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Intersectional Identities and the Future of Work: Perspectives of Young Women

Shehla Khan, Sandra Dettmer

BSA Work, Employment and Society Conference 2023, September 13th - 15th, Glasgow, UK

Swansea University Author: Sandra Dettmer

Abstract

This conference paper explores the intersectional identities of young women negotiating their identities between race, culture, and faith in the workplace. Based on research findings from a thesis examining the construction and expression of second-generation Muslim Welsh women's identities wit...

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Published in: BSA Work, Employment and Society Conference 2023, September 13th - 15th, Glasgow, UK
Published: online 2023
Online Access: https://www.britsoc.co.uk/
URI: https://cronfa.swan.ac.uk/Record/cronfa64417
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fullrecord <?xml version="1.0" encoding="utf-8"?><rfc1807 xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance" xmlns:xsd="http://www.w3.org/2001/XMLSchema"><bib-version>v2</bib-version><id>64417</id><entry>2023-09-04</entry><title>Intersectional Identities and the Future of Work: Perspectives of Young Women</title><swanseaauthors><author><sid>8bdc768c0eff37682671611beb8aca2d</sid><firstname>Sandra</firstname><surname>Dettmer</surname><name>Sandra Dettmer</name><active>true</active><ethesisStudent>false</ethesisStudent></author></swanseaauthors><date>2023-09-04</date><deptcode>BBU</deptcode><abstract>This conference paper explores the intersectional identities of young women negotiating their identities between race, culture, and faith in the workplace. Based on research findings from a thesis examining the construction and expression of second-generation Muslim Welsh women's identities within everyday spaces and places, this study utilised a mixed-methods approach to gather data from 30 participants through interviews and focus groups. Key themes investigated included the construction and embodied experiences of gendered identities.The study explored the challenges faced by young Muslim women in Wales as they navigate their identities in the face of societal and workplace obstacles, including racism, Islamophobia, and gender discrimination. According to Pain, et al. (2001), social identities are not entirely changeable but are heavily influenced by power dynamics and resistance. The participants sought to resist exclusion by seeking out support mechanisms and building positive relationships. However, misconceptions and biases held by colleagues proved to be significant barriers to their sense of belonging in the workplace. It highlights the complex intersection of power dynamics and resistance in shaping social identities, particularly in the face of Islamophobia and marginalisation.The study interrogates the assumed relationality between the resisted and resistant and how this manifests in the workplaces for these participants and their employment experience while also examining the wider impact on their sense of belonging to society. The participants draw boundaries to protect their gendered, religious, and cultural identities while attempting to find commonalities with wider workplace culture. The resistant work identity creates difficulties for balancing everyday embodied experiences through intersectional inequalities faced. Intersectional identities specifically focus on the disadvantageous positions caused due to the negotiation power of these multiple identities (Valentine, 2007).This research paper forms part of an ongoing investigation of current practices of employers in recognising the importance of having a diverse workforce. It aims to evaluate progress towards equality and diversity at work, considering the rhetoric-reality gap between employers' stated commitment to diversity and their practical achievements at an organisational level. The paper will focus on the practical experience of women from different backgrounds in their workplaces and the impact of robust policies in turning the dial on diversity, creating positive workplaces where employees can embody their intersectional identities without resistance. The research paper will take the theoretical position of examining the practices surrounding career progression in the context of intersectional studies and how various factors such as gender, race, and ethnicity intersect and contribute to the creation and perpetuation of advantages and disadvantages across multiple dimensions of difference at the individual, organisational, and societal levels (Castro and Holvino, 2016).ReferencesCastro, M., and Holvino, E. (2016) Applying Intersectionality in Organizations: Inequality Markers, Cultural Scripts and Advancement Practices in a Professional Service Firm, Gender, Work and Organization, 23(3), pp 328 – 347.Pain, R., Barke, M., Fuller, D., Gough, J., Macfarlane, R., &amp; Mowl, G. (2001). Introducing Social Geographies, Hodder Headlines Group, London.Valentine, G. (2007). "Theorizing and Researching Intersectionality: A Challenge for Feminist Geography*", The Professional Geographer, 59(1), pp. 10-21.