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Working Abroad: One for all & all for Women!


Careertrotter has recently completed in-depth primary research questioning near 600 multilingual speakers focussing on their main motivations when it came to going abroad and we have found some interesting stats along the way. 



Over 60% of our respondents were female who had made the move abroad between the ages of 22-33. The vast majority made the move for career opportunities (51%), for a better quality of life (28%), the culture of the country (29%), for adventure (24%) and last but not least, for love (23%).

Sticking with career opportunities, authors Stacie Nevadomski Berdan and Perry Yeatman found in their research for ‘’Get Ahead by Going Abroad’’ that the majority of women (85%) saw an acceleration in their career, 78% saw a rise in salary and 95% believed that working abroad helped them develop their skills and become stronger managers and leaders within the workplace.
It has been 12 years since this book was published and the statistics are showing similar results today from our research. The general feeling is that in order to grow within their respective field, women believe that going abroad is the way to go.

From our results, we can see that both sexes have a similar amount of experience in industries such as Customer Service (Call Centre/Hospitality/retail), Sales and Marketing.
However, when it came to looking at the difference between men and women in management positions there is almost double the number of men in management/team lead roles over women. 

This could open up the floor to discussing the reduction of the barriers of entry to the workplace with regards to:

  • Stereotypes - How women are perceived in management is different from how men are seen. Adjectives such as ‘’pushy’’ and ‘’aggressive’’ and men are described as ‘’driven’’ and ‘’motivated’

  • Networking is still a ‘’Boys Club’ - Trying to develop a strong professional network can be daunting even in today’s world as Networking is still seen as a ‘’Boys Club’’. This can be hard to break into as a woman.

  • Family - Whatever way you look at it, women are still the primary caregivers in the family. Women are having to choose one over the other and with both, work hours become longer and the family time suffers. 

Tackling barriers such as these could help us see a rise of women in management positions and of course a more gender equal workplace. 
Eurostat put it perfectly with stating that ‘’No industry or country can reach its full potential until women reach their full potential. This is especially true of science and technology, where women with a surplus of talent still face a deficit of opportunity.’’ 

We can see from our research that women look for similar company attributes to men. While men focus on the salary offered, the location of the job, company culture and the interviewer they deal with during the recruitment process, whereas women look towards the salary, the job description, location and the working hours of the position as well as the travel time to work.

We can see that salary plays a large part in the main attributes when attracting women and it would be extremely beneficial to work on closing the salary gap between the two genders. Offering greater transparency on who earns what can help settle frustrations, boost morale and decrease overall turnover and/or depletion of women in the workplace. 

We know that the current EU average for the gender salary gap is at 10%. Countries such as Ireland, Germany and the Netherlands have quite some way to go, especially since the majority of our respondents have moved to Ireland and Germany.


In Careertrotter, we have well and truly closed the salary gap, decreased turnover and have a strong workforce compiling of 66% women. 
The hope is that others follow suit and reap the benefits of what 60% of the women we have questioned have… the highly coveted international experience.