2025年全球能源人才指數(shù)報告（英文版）

airsw

GET

TRUSTEDWORLDWIDE

GlobalEnergyTalentIndex

TheGlobalEnergyTalentIndexReport

2025

5yeartrendsreport

2GETIReport2025Introduction

WelcometoGETI2025

WestartedtheGlobalEnergyTalentIndex(GETI)in2017tochartemerging

trendsacrosstheglobalenergyworkforce.Thereporthasdeliveredthemost

comprehensiveinsightsintoskills,salaries,andglobalmobilityintheindustry.

Additionally,wehaveexploredkeyissuesshapingthefutureofenergytohelp

firmsnavigatethetalentchallengesahead.

Nearlyadecadelater,GETIhasgatheredinsightsfromover130,000

professionals,acquiringatreasuretroveofvaluabledataonthechanging

workforceexperienceandtalentpipeline.Thisyear,wearedivingintothepast

fiveyearsofdatatopresentafive-yeartrendsreport,exploringthechallenges,

opportunitiesandmovementsthathaveshapedthejourneyofenergy

businesses,professionalsandhiringmanagers.Weaimtounderstandhow

thingshavechangedovertime,uncoverthereasonsbehindthosechanges,

andhighlightlessonsthatcanguidethedecadeahead.

Also,thisyear’sreportlooksalittledifferentaswehavecondenseditintothree

chapterstobetterreflecthowtheindustryisevolving.Petrochemicalsand

oilandgashavebeencombinedtobecometheTraditionalenergychapter,

whilenuclearandpowerisnowtheTransitionalenergychapter.

Previousyears’RenewableschapterhasbecometheFutureofenergy.

3GETIReport2025Introduction

Thepastfiveyearsinfocus:Anindustryevolvingatpace

Theentrypointforourfive-yeartrendsreport–GETI2021–

wascollectedagainstthebackdropofCOVID-19.Fortraditionalenergy

workersparticularly,itwasaturbulenttime.Nevertheless,acrosssectors,

theenergyindustryhasrebounded,buoyedbyrisingsalaries,healthylevels

ofoptimism,andopportunitiesforcareerdevelopment.However,shifting

interestsandpriorities,alongwithemergingchallenges,continuetorequire

employerstoadapt.

?Theworkforceisageing.Whilethe

percentageofwomenintheworkforcehas

increasedmarginally,theworkforceappears

tobeageing.In2025,allsectorsreport

adecreaseinthepercentageofunder

35-year-olds.Anageingworkforceisnotanewdiscovery.However,ourexpertssuggestthat,morerecently,hiringmanagershavebeen

tappingintotheretirementcommunitytomeetdemandoncomplexprojects.Thecost-of-

livingcrisiscouldalsobeencouragingretireesbackintotheworkplaceinsomeregions.

?Salariesarebackontrack.Whiletraditionalenergyprofessionals’salarieswereimpactedharderthanmostduringCOVID-19,inthe

subsequentyears,wagesacrossallsectors

havegrown.Now,veryfewprofessionals

reportreceivingadecreaseinpay.Instep,

since2023,optimismforsalaryprogressionhasremainedhigh,againindicatingpositiverecoveryfromCOVID-19.Reassuringly,

hiringmanagersandprofessionalshave

largelyagreedonthestateofpay,withhiringmanagersoftenslightlymoreoptimistic.

?Globalmobilityisevolving.Whilethe

expatriateworkforcehasremainedrelativelystableoverthepastfiveyears,interestfromprofessionalsinrelocatingiswaning.Severalfactors–includingtheincreasinguptakeof

renewablesglobally,moreflexibleworking

arrangements,andgreateruseofdigital

communication–areuncouplingtheneed

forprofessionalstoworkinspecificlocations.Fewerprofessionalsfeelcompelledtolook

abroadforcareerdevelopmentopportunitieswhenthereismoreonofferathome.

?Careerdevelopmentopportunities

areaprimefocus.Careerprogression

hasremainedatthetopofevery

professional’slistasareasontorelocate

orswitchsectorsforthepastfiveyears.

Conveniently,theenergyindustry’strillion-dollarprojectpipelinepresentsabundant

opportunitiesforskillsdevelopment,

innovation,andtechnologicaladvancement—openingdoorsforprofessionalsto

advancetheircareers.However,interestin

thetechnologysectorisever-presentamongprofessionals.Withcompetitionfortalent

growingfiercer,settingoutclearcareerpathsiskeytoretention.

