Beyond the Boardroom: A Reflection on Board Diversity by Muslim Women Professionals and Industry Leaders & Experts

Board level positions are those positions at the highest hierarchical level in organisations and directors in these top positions have historically been men. Over the past 25+ years this pattern has continued and has become a global issue as greater numbers of women than ever are now in the workforce but not represented (in comparison to men) in the top/board-level jobs. As board positions are widely viewed as being the most influential and powerful in organisations, diversity at the board-level, Board Diversity (BD), has generated much discourse under the umbrella of the global gender parity drive.

Studies on gender have tended to focus on women as a general group (neglecting to take into account differences between women, assuming the same experience) with the focus, in the West, on White (secular) women’s experiences. Perspectives of minority groups have largely been ignored. This study seeks to explore the perspectives of ethnic/racial-minority women (specifically professional Muslim women) employed in mid to senior-level positions, on the BD agenda in the UK (specifically in London where the greatest proportion of professional Muslim women live and work).

Furthermore, despite much research on BD (e.g. on gender, representation, performance-related outcomes, social capital, networking, and governance), there are no studies reflecting on the BD framework, and the mainstream view that BD is a good convention and the model towards which to aspire. This study aims to critically examine the widely accepted notion that BD is the optimal framework and considers its possible shortcomings.

This reflective study considers the perspectives of three groups: (1) professional Muslim women (MW), where insights are primarily sought; (2) senior business leaders (BL) in work organisations; and (3) subject-matter/DEI experts in organisations (such as the Runnymede Trust and Financial Reporting Council) who champion BD as well as broader diversity, equality and inclusion (DEI). This multi-actor approach gained different stakeholder perspectives and examined widely accepted BD assumptions. In addition, this study examines the pathways to progress to the top jobs for professional MW.

This research has its theoretical foundations in intersectionality (Crenshaw, 1989, 1991) which examines the complex and cumulative way different forms of discrimination and bias (for example, racism, sexism, class and Islamophobia) overlap and affect people, as well as Acker’s (2006b) notion of inequality regimes, which draws from intersectionality and critical theory (with its connection in the macro environment to politics and values and dominance and power). The overlap between these theoretical frameworks in turn complements the critical realist philosophical lens this study takes.

This research used a qualitative deductive thematic approach with seventy-six semi-structured interviews to explore themes derived from the literature, and emergent themes across the above three mentioned groups. The findings showed all groups considered BD, and DEI in general, to be performative and shallow. Furthermore, the SME/DEI-experts supported mainstream views on BD, for example, that senior-level diversity representation should mirror the diversity in society, and board-level positions are sought after. In contrast, the other two groups (MW and BLs) thought otherwise, implying the mainstream narrative may not be wholly true or representative.

This study provides an alternative view of BD to the established narrative. It also offers a different perspective from a growing sub-set of women who form the global-ethnic/racial majority. The findings contradict many common BD notions. It is hoped and anticipated that the implications of the findings will potentially inform decision-making and policy around DEI and BD.