Workplace diversity has become increasingly relevant to academics and practitioners alike. Often, this issue is tackled merely from a business-oriented/managerial point of view. Yet such a single-level perspective fails to acknowledge both the macro-societal context wherein companies and organizations act and the micro-individual dynamics by which individuals construct and affirm their identities in relation to others.
Muslim minorities are part of current workplace diversity in many parts of the world. This book focuses on Muslim identities and their interrelations with societal frameworks and organizational strategy and practice. Contributors from various disciplines and societal contexts ensure a multiplicity of perspectives. The authors shed light on this diversity and draw implications for human resource management (HRM) theory and practice. Chapters uncover the wider discourses on Muslim minorities that impact organizational HRM. The book explores how HRM academics and practitioners might become aware of and counteract these discourses in order to acheive a truly inclusive HRM regarding Muslim minorities.
Throughout Muslim Minorities, Workplace Diversity and Reflexive HRM, readers are guided from large theoretical concepts to specific contexts, whilst being encouraged to question their assumptions. This book lays the foundations for managing Muslim employees beyond stereotypes, enabling the reader to develop the reflexive mindset needed for truly inclusive HRM with regard to Muslim employees.
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vii | |
| Editors |
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ix | |
| Contributors |
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xi | |
| Introduction: Workplace diversity, Muslim minorities and reflexive HRM: concepts, challenges and power implications in context |
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1 | (12) |
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PART 1 Perceptions of Islam and Muslim minorities |
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13 | (46) |
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1 Muslim minorities and Islam in HRM literature: identity labels and authoritative sensemaking |
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15 | (20) |
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2 Islamophobia, the impossible Muslim and the reflexive potential of intersectionality |
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35 | (12) |
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3 The Muslim-makers: how Germany `Islamizes' Turkish Immigrants |
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47 | (12) |
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PART 2 Muslim identities and dominant discourses at the workplace |
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59 | (60) |
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4 Constructing identity: implications for reflexive HRM |
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61 | (16) |
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5 Muslim identity in corporate South Africa: a reflexive approach |
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77 | (18) |
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6 Blinded by the news: how HRM practitioners risk being biased by stereotypes about Muslims |
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95 | (24) |
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PART 3 Ethics, leadership and Muslim women |
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119 | (64) |
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7 Islamic ethics in secular organizations: exploring practices of 30 Muslim managers in the Alsace region of France |
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121 | (21) |
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8 Diversity discourses and corporate Canada: unveiling images of the Muslim woman at work |
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142 | (20) |
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9 Muslim women in senior management positions in Canada: advancement, perceptions of success, and strategies for inclusive HRM |
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162 | (21) |
| Conclusion: Towards a more inclusive HRM theory and practice |
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183 | (4) |
| Index |
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187 | |
Jasmin Mahadevan is a full Professor of International Management with special focus on Cross-Cultural Management at Pforzheim University, Pforzheim, Germany.
Claude-Hélčne Mayer is an Adjunct Professor at the Europa University Viadrina, Frankfurt (Oder), Germany, and a Senior Research Associate at Rhodes University, Grahamstown, South Africa.
