enabling dual careers in the global · pdf fileenabling dual careers in the global ... rob...

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ENABLING

DUAL CAREERS

IN THE GLOBAL

WORKPLACE Kathleen van der Wilk-Carlton

Board Member, Permits Foundation

5 November 2013

© 2001-2013 Permits Foundation

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Permits Foundation

- Aim

Support international mobility and dual careers by advocating improvement of work permit regulations for the partners of expatriate employees worldwide.

Open permission to work

Make representations to host governments

Raise awareness and encourage debate

Co-ordinate support from local networks,

Employer organisations, home country governments etc.

Share information and progress

Not-for-profit

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Sponsors – broad base of support International employers (private & public) and

service providers Diverse sectors, global operations

Diplomatic Service

Families Association

(UK)

Observer

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Patrons Top level support

Doug Bailey

Chief HR Officer

and member of the Executive

Andrew Gould

Chairman

Paal Kibsgaard

Chief Executive Officer

Peter Voser

Chief Executive

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Board of directors meets quarterly, approves strategy

Siobhan Cummins Director, Global Mobility Transformation Deloitte

Ian Franklin (Treasurer) VP executive remuneration and expatriate policy Shell Group

Gill Gordon (Chair) HR director, Schlumberger WesternGeco

Julia Onslow-Cole Partner/Head Global Immigration, PwC Legal

Rob Stolk VP Human Resources Unilever Benelux

Ellen Shipley Head, Global Mobility and Immigration BT

James Stoudt VP, Global Compensation Operations & Services GlaxoSmithKline

Kathleen van der Wilk-Carlton Executive Director and Secretary of the Board Permits Foundation

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International companies and organisations

need skilled, mobile expatriate staff

to support global operations

Nos. are small, but essential (av. 1% of manpower)

More women in employment

More dual career couples / dual earners

More female expats (15-17%)

Diversity - more nationalities, unmarried partners

Dual careers - A corporate issue

Affects men and women of all nationalities

working in private and public sectors worldwide

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Challenges for expatriate partners

who want to work

Look for a new job in unfamiliar location

Timing dictated by employee’s move

Adapt skills to local employment market,

Learn language, different culture etc.

Compete with well qualified local staff

Foreign diplomas recognised?

Persuade potential employer to apply for work permit and

wait until obtained...

Work permit procedures and uncertainty

– a structural hurdle for partner and employer

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Permits Foundation conducted

2 global mobility and dual career surveys

Key messages for employers

Lack of partner employment

opportunities adversely affects

global mobility of highly skilled

international employees.

Dual careers becoming more

important.

Employers should do

more to support.

Key messages for governments

Work permit restrictions have a

negative impact on international

business

Countries that enable spouses and

partners to work are more attractive

destinations for international

business and highly skilled staff.

162 organisations employing 7.5 million employees 2012

3300 expat partners 2008

private and public sector

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Impact of immigration restrictions

on international business

Employers say:

96% - Important to be able transfer employees internationally.

92% - Work permit limits on expat numbers have negative effect on business.

85% - Time limits or bans on work permit extensions have a negative effect on business.

96% - Partners of international assignees should be allowed to work in the host country

for the duration of the assignment.

“More and more couples today expect to pursue employment abroad.”

Source: Permits Foundation International mobility and dual career survey report, 2012

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Impact of partner work permit restrictions

on mobility

Countries that enable spouses and partners

to work are attractive destinations for 96%

respondents

58% unlikely to relocate to a country where it

is difficult for a spouse or partner to get a

work permit.

Source: Permits Foundation global spouse survey, 2008

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Partner employment falls during

expatriate assignments

• 89% of spouses were working before

expatriation.

• This fell to 35% during expatriation.

• 75% of those not working would like to

work.


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Working has a positive impact on

adjustment, family relationships

and well-being in the host country

68-80% of working spouses say that working has a positive impact.....

30-40% of non-working spouses report a negative impact of not working


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Working has a positive impact on willingness

to complete or extend the assignment,

and go to a new assignment

55-73% of working spouses say working has a positive impact.......

