Browsing by Author "Anderson, Deirdre"

Now showing 1 - 4 of 4
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    Muslim employees’ religious and intersectional identities as sources of discrimination: how deeper understanding can improve managerial practice
    (Emerald, 2025-01-09) Gottardello, Debora; Cascón-Pereira, Rosalía; Anderson, Deirdre
    Purpose: This study aims to explore how intersecting identities shape experiences of workplace discrimination faced by Muslim employees in Catalonia, Spain. We seek to understand the interplay of religion, ethnicity, gender and age in their employment experiences in order to improve managerial practices. Design/methodology/approach: The research employs a qualitative approach, conducting in-depth interviews with 39 diverse Muslim employees in Catalonia through convenience and snowball sampling to support an intersectional analysis. Findings: Findings reveal that Muslim employees navigate a workplace environment where their experiences of discrimination are shaped by intersecting identities including religion, age, gender and ethnicity which become salient at various stages of their careers, prompted by HRM practices such as recruitment, selection and promotion. Their experiences as recipients of these practices illuminate the complex ways in which intersecting identities shape the experiences of discrimination. The study reveals the hiding of their religious identity, giving up on traditional career paths, seeking social support from other Muslims and emphasizing privileged identities, to deal with discrimination. Originality/value: This study deepens understanding of the complexity of religious identity in minorities and explores its role in workplace discrimination. In particular, the research sheds light on the psychological impact in the form of feelings of guilt and shame which arise from coping strategies such as concealing religious markers which are adopted by these employees in response to organizational and managerial practices. Lastly, the paper stresses the need for intersectional approaches in order to improve effectiveness of HR policies and managerial practices.
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    Positive during COVID‐19: women academics' strategies for flourishing during a pandemic
    (Wiley, 2024-11-01) Lanka, Evelyn; Marsh‐Davies, Katy; Anderson, Deirdre
    The COVID‐19 pandemic led to far‐reaching detrimental impacts, with challenges weighted toward women, who experience a double‐burden of paid work and care/domestic work. Professional lives were enacted in new spaces, as many were ordered to work from home. This was particularly testing for women, who found themselves servicing additional expectations each day, such as complex relational work and home‐schooling. For many, this caused stress, damage to career, and strained relationships. Yet, as women academics, we were surprised to see that some of our peers were reporting they had positive experiences during lockdowns. Drawing on interview data from 23 women academics based in the United Kingdom, we found that participants did not report damage to their professional identities; indeed, in some cases the pandemic provided new ways to expand academic identities, for example through skill development and international networking. Furthermore, participants reported the pandemic as a chance to choose how to focus their energies, withdrawing from relationships and activities that did not contribute to the achievement of the selves they sought to become and capitalising on those that did. This paper is therefore valuable in revealing the techniques and resources (narrative and otherwise) that can enable women to report positive experiences, even when facing adversity.
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    Systematic review of studies which examine the flexible working practices of managers and professionals.
    (2004-08) Anderson, Deirdre; Singh, Val
    This systematic review examines studies of flexible working practices when used by managers and professionals. The various definitions of the term “flexible working” which appear in the literature are discussed and the need for a case relevant definition in any study is put forward. Particular attention is given to spatial and temporal flexibility. The benefits and disadvantages of flexible working practices to both organizations and individuals are discussed, revealing the contradictory nature of this subject. Conflicting evidence is revealed about the effect of working in a non-traditional way on career advancement or potential, and the language used is seen as an important factor in understanding this. Theories are used to increase understanding of a field where research is very practitioner driven with little theoretical underpinning. Institutional pressures may be key factors in this organizational response to individual role conflict. Similarly, resource dependence theory, agency theory and the transaction cost perspective are considered as possible explanations for the introduction of flexible working practices as part of work/life balance policies. The importance of aligning such policies with organizational goals can be a crucial factor in their take-up and success. Theories of role conflict and identity are explored as these may inform us about the motivations of individuals in adopting such practices, linking to boundary theory which explains the segmentation or integration of work and nonwork domains. Most of the extant literature is written from the practitioner’s perspective and implications and recommendations are therefore put forward.
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    Understanding practices which foster inclusion: views from the top
    (Emerald, 2024-02-26) de Largy, Christine; Anderson, Deirdre; Vinnicombe, Susan
    Purpose This study aims to deepen our understanding of how inclusionary practices are used within organizations and how they satisfy specific inclusion needs. Design/methodology/approach We adopt a qualitative research design, reporting on data from semi-structured interviews conducted with 15 diversity and inclusion (D&I) directors/leads and using a thematic approach to analysis. Findings Our study expands understanding of inclusion practices, showing that they are not uniformly implemented and that practices may satisfy both needs to belong and differences valued, with interviewees prioritizing belonging. Well-being and career development are seen as important inclusion practices demonstrating support and appreciation of difference, thus as inputs, not outputs, of inclusion challenging existing assumptions. Inclusionary practices are malleable, and their impact depends critically on the leaders involved and their commitment to EDI. Originality/value Our study shows how practices satisfy inclusion needs and that the implementation of practices varies depending on the leaders involved.