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31% of multinationals plan to send staff on overseas assignments next year, survey finds

Employers now offer enhanced well-being benefits and the option to work from anywhere, according to willis towers watson.

Seventy-four per cent of overseas employee assignments next year are expected to last between one and five years, according to Willis Towers Watson. Photo: AP

About 31 per cent of multinational companies are willing to send their employees on international assignments in 2022 while only 15 per cent plan to reduce such trips, signalling a gradual return to normality for businesses, according to a new survey .

Seventy-four per cent of those overseas assignments are expected to last between one and five years, with only 9 per cent set to be for shorter terms, between six and 12 months, the survey by global advisory firm Willis Towers Watson, which polled 107 multinationals in 15 countries in July this year, showed.

“Big businesses have found it an immense challenge to move their workforce around during the pandemic, but as conditions improve they are rediscovering the importance of keeping their talent globally mobile,” said Steve Clements, head of integrated and global solutions in the Middle East, Willis Towers Watson.

“As confidence returns, companies are now more willing to move staff overseas for longer placements, which is a positive sign for the UAE labour market and the broader economy.”

Cost of living is a major factor that companies have to consider when negotiating salary packages for employees being transferred to other countries, according to global consultancy Mercer, which released its global Cost of Living survey in June.

Ashgabat, the capital of Turkmenistan, Hong Kong and Beirut are the three most expensive cities in the world for overseas workers in 2021, the survey found.

The cost of living in Dubai and Abu Dhabi fell owing to the diversification of the UAE’s economy, Mercer said. Dubai was ranked 42nd in the Mercer survey, down from 23rd place last year, while Abu Dhabi fell from 39th place to 56th, making the cities more attractive to expats.

Recent government initiatives such as remote working visas and the expansion of the 10-year golden visa programme have encouraged foreign professionals to settle in the UAE.

“The UAE’s recent visa changes means it also stands to gain from those companies freeing their staff to work anywhere in the region or the world, though employers need to be wary of tax and legal implications,” Mr Clements said.

Half of the respondents to the Willis Towers Watson survey are rethinking their global mobility strategy, with one in five offering employees the opportunity to “ work from anywhere ”, the research found.

Flexible perks and incentives are increasingly commonplace in workplaces globally as companies adapt to changing dynamics after nearly two years since the onset of the pandemic. Employees are increasingly insisting on flexible hours, enhanced benefits and better treatment.

About 42 per cent of remote workers said if their company does not continue to offer options to work from home in the long term, they will look for a job that does, according to a March 2021 survey by financial services company Prudential.

Multinationals are also offering enhanced telehealth services and employee assistance programmes (EAPs) to their staff based overseas after the pandemic, the Willis Towers Watson survey revealed.

Seventy one per cent of companies now offer EAPs to their internationally mobile employees, up from 53 per cent in 2019. Additionally, 44 per cent expanded their well-being benefits this year, up from 30 per cent in 2019, the research found.

“Employers have become more focused on giving their expat staff and business travellers an expanded level of coverage and support,” Mr Clements said.

“In the early days of the pandemic, many employees were stranded in countries that were not their normal base, and so telehealth and mental well-being services went from being nice-to-haves to essential. Those benefits are here to stay and will continue to evolve.”

Global business travel is expected to reach two-thirds of pre-pandemic levels by the end of next year, with the revival led by Asia and the Middle East, the World Travel & Tourism Council said in a report in collaboration with McKinsey last month.

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Despite pandemic, 3 in 10 multinationals expect to increase international assignments, wtw survey finds.

October 20, 2021

ARLINGTON, VA, October 20, 2021 — International assignments are making a comeback, according to the recent 2021 Internationally Mobile Employee Benefits Design Survey by Willis Towers Watson, a leading global advisory, broking and solutions company (NASDAQ: WLTW). The survey also found multinational organizations have been expanding wellbeing benefits amid the COVID-19 pandemic.

“The pandemic has caused immense challenges for multinational organizations around international mobility,” said Pam Enright, senior director of Expatriate Benefits Solutions, Willis Towers Watson. “Employers have reacted swiftly to maintain business continuity and provide the necessary support and protection for their internationally mobile employees (IMEs). Despite the ongoing pandemic, most multinationals continue to leverage IMEs to support global business strategies.”

