Due to increased internationalisation around the world the expatriate rate has grown significantly during the last years and has become a more important tool within organisations. Therefore, the need for expatriates increases and it is of importance for organisations to broaden their expatriate base and not exclude particular groups of employees, such as women are today.

The purpose of this dissertation was to explore the role that gender and personal traits of the HR managers play in evaluating and selecting expatriates. Furthermore, we wanted to investigate this relationship with a developed model.

The result of this research indicates that to be able to implement, investigate and examine research constituted in another country than Sweden, the theory must be adapted to match the Swedish demographical and humanitarian structure regarding this field.