Yochanan Altman and Susan Shortland show in their study that, during the 1990s, many companies saw women as “unsuitable” for expatriation because of their dual responsibilities or because of age or civil status (206). Sometimes, the host countries may be the ones biased against women too, such as when they do not think that women should be managers and work far away from home (Altman and Shortland 204). Apart from gender discrimination, some companies also include gender in selecting candidates for expatriation. Doing so can risk gender discrimination lawsuits, although some companies still conduct the practices because of various conditions (i. host country prefers male over female managers) (Lansing and Boonman).Some women sometimes also do not want to be expatriated or to be promoted to top management positions because of the demands of top management levels. They do not want to leave their families, especially their children, for expatriation assignments, for instance. Altman and Shortland showed in their study that many men do not move or relocate for their expatriated wives. In addition, some women do not want to sacrifice their family life for top management positions that tend to disrupt work-life balance. When companies have policies and practices that assert that top management must focus on workplace needs alone, these demands are not attractive to women who value family roles and responsibilities. Thus, these personal and social reasons are detriments to women from reaching management positions and gaining. The Importance of Mentorships for Career Advancement.
Altman, Yochanan, and Susan Shortland. “Women And International Assignments: Taking Stock- A 25-Year Review.” Human Resource Management 47.2 (200): 199–216. Print.
Foster, Dean. “Gender Issues in the Global Workplace.”
Lansing, Paul, and Paulina Boonman. “Selecting Candidates for Expatriation: Is It Unethical for Companies to Use Gender as a Factor?” Employee Relations Law Journal 37.2 (2011): 2-15. Print.
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