Less than men?
Among the countless barriers to Pakistan's sociopolitical and economic sphere that women of this country face in their daily lives, the gender pay gap in Pakistan's labour market particularly stands out as a glaring indicator of institutional inequality. The recently launched 'Pakistan Gender Pay Gap Report 2024' by the International Labour Organisation (ILO) declares that women in Pakistan, on average, earn 25% less than their male counterparts in hourly wages and 30% less based on monthly wages. This is unfortunately one of the highest income disparities compared to other lower- and middle-income countries.
This irrefutable proof of wage inequality comes armed with rebuttals to common societal scenarios that question women's aptitude and worth. The report highlights that the wage gap persists even when women possess qualifications and experience equivalent to their male counterparts. In fact, women in wage employment are often more likely to hold higher levels of education than men. The stark reality for women — who constitute only 13.5% of Pakistan's workforce - reveals entrenched systemic biases. Not only are women significantly less likely to be selected over male candidates, but those who are hired often receive lower wages than men. On top of this disparity, employed women often have to go home to clock in for what Simone de Beauvoir called a 'second shift' — he household responsibilities that men did not pick up when women started to join the workforce.
Ultimately, not only do they work two 'jobs', but women in Pakistan are significantly underpaid and underappreciated for both. Calls for gender parity will continue to ring hollow without legislative teeth, transparent implementation and a cultural reset. A strategy that involves wage transparency is also largely needed to push for accountability by those responsible. The issue is long overdue.
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Business Recorder
4 days ago
- Business Recorder
Women still paid less
'The gender pay gap in Pakistan is high from an international perspective', proclaims the ILO Gender Pay Gap in Pakistan Report 2025, which is a detailed empirical analysis and policy implications endeavor by the ILO Country Office. A joint Foreword penned by ILO Country Office and Federal Ministry of Overseas Pakistanis and Human Resource Development states that 'The persistence of the gender pay gap (GPG) is one of the clearest indications of gender inequalities in the labor market. The GPG implies that women earn less than men for the same work, or for work of equal value. It exists for a range of reasons, including vertical segregation in the labor market and the presence of a penalty against 'feminized' occupations. The GPG also perpetuates gender inequalities outside of the labor market. In particular, a large gap decreases the incentives for women to pursue education, enter the labor force and progress in their careers. This, in turn, perpetuates the unequal distribution of unpaid care work and unequal bargaining power within the household. Reducing the GPG is, therefore, important from multiple perspectives.' Women all over the world face various gender-based prejudices but continue their struggle to attain equality. Acknowledging the significance of women and their remarkable competences and potentials is imperative for them to get equal recognition. The acknowledgment is mostly in rhetorical speeches and vague commitments despite the fact that discrimination is systemic, especially in a patriarchal ecosystem. Credit is of course due to enlightened employers who endeavor to provide a level playing field to women employees and who go the extra mile to implement fair and gender-neutral policies in recruitment, in privileges, and in promotions. Planning and approving the induction of women employees in the enterprise requires a comprehensive and pragmatic decision-making attitude since it is a precursor to a healthy, facilitative, and gender-equality dynamics. The question then still hovers beyond the employment landscape. Why do women get paid less than their male counterparts? The ILO Report has done a deep dive study, taking into account the disparities. Using data from the country's Labour Force Surveys from 2013 to 2021, it offers updated estimates of the level of the gap, as well as the main drivers behind it. Moreover, the GPG is larger in agriculture and manufacturing compared to the service sector. Highlighting the LFS, the Report notes that 'discrimination likely plays an important role in explaining the gender pay gap, and that discrimination is most prevalent in the informal economy and low paid jobs. The data shows that the GPG decreased by approximately eight percentage points in Pakistan between 2018 and 2021 when measured using both hourly and monthly wages. This observed decline can principally be attributed to a reduction in the contribution of the unexplained component of the gap. While this unexplained component still accounts for most of the GPG, especially at the bottom of the wage distribution, its role has decreased in recent years'. The role of Employers and Workers Federations, as