Loading...
Date
2025
Abstract
This research examines the perceived barriers to career progression for British Pakistani women especially in reaching managerial, leadership and decision-making roles in British workplaces. The sociocultural and institutional barriers to career progression are critically examined using primary data collected through open-ended interviews with 30 second-generation British Pakistani women who shared lived experiences of their careers journeys. This research specifically highlights the institutional and structural barriers that restrict the career progression of these women due to their intersectional identity markers like gender, race, ethnicity and religion. Using the theoretical lens of Critical Race Theory and intersectionality, this research points out the role of overlapping intersectional identities of these women, in simultaneity with broader systemic barriers, and moves away from considering singular identity markers in isolation. During the interviews, the participants were asked about how they dealt with the identified challenges, which are presented as their coping strategies for enhanced career progression. The primary data collected for this research is analysed using thematic analysis as introduced by Braun and Clarke (2006) and organised in codes and themes using NVivo-14 software. The findings of this research depict huge implications of the intersectional identities of second-generation Pakistani women on their career progression that can be useful for British employers and DEI practitioners. The limitations of this research along with recommendations are discussed along with directions for future research.
Supervisor
Description
Publisher
University of Limerick
Citation
Collections
Files
ULRR Identifiers
Funding code
Funding Information
Sustainable Development Goals
External Link
License
Attribution-NonCommercial-ShareAlike 4.0 International