Abstract Australia is often celebrated for its cultural diversity, yet barriers to equitable representation in corporate leadership persist for minority groups. This paper introduces the concept of the “Crescent Ceiling,” a metaphorical barrier that Muslim professionals may encounter as they seek to advance into executive leadership roles within Australian corporate contexts. Drawing from leadership theory, diversity, equity, and inclusion (DEI) literature, the study examines how personal, cultural, and religious identities intersect to shape leadership trajectories. The research draws on survey data from Muslim professionals residing primarily in New South Wales and Victoria, which serve as empirical case studies for the development and illustration of the Crescent Ceiling framework. The findings suggest that Muslim professionals within these contexts, particularly women and child migrants, experience compounded barriers linked to religious identity, organisational norms, and cultural expectations. While the dataset is geographically concentrated, the article’s primary contribution lies in articulating a conceptual framework for understanding faith-related barriers in corporate leadership. The study concludes by outlining strategies to “crack” the Crescent Ceiling and calls for further research to examine its applicability across broader Australian and comparative contexts.
Mah et al. (Mon,) studied this question.
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