Islamic religiosity: the influence of different forms of hijab on Saudi women’s experience of employment

Purpose This study aims to examine the interplay between Islamic religiosity, represented by the hijab and women’s employment experiences in Saudi Arabia, focusing on how different forms of hijab (e.g. headscarf and face veil) shape perceptions, career trajectories and organisational practices amidst recent socio-institutional reforms. Design/methodology/approach An interpretive qualitative approach was adopted, utilising semi-structured interviews with 50 employees (25 men and 25 women) from diverse sectors in Riyadh. Hybrid thematic analysis, combining deductive and inductive coding, was employed to identify themes. NVivo software was used to ensure analytical rigour, supplemented by respondent validation and team discussions. Findings The study identifies three key themes: (1) Women’s hijab choices reflect negotiations between familial expectations of modesty and career ambitions, with face veils often serving as a tool to maintain socio-religious approval in gender-mixed workplaces. (2) Variations in hijab practices impact hiring, career advancement, and workplace communication. Women wearing the niqab face stereotypes that restrict opportunities despite its socio-religious endorsement, while ambiguous organisational dress codes exacerbate biases and inconsistencies. (3) Women adopt diverse strategies to navigate discrimination, including leveraging Islamic feminism, strategic dress modifications, humour and educational initiatives. These approaches highlight resilience but reveal enduring structural barriers to inclusion. Research limitations/implications The study is geographically confined to Riyadh, potentially limiting the generalisability of the findings to other regions or Muslim-majority contexts where employment practices and religious perceptions might differ. Practical implications The insights provided by this study advocate for the development of clear, written dress code policies in workplaces to prevent subjective interpretations that may lead to discrimination. It suggests that organisations consider more inclusive policies that accommodate religious practices to enhance diversity and inclusion. Originality/value This study contributes to human resource management literature by reframing the hijab as a spectrum of religious expression and examining its impact on employment experiences. It extends Diversity, Equality, and Inclusion (DEI) discussions in Muslim-majority contexts, offering insights into religiosity-based discrimination in modernised labour markets.