ABSTRACT
This chapter explores the experiences of Indian Muslim employees in corporate South Africa. Within South African workplaces, individuals find themselves managing people or working under managers who are demographically dissimilar to themselves. The application of reflexivity in human resource management (HRM), and especially in managing a diverse workforce, is valuable as it allows one to reflect critically on hegemonic practices and interpersonal organizational relationships, with the aim of uncovering and examining assumptions and values and instituting change. The relational perspective provides a framework for exploring the workplace diversity of Muslim Indian employees in corporate South Africa. The macro-level findings indicate that race still plays a major role in determining HR policies and practices such as recruitment and promotions at the organizational meso level. The meso level findings indicate that there are variations within organizations regarding tolerance of minority religions regardless of HR policies and practices.
