Herstory, not history : En kvalitativ studie med utgångspunkt i ett intersektionalitetsperspektiv beträffande upplevelser av hinder och möjligheter i karriären utifrån kvinnor med utomeuropeisk bakgrund

Detta är en Magister-uppsats från Linnéuniversitetet/Institutionen för organisation och entreprenörskap (OE); Linnéuniversitetet/Institutionen för organisation och entreprenörskap (OE)

Sammanfattning: Introduction: According to Swedish law, employers are obligated to work for equal treatment of employees regardless of ethnical background, gender, sexual orientation or disabilities. Even though individuals are protected against direct work discrimination, inequalities can still be present in other ways. Previous research within gender and organizational theory include abstract biases such as the glass ceiling and homosocial reproduction, terms used as explanations for minorities’ difficulties to reach high management positions.        Purpose: The purpose of the study is to develop the present understanding regarding how female managers with a foreign background experience biases and possibilities. We have chosen to apply an intersectional perspective on the case in order to enlarge our chances of understanding the interaction between ethnicity and gender. Since the interaction includes all existing categories a person could be divided within, we have been open for the idea that other categories besides the two we are focusing on could turn out to be of greater interest among our respondents. Method: We have made a qualitative study through an abductive method by collecting empirical material in a parallel process with developing our theory chapter. The empirical material has been collected by semi structured interviews of female managers with foreign backgrounds. Conclusion: Besides the biases that hinder women from reaching high management positions presented in previous research, we have identified other biases of importance, not based on ethnicity or gender. A majority among our respondents experienced their young age constitute a bias. Young women are not given the same amount of attention as their male peers. It is of importance to implement organizational restrictions in order to contribute to an improved work situation among minorities. By doing so, you will reach the gendered subtext, constantly reproduced within foremost hierarchical structures.      

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