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GENDER DISCRIMINATION IN THE

WORKPLACE IN PAKISTAN.
CHALLENGES AND SOLUTIONS
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Submitted to
Prof. Shahla Sohaib
Submitted by
 Malaika Shamas F23BA140
 Uswa Azhar F23BA111
 Fajar Khalid F23BA122
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Acknowledgment:
We would like to express our sincere gratitude to
Prof. Shahla Sohaib for her valuable guidance, support, and
encouragement throughout the preparation of this report. Her insights
and feedback have been instrumental in shaping our work and enhancing
its quality.

We are also thankful to our peers and colleagues for their constructive
suggestions and assistance during this project. Their collaboration and
input have greatly enriched our understanding of the topic.
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Mission statement:
This report critically analyzes gender
discrimination in the workplace in Pakistan, exploring its challenges and
identifying practical solutions to foster equity and inclusion. By
addressing systemic barriers and their economic and social impacts, this
report advocates for progressive workplace policies that ensure equal
opportunities, empower women, and enhance organizational
productivity.

This work aspires to contribute to a broader understanding of the issue

and encourage collaborative efforts to create a fair, diverse, and
inclusive working environment across all sectors.
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Table of content
1. Introduction

1.1 Background

1.2 Importance of the Topic

1.3 Objectives of the Report

2. Understanding Gender Discrimination

2.1 Definition and Types of Gender Discrimination

2.2 Historical Context in Pakistan

2.3 Legal Framework Addressing Gender Discrimination

3. Causes of Gender Discrimination in Pakistan

3.1 Cultural and Societal Norms

3.2 Workplace Policies and Practices

3.3 Lack of Awareness and Education

3.4 Weak Implementation of Laws

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4. How Gender Discrimination Persists in Workplaces

4.1 Unequal Pay and Career Opportunities

4.2 Sexual Harassment and Unsafe Work Environments

4.3 Limited Representation in Leadership Roles

4.4 Impact of the Informal Sector

5. Effects of Gender Discrimination

5.1 Economic Impact

5.2 Psychological and Emotional Effects on Women

5.3 Impact on Workplace Productivity and Growth

5.4 Broader Societal Implications

6. Case Studies

6.1 Case Study 1: Gender Pay Gap in the Banking Sector

6.2 Case Study 2: Sexual Harassment in Media

6.3 Case Study 3: Wage Inequality in the Textile Industry

6.4 Case Study 4: Workplace Harassment in Education

6.5 Case Study 5: Gender Discrimination in the IT Sector

7. Solutions and Recommendations

7.1 Strengthening Legal Protections and Enforcement

7.2 Promoting Gender-Sensitive Workplace Policies

7.3 Raising Awareness and Educating Employers and Employees

7.4 Encouraging Female Representation in Leadership Roles

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8. Conclusion

8.1 Summary of Findings

8.2 Future Directions for Gender Equality in Workplaces

9. References
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1. Introduction
Gender discrimination in the workplace is a persistent issue in Pakistan, reflecting deep-rooted
societal norms and biases that often hinder equal opportunities for individuals based on gender.
Despite constitutional guarantees of equality and the implementation of labor laws, gender-based
disparities remain prevalent in hiring practices, wages, promotions, and overall treatment of
employees. Women, in particular, face significant challenges such as wage gaps, limited access
to leadership roles, and workplace harassment, which discourage their active participation in the
workforce.

In Pakistan, cultural stereotypes often confine women to traditional roles, limiting their presence
in male-dominated fields such as technology, finance, and engineering. Additionally, systemic
barriers like inadequate maternity leave policies and lack of workplace childcare facilities further
perpetuate inequality. Men, too, can face biases when pursuing roles traditionally associated with
women, showcasing that gender discrimination affects all genders.

Addressing this issue is not only a matter of human rights but also an economic imperative.
Studies have shown that gender-diverse workplaces are more innovative, productive, and
financially successful. As Pakistan aspires to achieve sustainable development and improve its
global competitiveness, tackling workplace gender discrimination is critical. This report explores
the nuances of gender discrimination in Pakistan’s workforce, with a focus on the IT sector, and
highlights strategies to foster inclusivity and equity.

1.1 Background

Gender discrimination in the workplace is a global issue, but in Pakistan, it is deeply intertwined
with cultural, social, and economic factors that have historically perpetuated gender inequality.
The roots of this problem can be traced to traditional patriarchal norms that assign distinct roles
to men and women, often relegating women to domestic responsibilities and limiting their
opportunities in education and employment. Despite significant progress in women's education
over the years, their participation in the workforce remains disproportionately low, with only
22% of women actively employed, compared to 81% of men, according to recent labor statistics.
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In workplaces, gender biases manifest in various forms, including unequal pay, limited
opportunities for career growth, and harassment. Women are often underrepresented in
leadership positions, particularly in male-dominated sectors like technology, finance, and
engineering. Additionally, men can face stereotypes when they pursue careers in fields like
nursing, teaching, or care-giving, further highlighting the multifaceted nature of workplace
gender discrimination.

In Pakistan’s context, legal frameworks such as the Protection Against Harassment of Women at
the Workplace Act, 2010, and Equal Remuneration provisions exist but are often poorly
implemented, leaving many cases of discrimination unaddressed. Furthermore, systemic barriers
like insufficient maternity and paternity leave policies, lack of childcare support, and inadequate
workplace safety measures exacerbate gender disparities.

1.2 Importance of the Topic

The issue of gender discrimination in the workplace holds significant importance in both the
social and economic contexts of Pakistan. Addressing gender discrimination is not only a matter
of promoting fairness but also essential for unlocking the full potential of the workforce. When
women and men are given equal opportunities, organizations can benefit from a diverse range of
perspectives and ideas, leading to increased innovation and productivity. Additionally, a more
inclusive workplace can help reduce poverty and improve the economic independence of
women, which is vital for the overall development of society.

Gender discrimination directly impacts national economic growth, as it limits the participation of
women in high-skill industries like technology and engineering. By tackling these barriers,
Pakistan can enhance its competitiveness on the global stage and attract more foreign investment.
Furthermore, addressing workplace gender inequality is a key step toward achieving gender
equality as outlined in international frameworks like the United Nations’ Sustainable
Development Goals (SDGs).

Lastly, creating an environment where everyone is treated with respect and given equal
opportunities fosters a sense of justice, increases employee morale, and strengthens the social
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fabric of the nation. Therefore, addressing gender discrimination is not just beneficial for
individuals but also for businesses, communities, and the economy as a whole.

1.3 Objectives of the Report

To Examine the Scope of Gender Discrimination in Pakistan’s Workforce: This report aims
to analyze the extent of gender discrimination in various sectors, focusing on the challenges
faced by both men and women in the workplace, with special emphasis on the IT sector.

To Identify Key Barriers to Gender Equality: The report will explore the cultural, social, and
structural barriers that contribute to gender inequality in the workplace, such as unconscious
biases, lack of mentorship, unequal pay, and limited career advancement opportunities for
women

To Assess the Impact of Gender Discrimination on Organizational Performance: This

report seeks to understand how gender disparities affect the productivity, morale, and overall
performance of businesses in Pakistan, highlighting the economic implications of ignoring
gender equity

To Review Existing Policies and Legislation: An in-depth examination of the legal

frameworks, such as the Protection Against Harassment of Women at the Workplace Act, 2010,
and other gender-related labor policies, will be conducted to assess their effectiveness and
identify gaps in implementation.

To Recommend Strategies for Promoting Gender Equality: The report will propose
actionable solutions and best practices for employers, government agencies, and civil society to
reduce gender discrimination, foster inclusive workplaces, and ensure equal opportunities for all
employees.

To Highlight the Importance of Female Representation in Leadership Roles: The report will
emphasize the significance of increasing female representation in leadership positions and
explore strategies for promoting women in leadership across various sectors.
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2. Understanding Gender Discrimination

Gender discrimination refers to the unjust or prejudicial treatment of individuals based on their
gender, leading to disparities in opportunities, resources, and rights. In Pakistan, this issue
manifests in various forms, deeply rooted in historical, cultural, and legal contexts.

2.1 Definition and Types of Gender Discrimination

Gender discrimination encompasses actions or policies that differentiate or disadvantage

individuals because of their gender.

In the workplace, this can include:

Direct Discrimination: Explicit unfavorable treatment based on gender, such as denying

promotions to women solely because of their sex.

Indirect Discrimination: Policies or practices that appear neutral but disproportionately affect a
particular gender. For instance, requiring availability for late-night shifts may disadvantage
women in cultures where their mobility is restricted after certain hours.

Harassment: Unwelcome behavior of a sexual nature or actions that create a hostile work
environment.

