlands: The Netherlands: A Dominant Male Corporate A Dominant Male Corporate CultureCulture 70% of Dutch Women work Part-time70% of Dutch Women work Part-time11

Number of Women on Dutch Boards: Number of Women on Dutch Boards: 7%7%22

– 60% of which are foreigners, primarily 60% of which are foreigners, primarily from UK or USA. from UK or USA.

Less than 5% of Professors in Dutch Less than 5% of Professors in Dutch Academic Institutions are womenAcademic Institutions are women22. .

1 1 Gunn, Natasha. Where do all women go? Gunn, Natasha. Where do all women go? 2 2 van der Boon Mary. Glass Ceiling in the Netherlands. van der Boon Mary. Glass Ceiling in the Netherlands.

Key Barriers to Women Key Barriers to Women on Domestic Labor on Domestic Labor Market Market Dutch culture feels that parents should Dutch culture feels that parents should

take care of their childrentake care of their children11..

Mothers typically choose to stay homeMothers typically choose to stay home or to or to work part timework part time22

Even when children are older Dutch women Even when children are older Dutch women “would rather take painting lessons”“would rather take painting lessons”3 3

1 1 Sloan Work and Family Research Network.Sloan Work and Family Research Network.2 2 Sloan Work and Family Research Network.Sloan Work and Family Research Network.3 3 van Der Boon Mary . Glass ceiling in the Netherlands.

Share of part-time employees among women and men employees, in EU Member States - 2004

Commission of the European Communities (2005).Commission of the European Communities (2005).

Key Barriers to Women Key Barriers to Women on International on International AssignmentsAssignments Lack of experience in managerial positions.Lack of experience in managerial positions.

Assumption that women do not want to be Assumption that women do not want to be International ManagersInternational Managers

Refusal of some companies to send women Refusal of some companies to send women abroadabroad

Belief that foreigners’ prejudices might have a Belief that foreigners’ prejudices might have a negative impact on women performance. negative impact on women performance.

Van Der Boon – Forget the MythsVan Der Boon – Forget the Myths

Current Issues for Current Issues for Dutch ExpatriatesDutch Expatriates The vast majority of Dutch Expatriates The vast majority of Dutch Expatriates

are men.are men. The majority of trailing spouses are The majority of trailing spouses are

womenwomen– 50% of which have a career in the home 50% of which have a career in the home

country. country. – It is hard for these women to obtain It is hard for these women to obtain

working permit in host countriesworking permit in host countries– The Permits Foundation based in the The Permits Foundation based in the

Hauge is currently lobbying to make it Hauge is currently lobbying to make it easier for women to obtain these permits. easier for women to obtain these permits.

Hamm Jennifer. ExpaticaHamm Jennifer. Expatica

KIT Intercultural KIT Intercultural Communication Communication Provides Consultancy services that helps Provides Consultancy services that helps

expatriates to work effectively in an expatriates to work effectively in an international context.international context.

Clients: Management and Senior Staff Clients: Management and Senior Staff Members of Public and Private organizations. Members of Public and Private organizations. – ING Bank NVING Bank NV– KLMKLM– PhilipsPhilips– ShellShell– UnileverUnilever

http://www.kit.nl/frameset.asp?/about_kit/default.asp&frnr=1&http://www.kit.nl/frameset.asp?/about_kit/default.asp&frnr=1&

KIT Training ProgramsKIT Training Programs

Group Target “We inform and coach anyone who is going to Group Target “We inform and coach anyone who is going to work abroad, long term or short term” work abroad, long term or short term”

businessmen/women; businessmen/women; expatriates in general; expatriates in general; their partners and children. their partners and children.

Objective:Objective: Participants get to know culture and communication patterns of new Participants get to know culture and communication patterns of new

country.country. Focuses on cultural differences between home country and host Focuses on cultural differences between home country and host

countrycountry Methods:Methods:

awareness of one's own intercultural competencies; awareness of one's own intercultural competencies; interactive training modules in how to do business in the new culture; interactive training modules in how to do business in the new culture; workshops and lectures on the political and economical background of workshops and lectures on the political and economical background of

the new culture; the new culture; workshops on norms and values in day to day life; workshops on norms and values in day to day life; partner workshops and partner career workshops; partner workshops and partner career workshops; re-entry workshops. re-entry workshops.

http://www.kit.nl/frameset.asp?/about_kit/default.asp&frnr=1&http://www.kit.nl/frameset.asp?/about_kit/default.asp&frnr=1&

Women Expatriates: Women Expatriates: A Roadmap to A Roadmap to SuccessSuccess

Omar BrodrickOmar Brodrick

A Road Less TraveledA Road Less Traveled

Expatriate selection from middle to Expatriate selection from middle to senior managementsenior management

– Generally male, middle-aged, and married Generally male, middle-aged, and married with childrenwith children

– Women equal only a small proportion Women equal only a small proportion

Women are under-represented in Women are under-represented in expatriate positionsexpatriate positions

– 3% in 1980s3% in 1980s– 5% in 1990s5% in 1990s– 15% in 200015% in 2000

(Women in Management (Women in Management Review, 2004)Review, 2004)

A Road Less TraveledA Road Less Traveled

Japan- 5%11

Europe- 16%11

NetherlandsNetherlands US- 13%22

11Cendent International Assignment Survey, 200122Catalyst Women in Business Study, 2000