4GETIReport2025Introduction

Ourfavouritethemedquestions

InthiseditionofGETI,wealsorevisitedsomeofourfavouritequestions

fromGETI2021through2024toassesswhethersentimentshavechanged

onkeysubsectortrends.

?FortheTraditionalenergychapter,

weresurveyedthesector’sopportunities

andfoundthatwhileengineeringtechniquesandtechnologyremaingloballydominant,theenergytransitionhasgainedimportanceinmanyregionssince2021.Thisshift

reflectsgrowingpressurestomakethe

industrycleaner,safer,andmoreefficient.

Reassuringly,manymoreprofessionalsbelievethattheircompanyisresilienttothechangesaheadbutpointtoaneedformoretraining

andmentorshipprogrammesinthefuture.

?FortheTransitionalenergychapter,

werevisitedwhetherorganisationsare

makingprogressonreducingtheiroperationalemissionsandenablingtheenergytransitionenough.Encouragingly,ahighpercentage

ofprofessionalsreportpositiveprogress.

Equallyencouragingly,nearlyalltransitionalprofessionalssaythatmakinganimpact

onclimatechangeisanimportantpartoftheircareers.

?FortheFutureofenergychapter,

weresurveyedwhatdrivesjobsatisfaction

andhoworganisationscouldbetterattractthenextgenerationoftalent.Manyprofessionalscontinuetopointtotheneedfortheirwork

tocontributetosocietyandtheopportunitytoworkonexcitingprojects.Alackofa

clearlydefinedcareerpathisanareaforsomeorganisationstoimprove.

ThisspecialeditionofGETIispackedwithvaluableinsightstohelphiringmanagersattractandretaintoptalent.Byhighlightingkeytrendsfromthepastfiveyears,wenowhaveaclearpictureofwhatprofessionalsvalue

mostandwherethebestworkforceopportunitieslieinthenearfuture.

JanetteMarx,

ChiefExecutiveOfficeratAirswift

5GETIReport2025Contents

Contents

6

7

8

9

11

28

45

60

Methodology

ThisistheninthannualeditionofGETI,theenergyindustry’smostestablishedandcomprehensiveglobalworkforcetrendssurvey.

Buildingonthesuccessoftheeightpreviousvolumes,GETI2025drawsontheviewsofalmost11,000energyprofessionals

of150nationalities.

The54-questionsurveywasopenforeightweeksandclosedattheendofOctober2024.

Airswiftandaselectionofsectorexperts

subsequentlyanalysedthedatatopinpointthekeyinsightsandthemestoemergefromtheresponsesacrossallsectors.Additionally,Airswiftanalysed

keyindustryandinternalcompensationdatainthefollowingthreetiers:

?Activecontractorheadcount

?Activecandidateslookingfortheirnextrole

?Third-partydatabenchmarks

Foreaseofreference,salaryandratedatahavebeenaveragedacrossallcountries.Ifyouarecuriousaboutspecificregionsorneedmore

detailedinsights,pleasesubmityourrequestonAirswift’swebsite,andwewillprovideit.

7GETIReport2025AboutAirswift

AboutAirswift

Airswiftisaninternationalworkforcesolutions

providerforSTEMprofessionalsinthetechnologyandengineeringsectors.Forover40yearsAirswifthasbeentransforminglivesthroughtheworkforcesolutionsweprovide,includingtalentacquisition,globalemploymentandmobility,managed

solutions,andconsulting.

Today,weareanintegratedteamof1,000employees,across60officesandover9,000contractors.DrivenbythreecorporatehubsinHouston,Manchester,andSingapore,

wehaveatrulyglobalapproachandareachthatisunparalleled.

Weprovidestrategicsupporttoourcustomers,resultingintrustedpartnershipsthatarealignedandefficient.Ourteamofexpertsareideally

positionedtomeetyourneeds,whetherthatisfindingtoptalent,mobilisingpeoplearoundtheworld,implementinganagileworkforcestrategyorimprovingdecision-makingforworkforce

planning.Formoreinformation,pleasevisitourwebsiteat:

8GETIReport2025Partnerdirectory

Partnerdirectory

EnergyJoblineistheleadingspecialistjobboardandinformationhubfortheenergyindustry

globally.Wehaveaglobalaudiencereachofover6millionenergyprofessionals,300,000+globalenergyjobsadvertiseddaily,andworkwiththeleadingenergycompaniesworldwide.