Pay Inequality: Disparities in compensation for the same work based on gender.

Glass Ceiling: Invisible barriers preventing women from ascending to top leadership positions.

2.2 Historical Context in Pakistan

Pakistan's societal structure has traditionally been patriarchal, with deep-seated norms that
prioritize male authority and decision-making. Historically, women's roles were confined to
domestic spheres, with limited access to education and employment opportunities. This historical
backdrop has perpetuated gender biases, influencing contemporary workplace dynamics.
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The feminist movement in Pakistan has strived to challenge these norms and advocate for
women's rights. Despite these efforts, progress has been gradual, with cultural resistance and
socio-economic challenges hindering rapid change. The legal system, influenced by colonial
legacies and traditional interpretations, has also played a role in shaping gender relations. Until
1987, the British Evidence Act of 1872 remained applicable in Pakistan, which lacked laws
specifically targeting gender discrimination in the legal system.

2.3 Legal Framework Addressing Gender Discrimination

The Constitution of Pakistan provides a foundation for gender equality:

Article 25: Ensures equality before the law and equal protection, stating there shall be no
discrimination based on sex.

Articles 25(3) and 26(2): Allow the state to make special provisions for the protection of
women and children.

Article 26 & 27: Provide for equal access to public places and equality of employment in the
public and private sectors.

Articles 11 & 37(g): Prohibit trafficking in human beings as well as prostitution.

Despite these constitutional guarantees, challenges persist in implementation and

enforcement. Cultural norms and societal attitudes often impede the practical realization of these
rights. Additionally, certain legal provisions have historically disadvantaged women. For
example, under Article 17 of the Qanun-e-Shahadat (1984), a woman's testimony is considered
half that of a man's, reflecting deep-seated gender biases within the legal framework.
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In recent years, there have been efforts to address these disparities through policy reforms and
advocacy. The National Gender Policy Framework aims to end all forms of discrimination and
eliminate violence against women and girls in all its manifestations. However, the effectiveness
of these measures largely depends on societal acceptance and systemic changes within
institutions.

3. Causes of Gender Discrimination in Pakistan

Gender discrimination in Pakistan is a multifaceted issue deeply embedded in the nation's

cultural, societal, and institutional frameworks. Understanding the root causes is essential for
developing effective strategies to combat this pervasive problem. The primary factors
contributing to gender discrimination include cultural and societal norms, workplace policies and
practices, lack of awareness and education, and weak implementation of laws. The workplace is
often inhospitable for women because of the numerous forms of gender inequality present,
manifesting itself in the form of unequal pay, disparities in promotions, incidents of sexual
harassment, lack of leadership and racism. It contributes to women’s lower socioeconomic
status. Also, in developing nations, most women cannot join the workforce due to childcare
obligations, lack of employment that meets their needs for fair treatment, high-quality work, and
equal pay, or they want to avoid being segregated into the conventional “women’s” sectors.
Therefore, tremendous work must be done to close the gender gap in the workplace.
Governments must adopt intelligent policies that drive gender equality in all socioeconomic
sectors to achieve greater national productivity, better economic growth, and improved
organizational performance.

3.1 Cultural and Societal Norms

Pakistan's patriarchal society perpetuates traditional gender roles, assigning men as breadwinners
and women as homemakers. These entrenched norms limit women's participation in public life
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and the workforce. Cultural practices, such as early marriages and restrictions on women's
mobility, further hinder their access to education and employment opportunities. Additionally,
societal expectations often discourage women from pursuing careers, especially in male-
dominated fields, reinforcing gender stereotypes and limiting women's economic empowerment.
Many men forbid women from leaving the house; if they do, they are accompanied to keep an
eye on their behavior and preserve their honor. Women, therefore, look for work that can be
done from home. Traditional honor codes also have an impact on job selection and create
barriers to jobs that are not socially acceptable. According to a survey, 43% of men think women
should not work outside of the house, whereas 80% of women think they should be allowed to
work, and 69% think women can do all of the same jobs as men.

Culturally, the responsibility of raising children and ensuring their upbringing is primarily placed
on female family members, particularly mothers, while male members, especially fathers, are
expected to manage finances. As a result, mothers often bear a larger share of the responsibility
for child-rearing and face blame if their children misbehave. This traditional expectation
significantly limits women's ability to participate actively in the workforce, as they are often
bound by societal pressures to prioritize family care over professional aspirations.

3.2 Workplace Policies and Practices

In many Pakistani workplaces, discriminatory practices persist, including gender-biased

recruitment, unequal pay, and limited opportunities for advancement for women. The lack of
supportive policies, such as maternity leave and childcare facilities, further exacerbates gender
disparities. Moreover, sexual harassment and hostile work environments deter women from
entering or remaining in the workforce. The absence of gender-sensitive workplace policies and
the prevalence of discriminatory practices contribute significantly to the underrepresentation of
women in various sectors. According to policymakers, to meet Pakistan’s growth targets, the
country’s female labor force participation rate must reach at least 45% of the total labor force
(Javed, et al., 2022). Therefore, the government and businesses must make two sets of efforts:
targeted policies to encourage women’s return to the workforce and talent development for
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women in future industries. Otherwise, there is a risk of permanently eroding previous decades’
gains and missing out on future economic returns from diversity.

3.3 Lack of Awareness and Education

Limited access to education for girls, particularly in rural areas, perpetuates gender
discrimination. Educational disparities result in lower literacy rates among women, restricting
their employment opportunities and economic independence. Furthermore, a lack of awareness
about gender rights and equality among both men and women sustains discriminatory attitudes
and behaviors. Educational institutions often fail to incorporate gender studies into curricula,
missing opportunities to challenge stereotypes and promote gender sensitivity from a young age.
A significant barrier to women’s participation in the workforce in Pakistan is the lack of
education. Only 49% of women are literate compared to 71% of men (Agha, 2022), limiting their
access to jobs, even in socially acceptable sectors like education or healthcare. The educational
system also has a 13% gender enrollment gap. Among women, only 46.5% are literate, 61.6%
complete elementary school, 34.2% finish high school, and just 8.3% reach tertiary education
(Kamal, 2022). Consequently, women make up a large portion of the unskilled labor force, with
few pursuing higher education, gaining professional training, or holding leadership positions.

3.4 Weak Implementation of Laws

Although Pakistan has enacted laws to promote gender equality and protect women's rights,
enforcement remains weak. Corruption, lack of resources, and patriarchal biases within law
enforcement agencies impede the effective implementation of these laws. Consequently,
perpetrators of gender-based discrimination and violence often evade justice, perpetuating a
culture of impunity. The gap between legislation and practice undermines efforts to address
gender discrimination and protect women's rights effectively.
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4. How does Gender Discrimination Persist in Workplaces?

Gender discrimination remains a significant barrier to achieving workplace equality, affecting

women’s career progression, safety, and opportunities. The persistence of these inequities not
only limits individual potential but also hampers broader economic and social progress.
Economic disparity due to gender inequality is a pressing issue in Pakistan. Women face
numerous challenges, including low social status, domestic responsibilities, gender stereotyping,
and harmful cultural practices that hinder their growth and access to employment. Additional
obstacles such as limited education, restricted mobility, lack of skills, and sex-segregated job
choices further limit women’s economic opportunities. While many women remain unemployed,
those in the workforce face widespread discrimination across all sectors. Men predominantly
hold leadership roles, fewer women participate in decision-making, and women earn lower
wages compared to men. Workplace harassment and a hostile work environment also prevent
women from staying long-term in their jobs. Furthermore, in a patriarchal society, very few
women enter the business and entrepreneurship fields due to challenges such as limited access to
capital, a lack of role models, gender discrimination in business, cultural norms, and insufficient
training and education. Below, we delve into key aspects of gender discrimination in the
workplace:

4.1 Unequal Pay and Career Opportunities

One of the most visible forms of gender discrimination is the persistent pay gap between men
and women. Despite progress in many areas, women continue to earn less than men for the same
work. According to various studies, women in Pakistan and around the world face lower wages,
particularly in leadership positions or sectors dominated by men. This pay disparity is often
exacerbated by societal stereotypes that undervalue women's contributions, especially in roles
that require high levels of skill, knowledge, and expertise.

Career opportunities for women are also limited due to gender bias. Many women face "glass
ceilings," invisible barriers that prevent them from rising to leadership positions or obtaining
high-paying roles. These limitations are often compounded by cultural and societal expectations
that women should prioritize domestic duties over their professional ambitions, reducing their
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chances of career advancement. As a result, women often find themselves in lower-paying jobs
with fewer opportunities for growth and development.

