Conventional banks which once were competing with non-banking financial institutions and capital markets today face the new challenge of being reintermediated by Islamic banks. Earlier academic research has been debating over disintermediation and reintermediation of conventional banks, but consistently failed to address reintermediation through Islamic banks as a possibility. This study, however, fills the void by addressing the novel possibility of reintermediation "within" the banking sector and is the first attempt to analyze and compare Islamic and conventional banks from the perspective of reintermediated financial markets. After identifying the reintermediation trends led by Islamic banks we investigate several bank specific financial and non-financial characteristics that might have enabled Islamic banks to emerge as an important player in reintermediated financial markets. By keeping our focus on slightly modified version of CAMELS framework where 'S' represents "Service Quality" we find that along with better capitalization (C) and improved liquidity (L), better service quality (S) is another distinguished feature of Islamic banks that might be linked with their high degree of intermediation.

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Subject area Gender Roles, Human Resource Management. Study level/applicability HRM-related courses at undergraduate and MBA level. Can be used in executive training. Case overview Nida Akhtar, a 29-year-old factory unit supervisor and a labor union leader of one of the biggest private textile manufacturing companies of Pakistan, faces a crucial decision regarding her personal and professional life. She is getting married in a few months and may need to move to another city. She has been working at Shanza Textile Limited (STL) for the past nine years. In spite of several social pressures and sometimes unfavorable circumstances, she has continued working because of her determination and endurance. She has earned appreciation and respect from her organization as well as from her family and friends. She has an option of moving to STL’s female hostel if she wants to continue working. However, she will have to gain her husband’s consent to do this. Alternatively, she can look for another job in the new city, but in this way, she will not be able to enjoy the same rank and position which she currently enjoys. She is exploring possibilities, and she knows that this decision will not only affect her own future life but will also have a significant impact on her married life and on her future generation. Expected learning outcomes Introducing students to an important aspect of labor economics: determinants and demographics of female labor force participation rates, in the context of an emerging market like Pakistan. Enabling students and other participants to engage in a meaningful unbiased discussion regarding gender roles in workplaces of emerging markets. To make students familiar with related characteristics, issues and challenges faced by working women in developing and emerging economies. To devise and present policy suggestions for making work environment more conducive for the female workers. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 6: Human Resource Management.