Divorce status in the Pakistani workplace: women's narratives on stigma, outcomes and coping strategies

Abstract

Purpose

The purpose of this paper is to examine the processes associated with divorced female employees' experiences at workplaces in the context of a developing country, Pakistan. Specifically, this study analyzes divorced women's narratives to better understand the nature of discrimination, its outcomes and their coping strategies within the workplace environment.

Design/methodology/approach

A qualitative methodology consisting of 25 semistructured interviews with women employees having divorce status was adopted.

Findings

Findings demonstrate that divorced women experience a considerable amount of discrimination at their workplace from colleagues (victimized through gossiping). Moreover, they are also offered less training opportunities. This discrimination not only increases turnover intentions and stress but also decreases cognitive performance and disturbs work–life balance. The major coping strategies identified in the research include avoiding the situation and/or concealing their identity.

Originality/value

First, this study undertakes an in-depth examination of experiences and consequences of stigma amongst female individuals with divorced identity from an understudied, yet highly relevant, context of Pakistan. In so doing, the authors respond to the call for more research that examines the role of context in shaping the psychological process. Second, contextualizing the concepts of discrimination and inclusion in the workplace setting, this work gives voice to females with divorce identity. Lastly, by examining the interaction between visible and invisible identities, the authors provide further evidence that individuals with multiple subordinate identities are more prone to greater stigma and other negative consequences.

Citation

Saeed, A., Kehkishan, S. and Sameer, M. (2022), "Divorce status in the Pakistani workplace: women's narratives on stigma, outcomes and coping strategies", Equality, Diversity and Inclusion, Vol. 41 No. 6, pp. 927-950. https://doi.org/10.1108/EDI-05-2021-0129