acs figt uk feb 2013 - education across cultures
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FIGT
What is FIGT?
The global leader in understanding and addressing the family and personal side of expatriate assignments:
• Third Culture Kids
• Accompanying Spouses and Partners• Transition, Adjustment & Identity Challenges of Individuals
How does FIGT do this?• US-based international annual conference• March 22-23, 2013, Washington, DC
www.figt.org• Affiliate groups
• Boston• Korea• Switzerland• UK
• Associates Program and educational website• Research Network• Webinars
How did FIGT get started?
• Founded - 1997
• Founder - Ruth Van Reken + 3 associates
• First Conference - 1998 Ely Lily Corporate Centre Indianapolis
• First Speaker - David Pollock
• Conference - Annual event
• Boston Affiliate - 2009
• Seoul Affiliate - 2010
• Swiss Affiliate - 2011
• UK Affiliate - 2012
Where are we now?
• Engaged - 1700 conference delegates (30+countries)
• Members - 100 members since 2012 membership launch
• Engaged Organisations and Individual - 3500+
• Expanded Mission - inclusion of CCKs and immigrants,
singles & talent management
What is special about FIGT?
• Cross-sector learning• Corporate
• Foreign Service
• Military
• Education
• Missions
• NGO/Humanitarian
• Arts and Education
• Non-profit organisation supported by volunteers
FIGT UK
Families In Global Transition UK
FIGT UK - Mission
To engage with all potential stakeholders
to
provide support, education & research
to the
UK global transition community
FIGT UK Objectives
• Build a local UK network across all sectors • Provide a forum of exchange for globally mobile professionals,
families and students• Organise events and discussion forums on all issues of global
mobility, cultural transition and relocation• Connect this international community with local service providers and
relevant organisations• Develop a valuable resource for cross-cultural education and training• Create a deep sense of community among globally mobile
professionals, families and supporting organisations• Empower organisations, individuals and families by sharing research
& best practice before during and after international
transitions
Transition Challenges
• Relocation best practices
• Educational balance
• Cross cultural challenges
• Working spouses
• Employee retention
• Elder care responsibilities
• Third Culture Kids
The FIGT UK 2013 Programme
• February: Going Global – The Future of Global Mobility
• May: To IB or not to IB? - Educational Balance
• June: On the Move - Relocation Best Practice in Oxfordshire
• September: Plus One - Accompanying Partner Support
• November: 2013 Research Forum
‘There’s No Place Like Home’: the impact of global mobility
Looking Back, Looking Forward
Anne P. Copeland, PhD
The Interchange Institute
Families in Global Transition
• Starting with invitation to present research (October 2001): Many Women, Many Voices study of accompanying spouses
• Program Committee, Board, Program Director
• Co-founder of FIGT-Boston group
My own “conversion” experience
Family and Individual Support
Family and Individual Adjustment
Employee and Assignment Success
The Model Underlying my own and FIGT’s Work
How do we make the case to our clients that supporting families is good business?
• Personal experience
• Case studies and anecdotes
• Return on investment
• Facts and figures
What convinces decision-makers?
News You Can Use
Full, free research reports available at:
www.interchangeinstitute.org/html/research_reports.htm
Many Women, Many Voices• 194 accompanying wives• 83% US American living in one of 17 countries
Many Expatriates, Many Voices • 92 accompanying wives and 9 accompanying husbands• 26 nationalities living in the US
Voices from the Road • 1461 employees on unaccompanied short-term assignments or extended
business travel• 25% Indian, 11% US American, 48 other nationalities; 24% living in US,
13% living in UK, the rest in one of 55 other countries
At Home Abroad • 130 expatriates (56% accompanying spouses or partners, 32% expatriate
employees)• 24 nationalities (50% US American) living in one of 48 countries (12% in
US)
News You Can Use
We know:
1. Well-supported families have better assignment outcomes.
We know:
happ
y w
ith a
ssig
nmen
t
satis
fied
with
res
pons
ibili
ty
atte
ndan
ce
better mental health
poorer mental health
low
hig
h
Many Expatriates, Many Voicesaccompanying spouses in US
Spouse
Transferee
Those with better mental health said their [transferee] spouses had better job outcomes.
worried aboutspouse?
worried aboutmarriage?
any familyadvantage?
no
yes
Job
Att
itu
des
Voices from the Roademployees on short-term assignment
For expats on STAs who are less worried and whose assignment has advantages, outcome is better...
