Reliable HR Departments Can Save Lives

It is truly worth talking about: international teachers have very little protection and resources when it comes to navigating host country contracts/national legal systems. This makes the HR department a critical branch of International education.

I don't often speak on this topic, however recently it has become apparent that I need to say something on the subject. In 2019, while working at an international school, I was hit by a car. I was a pedestrian walking to work and the driver hit me head on. I was immediately taken to the hospital (by said driver) and treated for my injuries. I did not speak the local language, did not have family in the area, nor was I fully functional to make medical decisions. One of my first phone calls was to the school I was working at, and within the first few hours at the hospital, the head of HR showed up to 'assist' me.

In no time at all, it was clear that the HR representative was more concerned with me staying in the country and returning to work as soon as possible, rather than with my health and medical recovery. They began speaking with my doctors on my behalf and suggesting medical advice that I felt was not in line with my best interest.

Maybe this is understandable; it's their job after all. However, thus began a pattern of limited transparency and half truths regarding my recovery, compensation and accident claim. It is certainly telling when the person who actually hit you with their car helps you navigate the bureaucratic system more than your school's HR department. Post surgery I was told I couldn't go home to recover and was guilted into staying so that the driver wouldn't go to jail. I'm glad to say that after clearly advocating for what I needed, I returned home and received physical therapy.

"It is certainly telling when the person who hits you with their car helps you navigate the bureaucratic system more than your school's HR department"

International teachers are privileged in many ways. One could write (and many have) an entire dissertation on pay disparities between local and international staff. I do not deny this fact, however when an international educator moves to country where in they do not speak the language, have a support system, nor understand how to avail themselves of the local legal system, there is ample room to be taken advantage of. In this regard, international educators are extremely vulnerable. Teachers can be easily taken advantage of, mislead, or mistreated in regard to their rights as an employee.

"In this regard, international educators are extremely vulnerable."

This is where a robust, transparent and dependable human resource department can make all the difference. Because international educators are particularly susceptible to fraud or misrepresentation in the workplace, it is important to be diligent in vetting your schools HR department. At international schools, HR not only plays a key role in developing and reinforcing the organizational culture, they often assist in visa applications, navigating the health care system, and general acclimation/assimilation to the local culture. They are usually an educator's first point of contact with the school and convey critical insight into the culture and company one is joining. More than just onboarding, they are your first line of defense when something goes terrible wrong.

"More than just onboarding, [HR is] your first line of defense when something goes terrible wrong."

It is now 2023 and I have yet to settle my accident case. It has been years since working with this particular school. Now more than ever it has become clear how little control I have over navigating court settlements, the social security system, and holding employers accountable the the terms of a contract. Thankfully, progress is being made due to the support of colleagues and subsequent employers, but the road has been/continue to be hard.

If my experience conveys anything, I hope it is the crucial and integral role HR plays in protecting an international educator. When looking for employment opportunities, ask about the HR department. Specifically enquire about their onboarding process as well as their continual assistance throughout your employment. If not immediately provided an opportunity in the hiring process, ask to speak with the HR department before entering into a contract. Even when employed by a small school that may not have a fully formed human resources department, request detailed information regarding onboarding and employee support. This may not matter while everything is running smoothly, but let me tell you, one day you're living your best life and the next you may be smacked by a moving vehicle.

"...request detailed information regarding onboarding and employee support."

I truly don't mean to sound cynical: hope for the best, but make sure HR is prepared for the worst. You deserve to be protected and respected.