</abstract><type>Conference Paper/Proceeding/Abstract</type><journal>BSA Work, Employment and Society Conference 2023, September 13th - 15th, Glasgow, UK</journal><volume/><journalNumber/><paginationStart/><paginationEnd/><publisher/><placeOfPublication>online</placeOfPublication><isbnPrint/><isbnElectronic/><issnPrint/><issnElectronic/><keywords/><publishedDay>14</publishedDay><publishedMonth>9</publishedMonth><publishedYear>2023</publishedYear><publishedDate>2023-09-14</publishedDate><doi/><url>https://www.britsoc.co.uk/</url><notes>BSA Work, Employment and Society Conference 2023, September 13th - 15th, Glasgow, UK</notes><college>COLLEGE NANME</college><department>Business</department><CollegeCode>COLLEGE CODE</CollegeCode><DepartmentCode>BBU</DepartmentCode><institution>Swansea University</institution><apcterm/><funders/><projectreference/><lastEdited>2023-10-24T10:15:37.4528943</lastEdited><Created>2023-09-04T22:32:46.2051455</Created><path><level id="1">Faculty of Humanities and Social Sciences</level><level id="2">School of Management - Business Management</level></path><authors><author><firstname>Shehla</firstname><surname>Khan</surname><order>1</order></author><author><firstname>Sandra</firstname><surname>Dettmer</surname><order>2</order></author></authors><documents/><OutputDurs/></rfc1807>
spelling v2 64417 2023-09-04 Intersectional Identities and the Future of Work: Perspectives of Young Women 8bdc768c0eff37682671611beb8aca2d Sandra Dettmer Sandra Dettmer true false 2023-09-04 BBU This conference paper explores the intersectional identities of young women negotiating their identities between race, culture, and faith in the workplace. Based on research findings from a thesis examining the construction and expression of second-generation Muslim Welsh women's identities within everyday spaces and places, this study utilised a mixed-methods approach to gather data from 30 participants through interviews and focus groups. Key themes investigated included the construction and embodied experiences of gendered identities.The study explored the challenges faced by young Muslim women in Wales as they navigate their identities in the face of societal and workplace obstacles, including racism, Islamophobia, and gender discrimination. According to Pain, et al. (2001), social identities are not entirely changeable but are heavily influenced by power dynamics and resistance. The participants sought to resist exclusion by seeking out support mechanisms and building positive relationships. However, misconceptions and biases held by colleagues proved to be significant barriers to their sense of belonging in the workplace. It highlights the complex intersection of power dynamics and resistance in shaping social identities, particularly in the face of Islamophobia and marginalisation.The study interrogates the assumed relationality between the resisted and resistant and how this manifests in the workplaces for these participants and their employment experience while also examining the wider impact on their sense of belonging to society. The participants draw boundaries to protect their gendered, religious, and cultural identities while attempting to find commonalities with wider workplace culture. The resistant work identity creates difficulties for balancing everyday embodied experiences through intersectional inequalities faced. Intersectional identities specifically focus on the disadvantageous positions caused due to the negotiation power of these multiple identities (Valentine, 2007).This research paper forms part of an ongoing investigation of current practices of employers in recognising the importance of having a diverse workforce. It aims to evaluate progress towards equality and diversity at work, considering the rhetoric-reality gap between employers' stated commitment to diversity and their practical achievements at an organisational level. The paper will focus on the practical experience of women from different backgrounds in their workplaces and the impact of robust policies in turning the dial on diversity, creating positive workplaces where employees can embody their intersectional identities without resistance. The research paper will take the theoretical position of examining the practices surrounding career progression in the context of intersectional studies and how various factors such as gender, race, and ethnicity intersect and contribute to the creation and perpetuation of advantages and disadvantages across multiple dimensions of difference at the individual, organisational, and societal levels (Castro and Holvino, 2016).ReferencesCastro, M., and Holvino, E. (2016) Applying Intersectionality in Organizations: Inequality Markers, Cultural Scripts and Advancement Practices in a Professional Service Firm, Gender, Work and Organization, 23(3), pp 328 – 347.Pain, R., Barke, M., Fuller, D., Gough, J., Macfarlane, R., & Mowl, G. (2001). Introducing Social Geographies, Hodder Headlines Group, London.Valentine, G. (2007). "Theorizing and Researching Intersectionality: A Challenge for Feminist Geography*", The Professional Geographer, 59(1), pp. 10-21. Conference Paper/Proceeding/Abstract BSA Work, Employment and Society Conference 2023, September 13th - 15th, Glasgow, UK online 14 9 2023 2023-09-14 https://www.britsoc.co.uk/ BSA Work, Employment and Society Conference 2023, September 13th - 15th, Glasgow, UK COLLEGE NANME Business COLLEGE CODE BBU Swansea University 2023-10-24T10:15:37.4528943 2023-09-04T22:32:46.2051455 Faculty of Humanities and Social Sciences School of Management - Business Management Shehla Khan 1 Sandra Dettmer 2
