The Blog for Culture Vultures

Satiate your inner Culture Vulture with regular news and posts about cultural awareness, doing business abroad, working in a multicultural environment, HR diversity and global mobility.

Which Language is Spoken Where?

At Commisceo we like to react to our customers needs. One thing we noticed with many of our valued translation and interpreting clients was that sometimes they were unsure as to what languages are spoken in which countries.

So what do we do? We invent a little widget that answers this for them in a second! The widget can be added to their own site and will soon also become a Google Widget (watch this space).

SORRY NO LONGER AVAILABLE

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Boost international trade through Languages

Boost international trade through Languages



In order for the UK to boost international trade it must invest much more in languages, according to a new report.

The report by James Foreman-Peck of Cardiff Business School found that not learning languages "promotes complacency and under-investment".

Teresa Tinsley, director of communications at CILT, the National Centre for Languages, said: "We urgently need to raise awareness amongst young people of both the economic and cultural benefits of learning a language."

She went on to say that she wanted to see more employers using management skills and valuing languages as a key business skill.

Ms Tinsley said she wanted to see commitment from all government departments – not just the Department for Children, Schools and Families – to recognise the importance of languages to Britain's future.

CILT recently published its new agenda for languages calling on government agencies and businesses to place more value on languages.

"We need to increase the number of UK graduates competent to work internationally, to enable them to compete with multilingual counterparts from across the world," Ms Tinsley added.

The Cardiff Business School report also found evidence to suggest that Britain's language investment is so low that it imposes a heavier tax on British trade than the average for the rest of the world.
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Immigration report proposals will hinder employers

Immigration report proposals will hinder employers



Employers will find it more difficult to recruit skilled migrants from overseas if the government accepts proposals to further tighten up the immigration system, a law firm has warned.

Alarm bells were sounded by Speechly Bircham following a Migration Advisory Committee report on the points-based immigration system, which outlines how the UK could do more to protect jobs for British workers.

Recommendations include:

*A requirement that migrant workers outside of the EU will earn £20,000 and workers without qualifications will earn at least £32,000
* Increasing the application fees for Tier 2 (the skilled workers category for those from outside the EU)
* Increasing the period that a role has to be advertised in the UK to four weeks
* Increasing the period before an employee can transfer from an overseas branch to the UK via an intra-company transfer from six months to 12 months.

Tracy Evlogidis, head of immigration at Speechly Bircham, said: "It is clear from the recommendations that employers will face an incredibly difficult task in recruiting skilled migrants from overseas, no matter how special they are and who they are.

Read more > Immigration
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Employment and Cultural Diversity

Employment and Cultural Diversity
Recent surveys of employers consistently show that what they look for in job candidates - and seldom find - are strong communication skills. As the work force increasingly diversifies and organizations become global in scale, employers are setting the bar higher, favoring candidates who can communicate sensitively and efficiently across cultural divides.

Multicultural awareness is a "critical success factor" in today's job market, says B. K. Simerson of Tradewinds Consulting, a St. Charles, Ill.-based firm that helps organizations develop leaders and cope with change.

"We are now a global workforce. If you are entering an organization, unless it's extremely small, you're going to be interacting with individuals from different cultural backgrounds," he says. These differences occur among co-workers and clients and in supply chains and distribution channels, he adds.

Understanding cultural differences and being able to communicate with people of different races, ethnicities, nationalities and backgrounds is so crucial to the success of organizations that it won't be long before such will be the norm among job applicants and an expectation among employers, says Kristina Leonardi, adjunct instructor, NYU School of Continuing and Professional Studies, New York.

Read more > Philly.com
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New DVD - Cross Cultural Communication & Customer Service

We have today added a new DVD title to their library of cross cultural communication training DVDs.



Cross-Cultural Communication and Customer Service

In Part 1, service representative Valerie receives a call from Lois, a customer from another culture. Valerie speaks quickly and uses slang, frustrating Lois. Valerie is impatient with Lois’ accent and English, and belittles her, despite the fact that Lois has taken the time to learn Valerie’s language. Valerie insults Lois, and loses a customer.

In Part 2, Valerie approaches the same situation differently, adapting to the customer’s unique needs. Valerie speaks slowly, clearly, and properly. When Lois uses unfamiliar words, Valerie seeks to reframe to understand her. Despite being challenged by the communication difficulties, Valerie takes personal responsibility, finds a solution, and ultimately triumphs with yet another happy customer.

