Why millennial women should push for international assignments

To mark International Women’s Day, Crown World Mobility explores the role global experience plays in promotion 

Two women, sculpture

The number of early-career females taking on international assignments is approaching the same levels as that of their male counterparts. However, percentages remain low for female leaders and senior managers. 

“Women who want to advance their careers may want to consider accepting an international assignment as it can greatly increase their opportunities of a global career path,” says Lisa Johnson, Global Practice Leader of CWM’s Consulting Services. 

International Women’s Day is the perfect opportunity for Talent Mobility professionals to #PressforProgress and assess their company’s Global Mobility program to ensure it supports their female assignees. 

“Perhaps the answer lies in getting global experience earlier in their careers or removing the barriers that prevent women from accepting assignments at key moments,” says Lisa. “This requires advanced planning, strong accompanying partner support and a flexible policy.” 

Global Mobility leaders in companies with strong Diversity & Inclusion (D&I) strategies have the advantage when developing a Diversity Mobility strategy. And many are finding creative, flexible ways to increase and support their female assignees. This article selects some of our favorite tips. 

Unconscious bias training to support selection 

Unconscious bias towards women is not just a challenge that comes from men. Women are just as capable of gender-related unconscious bias towards other women. 

“Companies with strong D&I commitments already have unconscious bias training in place, which can be used to train managers for candidate selection,” adds Lisa. 

If you want to raise awareness around bias that might be impacting the gender gap in your assignee population, read our article for five ways it can be addressed in Global Mobility programs.