PurposeThe purpose of this paper is to report on trends in the deployment of minority expatriates, review organisational interventions to increase expatriate diversity and to consider the challenges facing employers in widening expatriate diversity through a review of practitioner publications published by relocation management companies/consultancies.Design/methodology/approachA review of 109 practitioner publications on organisational international assignment policy and practice was conducted to identify trends across three decades in minority expatriation and employer interventions to widen expatriate diversity.FindingsPractitioner publications record percentage female expatriate participation and expatriate age profiles. While expatriate diversity challenges are reported, employer interventions focus on supporting women and LGBTQ+ assignees but with little detail on their outcomes. There is little emphasis on ethnicity/race, religion, disability, pregnancy/maternity, intersectionality of diversity characteristics and inclusion.Research limitations/implicationsPractitioner publications consulted were primarily Western-focused, with access to a “complete” publications record precluded. Academic research that compares employer policy on diversity interventions with how it is implemented is needed.Practical implicationsA stronger focus on supporting the full range of expatriate diversity attributes and intersectionality is required, explaining how challenges have been addressed and inclusion achieved.Social implicationsAnalysis of employer interventions could assist organisations to widen expatriate diversity and inclusion, and minorities to access international careers.Originality/valueThis review of practitioner data reveals trends in the deployment of minority expatriates, interventions taken by employers and challenges they perceive in widening expatriate diversity, providing a unique perspective and enriching our understanding of academic expatriate diversity research. Path-dependent organisational action may hinder employers' future focus on diversity, inclusion and intersectionality.

中文翻译：

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我们对组织分配的外派人员的多样性、交叉性和包容性了解多少？搬迁管理公司/咨询从业者研究综述

目的本文的目的是报告少数族裔外派人员的部署趋势，审查组织干预措施以增加外派人员的多样性，并通过审查搬迁管理公司/咨询公司发布的从业人员出版物来考虑雇主在扩大外派人员多样性方面面临的挑战。设计/方法/方法对 109 份关于组织国际派遣政策和实践的从业者出版物进行了审查，以确定三个十年中少数族裔外派和雇主干预以扩大外派人员多样性的趋势。调查结果从业者出版物记录了女性外派人员参与的百分比和外派人员年龄概况。虽然报告了外籍人士多元化的挑战，雇主干预的重点是支持女性和 LGBTQ+ 员工，但对其结果的细节很少。很少强调种族/种族、宗教、残疾、怀孕/生育、多样性特征的交叉性和包容性。研究限制/影响咨询的从业者出版物主要以西方为重点，无法获得“完整”的出版物记录。需要将雇主关于多元化干预的政策与其实施方式进行比较的学术研究。实际影响需要更加关注支持所有外籍人士多元化属性和交叉性，解释如何解决挑战和实现包容性。社会影响分析雇主干预措施可以帮助组织扩大外派人员的多样性和包容性，并帮助少数族裔获得国际职业生涯。原创性/价值对从业者数据的审查揭示了少数派外派人员部署的趋势、雇主采取的干预措施以及他们在扩大外派人员多样性方面所面临的挑战，提供独特的视角，丰富我们对学术外派人员多样性研究的理解。路径依赖的组织行动可能会阻碍雇主未来对多样性、包容性和交叉性的关注。雇主采取的干预措施以及他们在扩大外派人员多样性方面所面临的挑战，提供独特的视角并丰富我们对学术外派人员多样性研究的理解。路径依赖的组织行动可能会阻碍雇主未来对多样性、包容性和交叉性的关注。雇主采取的干预措施以及他们在扩大外派人员多样性方面所面临的挑战，提供独特的视角并丰富我们对学术外派人员多样性研究的理解。路径依赖的组织行动可能会阻碍雇主未来对多样性、包容性和交叉性的关注。