Islamic women’s employment status compared to men’s, Census 2022.
Amongst the 33 thousand Islamic people in the Irish labour force, the vast majority, 82% are employed. Women are twice as likely to be looking for first regular job, 10%, versus 5% for the men, and more likely to be long-term unemployed, 10% versus 6%. (Long-term unemployed is measured as those seeking employment for more than 12 months.)
The short-term unemployment gender gap is smaller with a 2% difference between Islamic women and men.
Two points are note worthy. Firstly, the 2022 Census took place towards the end of the Covid-19 pandemic. Secondly, amongst this group of people in the labour force, i.e. those who indicated that their religion is “Islam”, there are more than twice as many men as women.
Islamic Unemployment Compared to the Overall Labour Force in Ireland
Large Gap, and Even Larger Gender Gap, In Unemployment Amongst Muslim Workers
Combining the three types of unemployment from the first table, (first regular job, short- and long-term unemployed), 26% of Islamic women and 15% of Islamic men are unemployed in Ireland which far exceeds the average unemployment rate. During the pandemic, the unemployment rate amongst women peaked 7.9% in Q3 2020, and a little later for men, Q2 2021 at 7.4%.
This kind of quantitative data does not tell us ‘why’ there is such a large employment gap, and an even larger gender gap, amongst Muslim people in Ireland.
Actions for Workplace Inclusion
Discrimination in the workplace is unlawful with religion as one of 9 protected grounds in the Employment Equality Acts (“EEA” 1998–2015). The Irish Human Rights and Equality Commission funds work to advance economic equality and provides direction to those experiencing workplace discrimination. Stats on discrimination in Ireland indicate that gender is the most common form of workplace discrimination reported.
Combining religion and gender creates a different set of circumstances for Islamic women seeking work and in the workplace. Some religious practices can be highly visible, such as wearing the hijab (or pinning a St. Anthony’s medal to clothing). While not practiced by everyone who considers themselves Islamic, such obvious (easily seen) markers are prominent markers of religious identity. Ireland continues to experience, huge change in the area of faith and religious identity / groups, with a large decrease in those identifying with the majority religion (Roman Catholicism).
Further Information on the Labour Force Experiences of Muslim People
Future considerations about religious discrimination in the workplace could include a comparative analysis of other religious groups, including for example other religions with similarly visible religious indicators, and comparison with other geographies. Additional demographic factors such as education and age could be considered. Similarly combining information with other data sources, such as the labour force surveys, provides the potential for richer understanding including for example income information.
The experience of religious women in the workplace sits at the intersection of gender-based discrimination and religious-based discrimination.
Individually people face practical and systemic barriers, as well as unconscious bias and, unfortunately, outright discrimination and hate speech. Organizations can implement actions for workplace inclusion. Individual women and men (that’s you!) can also take, sometimes small, practical actions.