Role models: expatriate gender diversity pipeline or pipe-dream?

Abstract

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation.*Related content and download information correct at time of download. Role models: expatriate gender diversity pipeline or pipe-dream? Susan ShortlandFaculty of Business & Law, London Metropolitan University, London, UK Abstract Purpose -The purpose of this paper is to examine the extent to which -and how -female expatriate role models support women to take up expatriate assignments in the male-dominated oil and gas industry. Design/methodology/approach -The research uses data from a census survey of female expatriates supported by semi-structured interviews with a stratified sample of the survey respondents, triangulated with interviews with human resource (HR) professionals and analysis of organizational policy relevant to expatriation. Findings -Potential assignees value the information that women role models can provide on living in challenging, masculine locations. Role models are particularly important to women undertaking unaccompanied assignments and also when assignment periods exceed traditional lengths. Current female expatriates do not view themselves as role models, despite HR professionals recognizing their value in inspiring women's expatriation. Research limitations/implications -This research was set in a sector with very few female expatriate role models. Further research is needed to understand the influence of role models on women's expatriation in different sectors and organizations with greater female role model representation. Practical implications -Training for current assignees, time to be set aside within work duties and communications links to enable current and returned female expatriates to connect with potential assignees are needed to widen expatriate gender diversity. Originality/value -This research contributes to theory by linking the importance of role models to women's career stages. It proposes a new theoretical contribution by linking role model importance to the types of assignments women undertake. Practical suggestions for organizations are given to widen expatriate gender diversity via support for role models.

Identity transition during pregnancy: The importance of role models

“…Affinity networks offer support and career advice and create connections within identity groups such as pregnant women (Dobbin et al, 2011). In addition, previous studies found that women are often not aware of the fact that they may function as role models for other women (Shortland, 2014). Both women themselves, as well as their organizations, may want to identify women who could act as role models and make them more visible and available to others.…”

“…The importance of role models for career progression has been well established in the literature (Shortland, 2014). It is particularly the case for women that role models can help them to see how others have dealt with similar issues (Sealy and Singh, 2010).…”

Women’s participation in organisationally assigned expatriation: an assignment type effect

“…Thus, the extant literature has concentrated on a number of factors that potentially contribute and combine to reduce women's ability to work abroad. These include: gender bias in selection processes (Harris, 2002); perceived negative host country receptivity (Paik & Vance, 2002); lower access than their male corporate colleagues to support networks (Linehan, 2001), mentors (Linehan & Walsh, 1999) and role models (Shortland, 2014); dual careers, male career prioritisation and male family power (Dupuis, Haines & Saba, 2008;Harvey, 1998;van der Velde et al, 2005); difficulties faced by male 'trailing spouses' (Punnett, Crocker & Stevens, 1992); and children's education, health and welfare concerns (Dupuis et al, 2008). Very little, however, has been written specifically on the types of assignments offered by employers and the effects that these might have on women's willingness and ability to engage in different lengths and patterns of expatriation.…”

Great expectations? Female expatriates’ perceptions of organisational performance and development reviews in supporting access to international assignments

“…This research examines one specific aspect of human resource policy that relates to access to expatriate roles, namely the management of performance and development reviews, set within the context of the oil and gas industry. Although oil and gas employs high and increasing volumes of organisationally assigned expatriates compared with other industries (Air Inc., 2017), women comprise just 7-10 per cent of its upstream exploration and production expatriate population (Shortland, 2014a). The choice of this sector as a research case might appear to be an extreme, not widely applicable, example given its geographically isolated locations and the relative slowness with which women's share of expatriate roles has changed.…”