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Feminism & Corporate Success Can They Co-exist?Let’s talk about feminism in Pakistan – or better yet, can we talk about feminism in Pakistan? That is exactly what this discussion is about. Feminism in Pakistan often sparks heated debates, from misunderstandings about its principles to resistance against its implementation in societal and professional domains.
In the corporate world of Pakistan, where women’s representation is still limited, the concept of feminism can challenge traditional work dynamics, paving the way for a more inclusive and equitable environment. That’s what we are going to talk about in this blog - how feminism impacts workplace dynamics in Pakistan and explores whether it can truly co-exist with corporate success in a society deeply rooted in cultural norms and gendered expectations.
First, let's start with “What is feminism?” Feminism is a social, political, and economic movement that advocates for gender equality. In addition to achieving equal rights for all individuals, regardless of gender, it seeks to end sexism, exploitation, and oppression. With that, we come to our next question, “What is Feminism in Pakistan?” Feminism in Pakistan aims to eliminate structural injustices and enable women to attain equal rights, especially in settings where they are frequently marginalized. This translates into supporting equitable compensation, secure working conditions, and possibilities for career progression in the workplace.
Feminism aims to level the playing field in a nation where women make up barely 20% of the workforce, not to give them an unfair edge. Historically, feminist movements in Pakistan have driven significant legal reforms, such as the Protection Against Harassment of Women at the Workplace Act, of 2010. These initiatives laid the groundwork for equality, but their impact is far from universal, especially in corporate spaces where entrenched biases persist. So, what challenges do corporate women in Pakistan face? Let’s break them down.
Despite the progress made in recent years, women working in corporate Pakistan still face numerous, often systemic, challenges that hinder their career growth and professional success. These challenges are deeply rooted in cultural, societal, and organizational norms that perpetuate gender inequality.
Societal norms in Pakistan often confine a woman’s role to that of a homemaker, leaving little room for professional ambition. Women who choose to pursue careers are frequently scrutinized for not prioritizing their family life. This cultural policing extends beyond career choices, passing judgment on personal lifestyle decisions often leads to public shaming.
Women who embrace these choices are often labeled as "rebellious" or "uncultured." On the other hand, women who conform to traditional norms are still compared unfavorably to men who work long hours or take on higher responsibilities, yet face no such scrutiny. Ever heard the phrase, “He puts in more hours at the job, so why do you think you deserve a promotion?” It’s a pure reminder of how women are constantly held to different, often harsher, standards.
The corporate world in Pakistan is heavily influenced by a "boys' club" culture that hinders women from rising to leadership positions. Even when women possess the qualifications and experience required for senior roles, they are often overlooked for promotions in favor of male colleagues. This "glass ceiling" limits women’s access to career opportunities, leaving them with fewer pathways for advancement compared to their male counterparts.
Many women face limited career opportunities, often due to biases and the expectation that they will eventually leave their jobs to fulfill domestic duties. This leads to women being given fewer chances to take on leadership roles or high-responsibility projects, limiting their career growth. In some cases, men are more likely to be supported and nurtured for these opportunities, simply because it is assumed they are more committed to their careers long-term.
The "mother penalty" is a harsh reality for many working mothers in Pakistan. Women who have children are often unfairly penalized in terms of career advancement, with employers assuming that their parental responsibilities will make them less committed or available for their professional roles.
This bias can result in missed opportunities, lower wages, and slower career progression compared to their male counterparts, who are rarely held to the same expectations when it comes to balancing work and family life. Additionally, it often leads to the fear of being laid off if you get pregnant, as many women in corporate settings face the harsh reality of being sidelined or even pushed out once they begin a family.
And let’s not overlook the often-taboo topic of menstruation, which adds another layer of challenge for women in the workplace. The lack of understanding and support for basic health needs only further reinforces the barriers women face in professional environments.