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Organisations Failing in Cross Cultural Up-Skilling



Leading research and workplace innovation company, Career Innovation (Ci) has today published the results of its latest study, Cross-Cultural Development Conversations.

Carried out across 45 leading companies worldwide, the new study has found that although organisations are aware of the need to skill up their leaders to manage the cross-cultural workforce, few have acted to make this a reality.

At a time when the pace and scale of globalisation has never been higher, competition for the best talent remains intense. The effectiveness of development conversations in organisations is known to play a significant role in engaging and retaining key talent. Factoring in the complexity of a diverse and dispersed workforce makes it even tougher to ensure that these conversations are at their most effective.

According to the 45 organisations interviewed (Sept-Nov 08), the business importance of working effectively across cultures is high and rising. Most are already operating complex organizations across multiple regions and almost all (91%) indicated they expect cultural diversity in their organisations to increase over the next 3-5 years, with nearly 50% expecting a “significant increase”.

The study revealed three top factors that impact cross-cultural development conversations:

The directness of communication style
Language differences – especially when people are not communicating in their first language
The need to establish high levels of trust across cultures, in order for development conversations to be effective

Differences between Asian and Western cultures were consistently reported as a particular challenge by respondents with 50% of organisations reporting this as an issue.

Companies identified many key employee development processes that are impacted by these cultural hurdles. For example, 60% of organisations said that coaching relationships can be much tougher to establish in some cultures than in others. Giving feedback can also present challenges, with one company finding that its Chinese employees quit after receiving challenging feedback.

“This issue has a big impact on global organisations”, says Ci’s founder Jonathan Winter. “Although they are increasingly aware of the need to encourage meaningful dialogue with employees about their careers and development, only a few have really taken on board the additional complexities overlaid by the cross-cultural dimension. Left unresolved the cross-cultural conversation gap hits the bottom line in a way companies can ill afford in today’s tough times.”

Organisations who are placing the strongest focus on building their employees’ cross-cultural competence report significant benefits including improved attraction and retention rates.

Following on from this study and Ci’s previous Conversation Gap research, Ci will be developing its existing career tools and approaches to encourage more leaders to develop cross-cultural thinking as part of their everyday style. Winter offers an example of how this will be incorporated, “Our Engaging Conversations multi-rater tool is already helping mangers around the world improve their staff dialogue skills and habits. We’re going to take that to the next stage and incorporate the cross-cultural dimension”.

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Intercultural Teams



The complex work of modern knowledge intensive industries requires input from a variety of professions and skill sets, more than a lone worker can be expected to master. And since business is rapidly globalizing, managers can expect to work with teams whose members represent multiple cultural approaches to interpersonal relationships, work, and structures.

In such a situation, opportunities for misunderstanding and miscommunication abound, but the opportunity for magnifying the productivity of the group into deeper and more robust results is also great. What resources can a manager bring to the orchestrating of work in a multicultural team?


Approaches to Team and Group Work in Different Cultures

North American and Western Europe exemplify cultures in which individuals expect to compete, putting forth their own ideas forcefully in the expectation that others can be persuaded to go along with the one whose idea is most powerfully expressed. Such an approach to work in a group can be expected to generate a great deal of “noise”: conflict, debate and friction. Successful groups working within this paradigm will channel their competition into improving the work itself, but the obvious danger is that the conflict can become interpersonal, with emotional overtones interfering with the task at hand.

Read more > Teams

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Expatriate Bankers Are Cut Loose

Expatriate Bankers Are Cut Loose



Losing your job anywhere is disorienting, but imagine being laid off when you work in a foreign country. Not only is your source of income, and perhaps a good part of your identity, suddenly yanked away, but often you lose your right to remain in the country.

Sandra Johnson, left, president of the Kensington and Chelsea Women’s Club in London, said membership was dropping. International recruiters like Sonamara Jeffreys in London, right, say that laid-off Americans with 30 days to leave Britain are looking for jobs back home.

Add to that urgent disruption the calamity of a collapsing industry and you have the life more or less of thousands of American expatriates in banking and finance.

The archetype of the young international banker cut one of the most dashing figures of the age of globalization. Well-educated and well-connected, able to take their pick of jobs, they skipped across employers like they did countries for weekend getaways.

As recently as last fall, financial professionals who lost their jobs as Wall Street bled could hope for new positions overseas. But layoffs have spread quickly from New York to Europe and now to the Mideast and Asia, leaving a growing number of jobless expats, as they are known, with few places to turn and either stranded or forced to return home.

A rhyming refrain among laid-off bankers a few months ago — “Try Dubai, Mumbai and Shanghai” — now seems hopelessly dated. Financial markets in all three cities have crashed.