4.2 Sexual Harassment and Unsafe Work Environments

Sexual harassment remains a pervasive issue in workplaces globally. Women often face
unwanted attention, inappropriate comments, and even physical harassment in both formal and
informal sectors. In many cases, sexual harassment is underreported due to fear of retaliation,
damage to reputations, or lack of support from management. This creates an unsafe work
environment that not only affects the mental and emotional well-being of women but also
undermines their ability to perform effectively and advance in their careers.

In workplaces with toxic cultures, harassment is normalized, and victims often face pressure to
remain silent. The absence of robust legal frameworks or ineffective enforcement of existing
policies further perpetuates this issue. Consequently, many women are forced to tolerate
harassment or are pushed out of their jobs altogether, reducing their chances of career
progression and contributing to the broader gender inequality in the workforce. This includes
inappropriate comments, jokes, or sexually suggestive remarks directed at an individual. Often
disguised as humor, these remarks can make women feel uncomfortable, objectified, and
demeaned. In some extreme cases, women may face pressure or threats to provide sexual favors
in exchange for job opportunities, promotions, or continued employment. This form of
harassment is a serious abuse of power that severely impacts women's career progression and
mental health.

Impact of Sexual Harassment on Women

The effects of sexual harassment in the workplace can be profound and long-lasting. Women
who face harassment may experience:

1. Psychological and Emotional Consequences: Harassment can lead to anxiety, depression,

low self-esteem, and a constant feeling of vulnerability. These psychological impacts can result
in diminished job satisfaction and a lack of engagement at work.
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2. Decreased Productivity and Career Growth: Women who experience harassment may find
it difficult to focus on their work, which can lead to reduced productivity. Additionally, the stress
of dealing with harassment can hinder their career progression, making them less likely to pursue
leadership roles or professional development opportunities.

3. Negative Physical Health Effects: The stress caused by harassment can manifest physically
in forms such as fatigue, headaches, sleep disturbances, and other health issues. This not only
affects job performance but also contributes to long-term physical and emotional exhaustion.

4. Fear of Reporting: Many women fear retaliation if they report harassment. They may worry
about being dismissed, demoted, or marginalized for speaking out. This fear often leads to
underreporting, meaning that workplace harassment continues unchecked.

Following issues contribute to unsafe work environments for women:

1. Lack of Adequate Safety Measures: In many workplaces, particularly in the informal sector,
women face physical danger due to the absence of safety equipment, poor infrastructure, and
unsafe working conditions. For example, women working in factories, construction sites, or even
domestic work may be exposed to hazardous environments that can lead to physical injury or
health complications.

2. Toxic Workplace Culture: A toxic work environment often stems from a lack of respect for
employees, particularly women. In such environments, bullying, favoritism, and harassment are
commonplace. Toxic cultures undermine the morale of workers, creating a sense of insecurity
and fear that affects women's participation and productivity.

3. Gender Bias and Discrimination: In some workplaces, the gender bias is so deeply ingrained
that women are not taken seriously, their contributions are minimized, or their safety is
disregarded. This can manifest in the form of dismissive attitudes toward women, unequal
distribution of tasks, or neglect of women's complaints about unsafe working conditions.

4.3 Limited Representation in Leadership Roles

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Women remain significantly underrepresented in leadership roles across industries. While the
number of women entering the workforce has increased, the proportion of women in senior
leadership positions such as CEOs, board members, or executives remains low. This lack of
representation in decision-making roles perpetuates gender bias, as policies and practices often
reflect the perspectives and interests of male leaders. Without women in leadership positions,
issues such as equal pay, workplace harassment, and career advancement for women are less
likely to be addressed effectively.

The barriers to leadership roles for women are multifaceted. These include biases in hiring and
promotion practices, lack of mentorship opportunities, and the perception that women are less
suited for leadership positions due to their perceived domestic responsibilities. Additionally, the
unequal distribution of household and caregiving responsibilities disproportionately affects
women, limiting the time and energy they can dedicate to career development and leadership
roles.

4.4 Impact of the Informal Sector

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A significant proportion of women in Pakistan work in the informal sector, where they face
distinct challenges that contribute to gender inequality. The informal sector often includes
unregulated jobs such as domestic work, agriculture, and small-scale trading, where women have
limited access to formal labor rights and protections. Workers in this sector often do not benefit
from legal protections such as minimum wage laws, health benefits, or job security. This leaves
women vulnerable to exploitation, unsafe working conditions, and poor pay.

In the informal sector, gender norms and cultural expectations frequently restrict women’s
autonomy and limit their ability to negotiate for better wages or working conditions.
Furthermore, many women in informal jobs face stigmatization and social marginalization,
particularly when their work is considered "less respectable" or is outside traditional gender
roles. The lack of legal and social protections, combined with deep-rooted gender biases, further
entrenches inequality for women in the informal labor market.

Gender discrimination in the workplace is a deeply ingrained issue that affects women across
various sectors and levels of employment. From unequal pay to limited representation in
leadership, sexual harassment, and the challenges faced by women in the informal sector, these
factors contribute to the persistent gender gap in professional opportunities. Addressing these
issues requires comprehensive policy reforms, cultural shifts, and more inclusive workplace
practices that promote equality, fairness, and respect for all employees, regardless of gender.

Example: Only 10% of senior management positions in a big multinational corporation in

Pakistan are held by women, reflecting a larger trend of low female representation in leadership
roles.

5.Effects of Gender Discrimination:

Gender discrimination in the workplace remains a critical issue for women in Pakistan, with far-
reaching consequences for both individuals and the economy as a whole. The barriers that
women face in terms of unequal treatment, limited opportunities, and unsafe working
environments contribute to widespread social and economic disparities. Below are the key
effects of gender discrimination on Pakistani women and the broader economy.
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5.1 Economic Impact:

Gender discrimination in the workplace has a huge economic impact in Pakistan. By denying
women equal work opportunities, training, and leadership responsibilities, the country misses out
on a significant pool of potential ability. Women's under-representation in high-paying sectors
lowers household incomes and slows economic growth. The gender pay gap also restricts
women's financial independence and leads to poverty cycles. When women are unable to fully
engage in the economy, the entire nation suffers from decreased productivity and creativity.

A significant portion of the Pakistani workforce remains male-dominated, with women facing
numerous barriers to entering or remaining in the workforce. Cultural norms, familial
expectations, and limited access to education and training often prevent women from pursuing
careers or gaining the skills needed to compete in the labor market. Even when women do enter
the workforce, they are often pushed into lower-paying, gender-segregated jobs that offer little
room for growth or professional development.

The result is a low female labor force participation rate, which is one of the lowest in South Asia.
This exclusion not only limits women's economic empowerment but also deprives the economy
of the full potential of its population. As women are sidelined from many economic activities,
Pakistan's productivity and growth are stunted.

The cumulative impact of gender discrimination on individual women translates into broader
economic consequences for Pakistan. When women are excluded from the workforce, or are paid
less and denied leadership roles, the country misses out on a significant portion of its productive
capacity. This underutilization of human resources slows economic growth and reduces the
country’s global competitiveness.

Moreover, when women are paid less or are stuck in low-paying, insecure jobs, they contribute
less to the overall economy in terms of consumption, savings, and investment. The inability of
women to fully participate in the economy limits household income, which affects not only
women but also their families and communities.
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Example:
A study by the McKinsey Global Institute estimates that if Pakistan increased female labor force
participation to the same level as men, its GDP could rise by as much as 30%. This shows the
untapped economic potential women represent.

5.2 Psychological and Emotional Effects on Women:

Gender discrimination in the workplace has a significant psychological and emotional impact on
women. Constantly encountering bias and unequal treatment can cause feelings of
dissatisfaction, low self-esteem, and worry. Women who face prejudice may develop burnout
and stress as a result of the increased need to prove themselves in a setting that undervalues their
efforts. This emotional toll can have an impact on their general well-being and professional
performance, restricting their job opportunities.

Workplace harassment, unequal treatment, and the stress of balancing family and career
responsibilities contribute to high levels of anxiety, depression, and burnout among women.
These psychological issues can decrease job satisfaction and productivity, leading to high
turnover rates and absenteeism.

Moreover, the mental toll of harassment or discrimination can have long-lasting effects on
women’s overall well-being. Women who are subjected to discrimination or harassment are less
likely to feel safe or motivated in their workplaces, further exacerbating their stress levels and
reducing their ability to succeed in their careers.

Example: A female employee in a corporate setting who is frequently passed over for
promotions despite her qualifications may develop self-doubt and a lack of drive, which can lead
to a decrease in job satisfaction and mental health.

