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ACS FIGT UK Feb 2013 - Education across Cultures

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Claire Snowdon
Claire Snowdon

FIGT is a global non-profit organization that addresses the family and personal aspects of expatriate assignments. It holds an annual international conference and has affiliate groups in several countries. FIGT aims to provide support, education, and research on topics like third culture kids, accompanying spouses, cultural adjustment challenges, and more. FIGT started in 1997 and now engages over 3,500 individuals and organizations worldwide through its conferences, members, website, and research network.

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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 Theres No Place Like Home: the impact of global mobility
Families in Global Transition Looking Back, Looking Forward Anne P. Copeland, PhD The Interchange Institute
My own conversion experience 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
The Model Underlying my own and FIGTs Work Family and Individual Adjustment Family and Individual Support Employee and Assignment Success
How do we make the case to our clients that supporting families is good business?
What convinces decision-makers? Personal experience Case studies and anecdotes Return on investment Facts and figures
News You Can Use News You Can Use 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) Full, free research reports available at: www.interchangeinstitute.org/html/research_reports.htm
We know: We know: 1. Well-supported families have better assignment outcomes.
Those with better mental health said their [transferee] spouses had better job outcomes. high Spouse better mental health low poorer mental health e lity nt nc me i bi da n ns en sig po att as res ith ith yw Transferee w pp ied Many Expatriates, Many Voices ha f ti s accompanying spouses in US sa
For expats on STAs who are less worried and whose assignment has advantages, outcome is better... Job Attitudes no yes worried about worried about any family spouse? marriage? advantage? Voices from the Road employees on short-term assignment
Assignment Assessment they rate the assignment more positively, they rate the assignment more positively, no yes worried about worried abt any family spouse? marriage? advantages? Voices from the Road employees on short-term assignment
and are more willing to take another assignment. not willing willing worried about worried about any family spouse? marriage? advantage? Voices from the Road employees on short-term assignment
We know: We know: 1. Well-supported families have better assignment outcomes. 2. Family buy-in to the move is crucial and employers can help.
Spouses who bought in and were brought in good were more adjusted themselves adjustment Yes No poor Employer Husband Felt I Felt Pressured Consulted Me Pressured Many Women, Many Voices accompanying spouses
and reported the transferees were happier at work. high Transferee work enjoyment Low Spouse Was Consulted Spouse Was Not Consulted Transferee Enjoyment of Work Many Expatriates, Many Voices accompanying spouses in US
We know: 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.
Feeling settled is related to positive mental health and positive attitudes about the assignment. At Home Abroad expatriates and accompanying spouses
We know: 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.
Managing daily tasks does get easier with time difficult harder ease of daily tasks <1 year 1-2 years 2-3 years 3-5 years >5 years easy Many Women, Many Voices accompanying spouses
but other things dont, and some of these are crucial to long-term adjustment. harder <1 year <1 year 1-2 years 1-2 years 2-3 years 2-3 years 3-4 years 3-4 years 4-5 years 4-5 years >5 years >5 years not significantly not significantly different different missing friends and family possibilities - own employment easier Many Women, Many Voices accompanying spouses
We know: 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.
Those who got more pre-departure support had better adjustment... good adjustment poor Less Pre-Dep Support More Pre-Dep Support Many Women, Many Voices accompanying spouses
and settled more quickly. long time how long to feel settled? less help more help quickly finding negotiating tax home contract assistance Voices from the Road employees on short-term assignment
Good support and lots of input were related to positive job outcome, fewer cultural difficulties... high poor support/ little input good support/ lots of input low job attitude assignment cultural assessment difficulties Voices from the Road employees on short-term assignment
and more willingness to take another STA. high willing not willing low financial HR support input support Voices from the Road employees on short-term assignment
Those who received cross-cultural training had less trouble (mostly) much trouble no CC training CC training trouble little s e ice ers s ns ly r so nd ag ip e o off tiv pe sh rvi gu e at i fri ec n pe lan me itu tio eff su ls ho a rel rk cia wo so Voices from the Road employees on short-term assignment
and more positive views of hosts. very no CC training CC training not at all l ite nt ly l e u siv nd tie ctf po pa frie pe res res a gg lly rba Many Expatriates, Many Voices ve accompanying spouses in US
Sample topics from 2011-12 FIGT researchers 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
What the FIGT community wants to know 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
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)
Baby Boomers 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
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 dont know The impact of different global mobility solutions on organisations and individuals
The Research Question Prolonged Global Mobility Current How might the experience of prolonged cross-cultural immersion and the necessary adaptation impact an individuals 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 dont know? The personal and psychological impact of rapid & short term assignments on individuals and families: Ability to integrate and adapt Sense of identity Build and sustain relationships Work/life balance Sense of home/belonging
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 UK www.figt.org/uk_affiliates @FIGTUK 01235 855236 ukaffiliate@figt.org claire@expatknowhow.com wendy@wendywilsonconsulting.com

