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Expat Insider 2019 Business Edition A Look at Global Talent Mobility Through Expat Eyes

2Expat Insider 2019 Business Edition | business.internations.org/expat-insider

5 Introduction Supporting Expats Where They Really Need It

6 Executive Summary Big Needs to Strike the Balance Between Work Life and Personal Life

8 Survey Methodology Methodology

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28 Foreign Assignees 29 Moving Abroad for Work 33 Relocation Support 41 Ease of Settling In 50 Family Life 51 Happiness

15 Survey Demographics 16 Expat Statistics

10 Profile References 11 The 3 Expat Types 12 Foreign Assignees 13 International Hires 14 Relocating Spouses

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Inquiries and Publishing Details

120 Press & Publishing

90 Relocating Spouses 91 Moving Abroad for Work 95 Relocation Support 102 Ease of Settling In 110 Happiness 116 Family Life

57 International Hires 58 Moving Abroad for Work 62 Relocation Support 70 Ease of Settling In 79 Family Life 80 Happiness

5Expat Insider 2019 Business Edition | business.internations.org/expat-insider

It is that time of the year again. Time to get the latest expat perspective on global talent mobility. After the success of the Expat Insider 2018 Business Edition and the report being shortlisted for the Best Research Contribution at the Think Relocate Awards, I am pleased to present to you the Expat Insider 2019 Business Edition.

It is based on the Expat Insider survey, one of the world’s largest surveys on expat life, with 20,259 expats from across the globe participating in 2019.

With this business edition of the Expat Insider, we aim to provide an expat perspective on global mobility and international recruiting. Our goal is to assist global mobility and HR professionals to better understand the needs of Foreign Assignees, International Hires, and Relocating Spouses and to manage resources more efficiently.

The Expat Insider 2019 Business Edition provides valuable insights in a time where the global war for talent is rife. Recruiting beyond the local market presents new tasks and challenges. Therefore, improved employer branding and attractive benefit packages are important in attracting

and winning global talent. Another aspect is increasing the willingness of global talent to move abroad by mitigating concerns, such as being far away from loved ones, loneliness, dealing with the language barrier, the potential high cost of living, and not being able to make friends. Employers also need to react to the development of dual career couples and have more on offer for Relocating Spouses, as well as consider the impact of new generations, such as Millennials, that have different needs and expectations.

Not addressing these types of issues could lead to an increased risk for employers — 21% of Foreign Assignees and 25% of International Hires are considering an early return. It is crucial that employers stay on top of their game — now more than ever.

This report provides insights into how these expats experience life abroad — from the relocation support they receive to how easily they settle in. The findings show a clear trend that Foreign Assignees, International Hires, and Relocating Spouses all desire a balance between their work life and their personal life. While their career and job satisfaction stand out as positives for Foreign Assignees

and International Hires, not being able to make friends, socialize, and settle into the local culture are key reasons for dissatisfaction with life abroad. Surprisingly, this also stands out when comparing these two expat types to the Average Expat (total survey respondents). Relocating Spouses, on the other hand, are greatly dissatisfied with their career prospects (57% are not working) and desire access to professional and social networking, as well as spouse support.

These and other insights could help global mobility and international HR professionals to shift focus to more innovative and holistic solutions to support the various needs of these expats — throughout the expat lifecycle. Our aim is to encourage this new thinking of supporting expats where they really need it.

Enjoy exploring the new insights!

Theresa Häfner Head of Business Solutions at InterNations

Supporting Expats Where They Really Need It

Introduction

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Big Needs to Strike the Balance Between Work Life and Personal Life

Executive Summary

these, 41% received spouse support. These percentages indicate that spouse support is necessary.

Foreign Assignees are most satisfied with their financial situation, their job overall, and job security. They are least satisfied with making friends and feeling at home in the local culture, and have low satisfaction ratings for aspects relating to their personal life. They also experience ups and downs with these factors throughout the expat lifecycle. Therefore, their needs for support with these aspects are valid.

Of those that are happy abroad, 57% state they are happy with their job — the top happiness contributor. However, of those that are unhappy, large shares indicate the main causes for unhappiness are not having enough socializing opportunities (59%) and the lack of a personal support network (42%). (For more on Foreign Assignees, see p.28)

International Hires move abroad with a long-term perspective. However, a quarter plan to leave earlier than expected, with the lack of employer support and loneliness being key reasons for an early return.

The largest share of International Hires (45%) consists of Millennials — also known as Generation Y. The biggest motivations for International Hires moving abroad are general career development and better compensation or benefits. Other reasons, such as more attractive employment opportunities, more senior positions, personal development, and new experiences outside of work also stand out.