5.3 Impact on Workplace Productivity and Growth:

Gender discrimination reduces workplace productivity and growth. When women are excluded
from leadership roles or denied equal chances, their full potential is not realized, resulting in a
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less diverse and innovative workplace. Teams without gender diversity frequently miss out on
diverse viewpoints that can fuel creativity and problem-solving. Furthermore, prejudice can
result in high turnover rates, as bright women may leave businesses that do not support them,
limiting overall growth and success.

Gender discrimination often manifests in unequal pay and limited career advancement for
women in Pakistan. Despite qualifications and capabilities, women are frequently paid less than
their male counterparts for similar roles, especially in leadership and decision-making positions.
In many sectors, women face a "glass ceiling," where they are unable to rise to higher positions
due to gender bias or societal expectations. As a result, women in Pakistan earn less and are less
likely to access lucrative and high-status jobs.

This income disparity affects the financial independence of women, limiting their ability to
invest in their education, health, or entrepreneurial ventures. With fewer women in leadership
roles, Pakistan also loses out on the diverse perspectives and leadership qualities that women can
bring to the table. This underutilization of women's potential restricts economic growth and
perpetuates inequality.

Example: In a technology corporation, the absence of women in senior positions results in a lack
of diversity in decision-making. As a result, the company struggles to develop items that appeal
to a larger audience, limiting market growth and profitability.

5.4 Broader Societal Implications:

Gender discrimination in the workplace has greater societal consequences that extend beyond
individual careers. It reinforces gender stereotypes and perpetuates unequal power relations,
hence shaping social norms and attitudes. When women are denied equal chances, it reduces
their economic independence and promotes conventional roles that keep them dependent on
males. This can result in increased social inequality and slowed progress toward gender equality
in other aspects of life, such as education and health.
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Example: In rural Pakistan, less access to jobs for women means fewer resources for families,
which can hinder children's education, particularly for girls, perpetuating the cycle of poverty
and gender inequality.

6. CASE STUDY

6.1 CASE STUDY 01

Gender Pay Gap in the Banking Sector

Background:
The banking sector in Pakistan, like many industries globally, has long been plagued by gender
disparities. Women are often paid less than their male counterparts for doing the same work or
work of equal value. In Pakistan, this issue is particularly significant in the banking sector, where
the workforce is diverse but the leadership positions are predominantly held by men. Women in
lower to mid-level positions often experience slower career progression and are paid less than
their male colleagues with similar qualifications and experience. A prominent example can be
drawn from the case of a female banker working at a leading Pakistani bank. Despite having
similar qualifications and experience to her male colleagues, she discovered that her salary was
significantly lower. After years of working in the same position, she raised concerns about the
gender pay gap, which had been overlooked by the organization. It was found that not only was
her salary lower, but her chances for promotion were also hindered due to the bias towards male
employees in higher-ranking positions.

Issue:

The gender pay gap in Pakistan's banking sector is not only a matter of unequal pay for equal
work but also reflects deeper structural issues in the sector:

Discrimination in pay: One of the most glaring issues is the unequal compensation for the same
work. Women often discover that they are paid less than men for performing identical tasks or
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jobs of equal value. This wage disparity is evident even at entry-level positions, where women
are typically offered lower starting salaries compared to their male colleagues.

Limited opportunities for career progression: Women face significant barriers to career
advancement in the banking sector. Gender biases within organizational structures often limit
women’s access to high-level leadership roles. Even when women are promoted, they are
frequently placed in lower-paying managerial positions compared to their male counterparts with
similar qualifications and experience

 Cultural and social factors: Deeply ingrained cultural biases in Pakistan contribute to the
gender pay gap. Societal norms view women as less capable of handling high-pressure jobs or
leadership responsibilities. These stereotypes perpetuate the belief that men are better suited for
high-paying, leadership roles, limiting opportunities for women in the sector.

· Workplace discrimination: Gender bias is not only evident in pay disparities but also in the
treatment of women in the workplace. Women are often subject to subtle discrimination when it
comes to career advancement opportunities, project assignments, and recognition for their work.
This discrimination contributes to the wider gender gap within the banking industry.

Impact: The gender pays gap impacts various facets of an individual’s career and personal life:

 Economic disparity: Women earn significantly less than men, which has long-term
effects on their financial stability and independence. Lower salaries hinder women’s
ability to save for their future, invest in property, or plan for retirement. Over time, this
disparity contributes to a broader economic inequality between genders in Pakistan.
 Job dissatisfaction and demotivation: The pay gap creates a sense of dissatisfaction
among women in the banking sector. When women feel that their contributions are
undervalued, it leads to lower morale and productivity. This demotivation can cause high
turnover rates among female employees, which ultimately impacts the performance and
success of the institution.
 Barriers to career growth: The gender pay gap perpetuates the lack of career
advancement for women. When women realize that their male counterparts are earning
 26

more for the same work, they may feel discouraged from pursuing higher positions. As a
result, fewer women reach senior management or leadership positions, and the cycle of
inequality continues.
 Societal implications: The gender pay gap extends beyond the workplace, influencing
societal views on gender roles. When women are not paid equally, it reinforces the
stereotype that women are less capable or deserving of high-paying, high-status roles.
This creates a culture where gender inequality becomes normalized, and future
generations may continue to view women’s work as less valuable than men’s.

Legal Response: In Pakistan, there are laws in place to address gender discrimination in the
workplace, such as:

 The Protection against Harassment of Women at the Workplace Act, 2010: This law
is designed to protect women from harassment and discrimination at work, including
issues related to unequal pay. While the law provides a basis for addressing gender-based
workplace discrimination, its implementation remains inconsistent, especially in the
private sector.
 Equal Pay for Equal Work Principle: Pakistan’s Constitution and labor laws advocate
for equal pay for equal work. However, these laws are not always enforced effectively.
Despite the legal frameworks in place, many women are still unaware of their rights, and
companies often fail to adhere to these principles.

Although legal protections exist, enforcement remains a significant challenge. Many female
employees are unaware of their rights, and organizational cultures in Pakistan often discourage
women from pursuing legal action for fear of retaliation. The legal framework is often
inadequate in holding employers accountable, and the lack of strong institutional mechanisms
means that progress toward pay equity remains slow.

Lesson: The case of gender pay disparity in Pakistan’s banking sector offers several important
lessons:
 27

 Transparency in pay scales: Banks and other organizations must implement transparent
salary structures to eliminate hidden pay disparities. This would allow employees to
compare their salaries and ensure fair compensation for equal work.
 Stronger legal enforcement: The government and regulatory bodies must take stronger
measures to enforce existing laws and ensure that gender pay inequality is addressed.
This includes monitoring compliance, conducting audits, and penalizing institutions that
fail to adhere to equal pay policies.
 Education and awareness programs: It is essential to educate both employers and
employees about gender equality and women’s rights in the workplace. This would help
employees understand their rights and encourage organizations to adopt more gender-
sensitive policies.
 Mentorship and career development programs: Banks should establish mentorship
programs and provide professional development opportunities for women to ensure their
career progression. This would help break the glass ceiling and ensure that women have
equal opportunities for leadership roles.
 Cultural change: A significant shift in organizational culture is necessary to combat
ingrained gender biases. Creating a work environment that values diversity, encourages
equal opportunity, and actively works to eliminate gender-based stereotypes is essential
for long-term change.

6.2 CASE STUDY 02

Sexual Harassment in Media

Introduction:
Sexual harassment in the media sector has been a longstanding issue that has gained significant
attention globally, with Pakistan being no exception. The nature of the media industry — driven
by public visibility, power dynamics, and gender stereotypes — often creates an environment
where harassment becomes widespread, and women frequently bear the brunt of such behavior.
This case study focuses on the challenges women face in the media sector in Pakistan,
particularly related to sexual harassment. By examining real-life cases of Mehreen Zahra Malik
 28

and Nadia Jamil, who both came forward with their personal stories of harassment in the
industry, we aim to understand the roots of the issue, its impact on women, and the legal and
institutional responses designed to address this problem.

Background:

Pakistan's media industry has witnessed rapid growth over the past two decades. The
liberalization of media outlets, especially the expansion of private television channels, has
provided women with new career opportunities. However, these opportunities come with their
own set of challenges, including sexual harassment. Women working as journalists, reporters,
anchors, or behind-the-scenes staff often face harassment from colleagues, superiors, or even
external sources.

In 2018, the issue of sexual harassment in the media was publicly brought to light by several
women working in the industry, leading to the establishment of the #MeToo movement in
Pakistan. One of the most prominent cases involved Mehreen Zahra Malik, a well-known
journalist who accused a senior male colleague in the media of sexual harassment. Her brave
stand not only brought the issue of harassment to the forefront but also encouraged other women
to speak out. Another prominent figure, Nadia Jamil, an actress and media personality, also
spoke out about her experiences with sexual abuse, both in her personal life and within the
industry. She shared her story publicly, hoping to encourage others to come forward and take a
stand against such behavior.

