Does gender matter? Gender talent migration and its implication for talent management

Abstract

PurposeThe growing trends in talent migration, which in the extreme lead to brain drain, in step with an increasing female participation in labor markets and migration flows, set challenges for both business and governments managing these processes. In this vein, it is proposed that macro talent management (MTM) is effective in managing the above-mentioned macro-level issues. The purpose of this paper is to identify and compare the determinants of talent migration with respect to gender and to analyze the role that talent management (TM) practices may play in the migration of diverse talent groups (male and female) within the Russian context.Design/methodology/approachAnticipating the possible differences in talent migration determinants between men and women and using data from 557 Russian graduates, considered to be high-potential talents, the authors found that these determinants converge.FindingsMale and female talent migration intentions in Russia are influenced by the same industry and individual push factors as well as family reasons, confirming that women are acting as independent economic migrants rather than tied movers. Moreover, the authors identified that talents in our sample evaluate highly the possibility of TM practices to change their migration intentions, and that female talents are more sensitive and responsive in this regard. Therefore, the TM system in the emerging economies' context, in particular Russia, is important for increasing the share of women in the workforce, in particular in leadership positions.Originality/valueThe study's results are important as they provide evidence on the gendered dimension of talent migration in particular in terms of the gendered assessment of talent migration determinants. Moreover, the study shows the positive role of TM in managing talent flows at the country level, in particular the ability of TM practices to attract talents to local organizations and, hence, retain them in a country.

Exploring key themes and trends in international student mobility research —A systematic literature review

“…The decision of international students to return to their home country after completing their studies is influenced by various challenging factors. Family ties have been identified as one of the most significant reasons for international students to return home (Latukha et al, 2021). Students from both developed and developing countries may find better opportunities in their home country (Rajani et al, 2018).…”

“…Mathies and Karhunen (2020) argued that it is important to focus on building international professional networks not only for students and HEIs but also for potential employers. Developing talent attraction and development practices is crucial for employers and talented workers, as it demonstrates an organization's readiness to cultivate their potential and professional skills (Latukha et al, 2021). Li (2020), and Shumilova and Cai (2016) argued that Finnish employers must adapt to the needs of workers, such as operating in English, to remain competitive in the global market for highly skilled workers, as workers may leave the country if opportunities are not available.…”

“…It is important to recognise that the decision to migrate is not made alone and families have a significant influence on this decision. Family ties play a critical role in both genders' migration decisions, and women have the autonomy to make independent migration decisions (Latukha et al, 2021). Family ties can act as both a pull and a push factor in expatriation, and having family in the home country increases the likelihood of returning (Rajani et al, 2018).…”

“…In Finland, for example, the job market is primarily in Swedish and Finnish, despite the fact that the country offers a high number of courses in English (Mathies and Karhunen, 2020). Other important factors include cultural adaptiveness and international experience, with those who have had more exposure to international environments being more likely to stay (Latukha et al, 2021). European students are often more open to migration due to programmes like Erasmus that encourage mobility (Mendoza et al, 2019).…”

Macro talent management: Literature review

“…Из-за больших затрат для привлечения иностранных специалистов малые и общественные организации оказываются в проигрышном положении [Cameron, Harrison, 2013], и поэтому необходимы определенные меры со стороны государства. Индивидуальные факторы, влияющие на мобильность человеческого капитала, связаны с гендерными различиями, которые приводят к необходимости реализации специальной политики для привлечения и удержания талантливых мигрантов-женщин [Docquier et al, 2012;Latukha et al, 2021], а также с близостью культур стран, участвующих в миграционных процессах [Qin, 2015]. Соответственно, важно осуществлять культурную интеграцию иностранных специалистов в принимающей стране [Oishi, 2013].…”