Employer support, however, seems to be letting them down. They more commonly receive financial support than specific services. However, just under half (49%) received

Foreign Assignees

Career development is the core motivation for this expat type moving abroad, but reasons relating to work-life balance, such as personal growth and new experiences outside of work also stand out. Notably, 21% are considering an early return with loneliness as a top reason.

In terms of employer relocation support, Foreign Assignees are the most supported expat type when compared to International Hires and Relocating Spouses — 81% received reimbursement, 59% received a lump-sum payment, and 58% received specific relocation services.

Of those that didn’t receive specific services but wanted it, the top needs are access to professional networking, social networking, and information on local life, as well as local settling-in services. Of all Foreign Assignees, 34% moved with their partner or their partner joined at a later stage. Of

International Hires

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Executive Summary: Big Needs to Strike the Balance Between Work Life and Personal Life

reimbursement for relocation-specific expenses and 30% received a lump-sum payment. A large 67% did not receive any specific relocation services — a very noteworthy share. When comparing these numbers to what Foreign Assignees received, international recruiting still has some way to go in terms of relocation support. This lack of support could also be why a quarter of International Hires don’t feel at home abroad yet and 16% state they never will.

The top reasons for their dissatisfaction abroad are not being able to make friends and not feeling at home in the local culture. Their satisfaction ratings with all aspects of life abroad also decrease after the honeymoon phase.

The imbalance between the work life and personal life of International Hires is also clear from their happiness ratings — job satisfaction is the top reason for happiness (60%) for those that are happy abroad. However, for those that are unhappy, not having enough socializing opportunities is their top reason (50%) for unhappiness. (For more on International Hires, see p.57)

Financial dependence on their partner was the top concern for Relocating Spouses before they moved abroad for their partner’s career. With a total of 57% of them not being employed, it is not surprising that this concerned them.

While more than three-quarters of Relocating Spouses (87%) are highly educated and hold bachelor, postgraduate, or PhD qualifications, many participating in the survey voice their frustration and dissatisfaction with being at home, either taking care of their family, volunteering, looking for work, or not being able to work.

In terms of relocation support, Relocating Spouses are more likely to receive reimbursement for relocation-specific expenses (61%) than the lump-sum payment (42%) and specific relocation services (45%) — an area where they seem to need support most. The relocation services they indicate as being top needs are access to professional networking (47%), spouse support (40%), and access to social networking (39%).

These needs also mirror the aspects that they have the highest dissatisfaction ratings for — career prospects, making friends, feeling at home in the local culture, and job security. Moreover, their struggles with their career and social integration last throughout the expat lifecycle.

Further strengthening this notion is the fact that of those that are unhappy abroad, the top reasons are the lack of a personal support network (49%), being unable to work (47%), and not having enough socializing opportunities (44%).

Their relationship with their partner seems to be the most positive and stable aspect of life abroad — they are most satisfied with their relationship (84%) and it is their top happiness contributor (65%).

Those with dependent children living abroad with them (39%) also indicate struggles with balancing their family priorities with their personal and professional priorities. (For more on Relocating Spouses, see p.90)

Relocating Spouses

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Methodology Survey Methodology

23% (4,690) are International Hires, and 7% (1,325) are Relocating Spouses.

The survey results published in this report give an overview of these three expat types — in many instances also compared to the total survey respondents. The results also look into specific topics and challenges relating to the employers of these expats or their partners. There are three core chapters representing each expat type: Foreign Assignees, International Hires, and Relocating Spouses. Within these chapters, the following topical sections look deeper into the expat types: Moving Abroad for Work, Relocation Support, Ease of Settling In, Happiness, and Family Life. Additionally, the results focus on the expat types during various periods of their stay abroad.

The survey questions for the Moving Abroad for Work and Relocation Support sections were structured around discussions with and feedback from employers, while the focus of the Ease of Settling In, Happiness, and Family Life sections is on social aspects of expat life.

Moving Abroad for Work

This section focuses on the main motivations of expats moving abroad for work, as well as their time living abroad, the intended length of stay, and the time it took to settle in at their job. Respondents were also asked whether they plan

an early return. Those that indicated they were considering returning early or had left a previous country of residence earlier than expected were asked to select reasons for their decision.