More Related Content

ACS FIGT UK Feb 2013 - Education across Cultures

  • 2. 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
  • 3. 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
  • 4. 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
  • 5. 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
  • 6. 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
  • 7. FIGT UK Families In Global Transition UK
  • 8. FIGT UK - Mission To engage with all potential stakeholders to provide support, education & research to the UK global transition community
  • 9. 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
  • 10. Transition Challenges Relocation best practices Educational balance Cross cultural challenges Working spouses Employee retention Elder care responsibilities Third Culture Kids
  • 11. 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 Theres No Place Like Home: the impact of global mobility
  • 12. Families in Global Transition Looking Back, Looking Forward Anne P. Copeland, PhD The Interchange Institute
  • 13. My own conversion experience 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
  • 14. The Model Underlying my own and FIGTs Work Family and Individual Adjustment Family and Individual Support Employee and Assignment Success
  • 15. How do we make the case to our clients that supporting families is good business?
  • 16. What convinces decision-makers? Personal experience Case studies and anecdotes Return on investment Facts and figures
  • 17. News You Can Use News You Can Use 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) Full, free research reports available at: www.interchangeinstitute.org/html/research_reports.htm
  • 18. We know: We know: 1. Well-supported families have better assignment outcomes.
  • 19. Those with better mental health said their [transferee] spouses had better job outcomes. high Spouse better mental health low poorer mental health e lity nt nc me i bi da n ns en sig po att as res ith ith yw Transferee w pp ied Many Expatriates, Many Voices ha f ti s accompanying spouses in US sa
  • 20. For expats on STAs who are less worried and whose assignment has advantages, outcome is better... Job Attitudes no yes worried about worried about any family spouse? marriage? advantage? Voices from the Road employees on short-term assignment
  • 21. Assignment Assessment they rate the assignment more positively, they rate the assignment more positively, no yes worried about worried abt any family spouse? marriage? advantages? Voices from the Road employees on short-term assignment
  • 22. and are more willing to take another assignment. not willing willing worried about worried about any family spouse? marriage? advantage? Voices from the Road employees on short-term assignment
  • 23. We know: We know: 1. Well-supported families have better assignment outcomes. 2. Family buy-in to the move is crucial and employers can help.
  • 24. Spouses who bought in and were brought in good were more adjusted themselves adjustment Yes No poor Employer Husband Felt I Felt Pressured Consulted Me Pressured Many Women, Many Voices accompanying spouses
  • 25. and reported the transferees were happier at work. high Transferee work enjoyment Low Spouse Was Consulted Spouse Was Not Consulted Transferee Enjoyment of Work Many Expatriates, Many Voices accompanying spouses in US
  • 26. We know: 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.
  • 27. Feeling settled is related to positive mental health and positive attitudes about the assignment. At Home Abroad expatriates and accompanying spouses
  • 28. We know: 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.
  • 29. Managing daily tasks does get easier with time difficult harder ease of daily tasks <1 year 1-2 years 2-3 years 3-5 years >5 years easy Many Women, Many Voices accompanying spouses
  • 30. but other things dont, and some of these are crucial to long-term adjustment. harder <1 year <1 year 1-2 years 1-2 years 2-3 years 2-3 years 3-4 years 3-4 years 4-5 years 4-5 years >5 years >5 years not significantly not significantly different different missing friends and family possibilities - own employment easier Many Women, Many Voices accompanying spouses
  • 31. We know: 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.
  • 32. Those who got more pre-departure support had better adjustment... good adjustment poor Less Pre-Dep Support More Pre-Dep Support Many Women, Many Voices accompanying spouses
