Supporting Dual Career Couples through the Process Of Expatriation

In a previous blog, The Economic Argument for Supporting the Accompanying Partner I talked about the convincing rational for supporting the accompanying partner. Despite the move in recent years to unaccompanied and shorter term assignments, 49% of assignees are married (Cartus 2012), and often to partners with professional careers which they are reluctant to sacrifice.

This represents a challenge for the Global Mobility Professional who is sourced with the task of encouraging an organizations best talent to take up international postings.

How can this be done in a way that works in the best interests of both partners? As accompanying and dual career partners ourselves we recognize that there are four key stages where involvement and support could make all the difference to the decision and relocation outcome from the perspective of the accompanying partner, and these stages and interventions are outlined in this article.

Stage One, The Decision: Involve the partner in the Decision Making Stage:

Experience has shown that often partners relocate with little understanding about the reality of their employability in a new location. Often there is an assumption that once “we’re settled” it will easy enough to pick up a career again. Whilst in some locations this may be possible, in many it is not. Work visas are not readily or easily available. Qualifications are not recognized and language challenges serve to make the job application process nearly impossible.

Solution:

Ensure that an open discussion is conducted in relation to the possible career challenges or opportunities in the proposed location. For more information on the benefit of pre-assignment relocation discussions read this blog post.

Our research “Career Choice and the Accompanying Partner” found that partners were often truly surprised by the lack of employment opportunity in their new location. For many it was only in their new location that the obstacles to employment really “hit” home and as 78% stated that they did want to work in some form whilst abroad this posed for many a real challenge, one that impacted negatively on their adjustment:

“Not working is the most difficult adjustment I have ever faced. And I have moved 15 times and lived/worked on 3 continents”

At the decision stage the employee and their partner should be encouraged to think through the implications for the partner of not being able to continue with their current career AND their attitude to embarking on other opportunities whilst abroad such as a career break, a period of retraining or studying, self-employment or voluntary work. The issue of dependency is often a pertinent one for the independent professional and one that they should be encouraged to consider.

Understanding the potential obstacles and opportunities means that the partner then makes an informed decision and is clearer about the type of ongoing support they will need in order to adapt to their new role and life abroad.

Stage Two - Preparation:

The preparation, pre-move stage is when the partner needs time to rationalize the decision, to research and decide on the next realistic career steps for them. This may involve:

• Intensive language training
• Cross cultural training
• Localized support in understanding the job market and recruitment procedures, CV preparation
• Networking, There is a lot that a partner can do on their own as there are many expatriate online groups and social media channels that enable them to connect with people in the new location. In addition there are probably networks that you as an organization possess that could prove beneficial to the partner
• Or if career redirection is looking more likely, now is the time to begin research into possible options and opportunities in the new location. This will mean that on arrival the partner hits the ground running and is not faced with a career vacuum
• Practical relocation support.

Stage Three - Arrival and Initial Adaptation:

It is on arrival that the effort, time and commitment made at the decision and preparation stages can pay real dividends. Partners who arrive in the new location with a clear sense of what they hope to achieve professionally, and a path already defined to help them achieve it, have a better sense of purpose and motivation during the first few months which can help greatly with the initial phase of adaptation.

Language and cross cultural training pre-move will have provided the base for communication and cultural understanding. Now is the time to provide on-going support so that the partner continues to develop these skills. This will help greatly as they seek to build all the support structures necessary in their new environment AND if career is important to them will help with job search, job acquisition and job performance.

Stage Four – Learning to Thrive Abroad:

The truth is that it takes time to settle, often one year at least. And there is a difference between simply settling and thriving abroad. It is in the organizations interest that accompanying partners thrive and are happy and fulfilled in their lives abroad, as they will then be more likely to consider future expat assignments and support the ongoing international careers of their partners.

Organizations can support the partner in the following ways:

• Show their appreciation of the partner’s role in the relocation process and success
• Provide ongoing support to help them as they work towards the goals that they set themselves in relation to work, study, business or general life attainment
• Provide links to useful contacts and networking groups
• Ensure that work pressures give employees time to spend with their families.

Our "Decide to Thrive Programme" provides a means for you to facilitate many of these forms of support in various ways. If you would like to learn more about our programs of support for the accompanying partner, then please Contact Us HERE and we will be in touch within 24 hours.