Relocation Support

For this section, survey respondents were asked questions about the types of support employers offered during their relocation process — financial support (reimbursement for relocation-specific expenses and a lump-sum payment for expatriation-related expenses) and specific relocation services (such as an organized move or settling-in services). These three types were grouped due to the various methods employers use to support expat employees — either only repaying them for relocation-specific expenses (reimbursement), offering an amount for any possible expatriation-related expenses (lump-sum), or offering more specific relocation services — or combinations of the three.

The questions were specifically asked to respondents who indicated they moved abroad for either their own or their partner’s work. The report also looks at how far specific services were not received but wanted.

Respondents that indicated they received reimbursement, a lump-sum payment, or specific relocation services were asked about their satisfaction with the financial support

The Expat Insider 2019 survey was conducted by InterNations and ran from 7 to 28 March 2019. The online survey was promoted through the InterNations community, newsletter, and the company’s social media profiles. The target audience included all kinds of expatriates, from Foreign Assignees — expats in the typical sense of employees on a foreign assignment — and International Hires to self-made expats relocating for a better quality of life. Responses were not limited to members of the InterNations community.

A total of 20,259 expatriates took part, representing 182 nationalities and living in 187 countries or territories. The Expat Insider 2019 survey results are published in the form of an overall ranking of common expat destinations and information regarding the following five topical indices: Quality of Life, Ease of Settling In, Working Abroad, Family Life, and Personal Finance.

The Expat Insider 2019 Business Edition focuses specifically on the following three expat types on a global level, based on their main reason for relocating: Foreign Assignees (respondents that were sent abroad by their employer), International Hires (respondents that found a job abroad on their own or were recruited internationally), and Relocating Spouses (respondents that moved abroad together with their partner for their partner’s job). Of the total survey respondents, 10% (2,008) are Foreign Assignees,

9Expat Insider 2019 Business Edition | business.internations.org/expat-insider

their own. Factors included topics such as feeling at home in the local culture, making new friends, and the overall job satisfaction. This report shines a light on rating results by each expat type and looks at ratings during various time periods of their stay abroad.

Happiness

For this section, respondents were asked to rate their happiness with life in general on a scale of one (not happy at all) to seven (very happy). In this report, both the negative (1–3) and the positive ratings (5-7) have been combined, while the neutral results (4) stand on their own. Depending on whether they rated their happiness positively or negatively, respondents were given a list of possible contributing factors and asked to choose up to three.

This report looks at the happiness among the three expat types, as well as their ratings during various time periods of their stay. However, only among International Hires were there enough respondents to look at the happiness and unhappiness contributors over time.

Family Life

The survey results in this section focus on the family setup of expats and those raising children abroad. Respondents with dependent children were asked to rate various aspects of family life abroad on a scale of one (not satisfied at all/ do not agree at all) to seven (completely satisfied/agree completely). Relocating Spouses with dependent children were also specifically asked to rate their ease of adjusting to life abroad. In this report, both negative (1-3) and positive ratings (5-7) have been combined, while the neutral results (4) stand on their own.

and the usefulness of the services received. In terms of their satisfaction with the reimbursement and lump-sum payment, respondents were provided with a specific list of answers indicating either “yes” they were satisfied or “no”, with possible reasons why not. In terms of the specific relocation services, respondents could rate the usefulness of the relocation services received on a scale of one (not useful) to five (very useful). For the report, negative (1-2) and positive ratings (4-5) have been combined while the neutral results stand on their own. The rating process emphasizes respondents’ personal satisfaction with these factors. Respondents who rated the usefulness of a received relocation service as not useful were also provided with a selection of options as to why these were not useful.

Ease of Settling In

For this section, respondents were asked to rate different factors related to their life abroad on a scale of one (not satisfied at all) to seven (completely satisfied). In the report, both the negative ratings (1-3) and the positive ones (5-7) have been combined, while the neutral results (4) stand on

Important Note Please be aware that all percentages in this report have been rounded to full integral numbers. In some cases, this may lead to responses to one question adding up to either 99% or 101%, instead of 100%. These instances are simply due to rounding and are not based on erroneous data.

Survey Methodology

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Profile References 11 The 3 Expat Types 12 Foreign Assignees 13 International Hires 14 Relocating Spouses

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Foreign Assignees (respondents that were sent abroad by their employer), International Hires (respondents that found a job abroad on their own or were recruited internationally), and Relocating Spouses (respondents that moved abroad for their partner’s job) are at the

center of this report. The expat typology is based on the survey respondents’ primary motivation for moving abroad. The emphasis is specifically on these expats as they are key figures in global talent mobility. Insights into challenges relating to them and their employers

could, therefore, be of value to industry professionals.

