Abstract
This essay analyzes the evolution of female expatriates in Western multinational corporations in the recent years and confronts the issues of gender stereotyping, discrimination and family responsibility.
The small number of women on global assignments is disconcerting, given that the researches suggest female expatriates are quite successful (Adler, 1984b, 1986, 1994; Caligiuri and Tung, 1999; Napier and Taylor, 1995; Taylor and Napier, 1996).
Despite a slight evolution, why are women expatriates under represented?
This paper summarizes the key findings of researches that analyzed expatriation of Western women managers from a career theory perspective. Diverse theories draw a theoretical framework to elucidate the relationship between gender, culture and career. The meanings Western women managers attribute to their career path and expatriate experience are explored by using interviews that were available on the internet.