Read more > Bankers
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Ethnic Minorties to be protected during recession

Ethnic Minorties to be protected during recession



People from ethnic minority groups could receive additional financial support as a result of government fears they will be hardest hit during the recession.

At Labour's Black, Asian and Minority Ethnic annual general meeting in Leicester, work and pensions secretary James Purnell announced an initiative to ensure that no ethnic minority worker would be "left behind".

Purnell warned that employment levels among people from ethnic minorities fell by 10% in the last recession, and said it was important to ensure such mistakes were not repeated.

"In the past too many were left behind in bad times. Ethnic minority workers suffered most in the Tory recessions," he said.

Mr Purnell said the Equality and Human Rights Commission (EHRC) had agreed to work with the government to assess whether any groups were suffering disproportionately in the recession, and to advise ministers about corrective measures.

Read more > HR News
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CILT research into Intercultural Skills

CILT research into Intercultural Skills



CILT is now entering the second phase of its research into an occupational and functional map for languages and intercultural skills and is currently consulting on the cross-sector applications of languages and intercultural skills in the workplace.

You can contribute to their research

If you are a employer involved in the management or recruitment of any roles using language or intercultural skills or if you are an employee using your language or intercultural skills in your job, they would like to hear from you. They’ve prepared a short questionnaire that should take no more than 5-10 minutes to complete.

Your views are essential to this project. Please download and complete our questionnaire and return it to This email address is being protected from spambots. You need JavaScript enabled to view it. by Friday 27th February. If you have any questions or comments about the project, you can email those to the same address.
Alternatively, their research team are conducting one-to-one telephone interviews with employers, employees and key stakeholders. If you have a lot of knowledge with regard to a particular role, or roles, and its (their) use of language or intercultural skills, it would be very helpful to talk to you. Please contact CILT directly to discuss your particular perspective.
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Christian bus driver refuses to drive buses with atheist ad

Christian bus driver refuses to drive buses with atheist ad



A bus company is attempting to accommodate the religious views of an employee who refused to drive vehicles displaying atheist advertising.

A Christian bus driver Ron Heather, from Southampton, Hampshire, has refused to drive a bus with an atheist slogan proclaiming "There's probably no God". He responded with "shock" and "horror" at the message and walked out of his shift on Saturday in protest.

His employer, First Bus, said it would do everything in its power to ensure Heather does not have to drive the buses.

When he returned to work last Monday, he was called into a meeting with managers and agreed to go back to work with the promise he would only have to drive the buses if there were no others available.

Audrey Williams, head of discrimination law at Eversheds, said: "The employer has been pragmatic and accommodating in its approach."

Read more > Bus Driver

What we say:

Religion in the workplace is of great importance today, especially in the UK with the passing of the The Employment Equality (Religion or Belief) Regulations 2003. This story portrays nicely a case where the employer used common sense to bring about a positive outcome for the employee.

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Is E-Learning the future?

Is E-Learning the future?



The vast movement towards e-learning is clearly motivated by the many benefits it offers. However much e-learning is praised and innovated, computers will never completely eliminate human instructors and other forms of educational delivery. What is important is to know exactly what e-learning advantages exist and when these outweigh the limitations of the medium.

Features Unique to e-Learning

Like no other training form, e-learning promises to provide a single experience that accommodates the three distinct learning styles of auditory learners, visual learners, and kinesthetic learners. Other unique opportunities created by the advent and development of e-learning are more efficient training of a globally dispersed audience; and reduced publishing and distribution costs as Web-based training becomes a standard.

E-learning also offers individualized instruction, which print media cannot provide, and instructor-led courses allow clumsily and at great cost. In conjunction with assessing needs, e-learning can target specific needs. And by using learning style tests, e-learning can locate and target individual learning preferences.

Additionally, synchronous e-learning is self-paced. Advanced learners are allowed to speed through or bypass instruction that is redundant while novices slow their own progress through content, eliminating frustration with themselves, their fellow learners, and the course.

In these ways, e-learning is inclusive of a maximum number of participants with a maximum range of learning styles, preferences, and needs.

Collaborative Learning

All collaborative learning theory contends that human interaction is a vital ingredient to learning. Consideration of this is particularly crucial when designing e-learning, realizing the potential for the medium to isolate learners. With well-delivered synchronous distance education, and technology like message boards, chats, e-mail, and tele-conferencing, this potential drawback is reduced. However, e-learning detractors still argue that the magical classroom bond between teacher and student, and among the students themselves, can not be replicated through communications technology.