Given the extreme implications related to mobility, there was a pullback on international (expatriate) assignments in 2020. Now, 31% of multinationals are planning to increase the number of assignments in the next year, and only 15% are planning a reduction. Additionally, nine in 10 intend to maintain long-term versus short-term assignments.

Fundamental to an IME benefit strategy, most multinational organizations have focused on expanding wellbeing benefits amid the COVID-19 pandemic, including enhancing telehealth services and employee assistance programs (EAPs). Over seven in 10 respondents (71%) now offer EAPs to their IMEs, up sharply from 53% in 2019. Additionally, 44% expanded their wellbeing benefits this year, up from 30% in 2019.

The survey also found half of respondents stated their global mobility strategies are shifting due to the pandemic. In fact, one in five respondents now offer IMEs some flexibility to work from anywhere.

“The pandemic has prompted multinationals to review their international health and risk benefit plans to ensure their coverage for both international (expatriate) assignees and business travelers is still fit for purpose,” said Enright. “The top priority in the early months of the pandemic, complicated by the limited availability of healthcare resources, was to keep their IMEs healthy and safe. To do so, many organizations expanded benefits and resources to address access issues. For some organizations, this also included expanding coverage to other employees who were grounded in other countries while on personal travel during lockdowns and travel bans.”

“IME benefit strategies are certainly influenced by COVID-19 and are also being shaped by diversity, equity and inclusion initiatives for greater alignment with corporate strategies. We fully expect international benefit programs to continue to evolve to meet these emerging trends and requirements of multinational organizations for their internationally mobile workforces,” concluded Enright.

About the survey

The 2021 Internationally Mobile Employee Benefits Design Survey was conducted online in June and July 2021. A total of 107 multinationals across 33 industries in 15 countries participated.

About Willis Towers Watson

Willis Towers Watson (NASDAQ: WLTW) is a leading global advisory, broking and solutions company that helps clients around the world turn risk into a path for growth. With roots dating to 1828, Willis Towers Watson has 45,000 employees serving more than 140 countries and markets. We design and deliver solutions that manage risk, optimize benefits, cultivate talent, and expand the power of capital to protect and strengthen institutions and individuals. Our unique perspective allows us to see the critical intersections between talent, assets and ideas — the dynamic formula that drives business performance. Together, we unlock potential.

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HR managers see rise in overseas assignments

Two-thirds of senior HR personnel responsible for their companies' global mobility policies expect the number of international assignments to grow over the coming five years, according to a new survey.

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International assignments: a route to career progression and promotion, read more news and views from  david sapsted ..

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International Assignments: Who's Going Where and Why?

What does the global-mobility landscape look like today?

According to global relocation services provider Cartus’ recent 2013 Trends in Global Relocation Survey, younger employees are most interested in taking international relocation assignments, with career development being the main reason, and sequential assignments are on the rise.

The survey’s findings shed light on who companies are moving (and where), what criteria they are using to select their mobile talent, and how they’re linking talent management to global mobility.

Assignee Demographics

The demographics of the expatriate population appear to be steady in terms of gender, with the percentages of both men (79 percent) and women (21 percent) shifting only slightly from 2012.

Generation X employees (56 percent) represent the largest age group of transferees. Baby Boomers (20 percent) posted a slight increase over 2012, while the youngest group—Millennials, or Generation Y (20 percent)—showed a significant increase.

Married expats with accompanying families are still the most common but have become a smaller percentage of global workers over the past six years. The category of those “married and traveling solo” has gained the most in percentage points over this period.

In general, younger, single male employees are showing the highest interest in global assignments, according to the survey. Women, Baby Boomers and employees with families are showing less interest in working abroad.

This profile holds true when the destination is an emerging market.

“Given the issues with schooling, housing and in many cases security, the lack of interest among assignees with families is not surprising,” the report said.

Some of the respondents’ comments include:

• “Dubai and the Middle East have their limitations for certain lifestyles. People with family are not so open to move their family to areas with little infrastructure.”
• “There is low interest in African regions.”
• “Employees seem to be less interested in going to certain locations if assignment allowances do not properly reflect the hardships that exist in the new work/life environment.”
• “As the quality of lifestyle in emerging markets can vary when compared to a developed country, it is difficult for entire families to relocate to these types of countries. We have implemented two-year assignments in these regions, which seem to be working, with a limited time in more challenging environments.”
• “Although Millennials are interested in these types of assignments, we need highly experienced people to go in and develop our emerging markets, so sometimes the interest and the experience needed to be successful are out of sync.”
• “Employees with families tend to shy away from emerging markets. They look for places with more stable economies and social systems, especially for reasons of safety, security and schooling. They are also concerned about fluctuations in currency and overall earning and savings power.”

