Tariq Memoona, Syed Jawad
The Business School, University of Huddersfield, Queensgate, Huddersfield, HD1 3DH UK.
Suleman Dawood School of Business, Lahore University of Management Sciences, Lahore, 54792 Pakistan.
Sex Roles. 2017;77(7):510-522. doi: 10.1007/s11199-017-0741-3. Epub 2017 Mar 25.
Drawing on qualitative interviews with 20 South Asian heritage, Muslim, female leaders, managers, and supervisors in the United Kingdom, we examine the multi-layered issues and challenges they face in pursuit of employment and leadership positions. The paper offers an intersectional perspective taking into account interconnected and overlapping factors (gender, ethnicity, religion, and family status) that affect not only the issues and challenges these women face in the labour market but also the individual agency and strategies they use to overcome any obstacles in the way of their employment and career. The results show that although Muslim women continue to face a myriad of challenges in the workplace, they are also able to tackle some of these issues through their individual strategies and networks, such as personal networks and further education. The study highlights the need for policymakers and employers to consider intersectionality to enable ethnic minority women's inclusion and leadership within and outside the workplace.
基于对英国20位具有南亚血统、穆斯林身份的女性领导者、管理者和主管的定性访谈，我们研究了她们在追求就业和领导职位过程中面临的多层次问题与挑战。本文提供了一种交叉性视角，考虑到相互关联和重叠的因素（性别、种族、宗教和家庭状况），这些因素不仅影响这些女性在劳动力市场上面临的问题和挑战，还影响她们用于克服就业和职业道路上任何障碍的个人能动性和策略。结果表明，尽管穆斯林女性在工作场所继续面临无数挑战，但她们也能够通过个人策略和网络，如个人关系网络和继续教育，来应对其中一些问题。该研究强调政策制定者和雇主需要考虑交叉性，以促进少数族裔女性在工作场所内外的包容与领导。