WefocusontheOilandGas,Renewables,

Power,andNuclearmarketsaswellas

emergingtechnologiesinEV,Battery,

andFusion.Wearecommittedtosourcing

themosttalentedprofessionalsforourclientrecruitmentcampaignsandensuringweofferthemostexcitingcareeropportunitiesfor

energyprofessionals.

Ourjobboardisasignificantvalue-addto

anyenergyemployeroremployeeonaglobalspectrum.OurhighlyengagedaudienceuseEnergyJoblinenotonlyfortheirjobsearch,

butalsoforthelatestenergynews,training,eventsandcontractorservices.

Whetheryouarelookingforanewjob

opportunityorlookingtosourcethebesttalentintheenergymarket,pleasecontactusto

discussinmoredetail.

DucatusPartnersdeliversexecutivesearch,marketmapping,leadershipconsultingandadvisory

services,operatingfromitsofficesinHouston,Rio,Aberdeen,LondonandDubai.DucatusPartners

hasexperienceacrosstheentirevaluechainof

theenergy,privateequityandindustrialsectors;partneringwiththeworld’slargestintegrated

energyandindustrialcompaniestotechnologystart-upsandtheadvisorsandfinanciersthat

supportthem.Formoreinformation,pleasevisit:

C

CLEAN

ENERGYCOUNCIL

EduMais

Educatingisanactoflove

9GETIReport2025Partnerdirectory

Meettheexperts

Expert

JanetteMarx

ChiefExecutiveOfficeratAirswift

Transitionalenergy

CiaraKingHall

ProjectManager

ofDukeEnergyCorporation

Traditionalenergy

MargieHarris

FormerExecutiveVicePresidentandChiefHRandAdministrativeOfficeratTellurianInc

Futureofenergy

LeanneHalliday

GlobalHeadofEnergyand

RenewablesandHydrogen

SubjectMatterExpertatLRQA

10GETIReport2025

Fiveyeartrendsreport

TheGlobalEnergyTalentIndexReport

Traditionalenergy

Contents

12GETIReport2025

Contents

Expert

MargieHarris

FormerExecutiveVicePresidentandChiefHRandAdministrativeOfficeratTellurianInc

13

14

19

21

23

26

27

GETI2025:Traditionalenergy

Despiteaturbulentstarttothe2020s,salaryincreasesarenowbackontrackand

optimismaroundfuturepayishigh.Organisationsareincreasinglyfocusedondevelopingprofessionals’coreskillsandcompetenciestocreateworkforceresilienceandflexibilityaswellastokeepinstepwiththeever-evolvingenergytransition.

Demographics

Overthepastfiveyears,thepercentageoffemalerespondentshasslowlyincreasedfrom10percentin2021to12percentthisyear.

Thepercentageof35-to-44-year-oldshasgrownovertime(28percentin2021to32percentin2025),whilethepercentageof25-to34-year-oldshasdeclined,andtheunder25scategoryalso

remainslow.

Reflectingonthechangingdemographics,MargieHarris,formerExecutiveVicePresidentand

ChiefHRandAdministrativeOfficeratTellurian

Inc,says:“Fewyoungpeopleaspiretobea

petroleumengineerwhenrolesinroboticsand

hightech,forexample,aremarketedandmay

besomuchmorecompelling.Startingfromhighschool,weshouldshineabrighterlightonthe

technologyinnovationsthatmakeoursector

justasinterestingasothers,suchasunmanned

drillinganddrones,tohelpconvincebothstudentsandtheirparentsthatthesectoroffersdynamic,

fulfillingcareers.”

AGEOFPROFESSIONALS2021-2025(%)

24andunder

45to54

25to34

55to64

35to44

65andover

%100

8060

4020

0

20214

23

2823

184

20224

26

2920

165

20234

27

3120

135

20244

27

3221

124

20253

21

3224

155

Paytrends

14GETIReport2025

Paytrends

HASYOURANNUALBASICSALARY/CONTRACTDAY

RATEINCREASED,DECREASEDORSTAYEDTHESAMEINTHELAST12MONTHS?(%)

Datafromthepastfiveyearsrevealsapositive

trendinsalaryincreasesafterthechallenging

ProfessionalHiringManager

IncreasedIncreased

StayedthesameStayedthesame

DecreasedDecreased

2021

2022

2023

2024

%100

80

28

32

60

45

49

40200

4329

4721

479

447

2025

50

2021

34

28

2022

34

20

2023

3510

2024

308

2025

327

periodof2021and2022.Theyear2024markedasignificantturningpoint,withmoreprofessionalsexperiencingpayrisesthanthosewhosesalariesremainedstagnant.Currently,halfoftheworkforcereportsanincreaseintheirearnings,and26per

centhaveenjoyedraisesexceedingfivepercent.Onlyfivepercentindicatedadeclineintheirpay.

