Much Ado About Cultural Training

When it comes to cultural and language training, there’s certainly much ado — but not always much action. Whilst most organisations stop short of making it mandatory, many still offer it as a benefit and strongly encourage participation. The decision often rests on cost, destination and the nature of the move.

One Expat Academy member recently shared that their organisation is considering making cultural and language training compulsory – a bold move, given that most businesses are going in the opposite direction. Their benchmark question sparked some interesting insights.

The Mandatory vs Optional Debate

From the feedback we received, cultural and language training is rarely a “must-do.” Only one organisation said it was mandatory for both the assignee and their spouse, with additional “counter-shock” training available for those returning home after a long time abroad.

For most, it sits in the “strongly encouraged” camp. It’s typically recommended for long-term assignments and families, but often provided flexibly or on a case-by-case basis depending on the destination. One organisation, for example, only funds training where there is a significant cultural gap between the home and host countries.

Cost is the biggest sticking point. Some businesses see training as a nice-to-have without an obvious return on investment. A few don’t offer it at all for budget reasons, which can be frustrating for Global Mobility professionals who know how valuable it can be. As one member put it, they would love to make it mandatory, but their business simply won’t fund it.

Why Cultural Training Matters

Despite these challenges, many in our network believe cultural training is vital for a successful relocation. It’s not just about learning local customs – it’s about empathy, communication and helping employees (and their families) feel confident in a new environment.

The benefits can be far-reaching:

• Reduce culture shock – preparing employees for differences helps them settle in more smoothly.

• Improve communication – understanding verbal and non-verbal styles avoids misunderstandings and builds trust with colleagues and clients.

• Enhance team cohesion – appreciation of cultural nuances leads to stronger, more inclusive teams.

• Boost assignment success – well-prepared employees are more likely to thrive, bringing better results for the business.

• Support families – training for partners and children can ease the transition and reduce stress, a critical factor in assignment success.

In-House or Supplier-Led?

Most organisations still rely on external providers for cultural training, but a few are taking a different approach. One member told us they are developing their own in-house course, shaped around the real needs of their expats. Another shared that training in their business is delivered locally by stakeholders in the host location.

Some organisations choose not to provide it at all, particularly where English is the common business language. Others reserve language training for situations where it’s strictly necessary.

A Changing Global Workforce

The nature of international work has shifted. Permanent transfers and international new hires are increasingly common, and businesses are under pressure to keep costs down. Added to that, video calls and global teamwork mean many employees already work across cultures daily – which some leaders use as an argument against formal training.

But there’s a key difference between collaborating online and living in a new country. Technology can connect us professionally, but it doesn’t prepare employees for the social, cultural and even practical aspects of daily life abroad.

Another growing trend is the rise of self-initiated moves, where cultural training is rarely offered. By contrast, some organisations would like to make it compulsory for business-driven relocations, as part of their duty of care.

Striking the Balance

Deciding whether cultural and language training should be mandatory is not straightforward. Most organisations prefer to keep it optional, but the value is undeniable. The challenge for Global Mobility professionals is making the case to business leaders that investing in training pays off in the long run.

A flexible approach may be the most practical – offering training as a strongly encouraged benefit, with the option to tailor it depending on the assignment and destination. For those organisations that do invest, the payoff is clear: employees and families who thrive abroad, stronger business outcomes, and a smoother, more rewarding international experience for all involved.