Of the total survey respondents (20,259), 10% are Foreign Assignees, 23% are International Hires, and 7% are Relocating Spouses.

The 3 Expat Types Profile References

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Foreign Assignees Profile References

Relocation Support 81% received reimbursement

59% received a lump-sum payment

58% received specific services

Relationship Status 62% in a relationship 38% single

43.9 years old Average Age

Gender 62% male38% female

Family Life

34% relocated with partner/partner joined later

24% have dependent children living abroad with them

Main Motivations for Relocating

Ease of Settling In

60% feel at home abroad

23% don’t feel at home abroad yet

17% don’t think they ever will feel at home abroad

Satisfaction with 1. relationship with partner/spouse 2. financial situation 3. job security

Dissatisfaction with 1. making new friends 2. feeling at home in the local culture 3. socializing and leisure activities

Top Relocation Services Wanted

34% social networking 32% professional networking 28% information on local life & settling-in services

Happiness

79% are happy with life in general

Top Happiness Contributor

Top Unhappiness Contributor

happy with job

not enough socializing opportunities

Early Return 21% consider an early return

Top reason: loneliness

Top Industries

13% manufacturing & engineering

11% finance

11% IT

1. general career development 2. more senior position/responsibility 3. better compensation/benefits

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International Hires Profile References

Relocation Support 49% received reimbursement

30% received a lump-sum payment

33% received specific services

Relationship Status 54% in a relationship 46% single

41.9 years old Average Age

Gender 45% female 55% male

Family Life

22% relocated with partner/partner joined later

16% have dependent children living abroad with them

Main Motivations for Relocating

Ease of Settling In

60% feel at home abroad

25% don’t feel at home abroad yet

16% don’t think they ever will feel at home abroad

Satisfaction with 1. relationship with partner/spouse 2. financial situation 3. job overall & working hours

Dissatisfaction with 1. making new friends 2. feeling at home in the local culture 3. socializing and leisure activities

Top Relocation Services Wanted

39% local settling-in services 36% language classes 30% access to professional networking & organized move

Happiness

71% are happy with life in general

Top Happiness Contributor

Top Unhappiness Contributor

happy with job

not enough socializing opportunities

Early Return 25% consider an early return

Top reason: loneliness

Top Industries

14% education

12% IT

10% other

1. general career development 2. better compensation/benefits 3. better employment opportunities

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Relocating Spouses Profile References

Relocation Support 61% received reimbursement

42% received a lump-sum payment

45% received specific services

7% single Relationship Status 93% in a relationship

43.7 years old Average Age

Gender 81% female 19% male

Family Life 39% have dependent children living abroad with them

42% find it easy to find and join a parent’s club

50% find it difficult to balance family, personal, and professional life

Concerns Before Relocating

Ease of Settling In

56% feel at home abroad

25% don’t feel at home abroad yet

19% don’t think they ever will feel at home abroad

Satisfaction with 1. relationship with partner/spouse 2. financial situation 3. working hours

Dissatisfaction with 1. career prospects 2. making new friends 3. feeling at home in the local culture

Top Relocation Services Wanted

47% access to professional networking 40% spouse support 39% access to social networking

Happiness

73% are happy with life in general

Top Happiness Contributor

Top Unhappiness Contributor

happy partner/family

lack of personal support network

Early Return 22% consider an early return

Top reason: loneliness

Employment Situation 57% not working

25% working full-time

18% working part-time

1. financial dependence on partner 2. language barrier 3. high cost of living

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Survey Demographics 16 Expat Statistics

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Survey Demographics

Expat Statistics MOST IMPORTANT REASON FOR MOVING ABROAD*

ZOOMING IN ON RELOCATING SPOUSES Of the Relocating Spouses that moved abroad for their partner’s career or education, the following percentages indicate their primary motivation and what expat type their partners are:

40% partner was sent abroad by their employer (Foreign Assignees)

48% partner found a job on their own/ was recruited internationally (International Hires)

4% partner wanted to go to school or university

9% other

12% to live in partner's home country/for love

9% better quality of life (e.g. weather/climate, health)

6% to go to school or university

6% looking for an adventure/a personal challenge

5% family reasons (e.g. originally moved with parents, for children's future)

4% other

3% financial reasons (e.g. lower cost of living, tax issues, etc.)

3% to live in this particular country/city

3% simply enjoy living abroad

3% to start own business here

3% to retire abroad

2% political, religious, or safety reasons

1% to improve language skills

1% volunteering or missionary work

10%

23%

7% for partner's job or education

found a job on own/recruited internationally (e.g. by HR staff or headhunter)

sent by employer (including diplomatic service, NGOs, NPOs, etc.)