Hiringmanagersreportthesameupwardtrend;

in2021,38percentreportedasalaryincrease,

comparedto61percentin2025.Thisyearisthe

firstyearwhereincreasesshowsignsofflatteningout,withthepercentagereportingalargeincrease(fivepercentormore)fallingforthefirsttime

since2021.

JanetteMarx,CEOofAirswift,comments:

“AstheindustryrecoveredfromCOVID-19,

paydidnotkeepupwithinflation.Overthe

lastcoupleofyears,manycompaniesfocusedonclosingthisgaptoaccuratelyreflectthe

highlytechnicalcompetencyofthepositions,

455

38

46

55

62

61

whichhashelpedattractandretainemployees.”

50%

ofprofessionalsreportapay

risein2025

61%

ofhiring

managerssaypayhasincreased

26%

ofprofessionalssaypayhasrisenmorethan5%

all

34%

ofhiring

managersreportpayhasrisenbymorethan5%

15GETIReport2025Salaries

OILANDGAS-PERMANENTWORKERANNUALSALARY,USD

Africa

Asia

Australasia

Europe

LatinAmerica

MiddleEast

NorthAmerica

Averages

84,864

77,919

157,080

88,562

49,805

85,641

99,378

Accountant

52,080

52,333

103,214

62,314

36,000

46,783

51,615

Administrator

32,730

32,773

74,990

31,849

36,000

32,912

38,875

ChemicalEngineer

85,500

61,967

162,000

71,604

43,200

71,758

71,698

CivilEngineer

70,596

69,991

186,222

67,254

43,200

65,676

97,858

CommissioningEngineer

96,569

83,665

185,296

94,995

50,400

87,837

142,142

ConstructionEngineer

105,709

87,466

141,070

102,067

48,000

67,458

109,547

ConstructionManager

102,546

108,486

178,868

91,628

73,920

118,661

103,095

ContractsManager

64,617

61,655

163,655

86,539

64,800

113,531

64,484

DrillingEngineer

95,000

116,342

205,000

104,070

50,400

118,853

119,785

DrillingSupervisor

130,000

123,421

300,000

151,741

64,800

153,194

182,937

ElectricalEngineer

78,339

80,887

130,134

83,338

43,200

67,036

88,044

FinanceManager

68,493

70,712

145,888

83,237

64,800

94,343

91,634

Geophysicist

97,061

100,216

169,307

97,422

76,800

120,506

130,315

HSEManager

78,646

74,909

186,016

85,047

55,200

94,770

90,578

InspectionEngineer

92,711

65,479

135,943

71,426

43,200

69,138

135,134

InstrumentationEngineer

114,222

75,350

127,609

92,382

45,600

70,874

101,011

MaintenanceEngineer

92,260

67,599

129,474

91,151

43,200

75,193

89,395

MechanicalEngineer

75,511

64,684

138,253

84,825

43,200

64,342

85,510

ProcessEngineer

94,618

72,991

139,871

91,494

43,200

85,619

110,787

ProductionEngineer

86,773

63,313

152,673

89,281

43,200

84,008

98,784

ProjectEngineer

83,293

82,175

139,604

98,017

43,200

95,301

94,713

ProjectManager

86,682

101,025

190,868

101,153

55,200

125,378

92,599

QA/QCInspector

73,557

65,663

154,012

71,088

43,200

53,079

70,194

ReservoirEngineer

95,561

108,362

166,345

116,389

45,600

128,681

142,004

WeldingEngineer

68,524

56,502

120,686

93,737

45,600

36,082

81,722

16GETIReport2025Salaries

OILANDGAS-CONTRACTORDAYRATESBYREGION,USD

Africa

Asia

Australasia

Europe

LatinAmerica

MiddleEast

NorthAmerica

Averages

881

603

880

874

364

649

790

Accountant

463

323

467

653

165

404

480

Administrator

195

144

403

281

165

207

275

ChemicalEngineer

644

484

935

817

215

587

680

CivilEngineer

614

512

848

877

204

533

778

CommissioningEngineer

1,114

605

1,091

1,211

403

598

1,036

ConstructionEngineer

904

526

840

884

268

584

830

ConstructionManager

1165

941

946

996

463

708

712

ContractsManager

968

670

966

845

409

670

680

DrillingEngineer

1,125

888

1,122

963

552

852

960

DrillingSupervisor

1,459

1,221

1,558

1,361

650

1,160

1,316

ElectricalEngineer

853

594

714

833

425

606

760

FinanceManager

725

539

740

915

403

623

693

Geophysicist

1,289

726

1,104

1,209

380

753

1,200

HSEManager

936

518

1215

975

365

657

740

InspectionEngineer

993

496

731

896

430

541

