The Promise and the Reality
Canada prides itself on multiculturalism and diversity. Yet for many Muslim women working in the country’s computer and engineering sectors, the workplace often feels far from inclusive. A new qualitative study reveals that these professionals, despite being highly educated and holding Canadian citizenship, experience a persistent sense of doubt, exclusion, and pressure to over-perform simply to be seen as competent .
The research, led by Sareh Nazari, interviewed 17 Muslim women across Ontario, Alberta, Saskatchewan, and British Columbia. All participants held university degrees and worked in professional roles. Twelve of the seventeen wore the hijab. Their ethnic backgrounds were diverse—Arab, Pakistani, Iranian, Turkish, and South Asian—but their stories shared striking commonalities .
Doubt and Disconnection
The first major theme, Exclusion Through Marginalizing Interactions, captures the daily skepticism these women face. Despite holding advanced degrees and demonstrating their skills, participants frequently encountered disbelief from non-Muslim, white male colleagues and clients. As one participant noted, “Men look down on you. If you can’t understand something, they use that against you. If you are in a supervisor position, they are surprised you can do something based on your high abilities” .
This skepticism was not merely subtle. Another participant recounted a direct encounter: “At a team meeting, a guy straight-up said, ‘Wait, you’re the one coding this? I thought it was one of the guys.’ They couldn’t believe a woman could do the technical stuff” . These interactions created a sense of alienation and made trust and personal connections difficult to establish.
The Hijab Factor
For women wearing the hijab, visibility intensified these challenges. “I think people usually underestimate Muslim women’s abilities, especially hijabi women,” said one participant. “If I didn’t wear hijab or I was a white female, the situation was better” . This finding aligns with broader research showing that visibly Muslim women face greater discrimination in hiring and career progression .
Exclusion from Informal Networks
Informal social networks also proved exclusionary. Conversations often revolved around masculine-coded topics like hockey, and work-related events frequently involved alcohol. These gatherings, crucial for career advancement, became awkward or uncomfortable. One participant explained, “In software companies, there is a big alcohol culture. For any networking events or celebrations, they go to bars… I guess for me as a Muslim, it doesn’t make sense to go… because it makes me so uncomfortable” .
Consequently, Muslim women often faced a choice: attend events where they felt out of place or risk being labeled “anti-social.” This dilemma reflects what scholars call the “double bind” of minority professionals—damned if they participate, damned if they don’t .
The Unseen Work of Balancing Home and Career
The second theme, Balancing Work and Family Life, highlights the compounded burden of cultural and organizational expectations. Gendered organizational norms often expect employees to work long hours and be fully dedicated to their jobs—a model that assumes no primary caregiving responsibilities. For Muslim women, traditional cultural and religious roles add another layer.
As one first-generation immigrant participant explained, “I do everything inside the home like cleaning or cooking and he does everything outside. As a Muslim woman, I understand that it’s part of our culture to prioritize family and caregiving… but the difference is that I must work outside, I must meet the deadlines” . Mothers in the study described the immense pressure of meetings on weekends and the fear that career changes would disrupt the fragile balance they had achieved.
The Emotional Toll
Single women also faced challenges, often serving as caregivers for elderly parents. “I’m single but I live with my parents. I’m actually a caregiver for both my parents as well. I have certain responsibilities for that reason at home,” shared one participant . This broader caregiving responsibility reflects a reality where Muslim women, regardless of marital status, often bear significant family obligations that their male colleagues may not share .
Confrontation Strategies
In response to these barriers, participants employed two main strategies. Confrontation involved refusing unequal norms. Women resisted stereotypes by consistently exceeding expectations. “I’ve had to prove myself not only as a woman but also as a minority woman in a male-dominated environment… I refused to do those projects alone,” one participant stated .
Another form of confrontation involved refusing participation in alcohol-centric events. “I don’t go to restaurants or bars after work hours. If they ask, I always say no. Although I know the importance of such networking for our career progression, I don’t feel comfortable going,” shared MW17 .
Theme 4: Negotiation Strategies
Others negotiated by finding alternative ways to navigate. For instance, some introduced themselves as vegetarian at work lunches to avoid explaining halal dietary restrictions. “Telling them that I’m vegetarian is easier to explain the Islamic limitation of foods,” explained one participant .
Another participant shared that she had deliberately transitioned to a workplace with more female leaders, where she felt “more comfortable” and had “better connection with other women” . Working from home emerged as another negotiation strategy, allowing mothers to balance work and family more effectively.
Participant Demographics
| Pseudonym | Generation | Occupation | Hijab | Children |
|---|---|---|---|---|
| MW1 | 1.5 | Civil Engineering Researcher | Yes | 0 |
| MW2 | 2nd | Researcher Operations Manager | Yes | 0 |
| MW3 | 1.5 | Application Security Engineer | Yes | 0 |
| MW4 | 1st | University Professor (Computer) | Yes | 2 |
| MW5 | 1st | Hydrogeologist | No | 0 |
| MW6 | 1st | University Professor (Computer) | Yes | 1 |
| MW7 | 1st | Application Support Analyst | Yes | 2 |
| MW8 | 1.5 | Emission Engineer | Yes | 0 |
| MW9 | 1st | Machine Learning Scientist | No | 1 |
| MW10 | 1.5 | Software Developer | Yes | 0 |
| MW11 | 1st | Data Analyst | Yes | 2 |
| MW12 | 1.5 | Project Consultant | No | 0 |
| MW13 | 1.5 | Software Engineer | Yes | 1 |
| MW14 | 1.5 | Structural Project Coordinator | No | 0 |
| MW15 | 2nd | Engineering & Processing Trainer | Yes | 0 |
| MW16 | 1st | Engineering Technologist | No | 1 |
| MW17 | 1.5 | Cybersecurity Specialist | Yes | 0 |
Source: Nazari (2025)
Four Main Themes from the Study
Source: Nazari (2025)
Implications for Policy and Practice
Training and Awareness
The study highlights the need for organizations to recognize and address microaggressions . Participants’ experiences suggest that unconscious bias training should go beyond gender to address the intersection of race, religion, and gender. As one researcher noted, “The experiences of Muslim women in STEM are not captured by gender-focused theories alone” .
Mentorship and Representation
The absence of visible Muslim women in leadership roles compounds feelings of isolation . Organizations like Alpha Nisa have emerged to provide career coaching specifically for Muslim women in STEM, reflecting a growing recognition of this need .
Structural Change
Finally, the study calls for broader structural changes, including flexible work arrangements and inclusive social events that accommodate religious practices . Canada’s multiculturalism must move beyond symbolism to create equitable workplaces where all talent can thrive .
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