Should All Businesses and Professions Aim to Have an Equal Number of Men & Women in the Workforce in Pakistan?

8 min readApr 16, 2023

Pakistan has made strides in various sectors, but gender equality in the workforce remains challenging. With a gross national income of 1470 (Fig. 1), Pakistan lags behind India and Bangladesh, partly due to its low female labor force participation rate of around 23% (Fig. 2).

Moreover, only 25% of women with a university degree in Pakistan are employed.

This untapped potential impacts the economy and women’s empowerment in society.

In this blog post, we will explore: Should all businesses and professions in Pakistan aim to have an equal number of men and women in the workforce? We will consider the potential impact of a more inclusive and diverse workforce on Pakistan’s future.

Importance

Achieving an equal number of men and women in the workforce in Pakistan is crucial for the country’s social, economic, and political development. Closing the gender gap could increase Pakistan’s GDP by up to 30% (ILO, 2017), a significant leap compared to Bangladesh’s 36.3% female labor force participation (World Bank, 2020). By incorporating more women into the workforce, Pakistan can boost economic productivity, enhance social cohesion, and reduce poverty.

Empowering women through employment can break intergenerational cycles of gender inequality, as working women are more likely to invest in their children’s education and well-being. Gender-balanced workforces also foster innovative and efficient problem-solving, essential for Pakistan’s rapidly evolving economy.

Benefits of Gender-Balanced Workforce in Pakistan

Economic Growth and Poverty Reduction

Incorporating more women into the workforce can significantly increase Pakistan’s GDP and reduce poverty. Closing the gender gap could raise GDP by up to 30% (ILO, 2017), contributing to poverty reduction and economic growth.

Empowerment and Social Change

Increasing female participation in the workforce can lead to empowerment and social change in Pakistan. Economic independence allows women to challenge traditional norms, fostering gender equality and reducing discrimination.

Enhanced Innovation and Problem-Solving

Gender-balanced workforces bring greater innovation and problem-solving capabilities. A diverse workforce in Pakistan can address unique challenges and create more inclusive solutions.

Better Access to Services and Markets

Female service providers in healthcare, education, and finance can improve access to essential services for other women. Additionally, women entrepreneurs can create new market opportunities and cater to the untapped female consumer base.

Challenges

Pakistan faces challenges in achieving gender balance in its workforce due to societal expectations prioritizing family over career for women. Female medical graduates may not practice due to early marriage or limited autonomy. Traditional male-dominated industries like engineering and construction discourage women’s participation, while societal discrimination and gender stereotypes limit their professional growth opportunities.

Moreover, In Pakistan, cultural norms often make patients uncomfortable with male gynecologists, further highlighting gender biases. A societal shift is needed to address this issue, which can be achieved through increased awareness and education.

Men’s institutionalized power influences women’s lives, while traditional masculinity pressures cause an identity crisis for men. Society often deems men in non-masculine roles, such as nursing or teaching, as less competent. Men face expectations to prioritize traditional careers over personal aspirations. They also experience workplace harassment and negative perceptions when seeking family leave or expressing vulnerability. Workplaces frequently lack emotional support for men, with a study showing men who cry receive lower performance evaluations compared to women who cry.

Although affirmative action could solve this problem, critics argue against it, such as the promotion of reverse discrimination and violation of equality by considering gender in employment decisions. However, supporters argue that considering gender does not necessarily entail reverse discrimination, as the final objective is equality in terms of employment. Furthermore, gender has now become an important metric in employment and must be considered to provide equal opportunity. The focus should be on the benefits of a more inclusive workforce in Pakistan which heavily outweigh the costs.

Ethical Frameworks

Utilitarianism

In terms of the utilitarian perspective, we discuss the costs and benefits of the following two alternative courses of action in regard to gender representation in the workforce.

1. Current Male dominated workspace:

Male-dominated workspaces lack diverse perspectives, hindering creativity and innovation. The absence of inclusive policies and gender wage gaps reduce morale and job satisfaction among women, leading to turnover and talent retention issues.

