Role models: expatriate gender diversity pipeline or pipe-dream?

Purpose: This paper examines the extent to which – and how – female expatriate role models support women to take up expatriate assignments in the male-dominated oil and gas industry. Design/methodology/approach: The research uses data from a census survey of female expatriates supported by semi-structured interviews with a stratified sample of the survey respondents, triangulated with interviews with HR professionals and analysis of organizational policy relevant to expatriation. Findings: Potential assignees value the information that women role models can provide on living in challenging, masculine locations. Role models are particularly important to women undertaking unaccompanied assignments and also when assignment periods exceed traditional lengths. Current female expatriates do not view themselves as role models, despite HR professionals recognizing their value in inspiring women’s expatriation. Research limitations/implications: This research was set in a sector with very few female expatriate role models. Further research is needed to understand the influence of role models on women’s expatriation in different sectors and organizations with greater female role model representation. Practical implications: Training for current assignees, time to be set aside within work duties, and communications links to enable current and returned female expatriates to connect with potential assignees are needed to widen expatriate gender diversity. Originality/value: This research contributes to theory by linking the importance of role models to women’s career stages. It proposes a new theoretical contribution by linking role model importance to the types of assignments women undertake. Practical suggestions for organizations are given to widen expatriate gender diversity via support for role models