This third-place winning survey is the fifteenth annual report issued by Brookfield GRS and their yearly reports constitute one of the industry’s most reliable sources of global relocation data and trends.

Following our series on the winners of Expatica’s 2009/2010 HR top 5 industry survey awards, we look at Brookfield’s excellent third-place winning entry, the 2010 Global relocation trends survey report.

The survey is the fifteenth annual report issued by Brookfield Global Relocation Services (Brookfield GRS) and their yearly reports constitute one of the industry’s most reliable sources of global relocation data and trends.

This most recent report’s findings were based on 2009 figures and were much influenced by the economic climate, with record numbers reported in almost all categories as measured with previous years’ studies.

Some of the most dramatic shifts were in the measures of 2009’s overall expatriate population.  Record findings include the following:

• Only 27% of companies surveyed reported that the number of expatriates they hired increased in 2009, the second lowest percentage in the history of this report.
• 17% of expatriates were women, the lowest percentage since the 2001 report.
• Only 10% of expatriates were 20 to 29 years old; 40% of expatriates were in the 40-49 year age group (a tie with the 2003/4 report for the all-time high).
• 70% of expatriates were married. The percentage of married men (63%) was higher than at any time since the 1999 report.
• Only 47% of expatriates had children accompanying them, an all-time low.
• Spouses/partners accompanied 79% of expatriates; the second lowest percentage in the history of the report.

Moreover, it appears to have become more difficult for previously employed spouses to obtain employment during assignments in 2009.  Only 9% were employed both before and during assignments, compared to a historical average of 14%.  In contrast, 50% of partners were employed before (but not during) assignments, compared to a historical average of 48%.

Authors of the study suspect that the difficulties in finding partner employment were related to economic conditions or to the locations where expatriates were posted.  Language and cultural difficulties may inhibit employment and the challenges of immigration may make potential employers unwilling to consider an expatriate spouse candidate who would need immigration support.

Findings in the area of expatriate sources and destinations remained somewhat more constant in comparison to previous years, although the research was not without its surprises.

The United States and China were the top expatriate destinations – reversing the order of the 2009 report.  The United Kingdom remained in third position.  The results for emerging assignment locations, however, were surprising.  While China remained in the top position, Singapore moved from fourth to second place.  While India fell from second to fourth place, the United States rose to third place – climbing from its nineteenth position in the 2009 report.  Another unexpected change was Russia; it fell from third position in the previous report to twenty-first position. The authors of the study believe that this is possibly a reflection of the continuing strains in the Russian economy.

Finally, the study traced definite changes to corporate global business strategies.  The survey found that:

• 58% of company revenues were generated outside the headquarters country, a record high that compares to a historical average of 44%.
• For 96% of respondents, relocation assignment policy decisions were made globally at headquarters (the highest percentage ever), 2% regionally, and 2% country by country.
• In response to economic conditions, 72% of companies reduced assignment expenses, 84% reported increased pressure to reduce costs compared to a year ago.
• The most common assignment objective was filling a managerial skills gap (22%), followed by filling a technical skills gap (21%), building management expertise (17%), technology transfer (16%), and launching new endeavours (13%).

Given these record highs and lows, next year’s report is likely to be one of great interest to researchers and HR professionals alike.  As the economy adjusts to financial global shifts, will expatriate global movement continue to decrease?

The Expatica Top 5 Industry Survey Awards recognise excellence in HR surveys which demonstrate continuing relevance to the HR profession, cutting edge findings, and rigorous survey methodologies.  To learn more about the awards and the first and second place winners, please click here.

 

Erin Russell Thiessen / Expatica