Both of these women’s stories highlight the deep-rooted problem of sexual harassment in
Pakistan's media industry, where the powerful are often protected, and victims are left to bear the
brunt of societal judgment.

Issue: Sexual harassment in the media sector in Pakistan is a multifaceted issue, with various
contributing factors:

Power dynamics: Media organizations, particularly television stations, are hierarchical. Senior
male employees often wield significant power over their female counterparts, leading to the
abuse of that power. Junior staff members, including interns and new recruits, may be subjected
 29

to unwanted advances or sexually suggestive comments, knowing that their career progression is
at stake if they report such behavior.

Cultural and social norms: In Pakistan, women in the media often face intense scrutiny due to
societal norms and expectations. These norms place women in positions where they are expected
to be submissive, often tolerating harassment in exchange for career advancement or job
security. Fear of retaliation or reputational damage often silences women who experience
harassment.

Lack of reporting mechanisms: In many media organizations, there is no clear process for
reporting sexual harassment. Even if complaints are made, they are often ignored or dismissed,
and the victims fear that their careers will be jeopardized if they pursue legal or institutional
action. This lack of accountability leads to a culture of impunity, where perpetrators go
unpunished.

Gender biases in the industry: Women in the media are frequently viewed through a sexualized
lens. Their appearance, attire, and behavior are scrutinized more heavily than their male
counterparts. This objectification contributes to a hostile working environment where sexual
harassment is normalized or even justified.

Both Mehreen Zahra Malik and Nadia Jamil have shared their stories, shedding light on these
issues and exposing the hidden realities of the media industry. Malik’s experience with a senior
male colleague, in particular, illustrates the imbalance of power that enables such abuse to thrive.

Impact:
The impact of sexual harassment in the media sector extends beyond individual women; it affects
the entire industry and society as a whole:

Psychological and emotional toll: Women who experience sexual harassment often face
significant psychological distress, including anxiety, depression, and a sense of helplessness. The
trauma can be long-lasting, affecting their ability to perform at work and damaging their
confidence.
 30

Career stagnation and job loss: Many women who report harassment fear that their careers will
suffer. They may be passed over for promotions, sidelined in key projects, or even forced to
leave their jobs. The case of Mehreen Zahra Malik, where she was not only harassed but also
faced backlash for raising the issue, exemplifies how the personal and professional lives of
women can be ruined. The harassment often leads to job loss or forced resignation for many
victims.

Normalization of harassment: When sexual harassment is not addressed, it sends a message

that such behavior is acceptable. In industries like media, where visibility and influence are
paramount, this normalization of harassment can perpetuate a toxic work culture, encouraging
future generations of women to either tolerate abuse or leave the industry.

Public perception and damage to reputations: For the victim, the public shaming and media
scrutiny often lead to a tarnished reputation, even when the allegations are true. Women like
Nadia Jamil, who spoke out about both personal and professional abuse, were met with
skepticism and condemnation, which discourages other women from speaking out and forces
many to endure abuse in silence.

Impact on the media industry: The failure to address sexual harassment within media
organizations undermines the integrity of the sector. When employees feel unsafe, their
performance and output are affected. Furthermore, public trust in the media is eroded when cases
of harassment are swept under the rug, leading to a decline in the industry’s credibility.

Legal Response:

Pakistan has some legal frameworks in place to address sexual harassment, but enforcement
remains inconsistent:

 The Protection Against Harassment of Women at the Workplace Act, 2010: This law
was enacted to protect women from harassment in any work environment, including
media organizations. It mandates the establishment of harassment committees within
 31

organizations to handle complaints, provide support to victims, and ensure that

perpetrators are held accountable.
 The Supreme Court’s Involvement: The Supreme Court of Pakistan has periodically
raised concerns about sexual harassment in the workplace, issuing directives for
institutions to ensure the safety of women employees. However, the media sector’s
response to these rulings has been lukewarm, with many outlets failing to take action or
even deny the existence of harassment within their organizations.

 Media Watchdogs and Advocacy Groups: Various non-governmental organizations (NGOs)

and watchdog groups, such as Women’s Action Forum and Digital Rights Foundation, have
been vocal in their criticism of the media industry’s failure to address sexual harassment. These
groups have pushed for stronger institutional accountability and greater protection for women
working in media.

. · Institutional shortcomings: While some media organizations have established internal

complaint mechanisms, the lack of transparency and the protection of powerful individuals often
results in unsatisfactory outcomes for victims. Cases often end in silence or settlement, further
reinforcing a culture of impunity

. Lessons
Sexual harassment in the media industry is not just a legal issue but a broader social problem that
requires systemic change. The following lessons can be drawn from the situation:

 Importance of accountability: Without institutional accountability, harassment will

continue unchecked. Media organizations must take active steps to create safe work
environments, establish transparent reporting mechanisms, and ensure that all employees,
regardless of their position, are held accountable for their actions.
 Education and awareness: Both male and female employees in the media sector need to
be educated about what constitutes sexual harassment and the importance of creating a
respectful work environment. Employers should conduct regular training to raise
awareness and prevent harassment.
 Support for victims: Victims of harassment should be supported and protected from
retaliation. A strong and empathetic response from employers and colleagues can help
 32

ensure that women feel safe to come forward and report harassment without fear of career
repercussions.

6.3 Case Study 03:

Wage Inequality in the Textile Industry

Introduction
The textile industry is one of Pakistan's largest and most significant sectors, employing millions
of workers, especially women. Despite its economic importance, the sector is plagued by various
challenges, including wage inequality. In Pakistan’s textile industry, the disparity between wages
for male and female workers is a prominent issue, reflecting broader patterns of gender
discrimination in the workforce. While the industry remains a vital contributor to the country's
economy, wage inequality continues to persist, undermining the livelihoods of countless
workers, particularly women. This case study delves into the underlying causes, impact, and
potential solutions to wage inequality in Pakistan's textile industry.

Background
Pakistan's textile industry has been the backbone of the country's economy, contributing
significantly to both exports and employment. The sector is diverse, ranging from spinning mills,
fabric production, and garment manufacturing to dyeing and printing. Despite employing a large
number of women, the industry has long been marked by disparities in wages between male and
female workers. Women, who make up a significant portion of the workforce, especially in
lower-skilled and manual jobs such as stitching and weaving, are paid substantially less than
their male counterparts.

Historically, women in Pakistan’s textile sector have been subjected to systemic gender
discrimination, which has led to the continuation of the wage gap. Gender biases that associate
men with higher-paying technical and managerial roles while relegating women to lower-paying,
labor-intensive jobs persist throughout the sector. Furthermore, the informal nature of much of
 33

the textile work, where wages are not regulated or monitored effectively, further exacerbates
wage inequality.

The Issue
Wage inequality in Pakistan's textile industry can be attributed to several key factors:

 Gender Discrimination: The division of labor in the textile sector is heavily gendered.
Women often work in low-skilled, labor-intensive roles such as stitching, weaving, and
packing, while men are given higher-paying tasks, including supervisory and technical
positions. This division is rooted in entrenched gender stereotypes that view women as
suitable for “lighter” or more repetitive tasks.
 Lack of Transparency in Wage Structures: In many textile factories, especially in the
informal sector, wage structures are not standardized. Workers often do not know how
their pay compares to that of their colleagues, and many women are unaware of their
legal entitlement to equal pay for equal work. This lack of transparency allows employers
to exploit wage disparities, ensuring that women are paid less.

Socio-Cultural Norms: In Pakistani society, women are often seen as secondary earners and
their economic contributions are undervalued. This cultural bias perpetuates the notion that
women should earn less, particularly in the manufacturing and industrial sectors. Even when
women do the same work as men, their wages are often lower due to societal expectations that
women should work for supplementary income rather than as primary wage earners.

 Limited Union Representation and Legal Protections: The textile sector is characterized by
poor labor organization and weak unions, making it difficult for workers, especially women, to
voice their concerns about wage inequality.

Additionally, the legal protections against wage discrimination are often insufficiently enforced,
allowing employers to exploit workers without facing significant consequences.

Impact
The consequences of wage inequality in the textile industry are far-reaching, affecting not only
the workers themselves but also the economy and society at large.
 34

 Economic Disempowerment of Women: The most direct consequence of wage

inequality is the economic disempowerment of female workers. Since women in the
textile sector are often the primary earners for their families, the wage gap has a direct
impact on their ability to meet basic needs and improve their quality of life. The lower
wages contribute to a cycle of poverty, preventing women from escaping economic
hardship.