Most and Least Desirable Locations for Assignments

When asked which of the developed countries generated the most employee interest for assignments, the clear choices were the U.S., U.K., Australia, Singapore and Canada.

Tier I India and China (developed cities such as Mumbai and Shanghai) ranked as the locations that workers were most resistant to relocating to among the developed countries, indicating these are still perceived as challenging markets.

For emerging-market locations, Brazil topped the list of nations to which employees most wanted to go, followed closely by the United Arab Emirates. Among the emerging-market countries that professionals were reluctant to work in are Nigeria, Saudi Arabia and Russia. Notably, Tiers II-IV for both India and China show up as generating significant interest and resistance. “This is likely attributable to the fact that as booming markets, they offer significant opportunities but also major challenges in infrastructure and other areas,” the report explained. “They are likely to be perceived differently depending on the assignee’s experience, appetite for adventure, and perception of the market’s importance to company goals.”

Motivating Factors

When asked for the main reasons why employees accepted an international assignment, companies said that while attractive compensation was named by a third of respondents (34 percent), the main motivating factors for employees were career development and advancement.

“This finding is a clear indicator that now is the time for companies to really start focusing on creating synergies across HR and businesses in order to ensure assignees are no longer ‘out of sight, out of mind’ and they are aware that the company is also focusing on their career. If employees’ value is not recognized, particularly the Gen Y/Millennial population, attrition rates will continue to rise,” according to the report.

Qualifying Criteria

As for the business criteria and qualifications that organizations seek when considering someone for an international assignment, leadership potential (80 percent) and technical skills (75 percent) were cited the most. A significant number of respondents (61 percent) also noted that the criteria depended on the project. Notably, only 33 percent are factoring in minimum performance ratings in selection criteria.

Flexibility and the ability to adapt to fluid circumstances (71 percent) led the list of behavioral characteristics businesses look for when considering an employee for an assignment abroad.

Second and third on the list of behavioral traits were career orientation and the desire to advance (63 percent), and the ability to work productively in an independent setting (57 percent).

Questioned about the family criteria their organization takes into account when considering someone for an international assignment, 68 percent of respondents said family status was not considered, while 25 percent said family criteria depended on the project.

Linking Talent Management and Global Mobility

When asked whether they agreed with the statement “The impact of an international assignment on an assignee’s career is positive,” 82 percent said yes, a 30 percent increase from 2009. “This supports the feeling that companies are paying more attention to, and realizing the importance of, how international assignments support employee growth, business value and retention,” the report said.

Building effective linkages between talent and global mobility will help ensure that assignments truly contribute to company business strategies, the report said.

According to respondents, the most frequently implemented strategies were:

• Ensuring assignment objectives are incorporated into the employee’s performance review while on assignment (62 percent).
• Collaborating with HR to ensure that employee performance ratings are considered for all workers on overseas assignments (60 percent).

The top three strategies under consideration:

• Tracking postassignment employee advancement (63 percent).
• Tracking postassignment employee retention (57 percent).
• Developing a global talent pool for future assignments (56 percent).

Sequential Assignments Rising

Not all expatriates get to return home after an assignment. Fifty-eight percent of respondents have either many (13 percent) or a few (45 percent) “global nomads” who are on back-to-back assignments. More than half (57 percent) expect the sequential-assignment trend to stay about the same, and about a third (31 percent) expect the trend to increase.

Of organizations that said they have sequential assignments, 80 percent said they were typically long term, and the most frequent demographic profile was an older employee, Generation X worker or a Baby Boomer. This supports a general trend of companies sending more senior employees on this type of assignment, often with newer employees accompanying them for professional development, the report said.

Repatriation Lacking

Responding organizations ranked repatriation and career development highest among aspects of their relocation programs they most want to improve.

More than half (58 percent) of companies said they did not offer formal repatriation programs. Of those that offer these programs, only a third (33 percent) typically offer repatriation programs for long-term assignments. The most common reasons given for not offering these programs were lack of perceived value by the organization (60 percent) and cost considerations (35 percent).

Roy Maurer is an online editor/manager for SHRM.