Read more >>> Kevin Kruse
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New national standards on intercultural respect at work

New national standards on intercultural respect at work



The first ever National Occupational Standards for working with people from different countries or diverse cultures will be launched today at a high profile event in central London. The new Standards provide a quality benchmark for building mutual respect, improving communication and workforce relations, and reducing racism.

The new National Occupations Standards for Intercultural Working describe the skills, knowledge and understanding required by anyone wishing to work effectively in a multicultural environment. They can be used to inform policy and procedures, provide a good practice guide for human resources professionals, and identify training needs to promote social and community cohesion.

CILT, the National Centre for Languages led the government-funded project to develop the new Standards, which were approved by the UK Commission for Employment and Skills in September 2008. Today’s launch celebrates the completion of the project, which has involved hundreds of organisations, employers and individuals from across the UK over the past two years.

Read more >> CILT
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BA clerk loses crucifix row appeal

BA clerk loses crucifix row appeal



A British Airways (BA) check-in clerk who claimed she was religiously discriminated against for wearing a crucifix on a necklace has lost her appeal case.

The Employment Appeal Tribunal (EAT) has upheld the employment tribunal's ruling from earlier this year, that Nadia Eweida was not indirectly discriminated against on the grounds of her religion when her employer insisted the cross worn on her neckline be concealed by her uniform.

Eweida was suspended in September 2006, after she refused to conceal a small crucifix at her post at Heathrow Airport, claiming it was her human right to express her faith by having the crucifix on display. She returned to work in February 2007 after BA revised its uniform policy.

Eweida claimed discrimination on the grounds of her religion and had sought £20,000 in back pay and compensation from the airline. She said that she turned down £8,500 from BA to settle out of court.

Read more > BA
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Intercultural Skills are Crucial say HR Leaders



According to a survey of more than 100 senior human resource managers, 81 percent of companies agree that international work experience is a crucial criterion for leadership in a global organization.

The survey, "The Importance of Cultural Skills in Senior Managers," conducted by RW-3 LLC, an online intercultural training organization, and ORC Worldwide, a global human resource consulting firm, was designed to measure the importance of cultural competencies and global experience as criteria for senior management.

"During the current liquidity crisis, we've seen yet again how the global economy is entirely interconnected and how international cooperation is critical for the world's economic well being," said Michael S. Schell, president of RW-3. "Understanding and appreciating how things get done in countries around the world is crucial for success. That means gaining an appreciation and understanding of culture. This survey reinforces how important the global HR community believes those intercultural skills are for their leadership."

 

If you'd like more information about providing the very best online cultural training for your organisation then click here. 

 

Alternatively, click here if you woud like to explore the opportunity for live webinar training with one of our specialist intercultural trainers. 

 

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Muslim twins' discrimination case could lead to record payout

A major test of the UK's religious discrimination laws next week could see a record compensation payout, according to reports.

A pair of Muslim twins are taking City firm Tradition Securities and Futures to an employment tribunal on a series of allegations.

The French nationals claim bosses at the company took Jewish clients from them, and gave them to non-Muslim colleagues.

They are said to be seeking damages that could run into millions of pounds for religious and racial discrimination, among other claims.

The sisters worked as brokers at Tradition Securities and Futures from 2002 to 2004, when they transferred to the firm's London office for two years before quitting.

Read more > PT
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A Unified Culture: Unilever Europe

A Unified Culture: Unilever Europe


Three years ago, Unilever was suffering on two fronts: a soft top line and an elevated cost structure. The company made a radical choice to embark on a total transformation program, emphasizing an approach it dubbed “One Unilever.” Throughout Europe, the organization strove to achieve a single ERP platform, a common European supply chain, and a number of outsourcing initiatives in IT, HR, and finance that would unify the firm’s many iterations across international borders and myriad cultures.

According to Jean Stephane Payraudeau, director and F&A outsourcing senior project executive for IBM ’s Unilever EMEA account, “It was a radical transformation from the Unilever Europe point of view. Unilever needed external help to execute the changes. By enabling people to focus on core business, they were releasing their energies there, exercising their real expertise, and leveraging the scale of outsourcing vendors.” And because the company wanted to achieve a turnaround on the grand scale in a very short timeframe, outsourcing seemed the obvious solution.