well as the women politicians and social activists, need to be considered too. Every year, International Women's Day is celebrated widely by nearly all of them. Seminars, rallies, marches, and banners are a common feature. Speakers and experts talk passionately about gender equality, discrimination, women rights, and what not. Many such seminars and conferences are held in plush hotels where the women workers are relatively less in attendance. Resolutions are presented and approved but the next day it is back to normal. The female workers continue to walk few miles or take a rickety bus to work, put in long hours, and then face the ordeal of reaching home to take care of family chores. Most of them are resigned to accepting a lower paycheck, and if working in the agriculture sector, may be working without emoluments. Women Parliamentarians usually have a nonchalant attitude towards women workers. Take ILO Convention 190 on Harassment and Violence in the World of Work. It has been six years since the ILO International Labour Conference in Geneva adopted this Convention. However, Pakistani Parliamentarians have other priorities to tackle instead of ratifying C190. Probably, a large majority of women Parliamentarians are least bit concerned nor have any knowledge about this essential Convention. Another depressing factor is that the Boards and Executive Committees of Employers and Workers Federations are mostly male-oriented, and some have token women representation. Obviously, this male-dominant culture negatively impacts on fighting for rights of women. Media must also promote gender equality and equal pay and rights. There is a tendency in soap operas where in more ways than one, the male character in various plays and serials is primarily more dominant, depicting his 'importance' in office or place of work, and seemingly very dictatorial. If women are demeaned through any character in these dramas, there is generally a muted response from social activists as well as from women-based organizations. The ball is in the court of women too. The Report reveals that 'Pakistan has the largest gap between men's employment rate (79.2 per cent) and women's employment rate (23.2 per cent in 2021) in the South Asia region. This employment gap has not substantially decreased over the last decade. Women account for just 13.5 per cent of employees in Pakistan' and 'on average, the GPG in Pakistan is larger among older workers, individuals with low levels of educational attainment, informal workers and individuals working in the private sector'. The Report further states that 'In occupations where men are more highly educated than women – such as craft and related trades, as well as elementary occupations – the GPG is even larger'. It lists three factors that partially motivates GPG. 'The first is occupational segregation, whereby women are concentrated in lower-paying sectors and jobs, where wages are lower than in male-dominated sectors or jobs. The second is a lack of transparency in salary structures. Specifically, many organizations do not disclose their salary ranges, which can perpetuate unequal pay practices and make it difficult for women to advocate for fair wages. Third, the presence of direct discrimination and gender bias in salary negotiations appear to contribute to the persistent gender pay gap, whereby women are paid less than men in the same roles in a company'. Employers Federation of Pakistan (EFP) has been in the lead in motivating and sensitizing entrepreneurs regarding women empowerment, gender equality and equal pay. EFP will now seriously study the Report and go full force to motivate member enterprises to revisit their established policies, if any, of employing women at a lower wage in comparison to male workers. Member companies would be encouraged to increase women employment and, if needed, upskill and mentor them for promotion and more managerial responsibilities. Companies must adopt an honest approach that goes above and beyond in nurturing women right from the start of their careers. They must implement fair and gender-neutral policies prioritizing individual skills and talent during recruitment. It is time to end gender stereotypes and biases affecting hiring, promotions and workplace dynamics. The overarching goal is to achieve systemic changes that would advance women in their careers instead of cosmetic implementation of gender-centric policies that look impressive on paper. Geir Thomas Tonstol, Country Director, ILO Islamabad Office, encouragingly offered that 'ILO is committed to providing targeted technical assistance that supports the development of wage-setting mechanisms promoting fairness and equity, across both formal and informal sectors. Our aim is to ensure that pay systems are transparent, responsive to sectoral realities, and aligned with principles of equal remuneration for work of equal value'. Copyright Business Recorder, 2025
Business Recorder
5 days ago
- Business Recorder
Gender pay gap