Global market requires Global market requires MNCs to Optimize Talent MNCs to Optimize Talent PoolPool Women equal near 50%Women equal near 50% of total world of total world

population population

Number of skilled, educated workers Number of skilled, educated workers declining as demand increasesdeclining as demand increases – Particularly in Developed countriesParticularly in Developed countries

Need to recruit and retain the most qualified Need to recruit and retain the most qualified managers to effectively compete on a global managers to effectively compete on a global scalescale– Can no longer limit or exclude talent pool based on Can no longer limit or exclude talent pool based on

gender or other personal characteristicsgender or other personal characteristics

(Sloan Management (Sloan Management Review, 1992)Review, 1992)

Roadblocks for Women Roadblocks for Women ExpatriatesExpatriates Unfavorable bias in Unfavorable bias in

selection processselection process

Unfair belief that host Unfair belief that host countries cultural norms countries cultural norms will restrict womenwill restrict women

Headquarters hold Headquarters hold women to lower women to lower expectations in overseas expectations in overseas assignmentsassignments

(Woman in Management Review, (Woman in Management Review, 2002)2002)

Bias in Selection ProcessBias in Selection Process

Men make most selection decisions Men make most selection decisions (US) (US) – Hold traditional views and stereotypes Hold traditional views and stereotypes

towards women in leadership rolestowards women in leadership roles 33

Women do not “fit” the criteria for effective Women do not “fit” the criteria for effective international managers (European)international managers (European)

– Emphasis on interpersonal, co-operative, Emphasis on interpersonal, co-operative, and intuitive styles of management and intuitive styles of management 44

Influence of other critical selection Influence of other critical selection systemssystems– Use of closedUse of closed//informal system seen to create informal system seen to create

gender bias in recruitment gender bias in recruitment 4433International Journal of Management, 199944Thunderbird International Business Review, 2002

MNCs Must MNCs Must Develop Develop Selection ProcessSelection Process

Study and Conduct Study and Conduct Research on Women Research on Women (US)(US)– Substantial facts over stereotypes Substantial facts over stereotypes

and “myths” and “myths” 55 Women more conceptual fit Women more conceptual fit

for model- for model- 根回し“根回し“ binding the binding the roots of the trees”roots of the trees”

Convert to open/formal Convert to open/formal systems (European)systems (European)– Consistency in expatriate Consistency in expatriate

selection with formal criteria to selection with formal criteria to reduce discrimination of women reduce discrimination of women 4455Journal on Managerial Psychology, 2003

44Thunderbird International Business Review, 2002

Women not “Internationally Women not “Internationally mobile”(US)mobile”(US)– Clients outside the US are more comfortable working Clients outside the US are more comfortable working

with menwith men 66

Female expatriates face prejudice from Female expatriates face prejudice from foreigners foreigners 44

– Excluded from business interactions and minimal Excluded from business interactions and minimal participationparticipation

Cultural Norms will Cultural Norms will Restrict WomenRestrict Women

66American Compensation Association, 200144Thunderbird International Business Review, 2002

MNCs Must Develop a MNCs Must Develop a Geocentric MindsetGeocentric Mindset

Based on “gender”, Based on “gender”, “career,”and “culture”as a “career,”and “culture”as a frameworkframework (US/Netherlands (US/Netherlands in Asia)in Asia) – Over time “career” emerges Over time “career” emerges

and leads to a re-and leads to a re-composition of perceptioncomposition of perception 66

Viewed as foreigners , not Viewed as foreigners , not just women (US in Japan)just women (US in Japan)– Not subject to same cultural Not subject to same cultural

constraints as local womenconstraints as local women 77

66Leadership and Organization Development Model, 200377International Studies of Management and Organization,

1994

Lower Expectations in Lower Expectations in Overseas AssignmentsOverseas Assignments Biggest obstacle faced is Biggest obstacle faced is

home country managers (US)home country managers (US)– Low performance expectation held Low performance expectation held

by headquartersby headquarters 88

World of business dominated World of business dominated by menby men– Skeptical on successSkeptical on success 99

Implicit prejudice through all Implicit prejudice through all stages of expatriation stages of expatriation 99

88The Journal of World Business, 200099The Journal of Management Development, 1994

MNCs Must Develop MNCs Must Develop Support Mechanisms Support Mechanisms Give female expatriate every Give female expatriate every

opportunity to succeedopportunity to succeed– Accord full status at outset, not temporary or Accord full status at outset, not temporary or

experimentalexperimental

97% from survey reported success in 97% from survey reported success in expatriation experience (US/Europe expatriation experience (US/Europe in Asia)in Asia)

Recognize differences and begin Recognize differences and begin steps towards equity steps towards equity

(The Journal of Management Development, (The Journal of Management Development, 1994)1994)

An IHRM Roadmap to An IHRM Roadmap to Success for Women Success for Women ExpatriatesExpatriates

Develop Expatriate Develop Expatriate Selection processSelection process

Develop a Geocentric Develop a Geocentric MindsetMindset

Develop Support Develop Support MechanismsMechanisms

　　 　　 any questions?any questions?

質問がありますか？質問がありますか？ zijn er vragen? zijn er vragen?