Gijsbert De-Zoeten, Unilever’s managing director for Unilever finance business services – Europe, said the real story had three programs for the three different business units of Unilever Europe in every country—food, home, and personal care—all moving toward a single, cohesive operating unit.
“In the European region, Unilever Europe operated as a loose federation of countries,” De-Zoeten said. “We wanted to integrate them into one European organization, whether it was for the supply chain or sales and marketing, but we needed to implement the systems to enable that. At the heart of the program is an SAP standardized platform we rolled out, as well as common systems in finance and HR.”

Read more > Unilever
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Tricky feats of cross-cultural communication


A true story: when a US telecoms giant decided to replace its manager in Thailand several years ago, it chose an ABC - American-born Chinese - in the belief he would be more culturally attuned to doing business in Asia.

He was not shy about telling his colleagues how to behave and one evening berated a couple of European rivals who had been caught engaged in financial shenanigans.

They decided to play a joke on the new arrival. They told their driver to follow him and tell him he was going to be killed. A crude jest, but the young manager was panicked into ringing his head office saying his life was in danger.

The head office told him to stay calm, stick to the business district and take precautions.

What they did not tell him was that they had hired a security firm that uses ex-CIA agents - at some considerable cost - to watch his back.

When the security outfit made its report to the conglomerate a week or so later, it turned out the first-time-in-Asia manager was doing lots of cultural homework - spending every night in at least one bordello. His career wilted.

The conglomerate had made a mistake. The manager may have been competent, but - appearances notwithstanding - showed no special talent or experience for operating in Asia.

Read more > FT.com

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HR Expat Management Conferences, Event, Seminars 2008

HR Expat Management Conferences, Event, Seminars 2008


GMS (Global Mobility Specialist) Training and Certification

When and Where:
13th, 16-17 June 2008 – Brussels, Belgium
27-29 October 2008 – Washington D.C.
Produced by: Worldwide ERC’s Global Workforce Association
Cost: See website
More information:
www.erc.org/PERC_INTERNATIONAL/gms_dates_locations.shtml
Description: The Global Mobility Specialist (GMS™) designation signifies that you have taken training in the specialized field of global workforce mobility and are committed to ongoing education to grow your expertise.

HR Strategy - Translating Business Strategy into HR Actions
When and Where:
30th July, 2008 – Hong Kong
Produced by: Mercer
Cost: see website
More information:
www.mercer.com
Description: As organisations in Asia ask HR to play a more active role in helping achieve business success, many HR professionals are being required to actively contribute to setting and implementing the business strategy. HR professionals are also being called upon to play the role of strategic advisor to the business.  How can HR play an active role in helping to implement business strategy? Through developing congruent HR and Human Capital strategies that align what business needs to achieve to what HR does, HR can directly contribute to business success. Acquiring the knowledge and applying the know-how to make this happen has become an imperative for HR professionals in Asia to start playing this crucial role.

Becoming an Effective HR Business Partner
When and Where:
2nd September, 2008 – Melbourne, Australia
Produced by: Mercer
Cost: see website
More information: www.mercer.com
Description: One of the challenges for HR Professionals today is the need to not only deliver efficient and reliable HR operations and systems, but also to act as a business partner and strategic advisor to the senior team. This 1-day workshop helps participants to understand the new demands and roles of the HR Professional, and explores how to position oneself as a true business partner. Case studies, group sharing and facilitated discussions help highlight issues and how to address them.

JSB’s 5th Annual Employment Law Europe 2008 - A Practical Approach to the Latest Developments in Six European Jurisdictions: France, Belgium, Germany, The Netherlands, Italy and Spain
When: 23 - 25 April 2008
Where: London, U.K.
Produced by: JSB Training and Development
Cost: see website
More information: www.eurolaw2008.com, Email: www.jsbonline.com/booking
Tel. UK 020 8371 7032
Description: Europe plays a central role in the UK’s economic success and is vital for UK businesses. Understanding how employment law works in different European countries has become one of the key challenges facing business for many HR professionals, in-house lawyers and advisers who operate in more than one European jurisdiction. This comprehensive three-day conference will enable you to deal with employment law issues in France, Belgium, Germany, the Netherlands, Italy and Spain.  Leading experts from each jurisdiction will point out pitfalls and highlight how each domestic legal system differs from the UK.