Follow him at @SHRMRoy

Related Articles:

Developing an Effective Global Mobility Program , SHRM Online Global HR, August 2013 International Assignments Expected to Increase in 2013 , SHRM Online Global HR, May 2013

Managing International Assignments , SHRM Online Templates and Samples, July 2012

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Benefits provision for international assignments

Even before the Covid-19 pandemic, the cost of mobility programmes was very much in focus. With benefits often being the costliest part of a long-term international assignment package, many organisations are reviewing their mobility policies to ensure they are cost-effective as well as competitive, and to put themselves in the best possible position as the world reopens and international moves begin to take place again. ECA’s recent Benefits for International Assignments Survey showed that despite cost pressures, benefits remain a key consideration when it comes to sending staff abroad. Some of the key survey highlights are outlined below.

The most common benefit provided to long-term assignees is host country housing, with 93% of companies providing some level of assistance with these costs. Host country housing can be one of the largest components in an assignment package, so it is crucial to get it right. The majority of companies aim to provide free host country housing up to a specified limit, as they look to strike a balance between cost control and assignee happiness. Salary approach does have an effect on housing provision though, with housing assistance much less likely to be provided to assignees on a host-based package.

Home leave travel is another very common assignment benefit, with most organisations also extending the benefit to the assignee’s dependants in order for them to fly home with the assignee. Naturally, in many cases it has been very difficult for home leave trips to actually be taken due to travel restrictions and quarantine requirements, and this has led to greater flexibility from organisations when it comes to unused trips. Only around a quarter of companies allow assignees to carry over or cash out any unused home leave entitlement in normal circumstances, but 50% have done so as a result of the pandemic.

The method of actually delivering long-term assignment benefits is highly dependent on the type of benefit and varies depending on factors such as tax efficiency, ease of administration and the need for flexibility. Providing benefits-in-kind is the most common approach for many of the common benefits provided on assignment, particularly medical insurance and tax assistance. Reimbursement of expenses becomes more common as the assignee needs greater say over the specific details of the benefit provision, such as for education and childcare, and cash allowances are generally the least popular method due to being the least tax efficient and offering the organisation the least control.

Flexible benefit approaches are becoming increasingly popular, most commonly in the form of cash allowances which the assignee can spend on the benefits they choose. Only 6% reported using a flexible approach in 2017, but this has risen to 26% in 2021 with a further 19% considering it for the future. Core and flex and managed lump sums are alternatives used by a minority of those using a flexible approach.

Balancing the cost of providing a suitable level of benefits against the assignment budget is a complex task. ECA researches detailed and extensive benefits data to produce assignment cost projections, which you can purchase on demand or access through our Assignment Management System,  ECAEnterprise , which includes a comprehensive salary and cost estimate calculator as part of its core functionality. Get in touch to request a  free personal demo .

Assignment abroad newspaper today – 12 Oct 2021

• October 12, 2021
• Overseas employment news

12th Oct PDF paper | Assignment abroad newspaper today – A large number of job vacancies for UAE, Saudi Arabia, Oman, and Romania. Cv shortlisting is in progress, selected candidates will be invited for the final interview. Please check the details and apply accordingly as mentioned in the image given below.

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For complete details please download the assignment abroad times newspaper today – 12 Oct PDF papers, Button given above.

Please share these job vacancies with your friends, relatives, and on social media who actually want to work in Gulf countries.  Jobgulf.in  provides the latest Gulf job vacancy, Gulf interviews across India, Assignment Abroad times, Gulf job papers, Overseas assignments, Overseas jobs, Eabroad jobs, Gulfwalkin, GCCwalkin, Abroad jobs.

How to Apply?

To apply for this job position please send your updated Cv, education certificate, experience certificate, and copy of the passport in PDF format to the given email address. Don’t forget to mention the job position in the email subject line.

इन नौकरियों की पद के लिए आवेदन करने के लिए अपने अपडेटेड सीवी, शिक्षा प्रमाण पत्र, अनुभव प्रमाण पत्र, और पासपोर्ट की कॉपी Pdf फॉर्मेट में दिए गए ईमेल पते पर भेजें। ईमेल के सब्जेक्ट में नौकरी की पद का उल्लेख करना न भूलें।

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संबंधित अनुभव वाले उम्मीदवार शाखा कार्यालय से संपर्क करें या वैध संपर्क नंबर, अनुभव प्रमाण पत्र, और पासपोर्ट कॉपी और फोटो के साथ ईमेल सीवी भेजें। साथ ही, एक आसान ऑनलाइन साक्षात्कार के लिए अपने सीवी में जॉब सब्जेक्ट लाइन और अपने स्काइप, ज़ूम आईडी का उल्लेख करना न भूलें।

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Andrew Higgins Named Moscow Bureau Chief

Andrew Higgins will succeed Neil MacFarquhar, to become the latest in a storied succession of leaders. Read more in this note from Michael Slackman and Jim Yardley.

