According to the Global Gender Gap Report released by the World Economic Forum (2021), Pakistan ranks 153rd out of 156 countries, indicating significant gender disparities. You! takes a look…
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Gender inequality in the workplace is an ongoing challenge across the globe, and Pakistan is no exception. Although there have been significant developments in gender equality over the past three decades, many barriers still exist in the professional world that women in Pakistan must contend with. These barriers range from wage disparities and various forms of discrimination to unfair practices that enable monopolies and limit opportunities, as well as cultural norms that restrict women’s full participation in the economy. According to the Global Gender Gap Report released by the World Economic Forum (2021), Pakistan ranks 153rd out of 156 countries, indicating significant gender disparities. This article identifies gender disparity in workplaces, examines how it impacts women’s economic empowerment, and explores state-level measures to address gender inequality.
Women’s representation in the workforce remains minimal. According to data from the Pakistan Bureau of Statistics (2021), the female labour force participation rate is around 22.5 per cent, while the male participation rate stands at 80.5 per cent. This imbalance reflects cultural and societal norms that impact women’s access to, and progression, within the workforce. Women are often excluded entirely from participating in economic activities - sometimes by choice - but when they do participate, they are frequently confined to informal, low-paying jobs.
On average, women earn substantially less than their male counterparts - even when they hold the same positions. According to the International Labour Organization (ILO), women in Pakistan earn up to 30 per cent less than men. This wage gap is further intensified by the fact that women are often forced to work in low-paying industries, and their roles are more heavily undervalued compared to those of men working in the same sectors and positions.
When it comes to leadership positions in Pakistan, they are predominantly held by men. According to a report, women occupy only 3 per cent of senior management roles in the country. This disparity can be attributed to the prevailing patriarchal mind-set. Cultural norms in Pakistan enforce rigid gender roles, and women are often perceived as inherently ‘unqualified’ or ‘unsuitable’ to lead major businesses where the stakes are high. As a result of this mind-set, women are frequently excluded from leadership roles and assigned subordinate positions, regardless of their qualifications or experience.
The business world is often seen as a ‘man’s world’, where women - especially in Seth and family-run businesses - are perceived as being either too emotional or incompetent to handle complex or high-level decisions. Even when they are given leadership roles, they are often set up for failure due to ingrained biases. They are not provided with the same level of trust, resources, or autonomy as their male counterparts. If they make mistakes, they are blamed disproportionately, whereas men in comparable positions are frequently given more leeway to make errors without facing the same level of scrutiny or criticism.
Structurally, many Seth organisations are designed to prioritise male succession, often passing the business to sons or male relatives, regardless of the capabilities or qualifications of the women within the family.
Another key reason for women’s limited participation in the workforce is their role as caregivers, which restricts their opportunities for employment. Gender norms dictate that women are primarily responsible for domestic duties, requiring them to manage the balance between work and home life. In fact, 42 per cent of women surveyed by the PCSW (Punjab Commission on the Status of Women), identified household responsibilities as a barrier to working.
Gender inequality also leads to various social repercussions. The lack of economic independence among women contributes to a cycle of poverty and dependence. Women with financial means are more likely to invest in the health and education of their families, thereby improving the well-being of future generations. Moreover, gender inequality reinforces social hierarchies and stereotypes, hindering societal progress and perpetuating negative outcomes.
The economic burden of gender inequality is not an issue affecting only women - it impacts the economy as a whole.
Various companies in Pakistan are beginning to recognise the value of gender diversity in the workplace. Some multinational corporations and leading Pakistani firms have introduced gender policy reforms, including parental leave for both sexes, flexible working hours, and diversity and inclusion training programmes. NGOs and international organisations are also supporting efforts to boost women’s economic participation in Pakistan. Initiatives such as ‘The Women’s Empowerment in Pakistan Programme’, funded by the World Bank, focus on improving women’s access to education, vocational training, and financial inclusion. These programmes aim to close gender gaps in skills development, employment opportunities, and leadership roles.
While cultural and institutional barriers remain deeply entrenched, the effects of gender inequality can be challenged through legal reforms, corporate initiatives, and women’s empowerment programmes. Achieving gender equality in Pakistan’s workforce will require a collective effort from the government, private sector, and broader society. Systemic change is essential for Pakistan to unlock its full economic potential through the contributions of all its female workers. The ultimate outcome would be a more equitable and prosperous society.
Sumaira Ishaq holds a Master’s in communication and Media Studies from IoBM. She is also the co-founder of GenieSign, where she leads the company with a focus on strategic growth, digital marketing and brand development.
