The economic downturn has had a major effect on the management of dual career international assignments reveals an award winning survey by ORC worldwide.

The survey--2008 Dual Careers and International Assignments Survey (ORC Worldwide) ranked as number three in the Expatica HR 2008/2009 Top 5 Industry Survey Awards, scoring highly as a hot topic and a topic of value to HR professionals.

The questionnaire research was carried out as a Web-based survey in 168 multinational organisations worldwide – in North America, Europe, Asia, Australasia, the Middle East, Africa, and Central or South America.

Here are some of the survey's highlights:

The economic downturn and demographic changes are having a major effect on the management of dual career international assignments.
The results of the current survey clearly reflect the slowdown in the world economy. Organisations are particularly mindful of cost constraints but have to balance these against the need to attract and retain the best talent to remain globally competitive. Also, as more and more baby boomers are beginning to retire, companies are starting to send Generation X and Generation Y employees abroad, who have spouses/partners with their own careers and are unwilling to give up their jobs to relocate abroad.

Dual career couples are concerned primarily about the loss of a second income with being able to work abroad a priority for them.
Respondents report that employees’ reluctance to accept international assignments hinges on financial aspects – loss of a second income and pension continuity are cited as primary issues. Accompanied assignees report that finding work for spouses/partners abroad is critical – for income, social, and career reasons.

Financial support for dual career couples is being reduced.
Although a wide range of support is given to dual career couples pre- and on-assignment, repatriation support is limited. On-assignment financial assistance has been reduced.

The percentage of female international assignees has decreased from previous years’ surveys.
For the first time since 1990 when ORC Worldwide began its series of Dual Careers and International Assignments surveys, the percentage of women assignees has gone down. It currently stands at 13% (down from 16.5% in 2005). This may reflect the fragility of the business case for gender diversity or the unwillingness of couples to accept international assignments where the career of the male partner is jeopardised in the current economic climate.

Alternative assignment types have not provided a solution.
Alternative assignment types such as short-term and commuter assignments help to overcome dual career issues but do not meet organisational needs in the same way as regular long-term assignments.

Dual career policy is under review but formal policy approaches are declining.
Employee mobility and talent shortages are major drivers of dual career policy development. However, the percentage of organisations with formal, written spousal assistance policies has decreased for the first time. Flexibility in policy application is also identified as a facilitator of dual career assignments.

Communications are critical to success.
Relatively few organisations have a spousal/partner communications package, yet communications are identified as a key success factor in managing dual career assignments. Communicating to the spouse/partner about the assignment location, cultural differences, and ability to find employment can be critical to the success or failure of the assignment.

Click here for more information on the Expatica 2008/ 2009 Top 5 Industry Awards.

Click here to visit Expatica HR's section on dual careers on assignment.

Selected articles from this section:

The evolution of the relocating spouse

Dual careers or duelling careers?

Understanding a new phenomenon: The trailing male spouse

 Why women abroad need coping strategies

 Women on assignment: An evolutionary perspective