Our Moscow bureau is legendary.

Just consider some of the correspondents who have plied their trade there: Bill Keller, Serge Schmemann, Hedrick Smith, Cliff Levy, Ellen Barry, Chris Chivers. And consider the Pulitzer Prizes: 1989 , 2011, 2017.

So with Neil MacFarquhar (a recipient of that 2017 Pulitzer) heading on to a new assignment at the end of the summer, we needed someone who could assume a place in that intimidating pantheon of bureau chiefs with grace and ease.

We didn’t have to look very far: Andrew Higgins will be our next Moscow bureau chief.

For those of you who don’t know Andy, he is among the most accomplished correspondents of our time. Fluent in Russian, Mandarin and French, he was part of the team that won the Pulitzer in international reporting for coverage of Vladimir Putin’s covert efforts to spread Russian influence. That was his second Pulitzer for Russia coverage. In 1999 he led a team at The Wall Street Journal that won for its coverage of the chaotic world of Boris Yeltsin.

Andy is a model correspondent: Drop him almost anywhere in the world and he knows the history and the key players, and can put together an authoritative article fast.

“If you set out to build the perfect foreign correspondent, you could hardly do better than to start with Andy Higgins,” said Kyle Crichton, Andy’s editor for many years and one of the finest story editors at The Times. “Elegant writer? Check. Deep and perceptive reporter? Proficiency in several languages? A wry wit to leaven even the deadliest daily? Check all of the above.”

Andy is at once compassionate and skeptical, serious and funny. He took us to Wigan, England , his ancestral home, to better understand “working class of the mind.” He took us to Lviv, Ukraine, to explore identity by introducing us to a bar named after a 19th-century writer, Leopold von Sacher-Masoch, whose name and ideas inspired the word “masochism.”

Before joining The Times, Andy was China bureau chief at The Washington Post, from 2010 to 2012, but was based out of Hong Kong because the Chinese government refused to grant him a visa.

He began his career at Reuters, where he worked as a correspondent in East Africa, Central Africa and France. From 1987 to 1991, he was the Beijing bureau chief for The Independent, and then became the publication’s Moscow bureau chief, from 1992 to 1995. From 1995 to 1998, he was the Far East correspondent for The Guardian, based in Hong Kong. He went on to work for The Wall Street Journal, as Moscow bureau chief, from 1998 to 2004, and as a senior correspondent based in Paris, from 2004 to 2009. He co-authored the book “Tiananmen: The Rape of Peking.”

Andy was born in Britain and raised in Chicago. He graduated from Cambridge University with a master’s degree in Oriental studies and also attended Middlebury College, where he studied Russian and Arabic. He completed an advanced studies certificate in classical Chinese literature at Shandong University in Jinan, China. He and his wife, Martha Huang, live in Moscow.

In Moscow, Andy will work closely with our newest correspondent there, Anton Troianovski , who joins us in August; Andrew Kramer (who was also part of the 2017 Pulitzer team); and Ivan Nechepurenko.

Please join us in congratulating him.

Michael and Jim

Explore Further

Anton troianovski joins the times as moscow correspondent, our next asia editor: adrienne carter, [update] ‘caliphate’ wins 2018 peabody award.

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MAILYOURJOB Abroad Jobs 2024

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Eric Almeida

Crimean seas, kiev skies.

Yulia Petrenko loves her country. She really does. She also yearns for better. However her country is Ukraine, and the year is 2013. And she’s graduating from university besides.  She makes her accommodations.

Then, on her first job at a sun-drenched resort in Crimea—out of the blue—she encounters a corrupt oligarch and a well-meaning American businessman. Suddenly she sees a chance to bend currents in a different direction, and plunges ahead. Shockwaves ripple through the secretive councils of the Kremlin and the financial nerve centers of London. Before she knows it she’s facing down danger, and her beloved Ukraine is surging toward revolution…

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Minsk Rises

Political protests rock the capital city of Minsk. A brutish dictatorship responds with violence. The population retrenches and broods.

