How do women from ethnic minority communities in Britain negotiate the very different expectations which operate at home and in public spheres, including in higher level work roles? Studies of British Pakistani Muslim women professionals typically identify their ‘chronic underrepresentation’ in senior-level positions. So-called ‘glass barriers’ to ethnic minority women’s career advancement, some researchers claim, are as impenetrable today as they have been in the past.
Ethnic minority women managers occupy less than 2% of FTSE board positions in the UK and they suffer a higher wage gap compared to other executives. They are also more likely to be placed in high-risk roles—or ‘glass cliffs’—thus encouraging their ultimate failure (Broadbridge and Simpson 2011).
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