 Gendered Poverty: As women earn less than men for the same work, the wage gap
contributes to broader patterns of gendered poverty. Women in Pakistan, especially those
in rural areas, often face multiple layers of discrimination that limit their access to
resources, education, and healthcare. Wage inequality in the textile sector reinforces these
disparities and limits opportunities for social mobility.
 Poor Worker Morale and Productivity: Wage inequality can also lead to low morale
among female workers, impacting their productivity and engagement at work. When
workers feel undervalued or exploited, it negatively affects their job satisfaction, leading
to absenteeism, higher turnover rates, and reduced work quality.
 Stagnation of the Industry: Wage inequality in the textile sector not only harms
individual workers but can also hinder the overall growth and competitiveness of the
industry. Discriminatory wage practices can discourage women from entering the sector
or staying in the workforce long-term, limiting the pool of talent and skill available to the
industry. Additionally, the lack of fair compensation can lead to labor unrest, strikes, and
disruptions in production, which in turn affect the industry’s efficiency and profitability.

Legal Response
Pakistan has made some efforts to address wage inequality through legal and institutional
measures, but these efforts have often fallen short in ensuring real change.

 The Constitution of Pakistan (1973): Article 25 of the Constitution guarantees equality

before the law and prohibits discrimination on the basis of sex. However, this legal
provision has not been effectively implemented in practice, especially in the textile
industry, where gender wage disparities persist.
 35

 The Factories Act, 1934: The Factories Act regulates wages in the industrial sector,
ensuring that workers receive fair compensation for their labor. However, the Act has not
been updated to reflect modern working conditions, and enforcement of wage equality
laws in the textile industry remains weak.
 The Minimum Wage Law (2018): The government of Pakistan has set minimum wage
laws to protect workers in various sectors, including textiles. However, this law does not
address the wage gap between male and female workers, and enforcement of minimum
wage standards is inconsistent across factories.
 Trade Unions and Labor Rights Groups: In recent years, trade unions and labor rights
organizations have started advocating for better pay and conditions for textile workers.
While these efforts have raised awareness about wage inequality, the lack of strong
unionization within the sector limits their ability to bring about significant change.
 International Pressure and Trade Agreements: International labor rights organizations
and trade agreements such as the Generalized System of Preferences (GSP+) have
pushed Pakistan to adopt better labor standards, including addressing gender-based wage
discrimination. However, the effectiveness of these international mechanisms in driving
change at the grassroots level remains limited.

Lessons
From the case of wage inequality in Pakistan’s textile industry, the following lessons can be
drawn:

 Importance of Legal Enforcement: While laws exist to address wage inequality, their
enforcement remains weak. For meaningful change to occur, there must be a concerted
effort from both the government and textile industry stakeholders to ensure that workers,
especially women, are paid fairly for their work.
 Transparency and Accountability in Wage Structures: Establishing transparent wage
structures within textile factories is crucial in eliminating wage disparities. Workers need
to be aware of their rights and entitlements, and employers should be held accountable
for any discriminatory practices.
 36

 Strengthening Labor Unions: Strengthening labor unions and ensuring better representation for
female workers can be key to addressing wage inequality. Unions can provide a platform for
workers to voice their concerns and push for fairer wages and better working conditions.

· Challenging Socio-Cultural Norms: Addressing wage inequality in the textile industry also
requires challenging the deep-rooted societal beliefs that undervalue women’s labor. Social
awareness campaigns, particularly targeting employers and workers, can help shift perceptions
about gender roles and work in the industry.

6.4 Case Study: 04

Workplace Harassment in Education

Background

The education sector in Pakistan has been a cornerstone of societal development. Teachers,
particularly women, play a pivotal role in shaping future generations. Despite the sector's
importance, workplace harassment remains a pervasive issue. According to the Human Rights
Commission of Pakistan (HRCP), incidents of harassment in educational institutions have been
steadily rising, with many cases going unreported due to societal stigma and lack of awareness.
The unequal power dynamics between male supervisors and female teachers exacerbate the
problem, creating an environment where victims often feel powerless to act. Pakistan’s education
sector is heavily reliant on female educators, who make up a significant portion of the workforce.
However, cultural norms and systemic flaws often leave them vulnerable to exploitation. The
lack of clear reporting mechanisms and fear of retaliation discourage many from coming
forward, perpetuating a cycle of abuse. This case study focuses on a real-life incident involving a
 37

female teacher in a public school in Lahore, highlighting the challenges she faced and the
broader implications for workplace culture in education.

Issue:

In 2019, Shagufta, a dedicated teacher at a government school in Lahore, faced persistent

harassment from the headmaster of the institution. The harassment began with inappropriate
comments during staff meetings and escalated to explicit text messages and veiled threats to her
job security if she didn’t comply with his advances. Despite her discomfort, Shagufta initially
hesitated to report the behavior, fearing backlash and the stigma associated with speaking up.

When the harassment became unbearable, she confided in a trusted colleague who encouraged
her to file a formal complaint. However, her complaint was met with hostility from the
administration, who downplayed the issue and suggested she "handle the matter privately" to
avoid tarnishing the school's reputation. The administration's lack of support highlighted a
systemic failure to protect employees and address workplace misconduct effectively.

Moreover, the headmaster’s actions were part of a larger pattern of abuse. Investigations later
revealed that several other female staff members had experienced similar behavior but had
chosen to remain silent due to fear of job loss and social ostracism. This pattern underscored the
entrenched culture of impunity that allowed perpetrators to act without fear of consequences.

The situation escalated further when Shagufta received threats from the headmaster after filing
her complaint. These threats included warnings of professional sabotage and attempts to tarnish
her reputation among colleagues and in the community. Such tactics aimed to intimidate her into
withdrawing her complaint, reflecting the lengths to which perpetrators often go to silence
victims. Despite these challenges, Shagufta remained resolute, seeking support from external
organizations and allies.

Impact
 38

The harassment had a profound impact on Shagufta’s life. She experienced severe anxiety,
depression, and a loss of confidence in her abilities as an educator. Her relationship with her
students also suffered, as her focus and enthusiasm for teaching waned under the stress.

The incident had broader implications for her colleagues as well. Many female staff members
admitted to feeling disempowered and fearful in the workplace, with some reconsidering their
careers in education altogether. The toxic environment created by unchecked harassment
undermined morale, collaboration, and overall productivity within the institution. Shagufta’s
ordeal also shed light on the inadequate support structures available to victims. The lack of
timely psychological assistance compounded her mental health struggles, while the absence of a
clear legal advisory service made it difficult for her to navigate the complaint process
independently. Her case highlighted the pressing need for institutions to proactively address
these gaps. Furthermore, Shagufta’s family dynamics were significantly strained. Her inability to
share the details of her experience with extended family members, due to fear of being
misunderstood or judged, left her feeling isolated. The financial pressures from potentially losing
her job further intensified the emotional and mental toll, emphasizing how workplace harassment
can ripple across every aspect of a victim’s life. The media coverage surrounding Shagufta’s
case also brought mixed consequences. While it drew attention to the systemic failures in
handling workplace harassment, it also exposed her to public scrutiny, which sometimes
included victim-blaming attitudes. This highlighted the dual-edged nature of seeking justice in a
society where such cases often evoke polarized reactions.

Legal Response

Shagufta’s decision to file a case under the Protection Against Harassment of Women at the
Workplace Act, 2010, was a turning point. The case garnered media attention, putting pressure
on the authorities to act. The inquiry committee found the headmaster guilty of misconduct,
leading to his dismissal from the position and legal penalties. The legal proceedings served as a
test of the effectiveness of the Protection Against Harassment of Women at the Workplace Act.
Shagufta’s case revealed the importance of having a robust inquiry committee that includes
external experts to ensure impartiality. The inclusion of women in such panels proved crucial in
fostering a sense of trust among victims. This case prompted educational institutions to
 39

reevaluate their policies and practices. The government urged schools to ensure compliance with
workplace harassment laws, mandating the establishment of complaint committees and regular
audits to assess the implementation of harassment policies. These measures aimed to create safer
environments for educators. Additionally, the role of NGOs and women’s rights activists was
instrumental in amplifying Shagufta’s voice. Their advocacy efforts brought about greater
awareness of the Act and its provisions, empowering other victims to come forward. Legal aid
and counseling services provided by these organizations were pivotal in helping Shagufta
navigate the complexities of the judicial system. The media attention surrounding the case also
led to increased public discourse about workplace harassment in the education sector.
Policymakers took note, and proposals for amendments to strengthen the Act were discussed in
legislative forums. These amendments included provisions for faster resolution of cases, stricter
penalties for perpetrators, and enhanced protections for whistleblowers. The case underscored
the need for continuous training programs for administrators and staff on understanding and
addressing workplace harassment. It also highlighted the importance of creating an environment
where victims feel safe and supported when seeking justice. The collective efforts of Shagufta,
her allies, and supportive organizations brought a paradigm shift in how workplace harassment
cases are handled in educational institutions.