The Summit on Leading Diversity – Practical Solutions for Building Inclusive and Productive Organizations
When: 28 – 30 April, 2008
Where: Atlanta, GA
Produced by: Linkage, Inc.
Cost: See website
More information: www.linkageinc.com/learning_events/conferences/div/default.aspx
Description: As the nation's premiere diversity event, the Summit on Leading Diversity plays an integral role in creating and sustaining inclusive work environments that mirror the demographic makeup of this country. Linkage prides itself on the quality and depth of the program and remains committed to showcasing a collection of the most vital tools, strategies, and best practices available in the diversity field. Each year, the Summit takes diversity work to new levels by building on the concepts presented the previous year and challenging presenters and participants to be visionary in their thoughts and actions



The Human Resources Forum
When: 7-10 May 2008
Where: Oriana, Southampton, U.K.
Produced by: Richmond Events
Cost: see website
More information: www.hrforum.co.uk
Description: An event that combines an outstanding conference programme with facilitated networking. Meetings are pre-arranged allowing delegates to research potential suppliers, benchmark existing ones and hear about new products and services in the marketplace. Equally, for suppliers, it’s an opportunity to build new relationships and affirm existing ones. It’s also an event where you’re likely to achieve more in three days than you usually do in three months!

The Best of Organizational Development Summit – Proven Tools, Skills and Best Practices for OD and HR Practitioners 
When: 13 -15 May 2008
Where: Chicago, IL
Produced by: Linkage, Inc.
Cost: See website
More information: www.linkageinc.com/learning_events/conferences/od/default.aspx
Description: In its 10th year, The Best of Organizational Development Summit addresses the OD practitioner's highest priorities and challenges with the latest and most pertinent tools and information from thought leaders, practitioners, and world-class keynote speakers. Each year, Linkage conducts field research with hundreds of practitioners, thought leaders, and consultants from around the world. This research and the resulting Model for High Impact OD set the agenda for The Best of Organizational Development Summit. The Summit is able to address the needs of OD practitioners at every level, equipping them with practical and cost-effective tools and applications to immediately improve business results. This event combines competency and skill development with action learning, networking, and best practices to accelerate the capability of OD practitioners.

EuRA 10th Anniversary Conference
When: 14-16 May 2008
Where: Rome, Italy
Produced by: European Relocation Association
Cost: see website
More information: www.eura-relocation.com or by email to: This email address is being protected from spambots. You need JavaScript enabled to view it.
Description: EuRA is an industry body for relocation professionals in both Europe and Worldwide. Relocation service providers are required to abide by EuRA's Rules of Conduct. This year’s conference, “We Versus Me; Celebrating our Work-Life Balance,” will focus on balance for expat and relocation professionals.  The focus will be on the psychological reactions to an increasingly work-driven lifestyle, especially for the globally mobile employee and family.

The 9th International Conference on Human Resource Development Research & Practice Across Europe
When: 21-23 May 2008.
Where: Lille, France
Produced by: The University Forum for Human Resource Development (UFHRD), the Academy of Human Resource Development (AHRD), and IÉSEG School of Management
Cost: See website
More information: http://hrd.ieseg.fr/index.html 
Description: THEME: Developing Leaders and Managers - The University Forum for Human Resource Development (UFHRD), the Academy of Human Resource Development (AHRD), and IÉSEG School of Management (part of the Catholic University of Lille), are pleased to announce the 9th International Conference on Human Resource Development across Europe.  The conference aims to promulgate the latest research findings, best practices and theoretical developments in HRD.  The theme of this year’s conference is developing leaders and managers as a key HRD activity. In particular we hope to highlight how we, in the HRD community, in our roles as academics, educators, professionals and trainers shape, constrain and contribute to the process of developing and leaders.

Expatriate Compensation Seminar
When and Where:
21-22 May 2008 - Cambridge, MA USA
28 -29 May 2008 - London, U.K.
Where: Produced by: AIRINC Associates for International Research, Inc.
Cost: see website
More information: www.air-inc.com/seminars/cambr08.html or for USA contact Scott Sutton in Cambridge +1 617 354-2133 or e-mail This email address is being protected from spambots. You need JavaScript enabled to view it. and for UK contact Ilse van Loon in Amsterdam +31 20 618 5205 or e-mail This email address is being protected from spambots. You need JavaScript enabled to view it.
Description: Our restructured training program consists of a two-module format: The first-day session will focus on the fundamentals of expatriate compensation and the second day will cover more advanced material, addressing best practices in policy design & strategy.  International human resources professionals (or the equivalent) can register to attend both sessions or one of the individual modules.

Eighth International Conference on Diversity in Organisations, Communities and Nations

When: 17 – 20 June 2008
Where: Montreal, Canada
Produced by: Common Ground
Cost: see website
More information: http://diversity-conference.com
Description: This conference will address a range of critically important themes in the study of diversity today. Main speakers will include some of the world’s leading thinkers in the field, as well as numerous paper, workshop and colloquium presentations by researchers and practitioners.