*Total Survey Respondents: 20,259

Moving for Work Moving for Other Reasons

Foreign Assignees

International Hires

Relocating Spouses

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RELOCATING SPOUSES

TOTAL SURVEY RESPONDENTS

INTERNATIONAL HIRES

LENGTH OF TIME LIVING ABROAD SO FAR

Survey Demographics

Expat Statistics

FOREIGN ASSIGNEES

8% less than 6 months10% less than 6 months 8% less than 6 months10% less than 6 months

12% 6 months-1 year 16% 6 months-1 year 13% 6 months -1 year 14% 6 months-1 year

25% 1-3 years 31% 1-3 years 26% 1-3 years 32% 1-3 years

16% 3-5 years15% 3-5 years16% 3-5 years16% 3-5 years

17% 5-10 years15% 5-10 years18% 5-10 years13% 5-10 years

24% longer than 10 years13% longer than 10 years19% longer than 10 years14% longer than 10 years

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INTENDED LENGTH OF STAY

Survey Demographics

Expat Statistics

3% 6 months -1 year 3% 6 months-1 year 4% 6 months -1 year 5% 6 months -1 year

20% 1-3 years 13% 1-3 years 17% 1-3 years 24% 1-3 years

25% 3-5 years 14% 3-5 years17% 3-5 years26% 3-5 years

20% longer than 5 years 19% longer than 5 years22% longer than 5 years17% longer than 5 years

15% possibly forever 32% possibly forever20% possibly forever14% possibly forever

17% don't know yet 18% don't know yet19% don't know yet13% don't know yet

1% less than 6 months 1% less than 6 months 1% less than 6 months2% less than 6 months

RELOCATING SPOUSES

TOTAL SURVEY RESPONDENTS

INTERNATIONAL HIRES

FOREIGN ASSIGNEES

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1 5 94

6 7 3 1028

Survey Demographics

Expat Statistics

1 Germany 2 USA 3 Switzerland 4 UK 5 UAE

6 Spain 7 France 8 Canada 9 China 10 Italy

8% Foreign Assignees 26% International Hires 8% Relocating Spouses

MOST COMMON COUNTRIES OF RESIDENCE FROM THE SURVEY AND THE REPRESENTATION OF THESE EXPATS THERE

14% Foreign Assignees 13% International Hires 8% Relocating Spouses

11% Foreign Assignees 36% International Hires 12% Relocating Spouses

6% Foreign Assignees 26% International Hires 6% Relocating Spouses

5% Foreign Assignees 43% International Hires 6% Relocating Spouses

6% Foreign Assignees 7% International Hires 3% Relocating Spouses

7% Foreign Assignees 17% International Hires 4% Relocating Spouses

3% Foreign Assignees 10% International Hires 2% Relocating Spouses

14% Foreign Assignees 35% International Hires 8% Relocating Spouses

8% Foreign Assignees 14% International Hires 6% Relocating Spouses

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COUNTRIES WITH THE HIGHEST REPRESENTATION OF THESE EXPATS BASED THERE

Survey Demographics

Expat Statistics When looking at the survey results from both the angle of the most common countries of residence overall (previous page) and the countries with the highest representation of these expats there, Germany, the USA, Switzerland, the UK, the UAE, China, and the Netherlands stand out as hotspots for those moving abroad for work. In Germany, International Hires are represented much more commonly, while Foreign Assignees are more commonly based in the USA. Larger shares of Relocating Spouses are based in Germany, Switzerland, and the USA.

10% USA

6% Switzerland

8% Germany

2% UAE

3% UK

4% China

2% The Netherlands

2% France

2% Singapore

2% Italy

4% UK

9% Switzerland

11% Germany

3% UAE

9% USA

3% China

3% The Netherlands

3% Singapore

3% Belgium

3% Italy

4% USA

8% Switzerland

10% Germany

7% UAE

6% UK

4% China

3% Belgium

3% The Netherlands

2% France

2% Qatar

Relocating Spouses

Foreign Assignees

International Hires

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Survey Demographics

Expat Statistics 310 4 892

6 517

1 US American 2 British 3 German 4 Indian 5 Italian

6 French 7 Canadian 8 Australian 9 South African 10 Dutch

9% Foreign Assignees 14% International Hires 6% Relocating Spouses

MOST COMMON NATIONALITIES FROM THE SURVEY WITH THE HIGHEST REPRESENTATION OF THESE EXPATS

7% Foreign Assignees 21% …

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