During a weekend outing to the countryside, an expatriate American manager stumbles inadvertently into the mix, provoking a swirl of global finance, lust, and power politics that extends from Washington to Moscow. From improbable catalyst, Belarus pitches toward freedom and modernity…

An American journalist is killed in Tajikistan while investigating the international heroin trade. Steve Conley, a Boston-based reporter from the same newspaper, is sent out to re-trace his assignment and find out why. Conley’s odyssey propels him through Paris, Prague and beyond, and along the way, against his better judgment, he becomes entwined with the beautiful young widow of his dead colleague. What he’s least prepared to handle, though, is what he discovers at the endpoint…

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F.B.I. Examining Free Airfare Upgrades Received by Adams

Federal prosecutors and F.B.I. agents are scrutinizing international flights taken by Mayor Eric Adams of New York aboard Turkey’s national air carrier, Turkish Airlines.

By William K. Rashbaum ,  Michael Rothfeld and Dana Rubinstein

Federal authorities investigating Mayor Eric Adams’s campaign fund-raising have been examining valuable flight upgrades they believe he received from Turkish Airlines that elevated him to its highest class of seats available on international trips, according to people with knowledge of the matter.

The scrutiny is part of a broad corruption inquiry that has already led the F.B.I. to search the homes of the former top New York-based executive of Turkish Airlines and aides to Mr. Adams, who has frequently traveled abroad and has made no secret of his affinity for flying on the Turkish carrier.

The investigation burst into public view in November after F.B.I. agents searched the homes of the former airline executive, Cenk Öcal, the mayor’s liaison to the Turkish community, Rana Abbasova, and his chief fund-raiser, Brianna Suggs — and seized Mr. Adams’s electronic devices.

The inquiry has shaken an administration that has become increasingly mired in investigations and beset by legal and ethical problems .

The broader investigation has focused at least in part on whether the Turkish government conspired with Mr. Adams’s mayoral campaign to funnel foreign money into its coffers, and whether Mr. Adams pressured the New York City Fire Department to sign off on Turkey’s new high-rise consulate in Manhattan despite safety concerns.

Mr. Adams’s relationship with Turkish Airlines has extended beyond that of simply being a passenger. He has attended meetings and events with representatives of the air carrier, which is half-owned by the Turkish government’s sovereign wealth fund. Some of those interactions took place in the presence of Turkish business leaders and diplomats with their own close ties to Turkey’s government and its president, Recep Tayyip Erdoğan.

Federal prosecutors in Manhattan and F.B.I. agents conducting the inquiry have developed evidence that Mr. Öcal helped arrange at least some of the upgrades in coordination with Ms. Abbasova, two of the people familiar with the federal investigation said. They and others interviewed for this article spoke on condition of anonymity to discuss the ongoing federal investigation.

Mr. Adams, who extolled Turkish Airlines in 2017 when he told a pro-government publication that the carrier “is my way of flying,” received the upgrades both while serving as Brooklyn borough president and as mayor, on both official and personal trips, some of the people said.

Brendan R. McGuire, a lawyer for the mayor and his 2021 campaign, said there was nothing wrong with Mr. Adams’s receipt of the upgrades.

“As borough president, the mayor consistently disclosed his official travel to Turkey, did not receive any improper upgrades and did nothing inappropriate in exchange for an upgrade,” Mr. McGuire said. “Speculation is not evidence. We look forward to a just and timely conclusion to this investigation.”

The F.B.I. searches on Nov. 2 prompted the mayor’s abrupt return from a trip to Washington, D.C., where he was seeking federal aid for the city’s migrant crisis. They were followed by weeks of news coverage focused on the corruption inquiry, but agents and prosecutors have made few public moves since then.

Mr. Adams has not been accused of wrongdoing, and it remains unclear whether the investigation will lead to criminal charges against him, Mr. Öcal, Ms. Abbasova or anyone else.

A lawyer for Ms. Abbasova, Rachel Maimin, declined to comment. After repeated attempts to reach Mr. Öcal, including visits to his New Jersey home and messages left with his wife, he declined to answer questions or provide the name of his lawyer.

A representative of Turkish Airlines declined to comment, as did spokesmen for the F.B.I. and the federal prosecutors from the U.S. attorney’s office for the Southern District of New York, who are jointly conducting the inquiry.