How can the corporate world truly accommodate women if basic health needs, like time off or appropriate facilities for menstruation, are ignored or shamed? This lack of understanding and support further hinders women's ability to thrive professionally.
Married women, especially those without children, often find their professional worth questioned. The assumption that marriage should automatically shift a woman’s focus from career to family is pervasive. Women are sometimes treated as "less serious" about their careers if they are single or unmarried, which affects their professional credibility. The societal pressure to marry can also distract from career ambitions and deter women from making bold moves in their professional lives.
Have you ever sat in a room full of men, expressed how passionate and dedicated you are about your career, and almost felt the silent laughter behind their eyes? It's as if your ambition is a joke to them, simply because you're a woman trying to find a balance between career and home.
Women who ascend to high positions in corporate settings are frequently the target of character assassination. Rumors or accusations of "sleeping their way to the top" are often used to undermine their accomplishments. This stereotype creates an environment where women must constantly prove their competence, even when their success is based solely on hard work and merit.
Despite legal protections, workplace harassment remains a major concern for women in corporate Pakistan. The lack of consistent enforcement of anti-harassment laws, combined with the fear of retaliation, often keeps women from reporting such issues. Additionally, women face a lack of transparency in many workplaces, where vital information is hoarded or restricted, often as a result of "locker room" culture or male-dominated networks. This practice of gatekeeping information can leave women out of important discussions and decision-making processes.
The gender wage gap is a persistent issue, with women earning less than men for doing the same work. This inequality is often justified by biases, assumptions about women’s priorities, and the idea that men are "better suited" for certain roles or responsibilities. In Pakistan, this gap is particularly pronounced in corporate settings, with women often receiving lower compensation despite similar or even higher levels of performance.
Women in corporate Pakistan are sometimes reduced to being "eye candy" or treated as objects of sexual appeal. This often leads to objectification, where their professional abilities are overlooked in favor of their appearance or gender. This diminishes their overall standing in the workplace, making it more difficult for them to be taken seriously as leaders or professionals.
While being an eye candy remains an overlooked issue, women are often subject to strict dress codes, and personal expression, can become a contentious issue in many workplaces. While men are generally not expected to modify their appearance based on religious or cultural norms, women frequently face judgment or discrimination for wearing attire that aligns with their personal beliefs or cultural practices. The double standards regarding dress codes can create additional hurdles for women striving to maintain their professional image while staying true to their identities.
Despite the challenges, there is hope. Corporate feminism, when implemented effectively, can reshape workplace dynamics and create a more equitable environment.
What is corporate feminism? Corporate feminism is a framework that examines how women have been treated in the workplace over different eras, particularly highlighting systemic barriers and individual efforts. Historically, from the 1960s to the 1990s, the term captured the evolving role of women in the workforce, especially in regions like the United States.
It challenges outdated norms and strives to create inclusive, equitable workplaces where women can thrive professionally and contribute fully to economic and organizational success. While corporate feminism has gained traction globally, it holds unique importance in countries like Pakistan, where cultural, social, and economic barriers often limit women’s participation in the workforce.
Feminism has the potential to reshape the corporate landscape in Pakistan by promoting inclusivity and equality. Companies that embrace corporate feminism often experience significant benefits, including improved female employee morale, innovation, and a stronger bottom line. This section highlights the ways in which feminist principles are being implemented in corporate strategies, focusing on several organizations leading the way.
Several companies in Pakistan have taken active steps to create more inclusive and supportive work environments for women. These organizations are implementing progressive policies that encourage gender equality and empower female employees. Companies like Telenor Pakistan and Khaadi are at the forefront of introducing work-life balance initiatives, such as flexible working hours and paid maternity leave, which directly address the challenges women face in balancing career and family responsibilities.
