In Pakistan, most women work at home or on farms. Their involvement in formal employment,
especially outside these areas, is very limited. There is a chance that certain types of work done
by Pakistani women might not be accurately reflected in surveys. This is because many survey
participants could be engaged in agriculture or informal home-based work, which is not always
recognized or reported as formal employment. Nevertheless, only a small percentage of
Pakistani women engage in work outside their homes, missing out on potentially higher-paying
job opportunities. As per the 2020-21 Labour Force Survey, Pakistan’s overall labor force
comprises 71 million individuals, with 67 million currently employed and 4.5 million
unemployed. In terms of percentages, the total labor force participation stands at approximately
45%, with female labor force participation recorded at around 21% (Mumtaz, 2023). Pakistan’s
women workforce participation rate is notably low, ranking among the lowest in both South Asia
and the world.
Additionally, Pakistan is one of the lowest-ranked countries globally in terms of gender parity,
outperforming only Iraq, Yemen, and Afghanistan. The “Global Gender Gap Report 2021” from
the World Economic Forum reveals that Pakistan holds the 153rd position out of 156 countries
on the gender parity index. Within South Asia, Pakistan is ranked 7th out of eight countries, with
a better standing only compared to Afghanistan (Makwela, 2022). In just one year, Pakistan’s
gender gap has widened by 0.7 percentage points. The country ranks 153rd in health and survival,
152nd in economic participation and opportunity, 144th in educational attainment, and 98th in
political empowerment out of 156 countries. Moreover, Pakistan has not made progress in
improving gender parity over the past sixteen years. In contrast, neighboring Bangladesh has
shown significant improvement, securing the 65th position out of 156 countries in the 2021
rankings (Makwela, 2022).
Furthermore, the participation of women in the labour force in the country is on the decline,
dropping from 24% in 2016 to 22% in 2021. This rate is notably lower than that of countries with
similar income levels. In contrast, the labour force participation rate for men stands at 83%,
indicating one of the widest gender gaps in this aspect. Even among women with higher
education levels, participation in the labour force remains low, with only 25% of Pakistani women
holding a university degree. This disparity leads to a significant potential loss of productivity.
Unlike global trends, where efforts are made to empower women through better-paying
employment for their contribution to economic growth, Pakistan’s female workforce
participation is heading in the opposite direction. The world, on average, is narrowing the gap
between male and female labour force participation rates, emphasising the importance of
women’s economic empowerment for overall growth and prosperity.SUMMARY
FACTORS CONTRIBUTING TO GENDER
DISPARITY IN THE WORKFORCE
• Incorporate digital education into the national curriculum to guarantee that every student,
including girls, acquires essential skills and knowledge for proficient use of digital technologies.
• Establish initiatives tailored for rural areas, encompassing the provision of digital
infrastructure, collaboration with government agencies, and the formulation of policies and
programs specifically designed to address the employment needs of women in rural regions.
• Prioritize and invest in both secondary and tertiary education for women in Pakistan to
enhance their access to white-collar jobs.
• Assess the quality and relevance of vocational training programs, considering the significant
occupational segregation and low female labor force participation levels at middle levels of
education.
• Implement comprehensive security and criminal justice measures to bolster female labor force
participation by addressing safety concerns impacting women’s mobility.
• Promote increased representation of women in leadership roles and advocate for the retention
of women’s reservations in the local government system in Pakistan, fostering a safer
environment and encouraging greater female workforce engagement.
• Invest in and expand state-provided public transportation services in both urban and rural
areas, ensuring reliable and accessible options for women to commute safely to work.
• Implement awareness campaigns to challenge societal norms restricting women from riding
bicycles or motorbikes alone, promoting inclusivity and acceptance of diverse transportation
choices for women.
• Implement measures to enhance the affordability and accessibility of public transportation for
women, including subsidies, fare reduction initiatives, and the introduction of women-only
transport services to create a more inclusive and accommodating environment.
