Intersectional scholarship on work and organizations while focusing on subjectivities and intersections largely overlooks the systemic dynamics of power (Rodriguez et al., 2016). One of the systemic dynamics of power is organizational practice (Acker, 2006). Intersectionality research on minority ethnic women pays relatively less attention to the role of organizational practices in career progression. The purpose of this paper is to draw attention to the interaction of intersectional identities of second-generation British Pakistani women managers and professionals with organizational practices and norms, and the resulting challenges and career implications.,A qualitative research approach was used with interviews of 37 participants who were in managerial or professional positions.,The research finds a resilience of discrimination because of expectations of compliance with dominant workplace cultures. This expectation presents challenges for minority ethnic women managers. The paper reveals that the intersectionality of gender, ethnicity and religion clashes specifically, with organizational expectations of being male, of being white, and of work-related socializing, which may adversely affect career progression. Organizations, thus, may feed into minority ethnic women managers’ inability to fit in and merge by implicitly demanding compliance or fitting in. These findings carry implications for HRM policies and practices.,Advancing intersectionality scholarship, the research finds the disadvantage caused by the intersection of gender, ethnicity and religion (intersectional identities) continues to be reproduced because of particular organizational demand and expectations and the non-compliance of minority ethnic women managers to merge and fit in. In other words, organizations implicitly demanding fitting in, and the inability to fit in and merge by minority ethnic women managers, hampers their careers.

中文翻译：

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适应的挑战

关于工作和组织的跨学科奖学金，同时侧重于主观性和交叉性，在很大程度上忽视了权力的系统动力学（Rodriguez等，2016）。组织实践是权力的系统性动力之一（Acker，2006）。对少数民族妇女的跨部门研究相对较少地关注组织实践在职业发展中的作用。本文旨在提请注意第二代英属巴基斯坦女性经理人和专业人士的交叉身份与组织惯例和规范的相互作用，以及由此产生的挑战和职业意义。采用定性研究方法对37位受访者进行访谈担任管理或专业职位的参与者。该研究发现，由于对遵守主流工作场所文化的期望而使歧视具有复原力。这种期望为少数民族妇女管理者提出了挑战。该论文揭示了性别，种族和宗教的交叉性特别地与男性，白人和与工作相关的社交活动的组织期望发生冲突，这可能对职业发展产生不利影响。因此，组织可能会隐含地要求合规或适应，从而滋生少数族裔女性管理者的能力，使他们无法融入社会。这些发现对人力资源管理政策和实践具有重要意义。，推进交叉研究，研究发现了由交叉导致的劣势性别