Religion and ethnicity at work: a study of British Muslim women’s labour market performance

Miaari, Sami H.; Khattab, Nabil; Johnston, Ron

doi:10.1007/s11135-018-0721-x

Cited by 21 publications

(13 citation statements)

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“…For instance, the Australian labour market has been found 'to give preference to its own kind … [while] Islamic culture in a predominantly Christian society remains unacceptable' (Kabir and Evans, 2002: 6). The experience of discrimination against Australian Muslim migrants has also been documented by Collins (1988), Omar and Allen, (1996) and Adhikari (2001) (see also Ali, Malik, Pereira, & Al Ariss, 2017;Foroutan, 2011ab, 2015Foroutan, 2011ab, , 2020aForoutan, 2011ab, ,b, 2021Khattab et al, 2020;Khawaja and Hebbani, 2018;Loosemore et al, 2021;Miaari, Khattab, & Johnston, 2019;Wilkins-Laflamme, 2018). According to these studies, under the circumstances of the existence of discrimination, migrants' religious identity might be considered as a major cause to strengthen the such discrimination.…”

Section: The Field Of Studymentioning

confidence: 76%

“…From a different perspective, another plausible explanation for the patterns observed in this analysis refers to bias and disadvantage through structural discrimination against migrants. According to this explanation, the difference between migrants vis-à-vis the native-born, is a result of prejudice and discrimination arising from ethnicity and class structure (Foroutan, 2015(Foroutan, , 2020(Foroutan, , 2021Khawaja and Hebbani, 2018;Loosemore et al, 2021;Miaari et al, 2019;Wilkins-Laflamme, 2018). This disadvantage and discrimination hypothesis tends to be particularly the case in this analysis, which also focuses on gender (female migrants) and religion (Muslim migrants).…”

Section: Conclusion and Discussionmentioning

confidence: 88%

“…This type of discrimination can be particularly prevalent for Muslim female migrants who maintain their religious identity, such as certain dress codes and names, which makes them an easily distinguishable group in the host society and particularly in its labour market (e.g. Abraham, 2006;Anker, 1998;Evans and Kelley, 1986;Foroutan, 2019aForoutan, , 2011ab, 2020aForoutan, ,b, 2021aFurseth, 2011;Imtoual, 2006;Kabir and Evans, 2002;Khawaja and Hebbani, 2018;Loosemore et al, 2021;Miaari et al, 2019;Savelkoul, Scheepers, Tolsma, & Hagendoorn, 2010;Warburg, 2011;Wilkins-Laflamme, 2018;Williams and Vashi, 2007).…”

Section: The Field Of Studymentioning

confidence: 99%

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Education's economic return in multicultural Australia: Demographic analysis

Foroutan

2022

Journal of Sociology

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This article focuses on the impact of education as the most important human capital endowment in the context of migration, religion, gender and ethnic identity from a demographic perspective. It presents research-based evidence to address such key research questions as whether and how significantly women's education provides equal benefit in the labour market for individuals, based on their migration status, religion, and ethnic identity. The field of this study is the multi-ethnic and multicultural context of Australia with a wide range of ethnic and religious groups of migrants from throughout the world. Preliminary results show that labour market achievement is positively and significantly associated with the educational attainment of individuals, irrespective of their migration status, religious affiliation and ethnicity. However, more comprehensive analysis from comparative perspectives reveals that the positive economic return of education is higher for natives (compared with migrants), for ethnic migrants from developed regions of origin (compared with those from less developed regions of origin) and for non-Muslims (compared with Muslims). The article provides two plausible explanations for these patterns. The first refers to the lack of recognition of overseas qualifications and to the devaluation of foreign education that particularly applies to ethnic migrants from less developed regions. The second relates to disadvantage through structural discrimination against migrants, particularly when their cultural and religious identity, such as Islamic names and dress codes, are distinctively displayed. In sum, this analysis presents further research-based evidence to go beyond the human capital theory in order to explain more appropriately the economic return of women's education in the context of religion and migration from a demographic perspective.

