Female and foreign: An intersectional exploration of the experiences of skilled migrant women in Qatar

Intersectional employee voice inequalities and culture care theory: the case of migrant palliative care nurses in Saudi Arabia

PURPOSE

This narrative literature review examines intersectional employee voice inequalities in a non-Western, high power distance context to develop a multilevel conceptual framework.

DESIGN/METHODOLOGY/APPROACH

The authors use Leininger's (1997, 2002) culture care model to explore multilevel influences on intersectional voice inequalities. The article applies insights from a review of 31 studies to the specific challenges of migrant palliative care (PC) nurses in Saudi Arabia.

FINDINGS

The themes identified in the review indicate how better transcultural communications might mitigate voice inequalities that influence migrant employee wellbeing and intentions to quit which result from cultural incongruities.

ORIGINALITY/VALUE

The impact of national culture differences and intersectional inequalities on employee voice has largely been ignored in academic research. This paper offers unique insights drawing on culture care theory into intersectional voice challenges from a non-Western perspective in the underresearched setting of Saudi Arabia which is mid-way through a national transformation program. It starkly contrasts policy ambitions for advancing healthcare with discriminatory practices based on conservative attitudes which stifle migrant worker voices.

"Fitting in whilst standing out": Identity flexing strategies of professional British women of African, Asian, and Caribbean ethnicities

INTRODUCTION

Professional British women of African, Asian, and Caribbean (AAC) ethnicities contend with unique challenges and experiences in the workplace. These challenges are often due to experiences that occur at the intersection of gender and ethnic identity, thus many professional white British women (of Anglo-Saxon decent), do not face the same challenges. AAC women are more often discriminated against, excluded from informal networks, and their contributions credited to someone else. We take an intersectional theoretical approach to better understand both the disadvantaged experiences and the possible advantaged experiences that British AAC women face, based on their experiences as AAC individuals, as women and as AAC women. The study seeks to 'give voice' to the experiences of AAC professional women, due to the limited amount of scholarship that adequately considers their workplace experiences. We consider the ways that their identity produces qualitatively different experiences determined by the context, by the nature of interpersonal encounters or by both the context and interpersonal encounters.

METHODS

We conduct real-time online written interviews and utilize thematic template analysis to understand whether AAC women strategically flex identity at work. We present four major themes. These are (1) the benefits of identity flexing, (2) the role of specific stereotypes, (3) context specific opportunities, and (4) the costs of identity flexing. We draw on literature that suggests that AAC women's identity experiences are not exclusively oppressive.

RESULTS

We find that unique experiences, occurring at the intersection of facets of identity may also yield forms of relative advantage, wherein individuals are able to adaptively leverage opportunities. Our results demonstrate that where the facets of one's identity are more varied, there might be more chance that the particular identity will be valued in a given social context. As a result, the individual may try to assimilate with certain identity groups (through flexing), as the context directs.

DISCUSSION

Nevertheless, engaging in identity flexing strategies has costs for women's well-being, such as needing to perform increased amounts of emotional labor and heightened feelings of frustration. Overall, these costs (as well as benefits), evidence the complex nature of identity flexing and the likely negative well-being implications that could ensue for the individual.

Visible, invisible: Black women in higher education

This paper explores race and gender in the context of higher education, analyzing the experiences of Black women in academia to create a better understanding of what it is to be Black and a woman in contemporary British society. The main themes of this paper are elaborated through the lens of critical Black feminism. The historical origins of inequalities are outlined foregrounding their influence on how Black women are described and regarded. The damaging impact of everyday and sophisticated racism intersecting with sexism is explored and exemplified. Concepts and theories serve to elucidate the discrimination suffered by Black women in academic roles. White women do not offer unequivocal support to their Black colleagues and may even undermine their career progression. When Black women gain leadership roles, the traditional characteristics associated with leaders often conflict with the stereotypical expectations of Black women. A closer examination of higher education reveals the extent of the racial trauma endured by Black women and the resultant decline in their wellbeing.

Highly-Skilled Migrants, Gender, and Well-Being in the Eindhoven Region. An Intersectional Analysis

The shortage of skilled labor and the global competition for highly qualified employees has challenged Dutch companies to develop strategies to attract Highly Skilled Migrants (HSMs). This paper presents a study exploring how well-being is experienced by HSMs living in the Eindhoven region, a critical Dutch Tech Hub. Our population includes highly skilled women and men who moved to Eindhoven for work or to follow their partner trajectory. By analyzing data according to these four groups, we detect significant differences among HSMs. Given the exploratory nature of this work, we use a qualitative method based on semi-structured interviews. Our findings show that gender plays a crucial role in experienced well-being for almost every dimension analyzed. Using an intersectional approach, we challenge previous models of well-being, and we detect different factors that influence the respondents’ well-being when intersecting with gender. Those factors are migratory status, the reason to migrate, parenthood, and origin (EU/non-EU). When all the factors intersect, participants’ well-being decreases in several areas: career, financial satisfaction, subjective well-being, and social relationships. Significant gender differences are also found in migration strategies. Finally, we contribute to debates about skilled migration and well-being by including an intersectional perspective.

Perceived Employability of Highly Skilled Migrant Women in STEM: Insights from Labor Market Intermediaries’ Professionals

While global economies are in a tremendous need for talented workers that could fill vacancies in Science, Technology, Engineering, and Mathematics (STEM) fields, available evidence shows that highly skilled migrants with a background in these fields are not protected from brain waste and deskilling. In this paper, we add to the previous literature on the employability of highly skilled migrant women from the specific—and under-investigated—perspective of labor market intermediaries. We specifically investigate what the barriers and resources are for employability of highly skilled migrant women in STEM, as perceived by labor market intermediaries’ professionals; and what the training needs are that labor market intermediaries’ professionals perceive to effectively work with this target group. We use unique explorative survey data collected in 2018 in five countries (Greece, Hungary, Italy, Sweden, United Kingdom) from professionals working in diverse labor market intermediary organizations. We find that these professionals perceive the employability of migrant women in STEM as rather low, and strongly determined by migrant women’s psychological capital. Professionals in Southern Europe perceive structural barriers as more important than those in other countries. Professionals display training needs related to ad-hoc mentoring and networking competences for this specific target group. We discuss theoretical and practical implications.