The role of Middle Managers in the Inclusion of Immigrant Women into the Swedish Labor Market

Abstract

The integration of the immigrants into Sweden in general remains debatable, including the effective inclusion of immigrant women into economic and social aspects. This study aims to examine the role of middle managers in including immigrant women in the Swedish labor market. The study focused on the challenges women face during their inclusion into the labor market and the middle managers' role in supporting the inclusion process. A qualitative research design was employed using semi-structured interviews to collect data from 23 persons, including 13 immigrant women and 10 middle managers. Applying the theoretical framework of middle manager role, inclusion, sense-making, and sense-giving theories enabled an understanding of the challenges immigrant women face and the role of the middle managers in the inclusion process. The findings revealed that language, cultural differences, lack of recognition of previous experience, mismatching the skills with the market needs, discrimination, difficult immigration laws, and weak social networks are challenges that negatively impact the inclusion of immigrant women. The study showed that through their role, middle managers carry out different practices to support the inclusion of immigrant women. They enhance the visibility of immigrant women, facilitate communication, develop the women's skills, provide daily guidance, facilitate networking, and solve personal problems women face. We found that middle managers’ role is as sense-makers and sense-givers in the inclusion process within the workplace. However, the study revealed that the role of the middle managers in mitigating the challenges the women face and supporting their inclusion varies between active and inactive. Furthermore, the study found out that middle managers had limited structured support, resources, and authority. This study contributes to the field of inclusion, middle management studies, and the role of middle managers as sense-makers and sense-givers by observing the challenges women face and the role of the middle managers in the inclusion process through their daily practices in the workplace. The study provides several recommendations for stakeholders to achieve better inclusion of women into the labor market. Finally, the complexity of the role of middle management in the inclusion process and their position in the organizational structure of companies affects the effectiveness of their role in achieving diversity and inclusion, which requires conducting future studies on how senior management supports the role of middle management in achieving inclusiveness and diversity in the workplace.