Intercultural Training Initiatives for Eramet’s International Workforce

Patricia Glasel • January 6, 2025

NetExpat recently interviewed two key members of the Eramet Group Team about their intercultural training initiatives for their international workforce.

Simon Boubault

Group International Mobility Manager

Eramet Group

Natascha de Saint-Jean

Head of Learning & Development

Eramet Group

What made you decide to implement intercultural training?


Natascha: We have two groups receiving intercultural training: expatriates and multicultural teams or their managers. Eramet has nearly 80 nationalities and operates across five continents! Therefore, our projects bring together people worldwide, both expatriates and multicultural teams, necessitating effective intercultural collaboration.


Simon: These international projects align with Eramet's recent strategy shift to focus on mining activities. Consequently, our teams, including those at our French headquarters, now largely operate internationally. This has increased the need for intercultural teams and expatriate movements, prompting us to collaborate with NetExpat for training.


Was this a proactive measure?


Natascha:   It's a mix of proactive efforts and responding to expressed needs. We understand that cultural differences can have an impact on work dynamics. Cultural diversity can enrich exchanges when properly understood. Training plays a key role in strengthening mutual understanding, improving the quality of interactions and increasing team productivity. Misunderstandings often stem from cultural issues, so training helps mitigate these and improves team interactions and productivity.

Interviewer: How are people reacting to the training?


Simon: The feedback from expatriates and their families, especially spouses, has been very positive. The training prepares them for the cultural differences they'll face, which is crucial for a successful expatriation. We’ve made this training a standard part of our policy for expatriates and their families.


Natascha:  Teams are eager to participate. The training sessions are practical, allowing participants to share experiences and learn from each other. This helps them understand cultural differences and how to adapt their work styles accordingly.

Is having an experienced consultant important?


Natascha: Yes, an outside consultant with experience in international work and expertise of various cultures is vital. In addition to the consultant, NetExpat often provides speakers with strong intercultural business experiences, adding value to the sessions.


Any surprises during the training?


Natascha: In some regions, we have adopted a strategy of first working with distinct cultural groups, then bringing them together to explore solutions together. This method has paid off, giving participants a trusted space to express their difficulties. Once the issues have been identified, they can progress towards finding solutions. Participants from different cultures exchange ideas in a very positive way and find solutions together.


Simon:  The diverse cultural backgrounds at our sites lead to rich exchanges during training. Participants realize the benefits of applying intercultural skills in their work.


How do individuals benefit from the training?


Natascha:  Participants become more aware of cultural differences, helping them navigate intercultural work environments. It’s about understanding that people see the world differently and finding ways to interact more effectively.

Simon: We’re hiring globally and building diverse teams, so this training helps them work well together. It’s a long-term effort to ensure cohesive, effective teams.


What’s the impact of the training on performance and ambiance?


Natascha:  Although difficult to measure precisely, feedback from participants indicates better mutual understanding, more constructive interactions and better team cohesion. This training approach therefore brings significant benefits.


Simon:  Due to the recent rollout, we lack figures but believe in the positive impact. The initial feedback received is really encouraging. Face-to-face sessions, especially, help build networks and understanding among diverse participants.

How important is supporting the partner of the expatriate?


Simon:  Family integration is crucial for successful expatriation. Training helps families understand and adapt to cultural differences, preventing failures in expatriation missions. Our policy now mandates intercultural training for expatriates and their families.


Natascha:  Intercultural training is essential for everyone. Interculturalism isn’t automatic; it requires learning and effort.


Simon:  Intercultural awareness is indeed key for successful international collaboration. It’s not just a must-have but an integral part of our HR strategy.


Natascha: Everyone, from top managers to individual contributors, benefits from this training.



Final thoughts on the importance of intercultural training?


Natascha:  Expatriates are constantly in a multicultural environment, so preparation is essential for their well-being and effectiveness.


Simon:  Intercultural training is vital for our international projects and team performance. It’s part of our strategy to support our diverse, global workforce.