Lessons

Awareness and Education:

Institutions must conduct regular training sessions to educate employees about harassment
policies and their rights under the law. Schools and universities should integrate these sessions
into their onboarding programs to build a harassment-free culture from the outset.

Strengthening Reporting Mechanisms: Organizations should establish confidential and

efficient systems for addressing complaints. Anonymous reporting tools can encourage victims
to come forward without fear of exposure.

Support for Victims: Providing psychological, emotional, and legal support to victims is
essential. Dedicated counseling services and partnerships with NGOs can create a safety net for
employees who are hesitant to report harassment.
 40

Cultural Change: Fostering a respectful and inclusive workplace culture requires proactive
leadership. Management should regularly evaluate workplace dynamics and ensure that gender
biases and power imbalances are addressed through equitable policies.

Accountability: Administrations must take prompt and transparent action against perpetrators to
rebuild trust and ensure justice. Institutions should publish annual reports detailing the number of
complaints and actions taken to demonstrate commitment to a safe workplace.

Community Involvement: Building a network of allies within and outside the organization,
such as women’s rights groups and labor unions, can amplify the fight against harassment.
Collective advocacy can lead to policy changes and increased awareness at the societal level.

Prevention through Policy: Developing and strictly enforcing anti-harassment policies is

critical. These policies should clearly outline unacceptable behaviors, penalties for violations,
and detailed procedures for filing and investigating complaints. Training should focus on both
prevention and intervention.

6.5 Case Study: 05

Gender Discrimination in Pakistan’s IT Sector

Background

Shamim Rajani is a trailblazer for women in Pakistan’s Information Technology (IT) sector.
Born in Karachi, Pakistan, she pursued education in computing and, in 1998, founded
ConsulNet Corporation, a consulting firm. In 2005, she co-founded Genentech Solutions and
went on to serve as the Chief Operating Officer (COO). Despite her entrepreneurial success,
Shamim faced significant gender-based barriers, including biased hiring practices, limited
mentorship opportunities, and societal expectations that hindered her career progress.

Her experiences navigating these challenges led her to create Code Girls, an initiative launched
in 2017 to train and empower young women in Pakistan with skills in technology and business.
 41

Her leadership and advocacy have made her an influential figure in promoting gender equality
within the IT sector.

Issues of Gender Discrimination

Under-representation and Gender Bias: The IT industry in Pakistan is predominantly male-

dominated, with women making up less than 25% of the workforce. Shamim, like many women,
faced the challenge of being the only woman in most of the rooms she entered, often leading to
her ideas and contributions being undervalued. There was also a clear bias in recruitment
practices, where women were often relegated to lower-paying or less technical roles, even if they
had the same qualifications and expertise as their male counterparts.

Cultural and Societal Expectations Societal pressures often conflict with professional
aspirations for women in Pakistan. Traditional gender roles dictate that women prioritize family
responsibilities over career growth. In a demanding field like IT, where long hours and high
pressure are common, these expectations posed a significant barrier for Shamim and many other
women in her position.

Limited Access to Funding and Networks Women-led startups in Pakistan face significant
challenges when it comes to securing funding. Shamim experienced this firsthand, as many
investors in the tech industry were hesitant to invest in women-led businesses. Additionally, the
lack of female mentors in the tech sector meant Shamim had to navigate her career largely
without support from more experienced women in leadership.

Impact

 Creation of Code Girls: Shamim Rajani's Code Girls program has been one of the most
impactful initiatives to address gender discrimination in the IT sector. By training women in
software development, digital literacy, and business skills, Code Girls empowers women to enter
the IT workforce, providing them with the necessary skills and mentorship. To date, the program
has trained hundreds of women, many of whom have successfully entered careers in technology.
 42

Changing Attitudes and Policies Shamim's advocacy for gender equality has helped change
perceptions of women in IT. Her efforts have highlighted the importance of equal opportunities
for women in technology. As a result, some tech companies in Pakistan have begun
implementing gender diversity policies, offering equal pay for equal work, and encouraging a
more inclusive work culture.

Role Model for Women Entrepreneurs Shamim's success has made her a role model for
women in Pakistan, particularly those aspiring to become entrepreneurs in the tech field.
Through her example, many women have been inspired to pursue their own ventures and break
the glass ceiling in a traditionally male-dominated industry.

Legal and Industry Response

Gender Diversity Policies: In response to growing advocacy and social change, some
companies in Pakistan have started implementing gender diversity policies. These policies
promote inclusivity in recruitment, requiring hiring managers to avoid gender biases and
encourage a more balanced workforce. Furthermore, there have been efforts to promote women
in leadership roles, with some companies setting targets for female leadership representation.

Support from Government Initiatives: The government of Pakistan has recognized the need
for more women in tech and has introduced initiatives aimed at increasing women’s participation
in the IT sector. Programs like Women’s Digital Literacy Programs and National Incubation
Centers provide women with access to technology training, business resources, and mentorship
to help them launch and grow their own businesses.

Legal Framework for Gender Equality: Although gender discrimination laws exist in
Pakistan, such as the Protection Against Harassment of Women at the Workplace Act (2010)
and the Gender Equality Framework within the Constitution of Pakistan, enforcement remains
weak. There is a growing push from civil society organizations to hold companies accountable
for gender discrimination and ensure that women have equal access to opportunities in all
sectors, including IT.

Lessons
 43

The Importance of Support Systems: Shamim’s journey highlights the critical need for strong
support systems, both in the form of mentorship and networking. Women in the tech industry
need access to female role models who can guide them through the challenges they face. By
creating initiatives like Code Girls, Shamim has shown how support networks can help women
overcome barriers in a male-dominated field.

Changing Mindsets through Advocacy: Shamim’s story illustrates the importance of raising
awareness and advocating for gender equality. By speaking out and challenging gender biases,
she has played a key role in reshaping attitudes about women in technology. Her advocacy is a
powerful tool in creating a more inclusive environment for future generations of women in IT.

Breaking the Barriers for Women Entrepreneurs: Women entrepreneurs in Pakistan face
unique challenges, especially in the tech sector. Shamim’s experience demonstrates that with
perseverance and the right support, women can overcome these challenges and build successful
businesses. Programs that provide women with access to funding, business development
resources, and mentorship are crucial to breaking down the barriers that prevent women from
starting and scaling their businesses.

Solutions and Recommendation

7.1 Strengthening Legal Protections and Enforcement

Strengthening legal protections and enforcement is crucial in addressing gender discrimination in

the workforce. In many countries, including Pakistan, existing laws may not be fully enforced or
may lack the necessary mechanisms to protect women from workplace discrimination. Ensuring
that laws such as the Protection Against Harassment of Women at the Workplace Act (2010)
are effectively implemented can create safer and more equitable environments for women.
Additionally, it is essential to establish clear reporting systems and support structures that
encourage women to come forward without fear of retaliation.
 44

Implementation of Existing Laws: Pakistan has laws such as the Protection against Harassment
of Women at the Workplace Act (2010). Strict enforcement is crucial to ensure compliance and
deter violations.

Streamlined Complaint Mechanisms: Create accessible and confidential reporting channels for
workplace harassment and discrimination cases, ensuring swift investigation and resolution.

Policy Reviews: Periodically review and update workplace laws to address emerging issues in
gender equity and align with international standards.

Judicial Sensitization: Train judicial bodies to handle cases of workplace gender discrimination
effectively, ensuring fair judgments and penalties.

For example, in Shamim Rajani’s case, despite the legal frameworks in place, she faced
significant barriers as a woman in a male-dominated industry. Strengthening the enforcement of
gender equality laws would make it easier for women like Shamim to gain access to the same
opportunities as their male counterparts. This includes ensuring that companies are held
accountable for discriminatory practices, and women have the legal backing to seek justice.

7.2 Promoting Gender-Sensitive Workplace Policies

Equal Pay for Equal Work: Enforce wage equality by implementing transparent salary
structures and regular audits to identify pay gaps. Women in Pakistan earn 34% less than men
for the same work (World Economic Forum, 2023). Regular audits can bridge this pay gap.

Example: A multinational company operating in Pakistan, like Unilever, conducts annual pay
audits to ensure wage parity between male and female employees in similar roles.

Result: This reduces gender-based pay disparities and boosts morale and retention among female
employees.

Flexible Work Arrangements: Offer options such as remote work, flexible hours, and childcare
facilities to accommodate working mothers and encourage their participation in the workforce .
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Research by the International Labor Organization (ILO) in 2022 revealed that 62% of working
mothers in Pakistan leave their jobs due to the lack of childcare facilities, indicating a dire need
for workplace support.

