Edwina Pio

Knotted strands: Working lives of Indian women migrants in New Zealand

While the burgeoning field of ethnic identity has been fuelled by the changing demographics of nations, such scholarship has given more concentration to general life contexts with much quantitative research done in America and Europe, and more recently in Australia. In this context the Indian Diaspora and ethnic identity have been studied, but there is a dearth of research on ethnic identity and Indians in New Zealand. This article draws on evidence from qualitative interviews with ethnic minority Indian women in New Zealand to illustrate ethnic identity negotiation. Three strands of experience were explored: 1) entry into the world of work; 2) staying in the world of work; and 3) the impact of work experiences on ethnic identity. The evidence indicates the difficulties encountered in entering the workforce and in sustaining work, creating knotted strands in the lives of the women. It seems to take approximately two years to start integrating experiences and coming to terms with life in the new country as minority ethnic women. The implications of such knotted strands in ethnic identity are discussed and situated in the wider context of policy development and diversity management that encourages and creates relevant and timely work for ethnic minority migrants.

Islamic sisters: Spirituality and ethnic entrepreneurship in Sweden

Purpose – The purpose of this paper is to present a case study of ethnic minority entrepreneurship in Sweden offered through the sacred‐secular lens of the Islamic Dawoodi Bohra community, with the purpose of exploring the relationship of spirituality to entrepreneurship. Design/methodology/approach – Through a case study, this paper spotlights the entrepreneurship of immigrant women from the Dawoodi Bohra Islamic community in Sweden. Utilizing the literature from spirituality, ethnography and ethnic minority entrepreneurship, this paper seeks to foreground the importance of a transcendent dimension in entrepreneurship which is woven into and sustains the day‐to‐day beliefs and practices of ethnic minority women entrepreneurs. Findings – The women seem to be able to negotiate their spirituality within their role as ethnic minority women entrepreneurs, which gives meaning to their daily existence and increases their izzat (honour) in their community. Research limitations/implications – This is a specific case study and represents a particular Islamic community, hence cannot realistically reflect all Islamic women in entrepreneurship. Future research can uncover the role of migrant Islamic women from various communities and countries. Practical implications – The paper presents the interweaving and leavening effect of spirituality and entrepreneurship for Islamic women entrepreneurs and is a valuable insight on how such women negotiate their lives. Originality/value – The paper presents a close look at Islamic women from the Dawoodi Bohra community whose lived experience represents a negotiation between their spirituality, patriarchy, migration, ethnicity and minority.

Standing in the Foyer: Work Experiences of Indian Women Migrants in New Zealand

International population mobility has increased dramatically in the last ten years due to immigration policies, globalisation and skilled individual’s quest for better prospects. New Zealand has consciously invited migrants onto its shores and it is now a land of tremendous diversity. The basis for this paper is a qualitative study on first generation Indian immigrant women seeking employment in the host country New Zealand. The research examines in‐depth what it means to seek entry into the world of work as a migrant, from the perspective of legitimate peripheral participation in learning to function in the host country. The results suggest a many layered experience, and a complex terrain, with a landscape of initial hope, followed by feelings of being devalued, a downward spiral of weeping, regret letters and lowered self esteem. The paper sketches emergent cameos of these women and draws out some of the significant variables in their learning trajectories. In sights for creating conditions for legitimate peripheral participation are offered emphasising a worldview that embraces both the internal and external realities as stepping stones in the topography of work experiences for migrants in New Zealand.

Professional Migrant Women Decentring Otherness: A Transnational Perspective

Embraced by their ethnicity and gender many migrant women have negotiated their own spaces in the host country. Yet, much of the literature on migrant women focuses on those who are struggling to make ends meet with low levels of education and how this defines the construction of the Other. We contribute to the limited scholarship in management research on professional migrant women by illustrating how transnational processes play out in the lived experience of professional migrant Indian women in New Zealand, and how they invoke agency in decentring Otherness. This qualitative study foregrounds the navigation of asymmetrical power relations and the strategic deployment of ethnicity, education and caste affiliation, when confronted with processes of exclusion in the labour market. We argue for the need to highlight narratives of professional migrant women which reflect the agency and articulation of their voices, thus reworking notions of the Other in transnational space.Embraced by their ethnicity and gender many migrant women have negotiated their own spaces in the host country. Yet, much of the literature on migrant women focuses on those who are struggling to make ends meet with low levels of education and how this defines the construction of the Other. We contribute to the limited scholarship in management research on professional migrant women by illustrating how transnational processes play out in the lived experience of professional migrant Indian women in New Zealand, and how they invoke agency in decentring Otherness. This qualitative study foregrounds the navigation of asymmetrical power relations and the strategic deployment of ethnicity, education and caste affiliation, when confronted with processes of exclusion in the labour market. We argue for the need to highlight narratives of professional migrant women which reflect the agency and articulation of their voices, thus reworking notions of the Other in transnational space.

