What does social integration mean in the expat context, why is it the employer's responsibility, and how is it the key to global talent mobility success? This infographic summarizes the key facts and figures of social integration abroad.
Expat employers move international hires, foreign assignees, and relocating spouses from their familiar environment and people. Therefore, they need to accept their responsibility to socially integrate these expats to ensure satisfaction abroad throughout the expat lifecycle.
Findings from the Expat Insider2018Business Edition show that the lack of socializing opportunities and personal support are the two core reasons for the unhappiness of expat employees and their spouses. These factors should, therefore, be important considerations for global mobility and HR teams supporting these expats.
Both global mobility and international recruiting need to take a deeper look into the needs and value of social integration abroad as part of their relocation management. As global mobility could be considered as a more well-established industry, existing expat packages could be improved to also factor in the social integration needs of foreign assignees and relocating spouses.
On the other hand, due to the global war for talent and the fact that more and more companies need to hire internationally, HR may need more significant changes. HR professionals need to think differently and more holistically about the onboarding and retention of international hires.
Providing these expats with socializing opportunities and peer-to-peer support networks could improve both assignment success and international talent retention.