…they rate the assignment more positively,…
worried aboutspouse?
worried abtmarriage?
any familyadvantages?
no
yes
Assig
nm
en
t A
ssessm
en
t
Voices from the Roademployees on short-term assignment
…they rate the assignment more positively,…
worried aboutspouse?
worried aboutmarriage?
any familyadvantage?
not willing
willing
Voices from the Roademployees on short-term assignment
…and are more willing to take another assignment.
We know:
1. Well-supported families have better assignment outcomes.
2. Family buy-in to the move is crucial and employers can help.
We know:
…
Many Women, Many Voicesaccompanying spouses
adju
stm
ent
poor
go
od
EmployerConsulted Me
Husband FeltPressured
I Felt Pressured
Yes
No
Spouses who “bought in” and were “brought in” were more adjusted themselves…
Spouse Was Consulted Spouse Was Not Consulted
Transferee Enjoyment of Work
Tra
nsfe
ree
wor
k en
joym
ent
Low
high
Many Expatriates, Many Voicesaccompanying spouses in US
…and reported the transferees were happier at work.
We know:
1. Well-supported families have better assignment outcomes.
2. Family buy-in to the move is crucial and employers can help.
3. Settling in easily and quickly has far-reaching consequences.
We know:
At Home Abroadexpatriates and accompanying spouses
Feeling settled is related to positive mental health and positive attitudes about the assignment.
We know:
1. Well-supported families have better assignment outcomes.
2. Family buy-in to the move is crucial and employers can help.
3. Settling in easily and quickly is critical.
4. Feeling deeply settled takes a long time.
We know:
<1 year
1-2 years
2-3 years
3-5 years
>5 years
harder
Managing daily tasks does get easier with time…
Many Women, Many Voicesaccompanying spouses
ease
of
daily
tas
ks
easy
diff
icult
<1 year
1-2 years
2-3 years
3-4 years
4-5 years
>5 years
<1 year
1-2 years
2-3 years
3-4 years
4-5 years
>5 years
possibilities - own employmentmissing friends and family
harder
easier
not significantly different
not significantly different
Many Women, Many Voicesaccompanying spouses
…but other things don’t, and some of these are crucial to long-term adjustment.
We know:
1. Well-supported families have better assignment outcomes.
2. Family buy-in to the move is crucial and employers can help.
3. Settling in quickly is important and makes a difference.
4. Feeling deeply settled takes a long time.
5. Educational, career, and cultural support services support long-term adjustment.
We know:
Less Pre-Dep Support More Pre-Dep Support
Many Women, Many Voicesaccompanying spouses
adju
stm
ent
poor
go
od
Those who got more pre-departure support had better adjustment...
findinghome
negotiatingcontract
taxassistance
less help
more help
how
long
to fe
el s
ettle
d?
quick
ly
lon
g tim
e
Voices from the Roademployees on short-term assignment
…and settled more quickly.
job attitude assignmentassessment
culturaldifficulties
poor support/little input
good support/lots of input
low
high
Voices from the Roademployees on short-term assignment
Good support and lots of input were related to positive job outcome, fewer cultural difficulties...
financialsupport
HR support input
willing
not willing
low
h
igh
Voices from the Roademployees on short-term assignment
…and more willingness to take another STA.
wor
k ef
fect
ivel
y
peer
ssu
perv
isor
lang
uage
rela
tions
hips
frie
nds
hom
e of
fice
soci
al s
ituat
ions
no CC training
CC training
little
muc
h tro
uble
t
roub
le
Voices from the Roademployees on short-term assignment
Those who received cross-cultural training had less trouble (mostly)…
patie
nt
frie
ndly
resp
ectf
ul
polit
eve
rbal
ly a
ggre
ssiv
e
no CC training
CC training
not a
t all
ver
y
Many Expatriates, Many Voicesaccompanying spouses in US
…and more positive views of hosts.
