Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as “disadvantaged,” (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c) whether there are laws prohibiting discrimination against specific groups, (d) the evidence required to make and refute a claim of discrimination, (e) the consequences of violation of the laws, (f) whether particular selection methods are limited or banned, (g) whether preferential treatment of members of disadvantaged groups is permitted, and (h) whether the practice of industrial and organizational psychology has been affected by the legal environment.

Cette étude s'était donné pour but l'analyse des différences de genre dans les performances professionnelles à l'etranger. Ce faisant, on cherchait à répondre à deux grandes questions: 1. Les femmes peuvent-elles remplir efficacement les fonctions d'un emploi à l'étranger? 2. Les expatriées peuvent-elles réussir dans un environnement culturel susceptible d'être perçu peu accueillant aux femmes selon les normes occidentáles? L'échantillon était constitué de 193 expatriés, provenant de 36 pays, qui travaillaient en Turquie. L'évaluation des performances professionnelles a été faite par un collegue de l'expatrié appartenant au pays d'accueil. Les sujets ont en moyenne été évalués de façon similaire quant à leurs performances quel que soit leur sexe. Notre recherche est favorable à l'accroissement de la mixité chez les expatriés. Si les multinationals faisaient davantage appel aux femmes, cela améliorerait la diversité qualitative dé la main-d'oeuvre et construirait des environnements plus riches à l'étranger sans nuire à la perfomance.The purpose of this study was to examine gender differences in expatriate job performance. In doing so, we sought answers to two main questions: (1) Can women effectively perform expatriate job duties? (2) Can female expatriates be successful in a cultural environment that may be perceived to be unfriendly to females by Western standards? One hundred and ninety-three expatriates from 36 countries around the world, currently working in Turkey, constituted the sample. Job performance ratings were obtained from a host country national coworker of each expatriate. Men and women expatriates on average were rated quite similarly in terms of their job performance. Our study lends support to the employment of more gender diverse expatriates. The employment of more women in the international workforce by multinational companies would enhance the quality of workforce diversity, and build more inclusive contexts in expatriate assignments, without decrements to job performance.

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