Research by Lean In & McKinsey indicates that 1 in 3 women have considered leaving their jobs due to discrimination. Companies face costs rather than benefits from such practices. Additionally, gender-based hiring decisions overshadow skills and experience, causing long-term productivity decline and reduced utility.

2. Gender equality in the workforce:

When women have equal workforce opportunities, they contribute to increased productivity and economic growth, benefiting everyone. Gender equality in pay and growth opportunities improves employee well-being. Women’s full participation in the workforce, with equal access to opportunities and resources, leads to reduced stress, better mental and physical health, and increased efficiency for organizations. McKinsey & Company found that companies in the top quartile for gender diversity were 15% more likely to outperform their peers and achieve higher financial returns than the industry average.

Rule Utilitarianism: The act of discrimination on the basis of gender is in itself wrong. Therefore gender parity in the workforce should be a societally determined rule which will lead to higher overall utility in long run.

Rights perspective: The constitution of Pakistan guarantees fundamental rights to all citizens, including the right to equality before the law and non-discrimination on the basis of gender, religion, race, caste, or creed. Not just a legal right, equal treatment of all genders also qualifies as a moral right.

Analyzing from the rights perspective, gender equality in the workforce is evaluated based on the principle of equal opportunity and non-discrimination. Everyone has the right to not be discriminated against on the basis of their gender or race. To protect this right, businesses should aim to have an equal number of men and women working for them.

Kantian ethics

First Formulation

Universalizability: If gender discrimination were to become a universal law, it would result in a world where people are denied opportunities and advantages based solely on their gender rather than their individual merits and abilities. This would lead to an unfair and unjust society, where people are not treated as ends in themselves but rather as means to an end, i.e., fulfilling the arbitrary gender-based criteria of those in positions of power.

Reversilizability: What if someone refuses to give you an opportunity just because of your gender? Would you still want gender discrimination? An employer would not want to be discriminated against on the basis of their gender.

Second formulation: This formulation requires us to treat all individuals, regardless of their gender, as ends in themselves rather than merely as means to achieve our own goals or the goals of the organization. This means that we should not use individuals’ gender to exploit, manipulate, or unfairly advantage or disadvantage them in the workplace.

Justice Perspective: Equals, in terms of characteristics relevant to the treatment in question, should be treated equally, and unequals should be treated unequally. In terms of employment and workplace representation, those equal in terms of merit and skills should be given equal treatment, and gender should not form a basis for hiring decisions.

Recommendations

Implementing Gender Quotas:

Set targets or quotas for hiring and promoting women while ensuring flexibility. Combine quotas with societal change to encourage unbiased thinking.

Gender-Neutral Application Forms:

Reduce bias in the recruitment process by removing gender-specific language, conducting blind resume reviews, and implementing fair selection processes. Train HR and interviewers to minimize gender bias.

Inclusive Policies for Women

Formulate policies supporting equal opportunities, wages, transportation, maternity benefits, flexible work arrangements, and work-life balance. Implement returnship programs and invest in childcare infrastructure.

Encourage Girls in STEM

Promote girls’ interest in STEM careers through early exposure, mentorship opportunities, and STEM-focused activities like robotics clubs and coding camps.

Address Gender Roles and Stigmatization

Reduce stigma through education campaigns, media awareness, and advocacy efforts that challenge traditional gender roles and promote women’s rights. Increase women’s representation in leadership positions to challenge stereotypes and support professional advancement.

Conclusion

In conclusion, achieving gender equality in the workforce in Pakistan is essential for the nation’s social, economic, and political development. Closing the gender gap can boost economic growth, empower women, foster innovation, and improve access to services and markets. Overcoming the challenges of societal expectations, gender roles, and stigmatization is vital to unlocking the country’s potential. By implementing gender quotas, promoting gender-neutral application processes, and inclusive policies, encouraging girls in STEM, and addressing stigmatization, Pakistan can create a more prosperous and equitable society for all.

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Co-authors
This blog post has been co-authored by Bilal Ahmad, Eisha Khalid, and Eman Danish. We hope that the insights provided will contribute to the ongoing conversation about gender equality in the workforce in Pakistan.

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