  • 33. and settled more quickly. long time how long to feel settled? less help more help quickly finding negotiating tax home contract assistance Voices from the Road employees on short-term assignment
  • 34. Good support and lots of input were related to positive job outcome, fewer cultural difficulties... high poor support/ little input good support/ lots of input low job attitude assignment cultural assessment difficulties Voices from the Road employees on short-term assignment
  • 35. and more willingness to take another STA. high willing not willing low financial HR support input support Voices from the Road employees on short-term assignment
  • 36. Those who received cross-cultural training had less trouble (mostly) much trouble no CC training CC training trouble little s e ice ers s ns ly r so nd ag ip e o off tiv pe sh rvi gu e at i fri ec n pe lan me itu tio eff su ls ho a rel rk cia wo so Voices from the Road employees on short-term assignment
  • 37. and more positive views of hosts. very no CC training CC training not at all l ite nt ly l e u siv nd tie ctf po pa frie pe res res a gg lly rba Many Expatriates, Many Voices ve accompanying spouses in US
  • 38. Sample topics from 2011-12 FIGT researchers 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
  • 39. What the FIGT community wants to know 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
  • 40. 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)
  • 41. 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)
  • 42. Baby Boomers 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
  • 43. 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
  • 44. 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
  • 45. 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
  • 46. 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
  • 47. 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 dont know The impact of different global mobility solutions on organisations and individuals
  • 48. The Research Question Prolonged Global Mobility Current How might the experience of prolonged cross-cultural immersion and the necessary adaptation impact an individuals psychological and developmental profile? The Future Widen the research agenda and map the current existing research onto the Millennials (GenY) demographic.
  • 49. 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
  • 50. What we dont know? The personal and psychological impact of rapid & short term assignments on individuals and families: Ability to integrate and adapt Sense of identity Build and sustain relationships Work/life balance Sense of home/belonging
  • 51. 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
  • 53. Talent Mobility 2020 and Beyond: The future of mobility in a globally connected world PwC 2012
  • 54. FIGT UK www.figt.org/uk_affiliates @FIGTUK 01235 855236 ukaffiliate@figt.org claire@expatknowhow.com wendy@wendywilsonconsulting.com

Editor's Notes

  1. Work assessment happy with assignment
  2. missing friends and family possibilities for my own employment In fact, the tasks that werent related to how long someone had been on assignment that is, those who had been there a long time might or might not find them stressful -- tended to be of the social/emotional/personal sort... having reservations about raising my child in this country losing contact with my home country being afraid of doing something inappropriate while socializing with host nationals not being able to be the kind of person I want to be In fact, one task got significantly harder with time...
  3. Third Culture Kid (TCK) experience and identity: What traits do TCKs develop and how can these traits be leveraged in todays global society? How are todays TCKs different from those of earlier generations? How a Global Lifestyle Affects Personal or Family Characteristics: How do long- and short-term global experiences affect relationships within couples and nuclear and extended families, for better or for worse? Personal or Family Characteristics that Affect Adjustment to Global Moves: What traits or parenting/relationship characteristics make it easier for some people to thrive while living in a new country? The Value of Support Services: What evidence can we offer that family and cultural support services benefit families, employees and sponsoring organizations? The Global Path of Specific Under-studied Groups: What is the experience of same-sex couples or TCKs? Male accompanying spouses? Gen X and Gen Y expatriates? Children with special needs? Expatriates with aging parents?