Gender Equality in Employment in Pakistan

1. Introduction

Many women in Pakistan work hard to build a better future for themselves and their families. However, getting equal opportunities at work is still a major challenge. Many women receive lower salaries than men, face workplace harassment, have fewer chances for promotion, and experience discrimination when applying for jobs. These problems not only affect careers but also reduce women’s financial independence and limit their contribution to the country’s economy.

Although Pakistan has laws to protect women’s employment rights and promote equality, many women still do not receive equal treatment in the workplace. This gap between what the law promises and what happens in real life shows that gender equality in employment remains an important issue of human rights, social justice, and national development in Pakistan.

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2. Evidence and Current Situation

According to the World Bank Gender Portal (2025), based on International Labour Organization (ILOSTAT) estimates, the female labour force participation rate in Pakistan is 24.0% compared with 80.1% for men. This large difference shows that women continue to face significant barriers to entering and remaining in the labour market. Many women are employed in informal or low-paid jobs where they have fewer legal protections, limited job security, and fewer opportunities for career growth. These figures suggest that despite existing legal protections, women still do not have equal access to employment opportunities in Pakistan.

The World Bank Women, Business and the Law 2026 report also highlights that legal reforms alone are not enough to achieve gender equality. The report explains that countries need effective enforcement mechanisms, strong institutions, and practical implementation of laws to ensure that women can fully enjoy their legal rights. This indicates that the challenge is not only creating laws but also ensuring that they are properly implemented and enforced in the workplace.

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3. Legal Framework Protecting Gender Equality

Pakistan has several laws that protect women’s rights and promote gender equality in employment. The Constitution of Pakistan (1973) is the country’s highest law and gives men and women equal rights. Article 25 says that all citizens are equal before the law and have the right to equal protection. It also allows the government to introduce special measures to support and protect women. Article 27 says that no one should face discrimination in government jobs because of their gender. Article 34 encourages the government to ensure that women play a part in all areas of national life, including education, employment, and decision making.

Pakistan has also introduced laws to protect women in the workplace. The Protection Against Harassment of Women at the Workplace Act helps create a safe and respectful working environment. It requires employers to take complaints seriously, establish complaint committees, and act against workplace harassment. The purpose of this law is to ensure that women can work with safety, dignity, and equal opportunities.

In addition to national laws, Pakistan has made international commitments to protect women’s employment rights. Pakistan is a member of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), which calls for equal opportunities, equal pay, and freedom from discrimination at work. Pakistan has also ratified the International Labour Organization (ILO) Equal Remuneration Convention (No. 100), which supports equal pay for equal work, and the ILO Discrimination (Employment and Occupation) Convention (No. 111), which prohibits discrimination in employment.

Figure 1. Legal Framework Protecting Gender Equality in Employment in Pakistan

Source: Developed by the Author based on the Constitution of Pakistan (1973), the Protection Against Harassment of Women at the Workplace Act, CEDAW, and ILO conventions.

4. Implementation Challenges and Legal Analysis

Pakistan has laws to protect women’s rights at work, but putting these laws into practice remains difficult. The following sections explain the main challenges.

4.1 Weak Enforcement of Laws

Pakistan has laws to protect women’s rights at work, but these laws are not always properly enforced. Many employers do not fully follow labour laws, and workplace inspections are often limited. This happens because workplaces do not have proper complaint committees, labour inspections are not regular, and many women do not know about their legal rights. Some women are also afraid to report problems because they fear losing their jobs. As a result, many women continue to face discrimination and harassment without receiving justice, which reduces their confidence and limits their career opportunities. The World Bank Women, Business and the Law 2026 report shows that having laws is not enough; strong enforcement and effective institutions are needed to protect women’s rights in practice.

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4.2 Gender Pay Gap

Many women in Pakistan still earn less than men for similar work. This happens because many women work in low-paid or informal jobs, and in some workplaces equal pay laws are not properly followed. Low wages reduce women’s financial independence and affect their quality of life. They also reduce women’s contribution to the country’s economy.

Research and international reports show that equal pay increases women’s economic participation and supports sustainable economic growth.

4.3 Workplace Harassment

Workplace harassment remains a serious problem for many working women. Many women do not report harassment because they fear losing their jobs or believe that no action will be taken. Some organizations also fail to implement anti-harassment laws properly. Harassment creates an unsafe working environment and affects women’s mental health, job performance, and willingness to continue working. Some studies show that safe workplaces increase employee confidence, productivity, and equal participation in employment.

4.4 Cultural and Social Barriers

Social and cultural attitudes continue to limit women’s employment opportunities. In some communities, traditional beliefs discourage women from working outside the home or taking leadership positions.

These attitudes reduce women’s employment opportunities and limit their career growth. Research suggests that education, awareness, and community support can help change social attitudes and improve gender equality.

