U.S. Female Expatriatesfor China Assignment: A Human Resource Challenge

Edita N. LaurelM.A.O.M. – Human Resources

Concordia University, St. Paul, MN

Globalization…

In this era of globalization, U.S. companies are sending employees to other countries. Those employees are called Parent Country Nationals (PCN’s). We simply call them as expatriates. They are employees of a U.S. company assigned to work in China.

The biggest challenge? Attitude, behavior, prejudice against females by Chinese – especially men!

Globalization: Terms:

Parent Country National (PCN) – Citizen of the employer’s headquarter‘s country. Ex. Jim Leininger, a U.S. citizen living in China, working for Towers Watson is a PCN

Host Country National (HCN) – Chinese employee employed in China, for a U.S. company.

MN Companies that do business in China

3M Cargill Delta Airlines Best Buy Target General Mills Medtronic Hormel

Imation Ecolab ** Thomson Legal and

Regulatory Carlson Hutchinson

Technologies Polaris Anderson Corporation

Where do we send our employees? Here’s the top 9 expat assignments.

1. China and Hongkong – Number One! 2. India 3. European Union 4. Japan 5. Singapore 6. Malaysia 7. South Korea 8. Taiwan 9. Brazil

China Employment Facts:

Has experienced the fastest growth in the past 20 years and has been ranked as the fastest destination for foreign investments

According to the Global Relocation Trends’ ’03-04 reports, China has been ranked Nos. 1 and 3 for “most common destination” and “most popular destination”, respectively, as far as global assignments are concerned

This study identified China as the country with the most difficulty in managing gender discrimination.

How many U.S. females expatsin China?

In a 1998 study, it was found that females expatriate managers are under-represented in China. However, times are changing. Recently, more and more females are sent to work in other countries, especially China. The 2004 figures are higher.

Differing predictors of success for men v. women

Four predictors of success*

1) Individual characteristics, i.e., technical knowledge, language skills, personality;

2) Family (supportive spouse and children);

3) Organization (support from the headquarters); psychological contact

4) Host national’s attitudes towards the expatriates!!!! – Problem area for females*

Reasons for not succeeding:

Majority of disadvantages experienced by female expatriates involved a lack of organizational support (Adler, 1984)

Gender Discrimination in China:

Not a question of “is there?”

It is a matter of “how to manage it”

China Employment Facts (cont..)

The World Economic Forum –WEF- in its study of women’s empowerment also identified China as the No. 1 nation where gender discrimination is difficult to manage.

Female Expatriates and Gender Discrimination inChina

Edita N. LaurelM.A.O.M. – H.R.

Concordia University

China Employment Facts

China’s workforce is 46.6% female; women occupied 34% of all administrative and managerial positions on 2003 (Breaking through the Glass Ceiling, 2004).

Great statistics but the issue of gender discrimination issue is continuing to linger. Why?

Attitude of Host Nationals to towards females

There is no question: Known fact, supported by studies that there is a different attitude towards women in China. Yes, discrimination against females DO exist in this county.

Example: Some Chinese male supervisor refuse to be managed by an American female manager;There were reports from female managers that some Chine male even sabotage their work, and flatly refuse (being disrespectful) to them.

Mao: “Women hold up half the sky”

Other Challenges…

Cultural (language, etc.)Selection, PlacementHealth, Safety and SecurityCompensationRetention of global assignmentProcessing

Attitude towards Females in China:(Gender Discrimination):

Discrimination and attitude against females exist because of the centuries - old culturally-ingrained attitude the Chinese have on females

Historically, females are considered “inferior” in China.

Chinese women are designated to handle the household, rear and take care of children, etc.

Here is what Confucius wrote a long time ago – 551- 479 B.C.

“Women and unethical men are very difficult to look after and get along with “

Centuries Old/Culturally Ingrained Belief?

What other leaders are saying:

Shi.Shang Zhi and Shi.Shang Mao :

“Wise men have the potential to become the king of the country.

Wise women only have the potential to destroy a country”.

More prejudice…

A Chinese saying about women in leadership positions:

“…like a donkey taking the place of a horse which can only lead to trouble…”

China Employment (cont…)

Xiuping Wu, Vice President of Beijing Women’s Federation, “women in managerial power is like a pyramid: the higher the position – the lesser the women”.

Mao:

“Women hold up half of the sky”

China employment facts..continued.

So, despite advances in China, a study conducted by International Labor Office, “sex stereotyping” continues. (Also termed “ghettoization of female labor” – Lopez- Claros and Zahidi, 2005). According to them, managerial position is perceived as a male occupation.

Our Role as U.S. Managers:

How do we manage this challenging issue of Gender

Discrimination?

Things we can do:

Explain to our HCN’s that gender discrimination and attitudes against female managers exist in China; - that it is real!

Encourage the female HCN to educate herself on the Chinese culture, including the whys of gender discrimination in the Chinese culture;

Explain the various organizational procedures in place if the HCN experiences challenges due to her sex;

Make sure that this issue is covered in the company’s strategic global workforce planning;

Most important:

Show that the organization supports the female expatriate 100 percent.

The biggest problem that female PCN’s perceived was that the company does not give them their full support. (Adler).

Things we can do…(cont…)

Have the person take a trip – spend a few days in China (before the person firms up the assignment). After all, it is a very risky move

Assign a mentor who is already in China to be friends with the new female employee to acculturate her with the Chinese culture;

Simulations of real life situations: “What if…” a situation happens?

What we can do (before the assignment….)

If possible, have the family accompany the employee for a pre-visit to China;

Exposure…exposure…exposure… Acculturate, acculturate, acculturate. Try to assimilate Chinese culture. Be friends with

Chinese male without showing a power struggle; Try to be social (socialize and make friends) with

the Chinese co-workers so that they will know you better.

The stereotyping might advance to harassment

Remember Vicarious Liability: Employer is responsible for the discriminatory acts of its employees. Remind employees, both PCN and HCN of this

Remind the harassing employee of company policies against harassment, and the consequences if the policy was violated

What when harassment occurs -

Handle the matter/investigation according to the established company policy;

Extraterritoriality* of U.S. Employment Laws

Laws for U.S. citizens employed outside the U.S. by U.S. companies:

• Title VII of Civil Rights Act of 1964 • Age Discrimination in Employment Act (1967) -

ADEA • Americans with Disabilities Act – ADA • Foreign Corrupt Practices Act • Sarbanes-Oxley Act • Prosecutorial Remedies and Other Tools to

End the Exploitation of Children Today Act (PROTECT)

Caution! Not all U.S. Employment Laws are shared.

“Employment-at-Will” – not shared. There are some employment contracts

that identify the scope of employment;Anti-discrimination and harassment vary

widely;Important! There are also local Chinese

laws you need to adhere to! IMPORTANT!

The Future: My Prognosis:

We are seeing the changes…in 1998 when females are underrepresented in China, to 2004 when females broke the glass ceiling. I believe that things are getting better for the females workers in China, and that same will be true for female expats. There’s a lot of cross-cultural exchanges happening right now, including interracial marriages. Changes will be for the better.

Methodology:

Literature reviews using:

- a combination of books

- and scholarly articles

Thank you….

Concordia University (Prof B &Donna Olson) for allowing me to join this group using a creative approach.

Thank you Hai and Calvin for sharing the camera charger

Thanks, everyone!

The Great Wall of China