The dynamics of workplace relationships in a diverse internationally staffed organisation: a qualitative ethnographic assessment

Abstract

The primary aim of this article is to explore and analyse the experiences of foreign Muslim workers in a diverse internationally staffed organisation. The specific objectives are threefold: (i) to understand the major triggers and consequences of negative stereotypical views towards Muslim workers, (ii) to identify institutional and external forces that shape Muslim workers’ experiences at work and (iii) to uncover the ways in which Muslim workers respond to the existing multi-level organisational challenges faced at work. It adopts a qualitative ethnographic methodology to examine the dynamics of workplace relationships in a large diverse internationally staffed organisation with operations in recruitment services for both individual (private) and commercial clients. The inductive analysis of the qualitative data suggests that negative stereotypical views of religious minority results in both implicit and explicit forms of job discrimination against ethnic minorities and that the latter is largely perceived to cause their undesirable experiences and economic disadvantages. One concrete outcome of undesirable experiences of Muslim minority workers is reported to be their definite willingness and strong inclination towards ‘silence’ and ‘inward integration’. The article concludes with several working propositions and discusses the practical implications of the findings for HR diversity management.