A recent conference session explored the many issues facing researchers when working abroad, as David Dlaka, Holly Monroy Caskie and colleagues explain
International members of the research community, from academia to industry, often face additional cultural, social and financial challenges compared with those working in their native countries.
This is especially true in times of global uncertainty and rising anti-immigration sentiment. While institutions bear responsibility for promoting inclusivity and creating a positive environment for everyone, individuals also have an important role to play in supporting their international colleagues.
At the Bristol Quantum Information Technologies (BQIT) workshop held earlier this year, a dedicated session tackled the many issues facing international researchers.
The BQIT annual workshop has been running for the past 13 years, welcoming the quantum research community to Bristol to present and discuss recent advances in quantum technology as well as share ideas and stimulate collaborations in this rapidly developing field.
Since 2019, the workshop has included a session dedicated to Equity, Diversity and inclusion (EDI). At BQIT:26, which was held between 27-29 April and attended by more than 200 people, the two-hour EDI session focussed on the difficulties faced by international co-workers and what we can do as individuals to create a more welcoming workplace.
It began with a panel discussion featuring three panellists who currently works in research communities outside their native countries.
They were: Gosia Drewniok, assistant director for international student success at the University of Bristol; Belinda Sharpe, operations director and the firm Duality Quantum Photonics; and Marija Radulović, partnership director at Hartley Ultrafast.
One interesting point that emerged during the debate was how some tasks that are seemingly “simple” to those living in a country for a while, such as where to buy furniture or where to access healthcare, are relatively challenging to many individuals coming from abroad.
Often these challenges are not considered when employing an international colleague and are easily remedied by having more complete on-boarding resources that include out-of-workplace elements.
Conversations were also had around expressing discomfort about attending certain social activities, for example attending events where alcohol is served.
We believe that all positive change begins with a conversation
Those who do not drink alcohol, are fasting during Ramadan, or have strict dietary requirements may not be able to attend such events, and some may worry that raising their needs will burden others. They therefore choose not to speak up, when in fact their peers may be willing to adapt and make appropriate adjustments.
There were also deeper and more complex points raised, such as finding the balance between maintaining one’s own cultural core traditions and adapting to a new work environment.
The panel highlighted that while integrating into a new culture can be challenging, there should be no pressure to “change oneself” or to “fit in”.
Activities such as international and cultural events, alcohol-free events, or even suggesting your own events if you feel up to it, are excellent ways to meet new people.
Furthermore, even though this session took place in the UK, the issues discussed often apply to those working abroad in other countries, especially due to the international nature of the BQIT attendees.
This came up when points were raised by attendees with UK citizenship who have worked abroad during an exchange, who are also considered international colleagues in that country and face similar challenges. This highlights the importance of having such conversations.
Shared responsibility
Following the panel debate, attendees divided into small groups where they shared ideas and their own experiences, as well as adding key conclusions to a shared online discussion platform.
Some interesting highlights include having onboarding procedures that constantly evolve based on feedback from previous international students or staff; keeping events affordable; and keeping in mind that those who have further to travel home to their native countries may need larger blocks of holiday time.
Why we must build an inclusive quantum community
Read more
Examples of additional factors to consider include cultural differences regarding normal working hours, including how setting clear expectations and emphasising healthy work-life balance may be helpful.
Other issues are the hidden costs (time and money) of getting language and other certifications required for some applications (e.g., visas, permanent residency or citizenship applications) as well as the potential for increased vulnerability to scams due to lower awareness of various systems such as rent or guarantor schemes.
Yet minor actions can have a significant positive impact such as planning trips well in advance to allow for visa processing times, checking in on international colleagues so the onus isn’t on them to raise these issues, or simply using more direct and plain language in professional communication.
While attendees responded overwhelmingly positive to the session, some may think it will change nothing and will not resolve the issues. Yet we believe that all positive change begins with a conversation.
In our field, like many others, researchers are likely to find themselves living in a country different to their native one at some point during their career. Promoting these changes and conversations with colleagues now, and creating a culture of shared responsibility, may even benefit you personally in the future.
- The article was written with Carrie Weidner, Sanna Al-Abdally, Nicole Luc and Deepak Bhardwaj.