This thesis has ‘Diversity management’ as its main theme. The aim of this thesis is to examine the term Diversity management in a real life perspective from a Muslim woman’s point of view. The focus has been the Muslim women's own perceptions of the concepts of work life, religion and the processes of integration and inclusion in work life. I have identified a number of challenges related to Muslim women in terms of the dynamic relation between religion and work life. Overall the Muslim women's entry into the labor market and working life lead to increased diversity, a diversity of different variables and dimensions that challenge the traditional and very homogeneous Danish work life, for example in terms of structures, beliefs, culture, etc. Diversity therefore also connotes instability, conflict and chaos motivating organizations with scarce resources and time to avoid diversity and withhold stability. Finally the thesis looks at a broad social context. Theoretically it is found that the wider society’s attitude towards diversity can influence organizations and their specific work with diversity management. Jürgen Habermas and Charles Taylor have discussed the social challenges around societal solidarity and cohesion which modern secular society faces due to the increased diversity and due to the ongoing important social role of religion, particularly as a result of immigration of Muslims to Europe. Habermas presents the concept of a post-secular society as a way to effectively deal with the challenges following the increasing diversity. Despite having a primarily resource-oriented perspective it appeared that an approach to diversity management based on securing rights also was important to take into consideration. Several of the interviewed Muslim women in this thesis expressed that they fear discrimination due to their Muslim headscarf. The conclusion in this thesis is that the EU regulations and new requirements in such cases may well influence and change the practice of organization’s clothing regulations related to religious rules regarding the attire for Muslim women. This can have an essential effect regarding the question of successful integration and inclusion of Muslim women in the labor market and working life. There tends to be a superficial, optimistic and naive approach to diversity management, hence I here state that this thesis and its results should not be conceived as a "guideline" for diversity management but merely a presentation of what I have analyzed as being serious challenges and considerations enabling a further and constructive work with diversity management.
|Educations||MSc in Human Resource Management, (Graduate Programme) Final Thesis|
|Number of pages||367|