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The newly released eighth edition of the Brasil Mobility Study provides program and policy benchmarks to support corporate global mobility and human resources professionals in working in or with Brasil based mobility programs. The survey was conducted by Global Line in partnership with Worldwide ERC® with additional support from Fundação Instituto de Administração (FIA). Based on the interest of participating companies, the current edition includes additional information on the opportunities and challenges of working with multicultural teams, and how the mobility function can support them.
The study was conducted between July and September 2019 and collected input from 195 multinational companies and 235 individual expats. The respondent companies are predominantly large (55% of them have more than 10,000 employees), have a presence in 44 countries on average and most (82%) have their corporate headquarters outside Brazil.
The findings show that while multicultural teams are widely used and valued by companies, they generally do not receive support to overcome their specific challenges. This presents an opportunity for global mobility professionals to demonstrate how their specific expertise can lend support to companies seeking to benefit from such teams.
The study’s benchmarks reveal signs of recovery in Brazil-related international mobility activities, most likely due to improved economic prospects for the country. Results indicate a growth of 22% between 2018 and 2019 for the international transfer population. This appears due to the influx of foreigners transferred to Brazil by foreign companies in the food, oil, and IT industries. The United States, France and Argentina are the main countries of origin (38% of the total) and destination (25% of the total) of the expats.
Additional findings show that the typical Brasilian expatriate profile is more concentrated on junior to mid-level roles. Flexible expatriation policies are especially attractive to companies because of the potential for reduced costs and increased initial expat satisfaction. These policies, however, pose risks requiring mobility professionals to play a more active role in their expatriate relationships. The survey also found that the most common reasons for failed international assignments are related to family issues and difficulty with cultural adaptation of the family or employee. Two out of three companies were found to offer cultural training to their expatriates to mitigate this risk. Among respondent expatriates, satisfaction with their company’s relocation support was low, with no more than 38% of expatriates being satisfied, depending on their family situation.
For additional information or inquiries, please contact Worldwide ERC Research at email@example.com or +1 703 842 3400.
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