Investigating Employment Experiences in Organisations: A Three-Paper Thesis on Gender and Expatriation in the Saudi Arabian context

Abstract

This thesis explores the employment experiences of underrepresented groups in the labour market, such as women and non-Western expatriates, within organisations in the Kingdom of Saudi Arabia. It contributes to the growing body of literature in Human Resource Management (HRM) and International Human Resource Management (IHRM) by examining how cultural, social, and institutional dynamics shape access to employment opportunities in Saudi Arabia’s distinctive organisational and economic context. Analysing these dynamics within broader institutional and cultural structures is crucial, given the pivotal role organisations play in shaping both organisational and societal gaps, locally and globally. The thesis is particularly relevant given the ongoing positive social and economic transformations in the Kingdom under the ambitious Vision 2030 agenda, which prioritises diversity, inclusion, equality, and talent attraction within a healthy and well-governed labour market. Using a qualitative approach and thematic analysis of 85 in-depth interviews conducted in Riyadh, the research investigates how social and institutional features within Saudi Arabia’s evolving context contribute to the formation of employment gaps. Study 1 adopts an intersectional analytical framework to explore how gender, tribal affiliation, and marital status (e.g., marriage and divorce) shape women’s employment opportunities and experiences. The findings show that while tribal affiliation and marital status can be barriers, they may also offer certain privileges; for instance, tribal networks (e.g., through wasta) can facilitate access to employment, and divorce may offer some women greater autonomy. Study 2 examines the concept of self-Orientalism among both non-Western expatriates and Saudi nationals, revealing how internalised cultural hierarchies within the sample may lead to discriminatory practices in hiring, pay, and role allocation. This study contributes to IHRM literature by highlighting how cultural dynamics influence employment gaps in Saudi Arabia’s private sector organisations. Study 3 explores the manifestations of Islamic religiosity in Saudi women’s workplace experiences, focusing specifically on different forms of hijab. The findings reveal a gap between general societal support for Islamic modesty and implicit organisational preferences. Certain forms of hijab—such as the niqab—emerged as barriers to career progression, despite widespread societal acceptance of modesty and an explicit national ban on all forms of discrimination issued by the Ministry of Human Resources. This positions women between the societal expectations on one hand and the constraints imposed by employers on the other. Together, these studies enrich HRM and IHRM literature by analysing how intersectionality, Orientalism, and religiosity intersect to shape employment experiences. By highlighting the complex dynamics at play, the thesis provides an in-depth understanding of how cultural practices and institutional structures interact with workplace diversity in Saudi Arabia. The thesis concludes with practical recommendations for organisational leaders and policymakers to foster inclusion and diversity in the workforce, in alignment with the goals of the Kingdom’s ambitious Vision 2030.