Ethnic minority migrant women entrepreneurs and the imperial imprimatur

Purpose – This paper aims to explore the work experiences of ethnic minority migrant Indian women and their reasons for entering entrepreneurship in post‐colonial New Zealand.Design/methodology/approach – Over a period of five years, in‐depth semi‐structured interviews were conducted with 45 Indian women migrant entrepreneurs in New Zealand. A total of approximately 50 hours of interviews with 200 hours of transcription and member checks contributed to the understanding of these women. The interpretations were enhanced by congruence of ethnicity and gender of the researcher‐author.Findings – The qualitative interviews surfaced issues of being non‐white, exclusionary employment practices and negotiating post‐colonial New Zealand in order to follow the migrant dream despite the prevalence of softwares of colonialism in the mindset of the host country.Research limitations/implications – The study was conducted in one country (New Zealand) on one ethnicity (Indian); hence, there needs to be caution in general...

Our bodies, our minds, our men: working South Asian women

Purpose – This paper is a guest editorial piece in the Special Issue of the Gender in Management journal on “Gender equality at work in South Asia”. In this paper, the authors aim not only to introduce the papers selected for the Special Issue but also to offer an overview of the current state of female employment, economic activity and gender equality at work in countries in South Asia. Design/methodology/approach – The paper offers a review of extant literature and macro-economic data on gender equality in employment and management in South Asia. Findings – Four stories emerge: firstly the pervasive existence of structural and institutional barriers such as patriarchal ideologies reinforced by gender inegalitarian interpretations of holy texts; secondly womens limited access to education and skill development; thirdly lack of non-agricultural employment and economic resources resulting in economic dependence on men and sex-based division of labour; and fourthly the development and joy of agency where there is facilitation and nurturance of women. Originality/value – This Special Issue is probably the first ever collection of journal articles focused on gender equality at work in the South Asia region.

The HR competency requirements for strategic and functional HR practitioners

HR competency research has predominantly focused on identifying generic HR competencies for HR practitioners using a universalist approach. This approach has led to the distinction between strategic and functional HR competencies, and a belief that the former is superior to the latter for successful performance in the HR domain. However, little attention has been paid to the interrelationships between strategic and functional HR competency dimensions, and their perceived relevance to strategic and functional HR roles. Drawing on a situationalist perspective and using a mixed-method approach, seven HR competency concepts are identified and examined for their perceived relative importance to strategic and functional HR roles. The findings indicate that Business Awareness competencies are important differentiators between strategic and functional HR roles, whereas Leadership and Relationship Building and Self-Belief and Social Factors are generic to all HR practitioners. The findings also indicate that there is a wider range of HR attributes required for HR job success than those espoused in the HR literature. Theoretical implications and recommendations on selection and development programmes for HR practitioners are also discussed.

Solo Songs And Symphonies: Ethnic Minority Indian Women Entrepreneurs In New Zealand

Diverse demographic components internationally have resulted in an emerging awareness of ethnic minority entrepreneurship. In New Zealand, Indians are an ethnic minority who form approximately 1.7% of the population. Based on qualitative research methodology and grounded in feminine epistemology, the entrepreneurial journey of Indian women entrepreneurs in New Zealand is explored. The findings reveal multiple layers of meaning and the recoding of connections as the women seek to both confront and co-exist with their Indian past and their New Zealand present - a border zone, where entrepreneurship serves as a focal point for making a difference in the host country New Zealand.

Gurus and Indian Epistemologies Parables of Labor-Intensive Organizations

This article intertwines pedagogy and Indian epistemologies by offering the use of parables in the education of management consultants, particularly those seeking to work in India. Through the presentation of a field report in the form of parables constructed from lived-in and lived-through consultancy assignments, this article highlights the labor-intensive textile sector of India that employs approximately 35 million people. The parables are presented in a format that can be utilized to understand and unpack the complexity of India that is a far cry from the glossy images of Indias expanding IT prowess. The article argues for the need to develop consultants who, in grappling with knowledge and action, can move beyond Western templates in management consulting.

The influence of senior leaders on organisational learning: Insights from the employees’ perspective:

In the current century, organisations are facing unprecedented changes in their working environments. In order to remain viable, organisations must learn to adapt to the changes they face. We investigate the influence of senior leaders on organisational learning from the employees’ perspective. Data were based upon qualitative research utilising a case study of a New Zealand–operated information technology company. By employing an explorative, exploitative and transformative organisational learning framework, and a transactional and transformational model of leadership, the findings contribute empirically to the limited body of research surrounding how senior leaders influence organisational learning. In particular, the findings illustrate the way in which senior leaders employed a transformational leadership approach during explorative and transformative learning, while adopting a transactional leadership style during exploitative learning. Also compelling were participants’ comments highlighting how senior leaders had employees emotionally connect and test business ideas and assumptions throughout the learning process.