ACS FIGT UK Feb 2013 - Education across Cultures

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

http://www.figt.org/

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 abtmarriage?

any familyadvantages?

no

yes

Assig

nm

en

t A

ssessm

en

t


…they rate the assignment more positively,…


worried aboutmarriage?

any familyadvantage?

not willing

willing


…and are more willing to take another assignment.

We know:


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


…and reported the transferees were happier at work.

We know:



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:



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…


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


…but other things don’t, and some of these are crucial to long-term adjustment.

We know:



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


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


…and settled more quickly.

job attitude assignmentassessment

culturaldifficulties

poor support/little input

good support/lots of input

low

high


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


…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


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


…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

FIGT UKwww.figt.org/uk_affiliates

@FIGTUK

01235 855236

[email protected]@[email protected]

ACS FIGT UK Feb 2013 - Education across Cultures

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