As international assignments for multinational corporations continue to grow, companies must increasingly consider the unique challenges faced by LGBTI employees. The number of workers taking on global assignments has increased significantly since 2000, with projections suggesting over 50% growth by 2020.
However, certain countries present significant obstacles for LGBTI expatriates, particularly those with laws that oppose or criminalize homosexuality. Countries such as Russia, Nigeria, Saudi Arabia, and Indonesia are considered some of the most challenging destinations, as they may even endorse the death penalty for homosexuality, posing serious risks for LGBTI employees and their families.
In addition to these legal risks, LGBTI expatriates often face unique hardships not experienced by their heterosexual counterparts. Many countries refuse to recognize same-sex marriages or provide spousal visas to same-sex couples, creating significant challenges for employees who want to relocate with their partners.
Access to healthcare and other benefits may also be restricted for same-sex couples, making it difficult for them to have the same level of support as heterosexual couples on assignment. For instance, one expatriate shared their experience in Indonesia, where they knew their partner would not be granted a spousal visa, and instead sought assurances about being able to stay in the country and evacuate as a family in case of emergencies.
Supporting LGBTI Employees on Global Assignments: Overcoming Legal and Social Barriers in Multinational Corporations
Furthermore, LGBTI expatriates may face social isolation and lack of community while on assignment. The absence of other LGBTI families can make it difficult for them to feel a sense of belonging. Additionally, workplace dynamics may be fraught with discrimination, creating a challenging environment for LGBTI employees to thrive professionally.
Research suggests that lesbians, in particular, face unique barriers to career development, including struggles to secure the right job and advance within their organizations. These challenges can result in feelings of frustration and hinder the overall potential of LGBTI employees.
The decision to accept or decline an international assignment can be heavily influenced by the perceived support or lack thereof in the host country. Many LGBTI employees may decline assignments out of fear of discrimination, being unsupported, or facing legal repercussions due to their sexual orientation.
As a result, multinational companies risk losing valuable talent if they do not provide adequate support mechanisms for their LGBTI employees. This could lead to early returns from assignments and failure to meet business objectives, which can be costly for the company.
To address these issues, multinational corporations have two options. The first is to ignore the challenges faced by LGBTI employees, which could result in high assignment failure rates and financial losses. The second, more responsible approach is to acknowledge these challenges and actively provide support systems for LGBTI employees on international assignments.
Some companies have already implemented policies specifically aimed at supporting LGBTI employees, leading to improved morale, productivity, and overall job satisfaction. By offering career mapping, support during assignments, and communication channels for feedback, companies can help mitigate the difficulties LGBTI employees face while abroad, ultimately ensuring better outcomes for both the employees and the organization.