Global Workforce Summit: Focus on Europe, Middle East & Africa
When: June 18-19, 2008
Where: Brussels, Belgium
Produced by: Worldwide ERC®
Cost: See website
More information: www.erc.org/Global_Summit/emea08.shtml
Description: This conference promises abundant opportunity for those responsible for workforce mobility and talent management in Europe, Middle East and Africa. This year the event will be hosted by the globally important city of Brussels – where many important decisions that impact business prospects are made and which is home to many corporate decision-makers. Workforce mobility is a key strategy for talent management in today’s dynamic economic and business environment. Finding and keeping the right people in the right jobs is more difficult than ever before and demographers predict the labour shortage will continue to grow. Learn from the leaders in workforce mobility about best practices and emerging trends that will help your organization succeed in this competitive environment.

New Regulations for Cross Border Workers
When: 23 June 2008
Where: Amsterdam, The Netherlands
Produced by: Lexlumen, in cooperation with Expatica
Cost: See website
More information: www.lexlumen.nl or e-mail This email address is being protected from spambots. You need JavaScript enabled to view it..
Description: Learn about the latest changes in Dutch regulations for expats and inpats in labour law, tax regulations and pensions.

Employing and Vetting Non-UK Nationals
When: 2nd July 2008
Where: The CBI Conference Centre, London, U.K.
Produced by: Symposium Events
Cost: see website
More information: www.symposium-events.co.uk  Tel: (UK) 020 7231 5100
Description: Symposium Events’ 5th Annual Employing and Vetting Non-UK Nationals 2008 is the authoritative conference for employers involved in recruiting and screening non-UK nationals. This unique and timely conference features an update on the most recent vetting rules and legislation surrounding both EU and non-EU nationals. By attending you can ensure your vetting practices are rigorous and fair, and avoid the risk of litigation.

W.I.N. Global Leadership Forum 'women creating the future'
When: 18-20 September 2008
Where: Barcelona, Spain
Produced by: WIN Conference/Kristin Engvig
Cost: see website
More information: www.winconference.net - Registration Opens 1 May 2008
Description: Come join hundreds of outstanding women in Sitges, Barcelona, Spain for the global leadership forum of the year. W.I.N. is bringing a vision of sustainability, authenticity and nurturing values and the women at W.I.N. are making it happen.  Come and meet highly dynamic, experienced and competent women and some courageous men too. Learn how to do business in a graceful way and create an innovative future that is beneficial for all.  Join us in developing, empowering and connecting leaders with a feminine, authentic and truly global vision.

CERC National Conference
When: 21 – 23 September 2008
Where: Vancouver, B.C.
Produced by: CERC
Cost: see website
More information: www.cerc.ca/events/conf/conference.aspx or by email to This email address is being protected from spambots. You need JavaScript enabled to view it. or telephone: + 866-357-CERC (2372)
Description: John Ibbitson, a respected journalist with the Globe and Mail newspaper and author of several books, will be the keynote speaker at this year's annual conference.  Mr. Ibbitson is currently covering the U.S. primary race in advance of the U.S. Federal elections in November 2008. He is a noted expert on Canada/ U.S. political relations and trade matters. In 2005 he wrote the Canadian best seller - "The Polite Revolution, Perfecting The Canadian Dream."

Global HR News Conference - Going Global and Thriving
When: 23rd September 2008
Where: Mexico City, Mexico
Produced by: Global HR News
Cost: See website
More information: www.globalhrnews.com/b4/b4conf.asp?cid=52 or contact Ed Cohen: Email: This email address is being protected from spambots. You need JavaScript enabled to view it.; Phone: +1.619.297.5700
Description: Conference educational theme: Aligning Human Capital Financial Resources, Talent Management and Mobility Policy with Corporate Strategy.

TAMA Conference 2008 - Quality, Standards and Technology: Terminology's Future
When: 9 - 10 October 2008
Where: Ottawa, Canada
Produced by: TermNet
Cost: see website
More information: www.termnet.info/english/events/idss2007.php, E-mail: This email address is being protected from spambots. You need JavaScript enabled to view it., Tel.: +43-1-524 0606-11
Description: TermNet, the International Network for Terminology, is an international co-operation forum for companies, universities, institutions and organizations who aim at developing a world-wide market for terminological products, services and tools.  The 9th International Conference "Terminology in Advanced Management Applications (TAMA)" will take place within the "Canadian Terminology week."