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Section: The Field Of Studymentioning

confidence: 76%

Section: Conclusion and Discussionmentioning

confidence: 88%

Section: The Field Of Studymentioning

confidence: 99%

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Education's economic return in multicultural Australia: Demographic analysis

Foroutan

2022

Journal of Sociology

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“…The paper addresses this gap by examining the performance of Muslim women in relation to three labour market outcomes: economic activity (labour market participation), unemployment and occupational status. 12 We argue that the disadvantage of Muslim women varies across labour market outcomes rendering it severe in relation to some outcomes and lighter in others. 13 We also argue that because the Muslim community in Australia is ethnically diverse, and that Islam is more associated with Arabs rather than other ethnicities and races 14 , the extent of disadvanatge is expected to be contingent upon the ethnic or regional background.…”

Section: Introductionmentioning

confidence: 89%

Human Capital and Labour Market Performance of Muslim Women in Australia

Khattab¹,

Daoud

Qaysiya

et al. 2020

Journal of Muslim Minority Affairs

Self Cite

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This article examines the labour-market performance of Muslim women in Australia. It examines whether Muslim women face a penalty due to their religion. This study analyses data obtained from the 2011 Australian Census, and found that Muslim women were less likely to participate in the labour market and less likely to obtain managerial jobs. However, the results of this study show that Muslim women are as likely to be employed as are the majority group. Human capital factors explained the difference between the groups in the case of employment, thus refuting religious discrimination as an explanation for this difference. However, the study also suggests that the lack of differences in employment should be examined further as it might be masking other forms of disadvantages, e.g. overqualification.The results also show that qualifications have a positive impact on all labour market outcomes and by and large operate similarly among all groups.

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“…Muslim women are the most disadvantaged, compared to other religious minorities, and face significant labour market penalties (Miaari et al , 2019). Research suggests within ethnic minority women, ‘unemployment rates are highest for Pakistani and Bangladeshi women’ (Social Mobility Commission, 2016, p. 45), echoing a previous report by Equalities and Human Rights Commission (EHRC, 2011).…”

Section: Methodsmentioning

confidence: 99%

British Muslim women's experience of the networking practice of happy hours

Arifeen

2020

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PurposeNetworking is deemed important for women in careers. The purpose of this paper is to draw attention to the interaction of a specific networking practice with a religious practice and its implications on British Muslim women (BMw). The practice ‘happy hours’ is closely linked with drinking alcohol (Flores-Pereira et al., 2008), while alcohol consumption is forbidden in Islam.Design/methodology/approachA qualitative research approach was used to interview 37 participants who were in managerial or professional positions.FindingsThe findings demonstrate that the presence of alcohol in work-related socializing is a norm, making the practice of ‘happy hours’ invisible and legitimate (Acker, 2006), thereby contributing inadvertently to reinforcing inequality regimes in organizations. Furthermore, the interaction of contradictory religious beliefs/practices of individual employees and organizational practices presents challenges for Muslim women, who feel they have to participate in happy hours as a networking practice in order to progress in careers. While it involves emotional effort, as they persuade themselves to join in activities where alcohol is being served, it paradoxically results in feelings of exclusion and marginalization within the group, as they do not drink alcohol.Originality/valueThis paper focuses on the micro/individual level of analysis, singling out the Muslim female voice while positioning ‘happy hours’ as a ‘networking practice’. It also contributes to the underexplored area of the role of religion and individual behaviour in organizations (Tracey, 2012).

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Religion and ethnicity at work: a study of British Muslim women’s labour market performance

Cited by 21 publications

References 58 publications

Education's economic return in multicultural Australia: Demographic analysis

Education's economic return in multicultural Australia: Demographic analysis

Human Capital and Labour Market Performance of Muslim Women in Australia

British Muslim women's experience of the networking practice of happy hours

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