24-41% of non-working spouses report a negative impact of not working


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Dual careers are becoming more

important to organisations


66% HR mobility managers say that dual careers

and partner issues are becoming more important in

their organisation

70% say their company should do more to support

“Dual career and partner issues are becoming more important

in my organisation for the new generation of expats.

A strong global mobility policy is not a nice to have but a need to have.’’

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Why employers have a dual career

policy


“When the spouse is happy, there is a stronger likelihood of a successful assignment.”

“Most of our expats come from countries where a dual career is the most common

family setting. We have to recognise that in our policy to meet society’s expectations.”

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Dual career policies and practice

71% of employers provide some form of dual career support


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Types of dual career support

61% of employers provide financial support

Approx. 50-50 split between both:

allowance vs. reimbursement

annual vs. per assignment.

Av. annual payment: € 2787

Av. per assignment: € 3475


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Europeans in EU/EEA**,

Non-EU citizens in Austria, Bulgaria, Czech Republic,

Denmark, Estonia, Finland, France, Germany, Hungary,

Italy, Latvia, Lithuania, Malta, Netherlands, Norway,

Poland, Portugal, Slovakia, Slovenia, Spain, Sweden,

Switzerland, UK.

Argentina, Australia, Canada, Hong Kong, N.Zealand,

US (L, E visas)

Global overview partner work permits* Once family member residence permit issued

* Simplified illustration: May apply to specific permits; recognition of non-married partner varies

Belgium, Ireland,

Luxembourg (during 1st year, then open)

Japan, Malaysia, Mexico, Singapore

Brazil, Brunei, China, Colombia, Egypt, Gabon, India,

Indonesia, Japan, Korea, Nigeria, Oman, Pakistan,

Peru, Philippines, Russia, Sri Lanka, Syria, Taiwan,

Thailand, Turkey,

USA (H1B, O visas)

Work permit linked to employer • Simple process or letter of consent • No employment market test • Procedure < 4 weeks

Work permit linked to employer • Skills, salary, quota, employment

market test; May need to return to home country

• Procedure > 4 weeks

Open work permit • Can work for any employer • Or be self-employed

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Governments increasingly:

view business-related transfers and highly skilled employees

differently from long term immigration

want to attract international talent, trade & investment

recognise importance of dual careers

Governments are responding

1980 2000 1990 2013

EU ICT Directive UK

Bilateral

agreements

for spouses

of diplomats

Canada ‘98 & ‘02

Australia

USA ’02

(L, E visa)

N. Zealand ’01

Netherlands ‘98 & ‘05

Italy

Belgium ’03

France ‘04 & ‘07

Germany ‘05

Switzerland ‘05

Hong Kong ‘06

Malaysia ‘09

Norway

India ‘11

24 EU

countries

Ireland ‘04 & ‘07

Japan ‘12

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Spouses of Employment Pass holders can apply locally for endorsement

to work for specific employer

Spouses of intra-company transfers & treaty traders (L/E visas)

eligible for employment authorization since 2001

Change still needed for spouses of H1B, O and TN visas

Clause on spouses of H1B included in Bill supported by US Senate

US recognises same-sex marriage in immigration policies

22 Member States allow family members to work freely, under Blue Card, or other

national schemes.

Partner recognition growing. Children of working age allowed to work too.

Draft Directive on Intra-Corporate Transfers in final ‘trialogue’ between Council,

Parliament and Commission.

Expect adoption of amendments to allow ICT family members to work.

Spouses of highly skilled migrants may work freely

USA

European Union

Hong Kong

Malaysia

Spouses of E visa holders can apply locally for E visa

First step recognition. Lobby on-going. India

Success highlights

29 countries now allow spouses or

partners to work for any employer

Japan Under highly skilled worker scheme 2012, the work permit

requirements for professional spouses slightly relaxed.