• TRANSITION/ ADJUSTMENT• How does transition experience of refugees compare to that of TCKs?• What types of support teens found beneficial• Differences between first-time movers and bi-cultural movers• New instruments to rate stresses and areas of adjustment
• CROSS-CULTURAL TRAINING• Effectiveness of training for study-abroad students
• FAMILY ISSUES• Expat teens’ unique and common concerns• Identity formation in global adolescence• Indicators of teen resilience• Companies working with spouses for a smooth transition
• INTERCULTURAL COMPETENCE• Pre-departure competency-based training• Why some people develop competence more than others
• WORLD VIEW• Global mindedness
Sample topics from 2011-12 FIGT researchers
• Third Culture Kid (TCK) experience and identity• How a Global Lifestyle Affects Personal or Family
Characteristics • Personal or Family Characteristics that Affect
Adjustment to Global Moves• The Value of Support Services• The Global Path of Specific Under-studied Groups• Challenges of Modern Mobility
What the FIGT community wants to know
The Future of Modern Mobility
Talent Mobility is in the grip of radical change…
“The business world is in the midst of fundamental change and in 2020 and beyond the agility of organisations to
manage their global talent efficiently will mark the difference between success and failure”
(PwC, 2012)
Key Global Issues
What are the key global issues?
• Significant population change and shift• 3 generations in the workplace Baby Boomers Generation X Generation Y (Millenials)• An ageing workforce• Retirement of the baby boomer generation
(2015: China – 1/3 over 50 India – 50% under 30)
• Born post World War II between 1946-1963
• 1970 -1990: global talent mobility from West to East
• International assignments: 2-5 years/return to home
• Attractive expatriate packages
• Baby Boomers now facing retirement
Baby Boomers
Generation X
• Born 1963 -1982
• 1990-2010: rapid technological innovation
globalisation
new emerging markets
cult of 24/7 working evolves
• Flow of talent West to East/mobility patterns change
• Emergence of: mobile worker
virtual worker
short-term commuter postings
Generation Y (Millenials)
• Born 1982-2002• Last 15 years: explosive growth of emerging markets/technology
advancement
Creating…• a world with no borders• the need for fluid movement of talent globally to meet business
needs
Resulting in…• a shift in workforce/mobility patterns• domestic and global mobility options to meet business demand and
employee preference
Challenges of Modern Mobility
The CEO headache – Global Business Challenges• Managing fluid business needs• Talent management and retention• Logistics – getting the right people in the right place at the right time
The HR headache – Modern Mobility Issues• Supporting mobility decisions• Managing programme costs• Compliance requirements• Global leader development
Mobility Solutions
• Short term assignments – less than 12 months• Project based assignments• Commuting and extended business travel • Intra-country mobility• Rotational employee programme• Reverse transfers• Contingent labour• Virtual mobility• Global nomads • One Way relocation
The Impact of Modern Mobility
What we know…• ‘duration based’ assignee →‘purpose based’ mobile worker• reduction in long term-relocation• diverse selection criteria• risk and compliance• costs and ROI
What we don’t know…
The impact of different global mobility solutions on organisations and individuals
The Research QuestionProlonged Global Mobility
Current …“ How might the experience of prolonged cross-cultural immersion and the necessary adaptation impact an individual’s psychological and developmental profile?”
The Future…Widen the research agenda and map the current existing research onto the Millennials (GenY) demographic.
The Millennial Worker
• The majority of the workforce by 2020• Several different employers during career• An overseas assignment during early career• Fast career progression• Motivated by interest and opportunity • Home countries less relevant
What we don’t know…?
• Ability to integrate and adapt
• Sense of identity
• Build and sustain relationships
• Work/life balance
• Sense of home/belonging
The personal and psychological impact of rapid & short term assignments on individuals and families:
FIGT UK Research Agenda
• Modern Mobility research agenda in the UK
• Expand TCK research across different
disciplines and cultures
• Create new research streams relevant to
Modern Mobility
• Compare and contrast Modern Mobility across
different cultures
The next Generation
?
Talent Mobility 2020 and Beyond:‘The future of mobility in a globally connected
world’
PwC 2012