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Dennis Gleissner, HHL Leipzig Graduate School of Management, Leipzig, Germany

Sebastian Stoermer, TUD Dresden University of Technology, Dresden, Germany

 

They move for independence, a new job, or even a new life – a reset on their own terms. And it works for female self-initiated expatriates (FSIEs), but only to a point as self-initiated expatriation does not automatically fulfill its promise of greater freedom and empowerment. Indeed, there are non-negligible and hidden costs incurred along the way. This is one observation derived from our systematic review of 34 empirical studies featuring FSIEs. With our review, we set out to understand the motivations and challenges of FSIEs and how their professional and personal lives evolve over time.

 

So, why do they expatriate? Our review reveals that motives are often straightforward, but outcomes are not. Many women relocate to overcome stagnating careers, gender barriers, or restrictive social norms, while others, depending on socio-cultural and socio-economic background, pursue new experiences, a sense of adventure, or a fresh start after life transitions such as divorce or children leaving home. Thus, expatriation represents both agency and escape, an opportunity to regain control and redefine one's life course.

 

Once abroad, empowerment turns out to be complex and often intricate. Without the structured support that assigned expatriates receive, many FSIEs navigate administrative procedures and daily life necessities, such as finding schooling for their children, on their own. Culture shock and social isolation are common, especially when expectations of smooth integration meet the reality of unfamiliar work environments and limited support. Identity loss and overqualification often coincide, as FSIEs find themselves in roles incommensurate with professional experience and qualifications. Language barriers further exacerbate professional recognition, salary negotiations, and job performance.

 

Relatedly, social integration is a challenge. Local ties with host-country nationals build slowly, so women's business groups and expatriate networks often become lifelines and substitutes for missing organizational support. Many FSIEs respond by investing in further qualifications, informal learning, and self-development, reflecting a high degree of adaptability and perseverance. In certain contexts, dress codes and gendered expectations add another layer of pressure for FSIEs.

 

The career consequences sit at the heart of FSIEs' struggles. Being both female and foreign compounds barriers. Credentials are discounted, and accents or language gaps can stifle advancement. Additionally, access to opportunities often runs through informal "old boys' networks." Yet, the pattern is not uniform: in occupations with a high share of women, such as nursing, biases are not as strong, and, in some places, certain ethnic appearances can either open or close doors. Still, it is evident that recognition is earned, not assumed. Thus, FSIEs respond to career barriers with resilience, seek mentors, leverage international networks, and engage in self-directed learning.

 

So, what happens when they return? Compared to men, FSIEs show a higher propensity to repatriate, often for economic opportunities at home and family stability. But those homecomings can be difficult. International experience is frequently undervalued, underemployment is common, and older women often face ageism upon return. This resembles a boomerang effect. When career goals and personal values shift, home labor markets discount their skills, or economic realities push or pull them abroad again, FSIEs re-expatriate.

 

If organizations want to benefit from this global, high-agency talent, they must lower the hidden costs of self-initiated expatriation for women. That means recognizing female self-initiated international careers as legitimate, simplifying acceptance of foreign qualifications, and providing language and integration support. Targeted mentoring and inclusive hiring practices can turn FSIEs' resilience, independence, and agency into a business advantage. When organizations value non-traditional career paths and design systems that support them, self-initiated expatriation no longer needs to come at a price for women.

 

To read the full article, please see:

 

Gleissner D, Stoermer S (2025), "Toward an understanding of female self-initiated expatriation: a systematic literature review". Journal of Global Mobility, Vol. 13 No. 3 pp. 345–377, doi: https://doi.org/10.1108/JGM-09-2024-0104