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Now, the bad news: gender norms are still very present in family dynamics, and often, these norms impact whether a woman will accept an opportunity to relocate that could advance her career.

In the first installment of this blog post, we introduced the concept of the Dual Career Crossroad and looked at some of the career hindrances faced by female partners who relocate with their male spouses based on a recent study. Go here to check out part I and for a link to the study.

At a high level, here are some of the most striking takeaways from the study that speak to the challenges faced by women in growing their careers:

• The study indicated that women are more likely than men to reduce their work hours to care for accompanying family members, which can hinder career progression and earning potential.
• Family-related career interruptions contribute to the gender wage gap. Women who take time off for family care are more likely to report that these interruptions negatively impact their careers.
• Many women prioritize their partner’s career over their own in job opportunities that require relocation, which can limit their own career growth and earning potential. This often results in women taking on lower-paying or part-time jobs.
• Even within high-paying occupations, women tend to be employed at lower levels of the occupational hierarchy, contributing to the persistent gender pay gap.

Sure, changing family dynamics is no small feat—but today, companies have access to powerful, progressive tools that help spouses grow their careers while balancing family life. As mobility professionals, it’s our responsibility to stay informed on these solutions, ensuring relocations don’t come at the cost of a trailing spouse’s career. The result? Happier families, smoother transitions, and a more successful repatriation experience.

Here’s an overview of some of those tools available today:

Enhancing Career Assistance Options

Expanding career assistance beyond traditional job placement can significantly help women fill gaps in their resumes, maintain their professional momentum, and even enhance their earning potential while accompanying their spouses on international assignments. Here are some effective strategies:

• Volunteer Opportunities: A flexible Family Assistance allowance or program can support a spouse or partner in finding volunteer opportunities that help develop new skills or keep existing ones sharp—whether through leadership roles, marketing experience, or involvement in local business organizations. Volunteering also creates valuable networking opportunities, making future job searches easier. Plus, adding volunteer work to a resume showcases ongoing professional engagement and a commitment to community service, making candidates even more appealing to future employers.
•  Upskilling & Reskilling: Online platforms like Coursera, edX, and LinkedIn Learning offer a wide range of courses that can be completed remotely, helping women gain new qualifications or update their skills while accompanying an international assignment. Enrolling in courses at local universities or training centers provides both education and networking opportunities, with learning the local language or taking courses in high-demand fields being particularly advantageous. Additionally, many professional organizations offer development programs and certifications that can be pursued online or in person, helping women stay current in their field and enhance their credentials.
• Freelancing: Remote work can help women maintain their professional engagement while abroad and build a diverse portfolio that showcases a range of skills and experiences, which can be valuable when reentering the job market. Networking and professional associations are crucial for career development, as being active in local and international professional groups provides valuable networking opportunities, access to industry events, and potential job leads.
• Mentorship & Coaching: A mentor provides guidance, support, and advice on career development, helping women manage the challenges of relocating and maintaining their career trajectory. Meanwhile, professional career coaches assist in setting goals, developing strategies for skill development, and preparing for reentering the workforce.

Returnships

Similar to internships, returnships are career-reentry programs specifically tailored for experienced individuals who need to refresh their skills and gain recent work experience. Returnships are particularly beneficial for women who have taken career breaks for family or personal reasons—such as relocation—as they provide a supportive environment to regain confidence and re-enter the job market. Learn more about returnships here.

Reimaging Your Policy & Benefits

Don’t get me wrong, we love benchmarking, and as Advisory experts, we often leverage benchmarking to better understand how you stack up against the competition. But sometimes, unique challenges call for out-of-the-box solutions and fresh perspectives that reflect your program and people.

But getting a fresh perspective isn’t easy – it requires input from a wide array of colleagues and stakeholders to weigh in on your policy, benefit offerings and the manner in which they are presented to the candidate. Do you want to open your company to the widest pool of talent? Does your policy support single-parent households? On home-finding trips, do you provide an allowance for caregivers, or can a caregiver accompany the employee during the trip? Cultural norms and conditions present risks for women that may deter them from reaching out right away, delaying the process.

More good news: you’re not in this alone. Fresh perspectives are our specialty. Weichert’s Advisory Studio® is a facilitator-led, interactive workshop led by a Weichert Consultant—your Studio Director. Your Director puts you, your mobility team and other key stakeholders at the center of the process, helping you forge a completely new direction that reflects your people and your culture. To learn more about how to take a new workforce mobility strategy for a spin, connect with us.

 

 

Sources:

Moving to Opportunity, Together | NBER

Who Matters More in a Move: You or Your Spouse? – WSJ

Gender Pay Gap Statistics In 2025 – Forbes Advisor

Young women earn more than young men in several U.S. cities | Pew Research Center