Role incongruity and prejudice: barriers in Malay Muslim women managers’ career experiences

Purpose The study aims to explore the career experiences of Malay Muslim women (MMW) managers in Malaysia. By applying an intersectionality lens to the role congruity theory of prejudice, we seek to uncover how the interaction of multiple identities influences the career experiences of MMW. Design/methodology/approach In-depth interviews were conducted with 22 MMW in managerial positions probing their career experiences and progress. Findings Our findings demonstrate how role incongruities are experienced from multiple intersecting identities, namely ethnicity (Malay), religion (Muslim), gender (woman) and work (manager), which results in unique experiences of prejudice. Most importantly, analysis of the interview transcripts revealed that MMW experience prejudice differently in Malay majority (in-group) and non-Malay majority (out-group) work contexts. Thus, our findings are presented based on these two work contexts. In sum, these findings shed light on the prevailing career blocks of women in management in a developing context. Practical implications Our work has theoretical and practical implications for scholars and practitioners on diversity management in understanding the myriads of challenges women experience in their careers. The paper provides a complex account of how intersecting identities, workplace contexts and macro contexts significantly contribute to a unique experience of prejudice hindering women’s progress. Originality/value Our findings evidence the value of intersectionality and contextual considerations when understanding the nature of role incongruities and prejudice as a socially constructed process. We also illustrate the value of considering workplace contexts to provide a more fine-grained understanding of Muslim women’s career experiences.