Example: Telenor Pakistan introduced remote work and flexible hours for working mothers,
allowing them to balance professional and personal responsibilities effectively.

Result: This initiative resulted in a 25% increase in female retention rates.

Example: Organizations like Engro and Khaadi provide in-house daycare centers to support
working mothers.

Result: This facility has encouraged more women to return to work after maternity leave,
increasing their participation in the workforce.

Anti-Discrimination Training: Mandate training programs for managers and staff to prevent
gender bias in recruitment, promotions, and daily interactions. Studies show that workplaces
with regular training report a 45% reduction in discriminatory practices (Aurat Foundation,
2021).

Example: Nestlé Pakistan conducts mandatory workshops on unconscious bias and gender
sensitivity for all employees.

Result: This training has helped foster a more inclusive work culture, reducing instances of
discrimination in recruitment and promotions.

Zero-Tolerance Policies: Establish a strict zero-tolerance policy for harassment and

discriminatory behavior, backed by disciplinary actions. A survey conducted by the Pakistan
Bureau of Statistics in 2020 found that 68% of women hesitate to report harassment due to fear
of retaliation, emphasizing the importance of strict enforcement.
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Example: Banks like HBL have implemented strict anti-harassment policies, with clear
reporting mechanisms and disciplinary actions for offenders.

Result: This has created a safer workplace environment, encouraging women to report
misconduct without fear of retaliation.

Health and Maternity Benefits

Example: Packages Limited provides paid maternity leave beyond the legal requirement, along
with post-maternity support programs for new mothers.

Result: This policy has increased the number of women returning to work after childbirth,
contributing to gender diversity in the workplace.

Gender-Sensitive Recruitment Practices

Example: Software companies like Systems Limited ensure gender-neutral job advertisements
and actively recruit women for roles traditionally dominated by men.

Result: Women now constitute a significant portion of their workforce in technical fields,
breaking gender stereotypes.

7.3 Raising Awareness and Educating Employers and Employees

Awareness Campaigns: Conduct national and organizational campaigns to highlight the

economic and social costs of gender discrimination.
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Example: In 2022, the UNDP launched the "Ending Gender Discrimination in Workplaces"
campaign in Pakistan, using seminars, media outreach, and workshops to educate employers
about the impact of gender inequality.

Result: Increased awareness among employers led to a 15% rise in inclusive workplace policies
in participating organizations.

Employer Education: Train employers to recognize unconscious biases and promote inclusive
practices that value diversity and equity.

Example: Organizations like Telenor Pakistan regularly conduct training sessions for managers
to identify and overcome unconscious biases in hiring and performance evaluations.

Result: These initiatives have improved gender diversity in leadership roles, with women
making up 30% of management positions.
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Employee Empowerment: Provide workshops for employees to understand their rights and the
avenues available for seeking redress against discrimination.

Example: Nestlé Pakistan’s Gender Balance Accelerator provides female employees with
mentorship, career guidance, and knowledge of workplace rights.

Result: The program has empowered women to pursue leadership roles, increasing female
representation in mid-level management by 20%.

Engaging Men as Allies: Encourage male employees to support gender equality initiatives,
fostering a collaborative and respectful workplace culture.

Example: The HeForShe Pakistan Chapter, supported by UN Women, encourages male

employees to actively support gender equality initiatives within their organizations.

Result: This approach has led to more inclusive workplaces, with male leaders advocating for
female promotions and equal pay.

7.4 Encouraging Female Representation in Leadership Roles

Mentorship Programs: Establish mentorship initiatives to guide and empower women in

advancing their careers and breaking the glass ceiling.

Example: The Pakistan Women Entrepreneurs Program by the World Bank pairs young female
professionals with successful women leaders for mentorship and skill development.

Result: Over 500 women have advanced to managerial and entrepreneurial roles since the
program's inception.

Quotas and Targets: Implement gender quotas for leadership roles to ensure women are
represented in decision-making positions.
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Example: The Securities and Exchange Commission of Pakistan (SECP) mandates a minimum
of one female director on corporate boards of listed companies.

Result: This has increased female board representation from 6% in 2017 to 12% in 2023.

Celebrating Success Stories: Highlight successful female leaders as role models to inspire and
motivate women to pursue leadership opportunities.

Example: Engro Corporation annually highlights female employees’ achievements through

awards and public recognition.

Result: These initiatives have inspired other women in the organization to aim for leadership
roles.

Skill Development: Provide training programs for women in leadership, negotiation, and
strategic decision-making to prepare them for high-level roles.

Example: CodeGirls Pakistan provides free training in leadership, coding, and business
management to young women aspiring for leadership positions in tech.

Result: Hundreds of women have transitioned into tech leadership roles, breaking barriers in a
traditionally male-dominated industry.

By implementing these recommendations, Pakistan can move toward eliminating gender

discrimination in workplaces. Strengthening legal protections, fostering gender-sensitive
policies, and encouraging female leadership will not only empower women but also boost
economic growth and national development. These steps are essential to creating an inclusive
and equitable work environment where everyone can thrive.

8. Conclusion: Summary of Findings and Future Directions for

Gender Equality in the Workplace
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8.1 Summary of Findings

Gender inequality in workplaces across Pakistan is a multifaceted issue rooted in cultural,
economic, and systemic barriers. Women face significant challenges, including limited access to
quality education and skill development, which hinder their ability to participate in the
workforce. Discriminatory practices such as unequal pay, restricted mobility, and gender
stereotyping further exacerbate these issues. Despite women making up a substantial portion of
the population, their contributions to the formal economy remain underutilized due to systemic
biases and societal norms.

A key obstacle identified is the unsafe work environment, where harassment and inadequate
protections discourage women from entering or continuing in professional roles. This contributes
to the high attrition rates among female employees and perpetuates a cycle of
underrepresentation. Additionally, a glaring pay gap highlights the disparity in economic rewards
for equal work, while the absence of women in leadership positions reflects a lack of
opportunities for career advancement.

These challenges not only limit women’s professional growth but also have a profound impact
on Pakistan’s economy. Studies suggest that addressing gender discrimination could significantly
enhance economic output, contributing billions of dollars to the GDP. The untapped potential of
women, if harnessed, could drive innovation, improve organizational productivity, and foster
overall societal progress.

Efforts to combat workplace gender discrimination must focus on creating inclusive policies,
strengthening legal frameworks, and fostering cultural change. Empowering women through
education, mentorship, and skill development is essential for addressing the underlying
inequalities. Achieving workplace gender equality is not merely an ethical imperative but also a
critical step toward economic development and societal advancement.
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8.2 Future Directions for Gender Equality in Workplaces

To address these challenges, concerted efforts must be made by policymakers, organizations, and
society as a whole. The following strategies are proposed for fostering gender equality:

1. Legislative and Policy Reforms

Strengthen enforcement of existing laws like the Protection against Harassment of Women at the
Workplace Act (2010).

Introduce new policies mandating equal pay, quotas for female leadership, and workplace safety
measures.

2. Creating Inclusive Work Environments

Encourage workplaces to adopt gender-sensitive policies such as flexible work hours, childcare
support, and zero-tolerance approaches to harassment.

Promote cultural shifts through awareness campaigns that address unconscious biases and
encourage male allies in gender equality initiatives.
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3. Skill Development and Education

Invest in female education and vocational training to bridge the skill gap.

Introduce mentorship and leadership programs tailored for women to increase representation in
decision-making roles.

4. Economic Empowerment Initiatives

Facilitate women entrepreneurs through financial support, training, and mentorship.

Promote women in non-traditional fields, including technology, finance, and business

management, to diversify occupational choices.

5. Monitoring and Accountability

Establish transparent systems to monitor gender equality progress in organizations.

Conduct regular audits to assess wage gaps, workplace inclusivity, and representation in
leadership roles.

6. Public-Private PartnershipsFoster collaboration between government, private sector, and

NGOs to address gender inequality holistically.

Launch large-scale initiatives to encourage women’s participation in the formal workforce and
entrepreneurship.

Call to Action

The path to gender equality in workplaces demands collective responsibility. Organizations must
lead by example, policymakers must enforce protective measures, and society must support
women's aspirations. Addressing gender inequality is not merely a social justice issue but an
economic and developmental imperative for Pakistan.

Vision for the Future

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By adopting these strategies, Pakistan can create a more equitable workplace environment where
women contribute meaningfully to the economy. Empowered women will not only drive
innovation and productivity but also uplift their families and communities. Gender equality is not
a distant goal; it is a tangible outcome achievable through sustained commitment and action.