Reference no: EM134019532

Question

Chapter 8 in the text discusses the sociocultural considerations that affect staffing decisions, including the issues of international assignments. Women have lagged behind men in serving in expatriate positions due to social and cultural issues. However, there is a cost both to the individuals in terms of career advancement and to the multinational companies in terms of tapping key talent. Firms must also balance their legal obligations with the social norms that may conflict with equal employment opportunity and other laws. In the United States, employment law protections may extend to citizens who are working abroad; an exemption is when U.S. law would violate the laws of the country in which the employee works. The EEOC in its Notice of Enforcement Guidance details the employer responsibilities under Title VII and the ADA for U.S. companies with overseas operations and for foreign companies operating the U.S. As a HR manager for a multinational company, what strategies would you employ to help ensure the organization is making full use of the available talent, including women, in all of their operations? What recommendations would you make to help ensure that women expatriates are successful?