1,096

InstrumentationEngineer

922

588

782

722

398

653

732

MaintenanceEngineer

807

599

748

752

323

589

669

MechanicalEngineer

864

512

653

774

298

581

720

ProcessEngineer

917

603

772

838

310

663

856

ProductionEngineer

824

466

966

856

368

656

640

ProjectEngineer

832

653

811

789

443

650

683

ProjectManager

969

889

851

921

425

917

762

QA/QCInspector

639

502

869

770

312

600

607

ReservoirEngineer

942

625

1091

910

445

919

1,013

WeldingEngineer

871

451

778

801

285

515

822

17GETIReport2025Salaries

PETROCHEMICALS-PERMANENTWORKERANNUALSALARY,USD

Africa

Asia

Australasia

Europe

LatinAmerica

MiddleEast

NorthAmerica

Averages

71,650

61,217

92,762

68,914

45,420

66,431

103,128

Administrator

18,844

38,725

64,070

38,529

33,600

21,513

42,159

ChemicalEngineer

89,400

59,963

97,993

70,721

40,800

67,060

129,289

Chemist

69,290

67,083

85,595

60,495

40,800

69,220

85,360

ConstructionManager

90,186

57,426

120,527

86,084

62,400

85,328

146,787

ElectricalEngineer

73,378

70,591

108,546

92,788

40,800

79,444

186,777

EnvironmentalManager

77,704

72,624

84,644

90,948

55,200

70,470

170,881

FinanceManager

100,060

76,581

91,023

79,713

52,800

74,180

142,128

HRManager

60,579

51,198

78,383

56,824

50,400

65,248

118,936

HealthandSafetyManager

65,784

73,643

68,347

80,424

43,200

65,972

126,723

LabManager

38,219

54,832

107,930

45,392

52,800

60,717

90,402

MaintenanceTechnician

40,933

50,124

70,633

49,160

16,800

50,096

52,274

MechanicalEngineer

68,732

68,129

111,852

72,572

40,800

73,778

87,066

OfficeManager

51,316

40,581

61,513

41,624

55,200

38,159

71,617

Planner/Scheduler

79,367

56,609

91,478

62,021

21,600

62,310

81,044

ProcessEngineer

102,608

63,031

119,962

91,162

40,800

95,774

99,749

ProcessOperations

ProductionManager

72,370

57,738

94,262

65,494

57,600

75,572

107,974

ProjectCoordinator

89,480

69,373

91,119

66,398

50,400

54,741

77,618

PurchasingManager

80,105

74,836

87,712

75,480

56,400

75,869

56,899

QA/QCManager

65,701

71,748

92,580

84,709

55,200

68,665

98,379

TechnicalEngineer

98,936

49,512

127,067

67,743

40,800

74,495

90,491

18GETIReport2025Salaries

PETROCHEMICALS-CONTRACTORDAYRATESBYREGION,USD

Africa

Asia

Australasia

Europe

LatinAmerica

MiddleEast

NorthAmerica

Averages

707

409

604

695

316

512

645

Administrator

200

144

258

331

144

171

300

ChemicalEngineer

680

423

722

812

260

586

640

Chemist

525

425

568

614

286

401

465

ConstructionManager

1141

480

843

1084

489

651

734

ElectricalEngineer

881

502

763

828

408

673

798

EnvironmentalManager

978

445

609

596

471

583

815

FinanceManager

709

470

670

771

400

618

794

HRManager

387

414

495

705

389

522

596

HealthandSafetyManager

1113

435

506

652

414

480

692

LabManager

477

304

467

468

315

306

708

MaintenanceTechnician

402

353

435

512

175

387

359

MechanicalEngineer

900

393

695

967

406

552

680

OfficeManager

375

294

399

415

208

283

568

Planner/Scheduler

540

396

677

674

323

503

680

ProcessEngineer

736

449

864

642

253

889

804

ProcessOperations

ProductionManager

1336

411

585

633

281

435

721

ProjectCoordinator

700

462

566

628

319

398

561

PurchasingManager

584

521

588

740

288

572

567

QA/QCManager

761

521

679

1157

261

523

703

TechnicalEngineer

721

347

685

680

236

701

724

Optimismforsalaryprogressionhastrended

upwardeveryyearoverthepastfiveyears;

in2021,49percentofprofessionalsexpected

apayincrease,comparedto71percentin2025.Thisyear,42percentpredictapayriseofmore

thanfivepercent.Concurrently,onlytwopercentanticipateapaydecrease–asignificantchange

infortunesfrom2021,when19percentexpectedthistobethecase.