4.5 Low Female Labour Force Participation

Women’s participation in Pakistan’s labour force is much lower than men’s. Many women face barriers such as limited job opportunities, family responsibilities, discrimination, and weak implementation of labour laws. Low participation reduces women’s income and slows Pakistan’s economic and social development. According to the World Bank Gender Data Portal, based on ILOSTAT estimates, Pakistan has one of the lowest female labour force participation rates in South Asia. This shows that stronger legal enforcement, equal opportunities, and supportive workplace policies are needed to increase women’s participation in the labour market.

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Figure 2. Gender Inequality in Employment

5. Policy Recommendations

Pakistan has laws to protect women’s rights at work, but these laws need to be implemented more effectively. The following recommendations can help improve gender equality in employment.

5.1 Strengthen the Implementation of Laws

The government should make sure that employers follow laws and protect women’s rights. Regular workplace inspections and better monitoring can help reduce discrimination and improve the implementation of existing laws. According to the World Bank Women, Business and the Law 2026 report, strong enforcement is essential to make legal protections effective.

5.2 Ensure Equal Pay

Women and men should receive equal pay for the same work. Employers should follow equal pay laws, and government departments should regularly check whether these laws are being followed. The International Labour Organization (ILO, 2025) states that equal pay helps reduce inequality and improve economic growth.

5.3 Create Safe Workplaces

Every workplace should have an active anti-harassment committee and a clear system for reporting complaints. A safe workplace allows women to work with confidence and dignity. UN Women Pakistan (2025) highlights that safe and respectful workplaces encourage greater participation of women in the labour force.

5.4 Increase Awareness of Legal Rights

Many women do not know about the legal rights available to them. The government, educational institutions, and civil society organizations should organize awareness campaigns and workshops to help women understand and protect their rights. The World Bank (2026) emphasizes that awareness of legal rights is important for improving women’s access to justice.

5.5 Promote Women in Leadership

More opportunities should be created for women to work in management and leadership positions. Equal representation in decision-making can help build a fairer and more inclusive workplace. The World Bank Regional Gender Action Plan 2026–2030 identifies women’s economic leadership as an important part of inclusive development.

5.6 Improve the Complaint System

Women should be able to report discrimination or harassment without fear. Complaint procedures should be simple, confidential, and handled fairly so that women feel safe seeking justice.

Overall, achieving gender equality in employment requires more than good laws. It requires strong implementation, public awareness, accountable institutions, and safe opportunities so that every woman can work with dignity, safety, and fairness.

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Figure 3. Gender Equality in Employment

6. Conclusion

Gender equality in employment is about more than getting a job. It is about giving every woman the right to work with dignity, safety, respect, and equal opportunities. Pakistan has made important progress by introducing constitutional protections, labour laws, and international commitments to protect women’s employment rights. However, many women still face unequal pay, workplace harassment, discrimination, and weak enforcement of these laws.

Real change will not come from passing more laws alone. It will come when existing laws are properly implemented, workplaces become safer, and women have equal opportunities to grow and succeed. The government, employers, and society all have a shared responsibility to make this happen. A country cannot achieve sustainable development while half of its population continues to face barriers at work. By turning legal rights into real opportunities, Pakistan can build a more just, inclusive, and prosperous future where every woman has the chance to contribute and succeed.

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References:

1. World Bank. (2026). Women, Business and the Law 2026: Benchmarking laws for jobs and inclusive growth. World Bank. https://documents.worldbank.org/en/publication/documents-reports/documentdetail/099042126155135711
2. World Bank. (2025). Gender Data Portal: Pakistan. https://genderdata.worldbank.org/en/economies/pakistan
3. International Labour Organization. (2025). ILOSTAT database. https://ilostat.ilo.org
4. UN Women Pakistan. (2025). Women’s economic empowerment. https://pakistan.unwomen.org
5. Pakistan Bureau of Statistics. (2024). Labour Force Survey 2020–21. Government of Pakistan. https://www.pbs.gov.pk
6. Constitution of the Islamic Republic of Pakistan. (1973). Government of Pakistan. https://pakistancode.gov.pk
7. Protection Against Harassment of Women at the Workplace Act, 2010. Government of Pakistan. https://pakistancode.gov.pk
8. United Nations. (1979). Convention on the Elimination of All Forms of Discrimination against Women (CEDAW). https://www.un.org/womenwatch/daw/cedaw
9. International Labour Organization. (1951). Equal Remuneration Convention, 1951 (No. 100). https://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_INSTRUMENT_ID:312245
10. International Labour Organization. (1958). Discrimination (Employment and Occupation) Convention, 1958 (No. 111). https://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_INSTRUMENT_ID:312256

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