In 2007, when I ventured into my father’s business—then known as PM Packers and Movers—the relocation industry was far from organized. Back then, the general perception was that the industry was purely logistical and heavily male-dominated, with most of the power residing with men. People questioned whether a young woman like me could navigate this world. “She’s just a girl. How will she manage this?” Such a perception was not only coming from external people but sometimes from inside the industry itself.

However, that very question became my source of motivation. I decided early on to prove them wrong, not for myself but for all women professionals in global relocation. Over the years, as I grew the business and expanded our footprint, we evolved from PM Packers and Movers to PM Relocations which perhaps better reflects our more contemporary international approach toward relocation services. This transformation also reflected a larger shift happening across the world—the rise of female professionals in global mobility.

The Changing Landscape of Women in Relocation

When I started my journey, the relocation management industry had very few women in leadership positions. It was considered tough, requiring on-the-ground experience and extensive travel, which many felt was not “suitable” for women. But as I grew the company and expanded our services, I saw firsthand how invaluable women professionals in global relocation can be.

It revolves around people, experiences, and emotions and makes transitions easier for clients on the move around the globe. As more women enter this industry, especially in leadership roles, the industry is becoming more inclusive and empathetic, and it’s offering opportunities for women in international assignments to create big impacts.

The share of women in supply chain leadership roles has been constantly growing for the past few years. According to Gartner’s 2021 Supply Chain Survey, representation of women among all leadership groups gained 35% in 2016 and increased to 41% in 2021. This statistic is reflective of the broader trend of gender diversity in global talent acquisition. Women not only participate in the industry but also define directions.

Overcoming Challenges as Female Expatriates

Among the biggest challenges that I faced and that many female expatriates face today also is that people consider women not quite strong enough to counter the requirements of global mobility. I can remember being assigned to the company; everybody was asking me if I could handle such heavy responsibilities, lead the team, or handle international business. The challenges were numerous, but they made me more robust and determined to succeed.

Challenges faced by women in relocation often include balancing work with family life, facing gender biases, and the pressure to prove their capability in patriarchal domains. These challenges did not start with me; they have also challenged many female professionals in global mobility. At the same time, overcoming these restraints has given more fulfillment and self-growth.

At every step of the way, I saw that the support systems for women in relocation were lacking. This inspired me to make significant changes within my own organization, ensuring that our female expatriates and their families receive the support they need—whether it’s flexible work schedules, mentoring, or leadership development opportunities. Addressing these needs is critical if we want more women to thrive in global relocation roles.

Why Women Are Critical to Global Assignments

Research has shown that companies with greater gender diversity perform better financially. In the relocation industry, where innovation and problem-solving are key, women in international assignments bring fresh perspectives that can lead to better decision-making. Women are often more empathetic and collaborative in their approach, qualities that are especially needed in an industry centred around helping people navigate life transitions.

There are numerous benefits of women in global assignments. For example, women tend to excel in communication, relationship building, and multitasking—all crucial skills in relocation management. I’ve witnessed this firsthand as we expanded our business. The women on my team bring unique insights that have significantly enhanced our operations. They are often better at understanding the nuances of client needs and ensuring that every detail is taken care of, making the entire relocation process smoother.

In my own journey, leading a diverse team has been one of the most rewarding aspects of my role. We’ve worked hard to create an inclusive environment that promotes gender equality in relocation and gives both men and women the chance to grow and thrive.

Supporting Women in Global Relocation: Best Practices

A supportive environment is a key precursor to successful working women from all over the world. Considering my experience, here are some of the few best practices for supporting women in global relocation:

1. Flexible Work Options: The option of ‘work-from-home’ or ‘flexible work hours’ works well with women; especially the family and other commitments-bound female staff.
2. Leadership Development: Leadership development programs are necessary for equipping women with the skills to take up greater responsibilities.
3. Equal Opportunities: Implementing gender-neutral policies when it comes to promotions, international assignments, and leadership roles ensures that women are considered equally alongside their male counterparts.

These are some of the ways I have personally helped foster the growth of women professionals in global relocation within my organization. By supporting their journey, we are not just enhancing the workforce but also contributing to a more equitable and dynamic industry.

Women in Global Relocation: The Future is Bright

Looking ahead, I am incredibly optimistic about the future of women in global relocation trends. More and more companies are recognizing the value that women bring to the table. According to various reports, businesses that prioritize gender diversity are likely to see better results not just in performance, but also in employee satisfaction and client relationships.

Women are no longer just participating in the relocation management space—they are leading it. As someone who has built my career in this field, I know firsthand that the future of this industry depends on continued support and opportunities for female expatriates and women in leadership roles.

Moreover, the impact of women in global leadership is undeniable. Women leaders bring a different, often more collaborative and inclusive, approach to problem-solving. They are more likely to create teams that are diverse and high functioning, which is essential in a globalized economy.

In conclusion, the rise of women professionals in global relocation is not just a trend—it is a revolution. Women are proving their worth in every facet of the industry, and I am proud to be a part of this movement. My journey as a woman entrepreneur in relocation has taught me that with perseverance, passion, and a belief in one’s abilities, there truly are no limits. The future is bright, and it is female.