EDITORIAL: While Pakistan has made notable progress in increasing women's participation across various fields of national endeavour — including those traditionally dominated by men — the gender pay gap continues to persist. Findings from the International Labour Organisation (ILO) study titled 'Gender Pay Gap in Pakistan: An Empirical Analysis' reveal that women in Pakistan earn, on average, 30 percent less than men, even when they have similar qualifications and experience and are employed in comparable roles. This is a troubling reflection of the deeply entrenched gender bias that continues to shape the country's labour market. The report further notes that Pakistan's wage disparity is among the highest compared to other lower-middle-income countries — a stark reminder that, despite visible gains, sexism remains a major barrier to achieving genuine gender equality. This economic inequality is fuelled in large part by usual gender stereotypes that continue to devalue women's work. These biases are often implicit, embedded in workplace culture and decision-making processes, making them harder to identify and even harder to challenge. As a result, women frequently receive lower pay than men for doing the same work, not due to performance or qualifications, but due to the perceived lesser value of their work. The wage gap is particularly wide in the informal sector, where a large number of women are employed in unregulated settings with little to no labour protections. According to the ILO report, even women with higher levels of education often earn significantly less than men with similar — or in some cases, lower — qualifications. This disparity points to deeply rooted biases in hiring, salary setting, and promotion practices. In the formal private sector, the pay gap is somewhat narrower, and it is lowest in the public sector, where regulated wage structures and standardised pay scales offer a greater degree of parity. Yet, even in government employment, the 'glass ceiling' remains intact. Women are often overlooked for leadership roles and promotions, even when they meet or exceed the qualifications and experience required. This exclusion is especially visible in high-ranking, influential positions, where men continue to dominate. In other words, while women may hold roles similar to their male colleagues, they are frequently excluded from senior decision-making positions, limiting their career growth and earning potential. What these findings make clear is that the gender pay gap in Pakistan is not simply the result of women being concentrated in lower-paying sectors. Rather, it reflects systemic and ingrained gender bias in salary decisions across all levels of employment. Tackling this issue requires a comprehensive, multi-pronged approach. Legal reforms must be enacted and enforced to ensure equal pay for work of equal value. Efforts must also be made to expand women's access to higher-paying jobs and leadership opportunities across all sectors. Also, there is a pressing need to challenge societal attitudes through educational campaigns and workplace initiatives that confront gender stereotypes. Encouraging women to pursue careers of their choice on an equal footing with men is not just a matter of fairness; it is essential for building a more just, inclusive, and economically resilient society. Copyright Business Recorder, 2025
Express Tribune
6 days ago
- Express Tribune
Less than men?
Listen to article Among the countless barriers to Pakistan's sociopolitical and economic sphere that women of this country face in their daily lives, the gender pay gap in Pakistan's labour market particularly stands out as a glaring indicator of institutional inequality. The recently launched 'Pakistan Gender Pay Gap Report 2024' by the International Labour Organisation (ILO) declares that women in Pakistan, on average, earn 25% less than their male counterparts in hourly wages and 30% less based on monthly wages. This is unfortunately one of the highest income disparities compared to other lower- and middle-income countries. This irrefutable proof of wage inequality comes armed with rebuttals to common societal scenarios that question women's aptitude and worth. The report highlights that the wage gap persists even when women possess qualifications and experience equivalent to their male counterparts. In fact, women in wage employment are often more likely to hold higher levels of education than men. The stark reality for women — who constitute only 13.5% of Pakistan's workforce - reveals entrenched systemic biases. Not only are women significantly less likely to be selected over male candidates, but those who are hired often receive lower wages than men. On top of this disparity, employed women often have to go home to clock in for what Simone de Beauvoir called a 'second shift' — he household responsibilities that men did not pick up when women started to join the workforce. Ultimately, not only do they work two 'jobs', but women in Pakistan are significantly underpaid and underappreciated for both. Calls for gender parity will continue to ring hollow without legislative teeth, transparent implementation and a cultural reset. A strategy that involves wage transparency is also largely needed to push for accountability by those responsible. The issue is long overdue.
