000			02089namaa2200409uu 4500
001			oapen76203
003			oapen
005			20240507100331.0
006			m o d
007			cr|mn|---annan
008			230912s2023 xx |||||o ||| 0|eng d
020			_a9780367621636
020			_a9780367626334
020			_a9781003110033
020			_a9781003110033
024	7		_a10.4324/9781003110033 _2doi
040			_aoapen _coapen
041	0		_aeng
042			_adc
100	1		_aMin Toh, Soo _4edt
245	1	0	_aExpatriates and Managing Global Mobility
260			_bTaylor & Francis _c2023
300			_a1 online resource
336			_atext _btxt _2rdacontent
337			_acomputer _bc _2rdamedia
338			_aonline resource _bcr _2rdacarrier
506	0		_aFree-to-read _fUnrestricted online access _2star
520			_aThere has been several decades of research on why women are under-represented in the expatriate population, but it is only in the past few years that research has begun to focus on issues with members from other diverse groups and how they fit into the expatriate picture. This chapter's authors spotlight gender, age, race, religion and sexual orientation diversity. They point out, however, that MNCs can help alleviate some of these issues by fostering strong diversity climates within the firm, including diversity training programs, but clear evidence for the success of the various attempts to increase diversity is lacking. This chapter highlights how there is a special need for research which considers the intersection of these various dimensions of diversity, and how that can affect expatriate experience.
540			_aAll rights reserved _uhttp://oapen.org/content/about-rights
546			_aEnglish
653			_aexpatriate experience, diversity, diversity training
700	1		_aDeNisi, Angelo _4edt
700	1		_aDeNisi, Angelo _4oth
700	1		_aMin Toh, Soo _4oth
793	0		_aOAPEN Library.
856	4	0	_uhttps://library.oapen.org/handle/20.500.12657/76203 _70 _zFree-to-read: OAPEN Library: description of the publication
999			_c36852 _d36852