Companies are sending more and more employees on international assignments to capitalise on global growth opportunities. 

For many companies, international assignments have become building blocks of future leaders and those looking to optimize their career. As the number of international opportunities grows, the demographics of international assignees continues to evolve as well. So who are today’s international assignees?

According to the Brookfield Global Mobility Trends Survey, there has been a significant uptick in female and non-married employees sent abroad. In 2016: 25 percent of international assignees are female, up 12 percent from 1995; 32 percent of international assignees are single, up 18 percent from 1995.

Furthermore, research from Brookfield demonstrates that the Millennial workforce has a unique perspective about their careers compared to other generations, as well as a desire to travel – making them ideal candidates for international assignments. Despite these trends, not all companies are yet engaging Millennials in international assignment programs, possibly limiting their future talent pool of potential leaders.

In fact, the Brookfield GMTS found just ten percent of international companies realize the value in investing in younger workers when relocating overseas. These companies see the role of global mobility as directly aligned with the talent management agenda, and therefore base their international assignment decisions on long-term growth and ROI.