EMPLOYMENT, LEADERSHIP AND SOUTH ASIAN MUSLIM WOMEN IN THE UK
EMPLOYMENT, LEADERSHIP AND SOUTH ASIAN MUSLIM WOMEN IN THE UK
Employment, Leadership and South Asian Muslim Women in the UK
Women of South Asian heritage in the United Kingdom face multi-faceted issues in gaining employment and leadership positions in workplaces. Muslim women, in particular, are likely to face greater discrimination as well as challenges based on their intersectionality than women from majority and other ethnic backgrounds.
Written by Memoona Tariq and Jawad Syed, this article focuses on the following research question: what are the implications of intersectionality for South Asian Muslim women’s experiences of employment and leadership in organisations in the United Kingdom? It uses the notion of intersectionality to highlight the interconnected nature of social categorisations such as race, class and gender as they apply to an individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage.
The research for this article is based on interviews with 20 women of South Asian descent, who are leaders, managers, and supervisors in the UK. A qualitative approach was taken to develop a nuanced understanding of issues and challenges South Asian Muslim women face in pursuit of employment and leadership positions in the UK.
Despite equal opportunity legislation and other institutional interventions, ethnic minority women remain under-represented and disadvantaged in employment and leadership positions in UK organisations. Furthermore, Muslim women are likely to face far more challenges and discrimination based on their intersectionality than are women from majority and other ethnic backgrounds. It is evident that there is a need for policymakers and employers to consider the effects of intersectionality in order to enable ethnic minority women’s inclusion and leadership in workplaces in greater numbers.
The study explores how women of South Asian Muslim descent continue to face significant challenges related to their gender, ethnicity, and religion. While discrimination is not blatant in most cases, it does have an effect on these women’s employment and careers. And even though rules and regulations are put in place within organisations, ethnic minority Muslim women still face subtle and refined discrimination at work. This suggests that organisations need to place greater priority on goals when it comes to diversity.
Muslim women in the UK are exposed to complex and refined forms of sexism and racism that are hard to prove. A key challenge that Muslim women face while trying to progress in their careers to gain the same level of recognition as others is lack of access to network and mentoring support within and outside the workplace. Some of those interviewed felt that they had to work harder than their white counterparts, while others had to put up with derogatory comments about their gender or ethnicity.
Yet, findings also reveal that while Muslim women continue to face issues and challenges in the workplace, some of them are able to use their individual agency and strategies to respond to such issues. Some women, for example, stood their ground in the face of discrimination at work, while others took their organisation to the industrial tribunal.
Research shows that South Asian heritage Muslim working women are much more likely to progress in their careers in organisations that actively encourage diversity. In order for organisations to take an active approach when it comes to diversity, strategic networks may be set up for mentoring and monitoring these women regarding their careers, preferably by female role models of similar ethnic backgrounds. Providing diversity training schemes could also help reduce negative attitudes towards ethnic minority female professionals.
Ultimately, however, these women have not been discouraged from progressing in their careers, in fact, some of them have drawn positive energy from their ethnicity, religion, and gender, to progress. It is significant to note, however, that, with the gaps in employment and leadership, organisational policies on diversity need further modification to enable equal and inclusive opportunities for ethnic minority women.
Reference
Tariq, M. & Syed, J. (2017). Intersectionality at work: South Asian Muslim women’s experiences of employment and leadership in the United Kingdom. Sex Roles, 77, 510-522.
Doi: 10.1007/s11199-017-0741-3
About the Author
Jawad Syed, PhD, Academic FCIPD, is the Dean and Professor at the SDSB, LUMS. He teaches courses in organisational behaviour, leading organisations, and philosophy of administrative sciences. His research interests include gender, race, and diversity in organisations, international human resource management, business ethics, and organisational knowledge. He has edited/authored seven books and written more than 75 journal articles and book chapters.