title Intersectional Identities and the Future of Work: Perspectives of Young Women
spellingShingle Intersectional Identities and the Future of Work: Perspectives of Young Women
Sandra Dettmer
title_short Intersectional Identities and the Future of Work: Perspectives of Young Women
title_full Intersectional Identities and the Future of Work: Perspectives of Young Women
title_fullStr Intersectional Identities and the Future of Work: Perspectives of Young Women
title_full_unstemmed Intersectional Identities and the Future of Work: Perspectives of Young Women
title_sort Intersectional Identities and the Future of Work: Perspectives of Young Women
author_id_str_mv 8bdc768c0eff37682671611beb8aca2d
author_id_fullname_str_mv 8bdc768c0eff37682671611beb8aca2d_***_Sandra Dettmer
author Sandra Dettmer
author2 Shehla Khan
Sandra Dettmer
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publishDate 2023
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url https://www.britsoc.co.uk/
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description This conference paper explores the intersectional identities of young women negotiating their identities between race, culture, and faith in the workplace. Based on research findings from a thesis examining the construction and expression of second-generation Muslim Welsh women's identities within everyday spaces and places, this study utilised a mixed-methods approach to gather data from 30 participants through interviews and focus groups. Key themes investigated included the construction and embodied experiences of gendered identities.The study explored the challenges faced by young Muslim women in Wales as they navigate their identities in the face of societal and workplace obstacles, including racism, Islamophobia, and gender discrimination. According to Pain, et al. (2001), social identities are not entirely changeable but are heavily influenced by power dynamics and resistance. The participants sought to resist exclusion by seeking out support mechanisms and building positive relationships. However, misconceptions and biases held by colleagues proved to be significant barriers to their sense of belonging in the workplace. It highlights the complex intersection of power dynamics and resistance in shaping social identities, particularly in the face of Islamophobia and marginalisation.The study interrogates the assumed relationality between the resisted and resistant and how this manifests in the workplaces for these participants and their employment experience while also examining the wider impact on their sense of belonging to society. The participants draw boundaries to protect their gendered, religious, and cultural identities while attempting to find commonalities with wider workplace culture. The resistant work identity creates difficulties for balancing everyday embodied experiences through intersectional inequalities faced. Intersectional identities specifically focus on the disadvantageous positions caused due to the negotiation power of these multiple identities (Valentine, 2007).This research paper forms part of an ongoing investigation of current practices of employers in recognising the importance of having a diverse workforce. It aims to evaluate progress towards equality and diversity at work, considering the rhetoric-reality gap between employers' stated commitment to diversity and their practical achievements at an organisational level. The paper will focus on the practical experience of women from different backgrounds in their workplaces and the impact of robust policies in turning the dial on diversity, creating positive workplaces where employees can embody their intersectional identities without resistance. The research paper will take the theoretical position of examining the practices surrounding career progression in the context of intersectional studies and how various factors such as gender, race, and ethnicity intersect and contribute to the creation and perpetuation of advantages and disadvantages across multiple dimensions of difference at the individual, organisational, and societal levels (Castro and Holvino, 2016).ReferencesCastro, M., and Holvino, E. (2016) Applying Intersectionality in Organizations: Inequality Markers, Cultural Scripts and Advancement Practices in a Professional Service Firm, Gender, Work and Organization, 23(3), pp 328 – 347.Pain, R., Barke, M., Fuller, D., Gough, J., Macfarlane, R., & Mowl, G. (2001). Introducing Social Geographies, Hodder Headlines Group, London.Valentine, G. (2007). "Theorizing and Researching Intersectionality: A Challenge for Feminist Geography*", The Professional Geographer, 59(1), pp. 10-21.
published_date 2023-09-14T10:15:38Z
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