Intersectional identities and career progression in retail: The experiences of minority‐ethnic women

Abstract

Contributing to scholarship on diversity and inclusion (D&I) and careers within UK retailing, this paper documents the lived experiences of minority-ethnic women working in retail. Given the extensive research on both the career obstacles faced by women in a highly feminized sector and the disadvantages experienced by minority-ethnic workers in the UK labor market more broadly, consideration of social identity categories beyond gender and their impact on retailing careers in the existing literature is limited. Here we use intersectionality theory to explain how individual-level identity categories, such as gender, ethnicity and religion, intersect with wider organisational practices, which disadvantage the career progression of minority-ethnic women in UK retail. In a service-driven sector dependent upon consumers, we conclude that there is a need to consider intersectional identity experiences and power relations within the customer-employee relationship, as this disproportionately affects minority-ethnic women and the realization of their career goals in retail.

Aesthetic labour and diversity on the shopfloor: the experiences of women workers in fashion retail

“…Unfortunately, 6 these demands continue as a survey of 2000 women of colour in UK revealed that 61% had to modify their language, discussions, hairstyles, diet, or even their names to fit in at work (Gyimah et al, 2022). There is limited understanding towards workplace experiences among racially diverse women retail workers (Kele et al, 2022;Opara et al, 2020). Further research is needed to explore their experiences, and how different aspects of aesthetic labour may be demanded and controlled by employers.…”

“…Nevertheless, workplace experiences of ethnic minority workers in the UK are relatively underexplored (Opara et al, 2020;Ozturk & Berber, 2022). It is found that women of colour working for UK retailers are disproportionately disadvantaged in their career progression whilst managers and directors in this field are mostly White male (Kele et al, 2022). Further studies examining the workplace experiences of ethnic minority women workers are much needed (Kele et al, 2022;Opara et al, 2020).…”

“…It is found that women of colour working for UK retailers are disproportionately disadvantaged in their career progression whilst managers and directors in this field are mostly White male (Kele et al, 2022). Further studies examining the workplace experiences of ethnic minority women workers are much needed (Kele et al, 2022;Opara et al, 2020). This paper seeks to give voices to this underrepresented group of aesthetic labourers.…”

“…, 2020; Ozturk and Berber, 2022). It is found that women of colour working for UK retailers are disproportionately disadvantaged in their career progression whilst managers and directors in this field are mostly White male (Kele et al. , 2022).…”

“…, 2022). Further studies examining the workplace experiences of ethnic minority women workers are much needed (Kele et al. , 2022; Opara et al.…”