Abstract
The lived experiences of ethnic minority groups is relevant for discussion today, more than ever before as organisations move toward a global approach on business that requires leaders from all ethnic groups to be included in the conversation and have their voices heard. This study aims to better understand the relationship between ethnicity and the effects a minority identity has on Indian women corporate leaders in South Africa.
A qualitative, exploratory research approach was adopted in this study to explore new insights. To ensure an improved understanding of this phenomenon was obtained, a total of 18 semi-structured, in-depth interviews was conducted with Indian women leaders in South African organisations.
This study found that barriers continue to be placed in the way of Indian professional women aspiring to leadership roles in corporate companies. These barriers are experienced as marginalisation, lack of agency (Dunlop and Scheepers 2023) and being overlooked for promotion. Cultural upbringing was found to have an influence on Indian women both in their professional and private lives. The social norms attached to Indian women by family, society and organisation culture influences career progression, confidence and self-belief of the women interviewed. Indian women must contend with overcoming these barriers to achieve progression in their workplace. This research study found that Indian woman believe that their husbands are the ‘ceilings’ of their careers which often cannot be penetrated and hold them back from achieving success in their careers. The findings of this study contribute to the extant literature related to minority groups in the workplace and add a deeper level of analysis to intersectionality.