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Best practice model: Spouse/partner has ‘open’ permission

to work

Advantages

Full access to employment market once

resident visa issued

Facilitates temporary project work,

self-employment, tele-working

Reduced bureaucracy for the authorities

Helps employers fill urgent or temporary

vacancies

Attractive investment climate for employers

with highly skilled international staff

Argentina *

Australia

Austria

Bulgaria

Canada *

Czech Republic

Denmark *

Estonia

Finland

France *

Germany

Hong Kong

Hungary

Italy

Latvia

Lithuania

Malta

Netherlands *

New Zealand *

Norway *

Poland

Portugal *

Slovakia

Slovenia

Spain *

Sweden *

Switzerland

United Kingdom

United States* (L1, E

visas)

Countries in bold font : recognise non-married partners * recognise same-sex marriage

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Permits strategy

Provide evidence, promote best practice, build on

examples of success

Work both from our global organisation and

via local support networks

Raise awareness and promote in countries

- important to business/international organisations

- role models - trend setters in their region

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‘Top 10’

China

India

Europe (EU-wide change for ICTs)

Brazil

Russia

USA (H1B, O visas)

Japan

Indonesia

Malaysia

Mexico

Singapore

Others: Europe

Belgium, Ireland, Luxembourg.

Americas

Bolivia, Chile, Colombia, Ecuador, Panama, Peru,

Trinidad & Tobago, Venezuela.

Asia

Kazakhstan, Korea, Mongolia, Pakistan, Philippines,

Taiwan, Thailand, Vietnam.

Middle East

Azerbaijan, Egypt, Iran, Iraq, Israel, Jordan, Kuwait,

Libya, Oman, Syria, Turkey.

Africa Algeria, Angola, Benin, Botswana, Ethiopia, Ghana, Kenya, Morocco, Namibia, Nigeria, South Africa, Senegal, Swaziland, Tanzania, Tunisia, Zimbabwe.

Country plan development 2013-2015 Organisations highlighted 60 important business destinations where spouses/partners do not yet have ‘open’ permission to work

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Local networks / steering committees

Establish Local network

Consult • Government

• International Chambers of Commerce

• Employer Groups

• Embassies

Focused representations to Government

Exploratory discussions with local sponsors

Visits and support by Permits Foundation international perspective, evidence from global surveys examples of best practice legislation in other countries experience of successful process in other countries contribution to network costs

• Int. organisations

Brazil, India, Indonesia, Japan, Malaysia, Russia

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How to take part

Become sponsor

Indicate priority countries

Nominate focal point

Use our info in your expat briefing package

Make a link to our website, spread the news

Being a sponsor does not need a lot of your time

Annual donation € 6,700 recommended

Country activity plan

E-mail newsletter, attend annual

seminar and networking events

Take part more actively

Nominate board member or patron

Share ideas and contacts, local “champions” and opinion leaders

Help us plan and shape local lobby

Take part in local networks (your local rep)

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The business case for change

- ‘triple win’

Reduce cost of assignment refusal or early return

Attract / retain mobile talent

Show “we care’’ social responsibility

Enhance HR brand

International employers

Attractive climate for skills, talent

Supports trade & investment

Helps integration

Enhance country brand

Host countries

Partner works - maintains and develops skills

Easier to return to work in home country

Mobile expat family, motivated, happy, work/life balance

• international mobility • equal opportunity and diversity • men and women of all nationalities • a better world

Expat family

0ur values support:

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Permitsfoundtion.com Screenshot A wealth of resources for both HR staff and families • evidence to support your policy reviews

• useful country info/links on spouse work permits • discussion groups (new) via social media.

• links to wider dual career support

• open to all – you can link to it in your intranet and briefing materials

• sponsor logos show your support to your employees

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Contact us

Permits Foundation

Carel van Bylandtlaan 16

2501 AN The Hague

The Netherlands

[email protected]

www.permitsfoundation.com

Kathleen van der Wilk-Carlton

Tel: +31 70 3191930

Françoise van Roosmalen

Tel: +31 6 14359817

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