“Whether you like my skin or not, I am here”: skilled racial minority migrant women's experiences of navigating career challenges in the White Icelandic labor market

Abstract

PurposeThis study aims to explore the lived experiences of skilled racial minority migrant (SRMM) women who hold management positions in the White Icelandic labor market and to understand how gender, race, ethnicity and migrant status intersect to shape experiences of privilege and disadvantage.Design/methodology/approachIn this paper phenomenological methodology was applied to analyze in-depth interviews with twelve SRMM women. Iceland provides rich context of high gender and social equality, but limited recognition of ethnic and racial differences.FindingsSRMM women's self-efficacy and agency allowed them to source strength from their background and experiences of challenges. Through reframing they adopted a mindset of resilience and determination, proactively redefined the context, turned negatively stereotyped identities into positive assets and engaged strategically with barriers based on gender, language or migrant status. In contrast, the subtle and covert nature of racial prejudice in the context of the invisible norm of Whiteness felt impossible to address.Originality/valueThe study provides insight into the experiences of SRMM women who have attained upper- and middle-management positions. The findings illuminate the overt and covert barriers that the women experience on their career journey in the context of a White labor market that emphasizes egalitarianism and gender equality but does not engage with ethnic or racial prejudice. They highlight the role of self-efficacy and agency in deploying strategies to negotiate intersecting barriers and how that agency is disadvantaged by the invisible norm of Whiteness.

Unpacking the influence of foreignness on employment prospects within a multinational enterprise: an examination of gender, professional experience and duration of stay

“…, 2021). Migrants could also actively emphasize their achievements and skills, and build resilience to stereotyping and biases (Christiansen and Kristjánsdóttir, 2022).…”

“…While a large portion of the practical implications relate to managers, migrantsthe potential job candidatescould implement active, informal search strategies, which are possibly more efficient in landing non-advertised and thus better jobs (Crowley-Henry et al, 2021). Migrants could also actively emphasize their achievements and skills, and build resilience to stereotyping and biases (Christiansen and Kristj ansd ottir, 2022).…”

“…This is a clear indication that human capital is not necessarily a panacea ensuring smooth career progressions and prospects for female migrants in host countries. Similarly, Christiansen and Kristjánsdóttir (2022) have found that racial prejudices against female immigrants were impossible to address in the context of their managerial work in Iceland. Nonetheless, female immigrants were able to build resilience and turn the negative stereotypes into assets.…”

„Frelsi til að leggja mitt af mörkum til samfélagsins”:

“…Þrefaldur halli bitnar á KIF sem eru auk þess frá löndum þriðja heimsins og stofna til eigin rekstrar í þróaðri löndum (Azmat, 2013). Í vestraenum löndum, líkt og Íslandi, þar sem fjölgun innflytjenda hefur verið mjög hröð, hafa kynþáttafordómar og hin ósýnilegu og duldu viðmið hvítleika (Kristín Loftsdóttir, 2017 takmarkandi áhrif á taekifaeri þeirra sem ekki eru taldir til-heyra hvíta meirihlutanum (Christiansen og Kristjánsdóttir, 2022;Pio o.fl., 2021). Vert er einnig að hafa í huga að hvítleiki og kynþáttafordómar taka á sig ýmsar myndir.…”

“…Jafnframt er haett við að menntaðir innflytjendur séu ekki metnir að verðleikum og haefni þeirra dregin í efa þegar þeir reyna að finna störf sem haefa menntun þeirra (Kristín Loftsdóttir o.fl., 2016;Kristjánsdóttir og Christiansen, 2017). Menntaðar konur meðal innflytjenda eru í jafnvel enn verri stöðu og líklegri til að vera atvinnulausar eða í hlutastörfum (Burdikova o.fl., 2018) og menntaðar innflytjendakonur af minnihluta kynþaetti þurfa að þola dulda fordóma og mismunun á vinnustað (Christiansen og Kristjánsdóttir, 2022).…”