Hiringmanagerssharethesametrendandare

equallyoptimistic,with72percentexpectingpaytoincrease,comparedto48percentin2021.

19GETIReport2025

Globalmobility

Overthepastfiveyears,theexpatriateworkforcehasremainedaround40percent–higherthananyotherenergyindustrysector.Althoughtraditionalenergyprofessionalsreportanincreaseincross-

regionaltransfersonoffer,ahigherproportion

aremorereluctanttorelocatenow.In2025,

only80percentoftheworkforcewouldconsiderrelocating,comparedto89percentin2021.

Marxexplains:“Somecompaniesaremovingtolocaliseexpatriatessoonertoreduceoverheads,whichisweakeningthefinancialincentiveto

relocate.Theindustry’scontractorcohortremainsstrong,however,thesefactorsshouldn’tleadtoashortageoftalent.Thatsaid,iforganisations

arefacingashortfall,it’sthesetypesofpoliciesthatshouldbereviewedalongwithagreater

focusoncareerprogressionaspartofthecompletepackage.”

2021TO2025–EXPATRIATEWORKFORCE+

CROSSREGIONALTRANSFERS+

OPENNESSTORELOCATION(%)

Expatriates

Crossregionaltransfers

Opentorelocating

%

100

90

80

70

60

50

40

30

20

10

0

8989

81

83

80

6161

57

5252

42

38

394039

20212022202320242025

Globalmobility

61%

ofemployersoffercross-regional

transfers

80%

ofprofessionalswouldconsiderrelocating

Europeistheregiontraditionalprofessionals

wouldmostliketorelocateto,althoughits

attractionhaswanedinrecentyears,fallingfromapeakof30percentin2022to26percentthis

year.TheMiddleEastremainsafirmfavourite

insecondplace.InterestinrelocatingtoNorth

Americahasalsoremainedconsistentsince2021,althoughsince2023,professionalsaremorelikelytoconsideropportunitiesinAsia.

Whenanalysingkeymotivationsforrelocation,careerprogressionisthesinglemostimportantfactorandhasincreasedsince2021reaching

50percentin2025.Thisisoppositetothe

trendswitnessedinrenewableandtransitional

energysectors,wheretheimportanceofcareer

progressionhasdeclined.Lifestyleandlowcostoflivingretainsecondplace,joinedinthirdplacebyculturein2021and2022,andremunerationfrom2023onwards.

20GETIReport2025Globalmobility

Fortheminoritynotwantingtomove,proximitytofamilyisthetopconcern,althoughnotably,thishasfallenyearonyear.Similarly,children’seducationhasconsistentlyfeaturedinthetop

threesince2021.

Harrisexplains:“There’sstilldemandfor

internationalassignments,butforthose

professionalswithfamilies,there’softenaneedtobalancethegrowthoftwocareers.Somelarger

companiesareincreasinglymakingorfindingopportunitiestokeepfamiliestogetherby,

forexample,placingthemonthesameprojectorbymakingintroductionstohiringmanagerswithintheirnetworkattheprojectlocation.

Therehasalsobeenasteadyincreaseinthelackofopportunitiestorelocateaccordingtoprofessionals,from11percentin2021to

19percentthisyear.

“Recentconsolidationswithintheindustryhaveseenorganisationsretainlocalexpertiseratherthanrelocateexistingemployees,whichmay

explainanincreaseinthelackofopportunitiestorelocate,”Harrisadds.

WHATISYOURMAINREASONFORNOTWANTINGTORELOCATE?(%)

Proximitytofamily

Relocationopportunitiesnotonoffer

Lackofknowledge/supportforvisaapplication

Children’seducation●Other

andassignmentrelocation

Notenoughopportunityforlongtermcareeradvancement Lackofcompanyfinancial/supportpackagesforrelocationNoincreaseinrenumeration

%01020

3040

5060708090100

2021

46

13711