• Implement programs to sensitize male family members about the significance of women’s
economic participation, fostering dialogue to dispel misconceptions and garner support for
women seeking work outside the home.
• Promote family-friendly workplace policies, including maternity leave and on-site daycare
facilities, to address women’s specific needs, fostering work-life balance and supporting the
retention and well-being of female employees.
• Launch educational initiatives to enhance financial literacy among women, especially those
without formal education.
• Encourage banks to offer personalized account options, breaking societal norms and
promoting inclusivity for both employed and housewife-labeled women in Pakistan.
• Address exploitation risks, ensure legal protections, and foster inclusion in economic policies
for home-based workers.
• Develop strategies to overcome barriers hindering women’s participation in the formal labor
force, including discrimination and harassment. Focus on increasing access to quality
employment opportunities and tackling systemic issues contributing to underrepresentation.
• Close the significant gender wage gap by promoting policies that ensure fair wages for women,
particularly in home-based work.
RECOMMENDATIONS
Incorporate digital education into the national curriculum to guarantee that every student,
including girls, acquires essential skills and knowledge for proficient use of digital technologies.
• Establish initiatives tailored for rural areas, encompassing the provision of digital
infrastructure, collaboration with government agencies, and the formulation of policies and
programs specifically designed to address the employment needs of women in rural regions.
• Prioritize and invest in both secondary and tertiary education for women in Pakistan to
enhance their access to white-collar jobs.
• Assess the quality and relevance of vocational training programs, considering the significant
occupational segregation and low female labor force participation levels at middle levels of
education.
• Implement comprehensive security and criminal justice measures to bolster female labor force
participation by addressing safety concerns impacting women’s mobility.
• Promote increased representation of women in leadership roles and advocate for the retention
of women’s reservations in the local government system in Pakistan, fostering a safer
environment and encouraging greater female workforce engagement.
• Invest in and expand state-provided public transportation services in both urban and rural
areas, ensuring reliable and accessible options for women to commute safely to work.
• Implement awareness campaigns to challenge societal norms restricting women from riding
bicycles or motorbikes alone, promoting inclusivity and acceptance of diverse transportation
choices for women.
• Implement measures to enhance the affordability and accessibility of public transportation for
women, including subsidies, fare reduction initiatives, and the introduction of women-only
transport services to create a more inclusive and accommodating environment.
• Implement programs to sensitize male family members about the significance of women’s
economic participation, fostering dialogue to dispel misconceptions and garner support for
women seeking work outside the home.
• Promote family-friendly workplace policies, including maternity leave and on-site daycare
facilities, to address women’s specific needs, fostering work-life balance and supporting the
retention and well-being of female employees.
• Launch educational initiatives to enhance financial literacy among women, especially those
without formal education.
• Encourage banks to offer personalized account options, breaking societal norms and
promoting inclusivity for both employed and housewife-labeled women in Pakistan.
• Address exploitation risks, ensure legal protections, and foster inclusion in economic policies
for home-based workers.
• Develop strategies to overcome barriers hindering women’s participation in the formal labor
force, including discrimination and harassment. Focus on increasing access to quality
employment opportunities and tackling systemic issues contributing to underrepresentation.
• Close the significant gender wage gap by promoting policies that ensure fair wages for women,
particularly in home-based work
Conclusion
Addressing gender gaps in the workforce of Pakistan is imperative for fostering economic growth,
social equity, and sustainable development. By promoting gender-inclusive initiatives, improving
educational opportunities, and dismantling systemic barriers, Pakistan can pave the way for a
more equitable and thriving workforce. Also, empowering women in various sectors, from formal
employment to home-based work, not only enhances individual livelihoods but contributes
significantly to the nation’s overall prosperity and progress. It is crucial for policymakers,
businesses, and society as a whole to collaborate in creating an environment that values and
supports the diverse contributions of women in the workforce
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