b'One such company is global tech firm VanHack TechnologiesCompanies should consider the terms of transfers on a case-by-Inc., which relocates workers to Canada and Europe fromcase basis, advocates Heyne. For instance, a shorter assignment countries that include Brazil, Nigeria, India, Ukraine, themight be more palatable to female assignees because it allows them Philippines and Vietnam. Between 15 per cent and 20 perto stay in closer touch with their extended family. There are a lot cent [of those] relocating through VanHack are women, saysof female assignees going for a few months, she observes. Guilherme Maniglia, VanHacks head of talent. We need to work a lot more on this to grow the number.Another possibility is that women transferees may ask for addi-tional resources to support their partners. With both women and Maniglia notes that VanHack does not distinguish betweenmen, one rule still holds true. Any relocation is going to fail if the male and female candidates in their selection process. We are apartner and family are not happy. I heard as recently as a couple community of engineers [and] it really doesnt matter if you areof weeks ago that this is still at the top of assignment failures, a man or a woman, he says. [However] we do have way, wayHeyne says.more men available in the market to relocate to Canada than women, and we want to have more women. Another useful strategy is to help with cultural integration by drawing on the support of colleagues in the host location, In Canada, there is a bridge program [at VanHack] to trainproviding detailed information about the destination, encouraging women developers and designers, adds VanHacks relocationthe transferee to join local expat support groups or womens coordinator Tatiane Cortez. Companies are worried aboutgroups, and considering arranging for a mentor. gender equality [but] its not a gender profile, its a skills-based profile. I believe we have to empower our women. TheyWorking women also have some responsibility to put themselves need to believe in themselves, build an international profile,in a favourable position to obtain and succeed in a transfer by and compete. educating themselves about the reality of the international reloca-tion, developing the right skillset, indicating their interest, and At companies across the country, a move to diversify the work- building their network of peers and potential mentors, both inside force is growing, which also helps in the growing battle for topand outside their company. talent. Comments Kathy Gibson, CEO of Catchy Consulting Inc: In Canada right now, theres a particular push aroundGuilherme Maniglia speaks for many employers when he says: diversity and inclusion, especially in technology Theres anWe really want to send the message that we want to motivate international talent war, in many cases, to recruit top talent. [women] to go further. When it comes to a companys decision on who to relocate, There is no difference between a man and a Gibson helps broaden the recruitment base by attractingwoman and we want women to understand that.women as well as candidates from other under-represented groups. We are very invested in finding qualified women to move to Canada, knowing from a gender intelligence lens that theres an enormous value in having women in the workplace, she explains. The research shows that the closer you get to a 50/50 parity balance, there is literally a monetary value. More companies are becoming aware of this. I would call it an unprecedented demand for women.ADDRESSING OBSTACLESStill, barriers exist when it comes to professionally relocating women. Women are less likely to relocate than men, notes Gibson. Obviously, family is a huge consideration for a lot of womenaging parents or young children in school. There are also cultural issues. We do a lot of placements from Africa or eastern Europe into Canada. Theyre excited about the work culture and opportunities, but from an integration and cultural navigation perspective, it can be really tricky, says Gibson, adding that safety and work for a spouse are among top considerations. This is where Canada has a bit of a competitive advantage, because not all countries have the spousal permit that allows a spouse to find employment in their field.Heyne agrees that these considerations are important to female transferees and says some can be addressed with a bespoke policy approach mindful of their needs. What [women] are looking for, especially if theyre moving with a family, is a little more lead time to get their ducks in order, she says. What Im seeing is that many company policies are outdated and are not reflecting the current profile of their employees. One of the things HR managers and even business managers can do is not assume that a woman is not interested in an inter-national assignment.Fall 2019PERSPECTIVES19'