Many organizations have taken a stance against unconscious bias, promoting gender-neutral recruitment practices and creating safe work environments for women to thrive. Lets learn what companies in Pakistan are doing,
Telenor Pakistan has been instrumental in promoting gender diversity within the corporate sector. The company recognizes that gender diversity is essential for driving innovation and improving decision-making. Some of Telenor’s key initiatives include:
Naya Aghaaz Program by Telenor, provides career opportunities for women returning to the workforce after a break. It supports their reintegration into professional settings, enabling them to resume their careers while ensuring equal pay for equal work.
Telenor ensures that women are paid equally for the same work as their male counterparts and offers flexible work hours, further encouraging gender inclusivity.
The company also offers paid maternity leave, reinforcing its commitment to supporting women in the workplace.
Khaadi, a leading fashion retail brand in Pakistan, is another company that has actively embraced gender inclusivity. The brand has implemented policies and initiatives that promote women’s empowerment at all levels:
Khaadi works to reduce unconscious bias within the workplace and ensure that women have the opportunity to advance their careers.
Khaadi invests in skill-building workshops that prepare women for leadership roles within the company, aiming to provide women with the tools and resources they need to succeed in a traditionally male-dominated industry.
The company prioritizes creating a safe and supportive work environment for all employees, further enhancing gender equality in the workplace.
Unilever Pakistan has embedded diversity and inclusion into its corporate strategy, making it a core component of the company's growth and success. Key initiatives include:
Unilever closely monitors its gender diversity metrics, aiming for equal representation of women in leadership and managerial roles.
Career by Choice Program supports women who wish to re-enter the workforce after a career hiatus, offering them flexible opportunities and resources to resume their professional journeys.
Unilever’s leadership recognizes that diverse teams lead to superior business performance and higher profitability. As a result, gender equality has become a business imperative, not just a social responsibility.
Nestlé Pakistan has created a family-friendly work environment by implementing policies designed to support female employees in balancing both professional and personal responsibilities. Notable initiatives include:
Nestlé has introduced daycare facilities at its offices and extended maternity leave to help retain talented female employees who may otherwise leave due to family obligations.
The company’s approach highlights its belief in empowering women to successfully manage their personal and professional lives, ensuring they feel supported in both spheres.
The global push for diversity, equity, and inclusion (DEI) has inspired companies in Pakistan to re-evaluate their corporate strategies. The presence of multinational corporations with progressive policies has influenced local businesses to adopt similar practices.
Movements like the Aurat March have played a crucial role in raising awareness about gender inequality in the workplace. These movements have amplified the call for change, urging businesses to prioritize ethical corporate practices and recognize the economic benefits of inclusivity.
Companies are increasingly recognizing that ignoring gender equality is no longer an option. The growing demand for ethical business practices is encouraging a shift toward more inclusive, diverse, and sustainable corporate cultures.
Coach360, a career counseling hub, is leading the charge in promoting gender equality and empowering women in the workforce. As corporate feminism continues to gain momentum in Pakistan, Coach360 plays a vital role by helping individuals, especially women, navigate their careers without societal or cultural barriers holding them back. The organization is committed to offering inclusive and equitable career counseling, ensuring women have the tools they need to succeed professionally.
Through specialized programs focused on skill-building, leadership development, and overcoming gender biases, Coach360, co-founded by Burhan Mirza provides a platform for women to break through obstacles like the glass ceiling and work-life balance challenges. Furthermore, the hub fosters a safe and supportive environment where women can openly discuss their professional struggles, ensuring that their mental health and emotional well-being are prioritized as they pursue their career goals.
As conversations about corporate feminism continue to evolve, it’s essential to recognize both global movements and local initiatives working toward workplace equality. While corporate feminism provides the framework for dismantling inequalities, platforms like Coach360 bring these concepts to life, enabling real change at the grassroots level.
Ultimately, whether corporate feminism is the ultimate solution to workplace disparities or simply one step in a longer journey is up to you to decide. The key question remains - Can we truly build a professional environment where equality and success go hand in hand, or is this an ideal we are still striving to achieve?
