Women in Executive Roles: The Hidden Cost of International Mobility

Why are women still underrepresented in executive committees?

While the “glass ceiling” is often blamed, there’s another invisible barrier: the airplane ticket.

At a recent Medef event, a powerful quote from Marie-Claire Daveu (Chief Sustainability Officer at Kering) revealed a critical inequality in global mobility offers:
“When you offer international mobility to a man, he says yes. When you offer it to a woman, she says: I need to talk to my husband.”
This split-second pause, this moment of negotiation at home, is often what changes everything. And the cost? A missed opportunity for international experience—often the golden key to the C-suite.

The Real Barrier: Not Glass, But Distance

In many companies, international experience is a prerequisite for reaching top executive roles. It’s viewed as a mark of adaptability, leadership, and strategic vision. But mobility isn’t neutral.

• Men tend to accept international offers without hesitation.
• Women often pause—not because they doubt themselves, but because they carry the invisible weight of the couple’s logistics.

While male employees may assume their wives will follow, female employees must ask if their husbands can do the same.
If the answer is no, they often decline.
And this is where the pyramid of inequality begins—not at the top, but at the departure gate.
How can we have more women in executive roles? I invite you to read Catalyst projects.

Why This Matters: International Mobility = COMEX Potential

When companies assess candidates for executive roles, those with international assignments have a clear advantage.
They’ve navigated multicultural environments, led across time zones, adapted to ambiguity.
It’s not a coincidence that international mobility often precedes entry into the COMEX or boardrooms.
So if fewer women go abroad, fewer women climb to the top.
It’s not a matter of competence—it’s a matter of logistics, foresight, and support.

The Missing Piece: Supporting the Male Spouse

Companies are starting to offer dual-career support—great!
But too often, these services are aimed at female accompanying partners. What happens when it’s the man who follows?

• Is he integrated?
• Does he have access to career resources?
• Or is he left out, socially and professionally?

At Absolutely French, we are proud to support all accompanying partners.
This year, 27% of our learners are men—a promising sign that things are evolving, but still far from balanced.
Our international program, Absolutely Ahead – AI Mobility Academy, goes even further: it equips accompanying partners (men and women) to rebuild professionally during or after relocation, from anywhere in the world.
Because when a woman can say yes to a mobility offer without fear of isolation or sacrifice for her partner, everyone wins—the company, the couple, and the future of leadership.
Dual career support is a strategic advantage!

Diversity in the C-Suite Starts With HR

If HR leaders want more women in executive roles, the path starts earlier than expected.
Not at promotion time. Not during annual reviews. But at the moment a mobility offer is made.
Ask yourself:

• Are our mobility policies inclusive of male spouses?
• Do we offer tailored support for dual-career couples?
• Are we tracking gendered differences in mobility acceptance rates?

Diversity is a strategic decision. And it starts with rethinking how we move people—not just the talent, but their families too.

Integration? It’s more than just culture

Let’s Make Europe a Model

What if Europe became the global leader in gender-equal international mobility?
By embedding dual-career support into every assignment, for every couple, regardless of gender, orientation, or origin?
We could attract top international talent—men and women—by showing that careers don’t need to be sacrificed for love, nor love for career.
We could redefine leadership pipelines, not just for Europe, but for the world.
And yes, with a wink to our American friends: the future of global mobility could have an unmistakably European twist.

Conclusion
If we want more women in COMEX positions (women in executive roles), let’s look beyond the glass ceiling.
Let’s look at who is allowed to take flight—and who is left behind.
Mobility is not just a career step. It’s a family project.
And supporting that project, for every kind of family, is not a luxury.
It’s a necessity for true gender equity at the top.

FAQ
1. Why does international mobility matter for women in executive roles?
Because it builds leadership skills, intercultural awareness, and resilience—qualities essential for senior roles.
2. What’s the biggest challenge for women accepting international mobility?
Ensuring their partner can also find professional or personal balance abroad. Without this, many decline.
3. What can companies do to support male accompanying partners?
Offer local integration programs (real ones!), because without integration the career coaching has no impact, networking opportunities—just like they do for women.
4. Does Absolutely French support men too?
Yes! In 2024, 27% of our participants were men. Inclusion is not just a word—it’s a practice.

I’m Armelle Perben, Founder of Absolutely French, I share tips and ideas on supporting dual careers during expatriation and rethinking expat services — follow me on LinkedIn to stay connected!

📌 Want to learn more?
At Absolutely French, we support expat partners in Paris with language, community, and career tools.
And with Absolutely Ahead, our global online academy, we prepare accompanying partners before, during, or after relocation—wherever they are.
Because behind every successful assignment is a partner who found their place.