• Rotational assignments
    This type of assignment seems to be used significantly more often in Africa, with 21% of companies surveyed in the African survey saying they had some form of rotational assignment compared to only 9% globally. This is most likely due to the high number of ‘hardship’ locations and remote job sites in the region.
  • Short-term assignments
    Compared to the rest of the globe, it seems that in Africa, companies are providing fewer support services to short-term assignees. Cultural training is not provided in 48% of cases in the African survey and only 32% of cases globally. Language training is not provided in 59% of short-term assignments in Africa compared to 24% globally.
  • Housing allowances
    The majority of global companies surveyed provide a fixed allowance towards the costs of housing in the host location, while in Africa most companies provide company owned/leased housing. This can be explained by the significant lack of appropriate housing in some regions of Africa. Appropriate housing in Africa is not only difficult to find, but often exorbitantly priced, and therefore most companies find it necessary to source housing on behalf of the assignee.
  • Increases in expatriate populations
    Of the regions we listed in our Global mobility Africa survey, 36% of companies predicted an increase of expatriates in Southern Africa, while only 20% of companies globally predicted the same. Globally 30% of companies will send more people to the Middle East and North Africa while only 77% of companies in the African survey plan to do the same.
  • Remuneration approach
    While companies responding to our African survey prefer a headquartered approach to remuneration, globally companies are mostly using a home-based approach.  Home and host-based approaches can sometimes be tricky in Africa since the economies and exchange rates in some countries are not stable.