Natascha:  Intercultural training enhances self-awareness and reduces judgment, improving teamwork. It’s important for everyone to understand and address their unconscious biases. Moreover, Intercultural awareness is vital for performance. Misunderstandings due to cultural differences can lead to delays and conflicts, affecting project outcomes.


Simon:  Successful expatriation and teamwork depend on good preparation and cultural understanding. Intercultural training is a key factor of success for our global operations and projects.

Share this post

Team Spotlight: Maru Machado

By Diego Marquez • June 9, 2025
As Director of Global Client Services at NetExpat, Maru Machado brings a dynamic blend of operational expertise and global perspective to her role. With a rich background in international event production, clinical travel management, and client services, Maru brings a global mindset to everything she does. Her multicultural experience—both professional and personal as a former expat—deeply informs her approach to leadership and client support. Now leading a diverse team across the U.S., Maru thrives on connecting with people around the world, improving service delivery, and creating meaningful impact for globally mobile professionals and their families.

The Cultural Implications of Mergers and Acquisitions

May 29, 2025
Mergers and acquisitions (M&As) are high-stakes ventures that promise growth, innovation, and a competitive advantage, but that promise can only be realized by prioritizing a critical factor that can make or break the success of the initiative: culture. Whether it's the diversity of global cultures in multinational mergers or the differences between two distinct corporate cultures, the challenges are significant. A failure to integrate effectively doesn’t just threaten the success of the merger, it also impacts the financial health of an organization. Below, we discuss the cultural complexities of M&As, the risks of ignoring them, and actionable strategies to bridge related gaps effectively. Challenges in Cultural Integration During Mergers and Acquisitions Asking diverse groups of people to collaborate efficiently without supporting them and "translating" their different priorities, values, and cultural norms is risky under any circumstances. This is particularly important in M&As, where two diverse workforces have learned to do business in ways that have been defined by their separate employers. In multinational mergers, differences in communication styles, decision making, and business etiquette can create friction or complete breakdowns in productivity. Corporate culture clashes can also occur from contrasting leadership styles, organizational values, levels of employee engagement, and cultural attitudes about change. Without targeted attention, these challenges can undermine collaboration, erode trust, and jeopardize the success of the merger. 

Navigating APAC Business Trends: The Importance of Intercultural Agility

April 16, 2025
A series of trends and events are impacting the way APAC-based companies are doing business, as well as how international organizations engage with them. As workforce borders within this active region continue to blur, intercultural agility has become more important – and more nuanced – than ever before. Whether it’s a business that's building a diverse workforce within the APAC region or a multi-national company working across cultures to do business with them, employers and the employees that work for them must forget everything they think they know about intercultural communication. Growing workforce diversity means not just knowing about the culture a business is headquartered in, but also the many cultures making up their staff. Intercultural training has therefore become a crucial investment for any business hoping to thrive in this diverse landscape. 

Helping Mobile Employees and Families Navigate Culture Shock

April 1, 2025
Most mobile employees accept international relocations with mixed feelings that include excitement and curiosity. However, they’re often surprised when their move comes with more feelings of disorientation than they expected. Culture shock – the feelings of confusion, disconnectedness, and anxiety that people experience while integrating into a new culture – can make it difficult for mobile employees to transition into their new assignments effectively. It can also make it difficult for their accompanying families to settle into their new home, adding further stress to your employees’ relocation experiences. It all negatively impacts employees – but it has costly negative impacts for the organization, too.  Understanding the stages of culture shock can make dealing with it easier. Below, we take a look at each and offer suggestions your employees can use for navigating them. While supporting them on their journeys helps them to integrate into their new surroundings faster and with greater ease – it also benefits business productivity, organizational goals, and the company’s bottom line. Stages of Culture Shock & Suggestions for Dealing with Them