Mr. Adams has long boasted of being an avid traveler, and he has taken trips in recent years to Turkey, the Dominican Republic , Trinidad and Tobago, Ecuador, Colombia, Mexico, Monaco , Ghana , Azerbaijan, Greece, Israel , Jordan, Saudi Arabia, Qatar , Senegal and China . He has talked about retiring to Azerbaijan, Israel and Lebanon.

It was unclear how many free upgrades Mr. Adams accepted while flying Turkish Airlines or what their total value was. In 2023, round-trip business class seats on Turkish Airlines between the United States and Turkey generally cost at least $3,400 apiece — or about four times as much as an economy class seat, travel industry experts said.

It was also unclear what, if anything, Mr. Öcal, the airline or the Turkish government might have gained from awarding the upgrades.

But Mr. Adams received the upgrades during a period in which he and the airline were developing a close relationship, a New York Times review of city emails suggests.

Mr. Adams has flown on Turkish Airlines since at least August 2015, when as Brooklyn borough president he took an official trip to Turkey and the carrier funded travel that his aides valued at about $1,500.

Mr. Adams took a second official trip four months later, justifying it by saying he needed to speak about “city marketing” at a conference, meet with local officials and visit a refugee camp, city records show. Mr. Adams flew Turkish Airlines on that trip as well, according to the records.

On another trip to Turkey in 2017, this time in a private capacity, he gave an interview praising Turkish Airlines to The Daily Sabah, saying that it accommodated his dietary needs and lauding its security protocols.

Sent from 2015 to 2021, while Mr. Adams was borough president, the emails reviewed by The Times make reference to a series of private meetings between Mr. Adams, Turkish Airlines executives and Turkish government officials and businesspeople, as well as appearances with them at public events.

Often the meetings and appearances were arranged through Ms. Abbasova, Mr. Adams’s liaison to the Turkish community.

More than a few involved Mr. Öcal, who appeared to be on a first-name basis with Mr. Adams. “Cenk from turkish airlines opening,” Mr. Adams wrote to his staff in response to one invitation to an event, possibly referring to Mr. Öcal’s speaking slot. Mr. Öcal would later serve as one of several hundred people on Mr. Adams’s mayoral transition team.

The first meeting described in the emails was scheduled for May 2016, when Ms. Abbasova inquired if he could attend a “dinner w Turkish Airlines.” The emails did not specify with whom he would be meeting, but his assistant responded that he would be available.

He agreed to another meeting, a dinner with Mr. Öcal at Liman, a Turkish restaurant in Brooklyn, in April 2017, the emails show. Also scheduled to attend were the chairman and treasurer of the Türken Foundation, an American charity with close ties to the Turkish government. It was incorporated in 2014 by a son of Mr. Erdoğan and another man, who at the time was a board member of Turkish Airlines. Mr. Erdoğan’s daughter currently sits on its board .

The Türken Foundation’s chairman, Behram Turan, its treasurer, Memiş Yetim, and another board member would go on to give a total of $6,000 to Mr. Adams’s mayoral campaign from 2018 to 2021, contributions that were first reported by The City . Mr. Adams’s campaign refunded $1,000 to Mr. Turan to comply with the rules of the city’s public matching funds program.

Reached late last year, Mr. Turan, an engineer who lives in New Jersey, said he was an American citizen who has lived in the country for 30 years. He added that there was nothing inappropriate about his donation. On Thursday, Mr. Yetim said he could not remember the dinner with Mr. Adams. Mr. Turan declined to comment.

In September 2017, Mr. Adams attended a Türken Foundation dinner and event with Mr. Erdoğan at the Mandarin Oriental hotel in Manhattan. Mr. Adams would later present Mr. Yetim with a proclamation honoring the Türken Foundation for “outstanding achievements and contributions to society.”

In December 2017, Mr. Adams was scheduled to attend another dinner, this time with Turkish consular officials, at a Brooklyn seafood restaurant run by two of his close friends . Mr. Öcal and another top Turkish Airlines official were on the guest list, the emails show.

In 2019, the emails show, Ms. Abbasova passed along an invitation from Turkish Airlines for Mr. Adams to attend a gala at the Metropolitan Club in Manhattan. Mr. Adams had another event that night but an internal staff memo noted that he would do his best to attend, the emails show. Ms. Abbasova would be on site and provide frequent updates, the memo said.