The Global Institute for Leadership Development
When: 12 – 15 October 2008
Where: Palm Desert, CA
Produced by: Linkage, Inc.
Cost: See website
More information: http://gild.linkageinc.com
Description: In its 11th year, with over 3,500 alumni, GILD is an intensive 5.5 day leadership immersion program providing a world-class accelerated learning experience that combines expert instruction, real-time business application, and social awareness in a pragmatic and hands-on environment. GILD joins together seasoned leaders from all industries and functions representing Global 2000 companies.  Participants engage in focused learning around the 15 components of the model through our leadership assessment instrument, lessons in leadership sessions, skill development programs, private executive coaching program, and business simulation.

Best Practices in Leadership Development Summit – Tools, Processes and Systems for Developing Leaders
When: 12 – 15 October 2008
Where: Palm Desert, CA
Produced by: Linkage, Inc.
Cost: See website
More information: www.linkageinc.com/learning_events/conferences/bpld/default.aspx
Description: Linkage's 1st Annual Best Practices in Leadership Development Summit: Tools, Processes & Systems for Developing Leaders is the one place where those who are responsible for accelerating the development of managers, executives and leaders in their organizations can come each year to learn the state-of-the-art in their profession. Thought leaders, world-class practitioners and expert instructors join an elite faculty to help attendees produce the results expected of them. Benchmark against the best in the industry and dramatically increase your know-how and ability to succeed in your role. Your organization's future depends on it!

Japan Human Resources Roundtable
When: November 2008
Where: Tokyo, Japan
Produced by: The Economist
Cost: see website
More information: This conference is currently being developed; please email us at This email address is being protected from spambots. You need JavaScript enabled to view it. for the latest information on programme, venue and speakers.
Description: Please see above info.

The Women in Leadership Summit – Distinctive Learning. Practical Solutions. Proven Results
When: 10 – 12 November 2008
Where: San Francisco, CA
Produced by: Linkage Inc.
Cost: See website
More information: www.linkageinc.com/learning_events/conferences/wil/default.aspx
Description: The Women in Leadership Summit equips women leaders with the strategies and skills to catalyze change, accelerate development, gain visibility, and create sustainable operating results. The event boasts more than 5,000 alumni and hundreds of world-class speakers. Year after year, the Women in Leadership Summit delivers exactly what it promises, including proven leadership skills; strategies from best-in-class practitioners; inspiration and renewal; opportunity for reflection and change; unmatched networking opportunities; and continuous learning and development.

The Global HR Congress; Aligning Human Capital, Talent Engagement, Innovation & Competing Globally
When: 3-4 December 2008
Where: Paris, France
Produced by: Global HR News
Cost: see website
More information: www.globalhrnews.com/b4/b4conf.asp?cid=71 or www.globalhrnews.com/b4/b4conf.asp?cid=52 or contact Ed Cohen: Email: This email address is being protected from spambots. You need JavaScript enabled to view it.; Phone: +1.619.297.5700
Description: Theme: Strategic Role of International Assignments in World Trade.

The Best of Talent Management Summit
When: 9 – 11 December 2008
Where: Lake Buena Vista, FL
Produced by: Linkage Inc.
Cost: See website
More information: www.linkageinc.com/learning_events/conferences/default.aspx
Description: The Best of Talent Management Summit is a gathering of the world's foremost talent management experts, thought leaders, and experienced practitioners, brought together to share the tools, models, leadership skills, and overall implementation plans executed during successful talent management initiatives. Attendees are offered a genuinely unique immersion learning experience through a combination of visionary keynote presentations, best practice case studies, and small, focused learning teams. Participants and team leaders alike will have the shared opportunity to discuss and debate principles and methods learned throughout the presentations and then apply them to their own real and current challenges in small action learning groups.
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Overseas investors should respect local culture

Overseas investors should respect local culture
The Fiji Hotel Workers Union is urging overseas investors and expatriates managing hotels and resorts in Fiji to understand and respect the Cultures of the Fijian workers of this country.




Union General Secretary Daniel Urai says some of the bad remarks that are common in hotels by expatriate management should be stopped.

Urai says this was one of the reasons why some of his members had gone on a protest recently against the management of the RADDISONS RESORT at Denarau in Nadi.

“We have expatriate management who make counter-sending remarks to workers and we have addressed this in some other properties and some expatriates have been reviewed the way or they manage locals in the way they utter statement and words, to them and hopefully this will now change in the future.”

The dispute was finally settled by the union and the Resort management.Read more >> Fiji 
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