Muslim Diaspora in the West and International HRM

Syed, Jawad; Pio, Edwina

doi:10.1080/09585192.2016.1166789

Cited by 10 publications

(14 citation statements)

References 39 publications

(48 reference statements)

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“…Although complex intersections of gender with other markers of inequality — class, race and ethnicity — within organizations are an active area of research (Acker, ; Healy, Bradley, & Forson, ), the importance of religion and its role in legitimizing patriarchal sociocultural norms within organizations remains mostly undertheorized (see Ruiz Castro & Holvino, , for a notable exception). This is an important limitation because research on Muslim women's workplace experiences indicates that religion, as part of cultural norms and individual practices, intersects with other markers of their personal and professional identities in multiple significant ways (Halrynjo & Jonker, ; Healy et al, ; Syed & Pio, , ). Particularly important in this regard is the need for a deeper understanding of the norms of veil and purdah (literally, a curtain) — a complex system of religious practices and beliefs, ensuring modesty and honour in social interactions — which constitute an important dimension of lived experiences of both Muslim men and Muslim women (Syed, ).…”

Section: Introductionmentioning

confidence: 99%

Doing gender, modestly: Conceptualizing workplace experiences of Pakistani women doctors

Masood

2018

Gender Work & Organization

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Using the theoretical framework of inequality regimes, this article offers a reconceptualization of purdah as it is practised, lived and experienced by women doctors of Pakistan. Based on an ethnographic study of Pakistani women doctors, this research indicates that practising purdah in the workplace is perceived as doing femininity within the hegemonic masculine workplace culture of Pakistan. In Pakistani organizations, individual and institutionalized practices of purdah create a gendered substructure which marginalizes women doctors by dictating the norms of conduct, international ethics, organization of physical space and work allocation. Patriarchal interpretations of religious doctrines of modesty provide legitimacy to the existence of these inequality regimes. Based on this, the article argues for a system‐level theorization of purdah that accounts for both individual and institutional norms of veil. Such conceptualization contributes to our understanding of how religion intersects with gender, class and race to create complex systemic inequities in organizational structure.

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Section: Introductionmentioning

confidence: 99%

Doing gender, modestly: Conceptualizing workplace experiences of Pakistani women doctors

Masood

2018

Gender Work & Organization

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“…This study found significant differences among interviewees with regard to how they discussed their Muslim identity, which demonstrates the complexities found in work by Essers and Benschop (2009), Syed & Pio (2017) and Syed & Van Buren (2014). In describing their identity, respondents distinguished between their personal identity and the identity that they ‘project’ into the world.…”

Section: Resultsmentioning

confidence: 54%

“…In organizations, identities are often constructed and externally imposed through stereotyping and other cultural processes (Mayer & Louw, 2011; Hogg & Terry, 2014). Alongside Syed and Pio’s research (2017), scholars such as Mayer and Flotman (2017) have noted how the complex and fluid ‘web’ of identity markers (e.g., gender, race, and ethnicity) impact identity experiences at work at multiple levels. Mahadevan (2015) states that identity as a concept is fluid; multi-faceted or ‘nomadic identities’ are more common in the workplace than ‘essentialized’ or ‘fixed’ identity categories, and mobility and migration bring further complexity to the social dynamics of the workplace.…”

Section: Introductionmentioning

confidence: 99%

“…Identity work is unavoidable for Muslim individuals living in Canada. Although there are elements of shared experience for Muslims – in part because a ‘homogenous identity’ is often imposed on this diverse group because of Islamophobia (Døving, 2010; Mayer & Flotman, 2017) – Muslim identities are shaped by lived experience as well as ‘a complex web of ethnicity, gender, sect, class, and socio-cultural influences of their adopted homes – either as migrants, refugees, expatriates, or business partners’ (Syed & Pio, 2017). Further, Syed and Pio (2010) emphasize that Muslim women should not be treated as a monolithic group, given the considerable differences that exist between them.…”

Section: Introductionmentioning

confidence: 99%

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The diversity of professional Canadian Muslim women: Faith, agency, and ‘performing’ identity

Latif

Cukier

Gagnon

et al. 2018

Journal of Management & Organization

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This article examines how identities are constructed and performed by a sample of Muslim women in the Canadian workplace. This research will provide new insights on how Muslim women disclose or ‘perform’ their identities in different contexts. This study will build upon previous research on identity construction of ethnic minorities in the workplace and intersectionality and the workplace experiences of Muslim women by conducting interviews with 23 professional Muslim women in Canada. The findings have important implications for understanding Muslim women’s identity work in broader contexts of discrimination, as well as accommodation and inclusion in organizations.

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“…The first tier of literature which we consider concerns the barriers to the employment of women (regardless of ethnicity and religion) in management in American and European cultures. The second tier of literature concerns the issues of intersectionality, in which Muslim women seek professional, management and executive roles in the external workforce in Europe and America, following "the Muslim diaspora" (Syed & Pio, 2016) [1]. The third set of literature is concerned with the progress of women in management and professional roles in Muslim-majority countries.…”

Section: Introductionmentioning

confidence: 99%

Woman and Management: A Conceptual Review, with a Focus on Muslim Women in Management Roles in Western and in Muslim-Majority Countries

Bagley¹,

Abubaker²,

Shahnaz³

2018

OJBM

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We consider the roles of Muslim women managers, executives and professionals in three ways: as women qua women; as women of the Muslim diaspora in Western countries; and as women in Muslim Majority Cultures (MMCs). In reviewing the literature on the "glass ceiling" which prevents women achieving parity with men in middle and senior management roles, we are impressed by the work of Helgeson and Johnson on the special qualities of women in management roles, and compare their social psychological model with accounts of "strong" Muslim women who, drawing on Islamic traditions have performed many leadership roles outside of the traditional family. Nevertheless, it is Muslim women's strength as strong family managers, with men being supporters rather than leaders of such family roles, which we generalise in describing an ideal model of a Muslim women manager. We draw too on traditional Islamic models in describing the kind of capitalist enterprise which may thrive in MMCs, and in which women will play leading roles. Nevertheless, we observe that in many MMCs non-Muslim (but strong) traditions of patriarchy often prevail, and subvert women's search for higher education and leadership roles. This review advocates reforms in MMCs which will allow women to enter the world of employment, and to rise to higher managerial positions. At the same time, we observe the strong prejudices against Muslim women entering managerial positions in Western cultures, based on multiple, intersecting prejudice and discrimination against women; against visible ethnic minorities; and against those who are visibly Muslim.

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Muslim Diaspora in the West and International HRM

Cited by 10 publications

References 39 publications

Doing gender, modestly: Conceptualizing workplace experiences of Pakistani women doctors

Doing gender, modestly: Conceptualizing workplace experiences of Pakistani women doctors

The diversity of professional Canadian Muslim women: Faith, agency, and ‘performing’ identity

Woman and Management: A Conceptual Review, with a Focus on Muslim Women in Management Roles in Western and in Muslim-Majority Countries

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