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Lookup NU author(s): Professor Benjamin BaderORCiD
This work is licensed under a Creative Commons Attribution 4.0 International License (CC BY 4.0).
An increase in gender diversity activities and a greater societal awareness of inequality issues have led to an unprecedented focus on gender diversity management (GDM) in multinational companies (MNCs). Despite GDM efforts in MNCs, female expatriates continue to be underrepresented in global mobility and are still missing as an explicit target group in MNCs’ GDM endeavors. Despite the evidence for gender-related challenges concerning expatriation, global mobility does not account for gender when it comes to policy considerations. Accordingly, based on 31 in-depth semi-structured interviews, we seek to explore why female expatriates continue to be underrepresented in international assignments. We find that the relation between a company’s global mobility management and its respective GDM is, in most cases, nonexistent. We also discover that MNCs utilize a gender-blind approach that is shaped by stereotypes which favor the selection of male employees in global mobility.
Author(s): Bader B, Bucher J, Sarabi A
Publication type: Article
Publication status: Published
Journal: Human Resource Management Journal
Year: 2024
Volume: 34
Issue: 3
Pages: 753-780
Print publication date: 01/07/2024
Online publication date: 01/08/2023
Acceptance date: 28/06/2023
Date deposited: 14/07/2023
ISSN (print): 0954-5395
ISSN (electronic): 1748-8583
Publisher: Wiley-Blackwell Publishing Ltd
URL: https://doi.org/10.1111/1748-8583.12529
DOI: 10.1111/1748-8583.12529
ePrints DOI: 10.57711/2abc-7x52
Data Access Statement: The data are not publicly available due to privacy or ethical restrictions. The data that support the findings of this study are available from the corresponding author, upon reasonable request.
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