In modern-day corporate culture, Diversity, Equity, and Inclusion (DEI) has become little more than a buzzword, often carefully curated in glossy annual reports and on marketing campaigns. But beneath all the credit that DEI is getting, one must interrogate, Is DEI actually changing workplaces in Pakistan. Or is this just another accessory, like a new pair of shoes, that society is trying on?

Revisiting DEI

Several Pakistani establishments have recently been acknowledged for their DEI initiatives. The GDEIB awards were held in 2022, in which 46 companies were nominated, and Habib Bank limited (HBL) won the most inclusive company of the year award. Such accolades indicate increasing commitment to developing inclusive workplaces.

The Truth Behind the Curtain

A closer look shows a more nuanced story. According to a survey conducted in 2021 by the International Finance Corporation (IFC) and the Pakistan Business Council, more than 50 percent of the 86 companies surveyed had less than 15 percent female representation. While 63 percent had less than 5 percent women in senior leadership positions. Additionally, almost 70% of these companies were not collecting data on gender pay gaps, and more than half had never made a public gender-specific target.

These numbers demonstrate that DEI initiatives are being promoted, but the real progress made towards achieving diversity and inclusion is minor.

Genuine Efforts Yield Results

In contrast, however, there are organizations that have adopted DEI as more than a showy, symbolic framework. Peshawar-based FF Steel has embraced inclusivity with enormous success for the business. According to CEO Zarak Khattak, hiring women has increased professionalism and productivity, and diversity within the workforce accounts for the company's success.

The Coach 360: Where Rhetoric Meets Reality

An example of an initiative taking strides in this direction is The Coach 360, a Karachi-based platform founded by Burhan Mirza. With the mission of empowering people from all spheres of life, Coach360 covers personal and professional development along with corporate training and workshops. Programs such as Skills360 Pakistan ensure that their students not only learn IT skills but also soft skills to land themselves a full-time job in the industry.

Coach360 addresses the systemic barriers to authentic inclusion in the workforce through practical training and mentorship. It demonstrates that with effective support, DEI can become much more than performative: it can lead to actual change.

Regulatory Push for Inclusion

Regulators have also acted to encourage diversity. In 2017, the Securities and Exchange Commission of Pakistan (SECP) mandated that all public-interest companies have female representation on their boards. It rose from 8.8% to almost 12% by 2019. This is some progress, but change is slow.

The Underlying Question

Amidst these developments, a review is warranted: Are the corporate DEI initiatives in Pakistan well placed to cause a change, or are they simply riding them for the sake of global alignment? When diversity appears in the marketing materials of a company — but not in its executive suites — ask if they're sincere.

Conclusion

DEI, if executed properly, also grasps the ability to change the world by promoting innovation and inclusivity. But it has to be more than just a dress code — it has to go so much further. While platforms like The Coach 360 are trying to strive for change; only real commitment, open practices and measurable outcomes are the key. As stakeholders — employees, consumers and investors — we must also audit whether organizations are truly practicing DEI or merely feeling good about proclaiming it as a badge of assimilation.

So, the question is, do you believe DEI in Pakistan’s Corporate world is a conduit to meaningful change or merely a new outfit for the same old song?