Mr. Adams did make it to the event, which featured Turkish dishes, a raw bar and high-end cocktails. He even took the microphone to speak, according to an article in Elite Traveler, a luxury lifestyle publication, which published photos of the event, including several of Mr. Öcal in a shiny blue tuxedo. Mr. Adams was the only city official listed in the account of the night, along with Turkish consular officials and diplomats, business leaders and Martha Stewart.

Mr. Adams won the Democratic mayoral primary in June 2021. Soon after, he contacted the commissioner of the New York Fire Department at the time and urged him to allow the opening of the Turkish consulate building, which had been held up over fire safety concerns. The building received a temporary certificate of occupancy that September — shortly before Mr. Erdoğan presided over the consulate’s grand opening in Manhattan .

Mr. Adams previously said it was part of his role as borough president “to notify government agencies of issues on behalf of constituents and constituencies.”

In May 2022, the Turkish Philanthropy Funds , a New-York based nonprofit devoted to supporting social investments in the Turkish and Turkish American communities, held its 15th anniversary gala at the Metropolitan Museum of Art. Mr. Adams, who made remarks at the event, was there in a dark suit, posing with the foundation’s chairman and the night’s honoree, the billionaire founder of the strained yogurt company Chobani.

Mr. Öcal was there too, and was photographed in a tuxedo with the Turkish ambassador to the United States and their wives. It is unclear if he interacted with Mr. Adams that night. Their fortunes had gone in opposite directions.

Mr. Öcal had been fired by Turkish Airlines by then, according to a Turkish news report, and Mr. Adams was newly ensconced as the mayor.

Susan C. Beachy contributed reporting.

William K. Rashbaum is a senior writer on the Metro desk, where he covers political and municipal corruption, courts, terrorism and law enforcement. He was a part of the team awarded the 2009 Pulitzer Prize for Breaking News. More about William K. Rashbaum

Michael Rothfeld is an investigative reporter in New York, writing in-depth stories focused on the city’s government, business and personalities. More about Michael Rothfeld

Dana Rubinstein covers New York City politics and government for The Times. More about Dana Rubinstein

InfoPoint conference: Evaluation of Contribution to the Implementation of the Sustainable Development Goals by EU External Action in the Period 2016-2021

Presentation of an independent evaluation by Aide à la Décision Économique, s.a. (ADE), and the response of the European Commission services.

This conference will present the findings, conclusions and recommendations of the strategic evaluation examining the contribution by the European Union’s (EU) external action to the implementation of the Sustainable Development Goals (SDGs) in the time period from 2016 to 2021. 

• the EU's international role | international cooperation
• Monday 15 April 2024, 16:00 - 17:30 (CEST)
• Brussels, Belgium

Practical information

Description.

Evaluation plays a pivotal role in determining the success of EU external cooperation, serving as an integral component of the intervention cycle. High-quality evaluations are essential to inform our policy decision-making processes, as well as our planning and programming exercises, by incorporating relevant data, knowledge, and lessons learned.

With that in mind, the purpose of this evaluation was to provide an overall independent, evidence-based assessment of the EU external action past and current efforts to contribute to the achievement of SDGs and to identify key lessons to inform future strategies, programmes and actions in pursuit of SDG progress. Focused on the period from 2016 to 2021, it examined contributions to SDGs made by the European Commission’s Directorate-General for International Partnerships (DG INTPA) and the Directorate-General for Neighbourhood and Enlargement Negotiations (DG NEAR). 

More specifically, the evaluation questions were organised to assess the extent to which EU-established processes and tools have supported SDG contributions, the role of partnerships and coordination in enhancing SDGs, the mainstreaming of SDGs throughout EU practice and thinking, and the overall contribution of EU external actions to SDG achievement.

After the presentation of the findings, conclusions and recommendations contained in the final evaluation report by members of the evaluation team, DG INTPA representatives will share the response of the Commission services to the recommendations and the Commission’s perspective on SDGs going forward.

• Luc Bagur, Director for Sustainable Development Policy and Coordination, DG INTPA
• Philippe Latriche, Adviser, SDGs and Inequalities, DG INTPA
• David Domes, Evaluation Officer, DG INTPA
• Lezlie Morinière, Lead Evaluator, Integrated Risk Management Associates
• Giulia Salieri, Senior Evaluation Expert, Integrated Risk Management Associates
• Vincent Coppens, Director, Aide à la Décision Économique, s.a. (ADE)

Registration

Online (Webex Meetings)

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