Cash vs. Care: The Pitfalls of Lump Sum Payments

By Laurette Bennhold Samaan • March 3, 2025
Between rising costs and limited budgets, it’s no surprise that many organizations turn to lump sum payments to control talent mobility spending. But is this approach effective – or can it actually end up costing companies more? In this blog post, we’ll discuss the unexpected costs associated with lump sum payment models, where they can go wrong, their impacts on the employee experience, and why managed moves benefit employees and organizations in the long run.  Perception vs. Reality: Lump Sum Payment Outcomes When organizations offer lump sum payments to their mobile employees, they're often being driven by a few assumptions. They believe that their mobile employees: Possess sufficient financial skills to manage their relocation budget Are savvy enough to procure the right relocation services/providers at the right times Have enough host-country knowledge to navigate area-specific nuances independently Will decrease the need for administrative resources by self-managing their relocations

TEAM SPOTLIGHT: PATRICIA GLASEL

February 11, 2025
Patricia Glasel has a rich international background, having lived in several different countries growing up. Her journey began in Gabon, where she was born, and extended across various African nations due to her father's work. Patricia's extensive experience as an expatriate has given her a deep understanding of the joys and challenges of living abroad. She holds M.B.A. an a degree in organizational behavior and cross-cultural training from Northwestern University, which has equipped her to support others in their global mobility journeys. After having lived in 11 countries, Patricia currently resides in France and enjoys sharing her experiences to help others navigate their expatriation adventures. Patricia also serves as a Foreign Trade Advisor for the French Government, providing high-level insights and support for international trade initiatives.

The Growing Focus on “Cultural Compliance” to Bolster “Business Compliance” 

By Laurette Bennhold-Samaan • February 3, 2025
In a competitive global market, organizations face a myriad of laws, regulations, and ethical standards. And because compliance requirements differ from one country to another, a workforce’s intercultural agility plays a significant part in a company’s ability to ‘be’ compliant in the countries they do business with. Intercultural misunderstandings can be costly, leading to safety issues, lost sales and missed business opportunities, but they can also result in hefty fines, sanctions, and even being barred from operating in key markets. Because the ability to navigate cultural differences is crucial to the success and sustainability of global organizations, cultural compliance should be a part of every organization’s overall compliance strategy. 

Is Diversity Enough? DEI's Impact on Business Performance

By Laurette Bennhold-Samaan • January 20, 2025
“Leaders must acknowledge that increasing demographic diversity does not, by itself, increase effectiveness; what matters is how an organization harnesses diversity, and whether it’s willing to reshape its power structure.” - Harvard Business Review

Intercultural Training’s Impact on Employee Well-being

By Laurette Bennhold-Samaan • December 16, 2024
Employee well-being benefits more than just employees. It also benefits employers and the customers they serve. What many organizations don’t realize is how much intercultural agility impacts employee well-being. Below, we’ll discuss the relationship between the two and why focusing on intercultural agility should always be a part of your global talent mobility strategy. Why Employee Well-being Matters Prioritizing employee well-being makes sense from a duty of care standpoint, but it also benefits businesses. Employees that are happy and well are typically more engaged at work. Employes that are culturally agile enjoy enhanced well-being, as they’re better able to collaborate with their teammates and customers. This results in higher levels of engagement at the individual level – and enhanced collaboration and innovation among teams. Additional outcomes include a stronger company culture, brand reputation, and employee retention rate. Customers also reap the benefits. When well-being is prioritized and employees are given the tools they need to succeed, they’re more likely to provide excellent customer service and care. Businesses benefit from higher customer satisfaction scores and brand loyalty. Conversely, the risks of not investing in employee well-being can be costly:

Repatriation and Retention: Ensuring Expats and Businesses Thrive

By Laurette Bennhold-Samaan • November 20, 2024
When organizations support mobile employees during an intercultural assignment, they benefit long after those same individuals repatriate. The trouble is, too many businesses don’t see repatriation as a component of the assignment, which can have negative outcomes for both them and the employees they’ve invested in: Without repatriation support, employees face a myriad of challenges, from reverse culture shock and career uncertainty to feeling diminished. Businesses end up paying the price, from employees being disengaged to losing talent altogether. Both have negative impacts on a company’s ROI.
Show More