Women Workforce Participation in Pakistan: An Overview
Women's workforce participation is crucial for achieving sustainable economic growth and social development. In Pakistan, however, the female labor force participation rate remains significantly lower compared to global averages, representing a significant untapped potential. This blog aims to provide an overview of the current state of women's workforce participation in Pakistan, the challenges they face, and the potential strategies for enhancing their involvement.
Historical Context Of Women’s Participation
Women's participation in Pakistan's labor force has increased over time, from 13.95% in 1990 to 22.6% in 2019. (World Bank) However, this rate remains low compared to global averages. Women are employed across major sectors, with the highest percentages in agriculture (67%), manufacturing (16%), and community/social services (14.6%).
Factors contributing to the gradual rise in female labor force participation include economic necessity, increased education access, and evolving social attitudes. However, significant barriers persist, such as cultural norms, gender discrimination, lack of supportive policies, and limited mobility. (UNDP)
Women in Pakistan face challenges including lack of gender-sensitive infrastructure, pay gaps, job insecurity, and occupational hazards. The majority (51.9%) are unpaid family workers, while 28.5% are paid employees and 19.5% are self-employed. Addressing these systemic barriers is crucial for advancing women's economic empowerment and realizing the potential of "Womenomics" in Pakistan.
Current Scenario Of Women's Workforce Participation
According to the World Bank data, Pakistan's female labor force participation rate was 22.6% in 2019, significantly lower than the global average of 52.6% and the South Asian average of 25.6%. This represents a significant untapped potential in the Pakistani workforce.
Even among highly educated women, the participation rate is low, with only around 25% of women with a university degree actively participating in the workforce (UN Women). This suggests that the barriers to women's workforce participation in Pakistan go beyond just educational attainment and are deeply rooted in cultural, social, and institutional factors.
The low female labor force participation in Pakistan is in stark contrast to its regional competitors, such as Bangladesh, where the share of working women is 60% higher than in Pakistan. This disparity highlights the need for concerted efforts to address the underlying challenges and unlock the economic potential of Pakistani women.
Challenges Faced
The challenges faced by women in the workforce in Pakistan are multifaceted and deeply rooted in societal structures. Below is an elaboration on these challenges, supported by accurate statistics.
Cultural and Societal Barriers
Women in Pakistan often encounter significant cultural and societal barriers that restrict their participation in the labor force. Traditional gender norms dictate that women's primary roles are as caregivers and homemakers, leading to a societal stigma against women working outside the home.
Research indicates that despite the desire of many women to work, they face restrictions on their mobility due to social, cultural, and religious norms. For instance, a study found that 70% of employers fill 90% or more of factory positions with men, reflecting a pervasive bias against hiring women in formal sectors.
Educational and Skill Gaps
Access to quality education and skill development opportunities remains limited, particularly in rural areas. As of 2023, the overall labor force participation rate (LFPR) of women in Pakistan is approximately 21%, significantly lower than the global average of 39%.
Even among educated women, participation rates are low; only about 25% of women with a university degree are employed, indicating that educational attainment does not necessarily lead to increased employment opportunities. The lack of vocational training and skill development programs further exacerbates this issue.
Workplace Discrimination and Harassment
Women face systemic discrimination in hiring, promotion, and compensation. The formal sector participation of women is less than 10%, and they often encounter harassment and unsafe working conditions. A survey revealed that 96% of female respondents in certain sectors reported having faced sexual harassment in the workplace. (ADB)
Additionally, the motherhood penalty significantly impacts women's career progression, with research indicating that women lose out on 60% of their income in the first ten years after childbirth due to job interruptions and reduced working hours.
Lack of Supportive Policies and Infrastructure
The absence of supportive policies, such as maternity leave, childcare facilities, and flexible work arrangements, hinders women's ability to participate in the workforce. The Asian Development Bank highlights that improving female labor force participation could boost the economy by 30%. However, inadequate childcare options and the high costs associated with them often force women to choose between their jobs and family responsibilities.
Moreover, a lack of safe and accessible transportation further limits women's mobility and employment opportunities. Many women express a desire to work, but logistical challenges and societal expectations often prevent them from doing so
Impact of Women Participation in Pakistan
Increased women's participation in Pakistan can have a significant positive impact on country's economy and social development. Studies have shown that greater gender parity in the labor market can lead to higher GDP growth, improved household well-being, and better educational outcomes for children.
Government and NGO Initiatives
The Pakistani government and various non-governmental organizations (NGOs) have taken steps to address the gender gap in the workforce, but more concerted efforts are needed to create a more inclusive and supportive environment for women.
Government Initiatives
Benazir Income Support Program (BISP): Since 2008, this government-run social protection program has provided cash transfers to women-led households, benefiting millions of families. In 2023 alone, BISP aims to support 7.7 million women through various payment mechanisms.
Ministry of Climate Change's Climate Change Gender Action Plan (ccGAP): Launched in 2022, this plan serves as a roadmap for implementing gender-inclusive climate action in Pakistan. It was adopted at the International Conference on Climate Resilient Pakistan, where the government also unveiled the Resilient Recovery, Rehabilitation and Recovery Framework (4RF) with a focus on gendered climate resilience.
Provision of health services: The government's health card scheme aims to improve maternal health by providing access to healthcare, particularly in rural areas. However, more targeted awareness campaigns and the establishment of health facilities at the village level are needed to address supply constraints and mobility issues.
NGO Initiatives
Aurat Foundation's Gender Equity Program: This initiative provides women with skills and resources to start their own businesses, as exemplified by the success story of Raheema, who turned her passion for cooking into a thriving catering enterprise.
USAID-supported Future of Women in Energy Scholars Program: This program aims to empower women in the energy sector, which traditionally employs less than 4% of women in Pakistan. Participants like Sarah gain valuable insights and practical experience, helping them break into male-dominated industries.
Recommendations for Addressing the Gender Gap
Economic empowerment: Regularize the informal economy with a focus on rural areas, promote women-specific livelihood opportunities in value-added fields, encourage entrepreneurship through e-commerce, and provide soft loans and subsidies for women to establish businesses.
Educational empowerment: Build new schools, especially for girls at the local level, provide teacher training, and increase enrollment at primary and secondary levels to reduce dropout rates.
Health empowerment: Improve maternal health by establishing health facilities at the village level, conduct targeted awareness campaigns, and ensure the effectiveness of government health schemes.
Policy reforms: Enact legislation to protect women's rights, enforce anti-discrimination laws in the workplace, and provide supportive policies such as maternity leave, childcare facilities, and flexible work arrangements.
Awareness campaigns: Conduct nationwide campaigns to challenge gender stereotypes, promote women's rights, and encourage families to invest in girls' education and careers.
While progress has been made, much work remains to be done to bridge the gender gap in Pakistan's workforce. A holistic approach involving government, NGOs, and communities is necessary to create an enabling environment for women to thrive and contribute to the country's economic and social development.
Conclusion
Enhancing women's workforce participation in Pakistan is crucial for achieving sustainable economic growth and social progress. By addressing the existing challenges, using the success stories as motivation, and implementing comprehensive strategies, Pakistan can unlock the immense potential of its female population and create a more equitable and prosperous future For detailed insights into how vocational training can play a key role in empowering women, check out our article on Empowering Women Through Vocational Training: A Practical Approach.
Data collection is vital for understanding the barriers to female employment in Pakistan, as it provides insights into participation rates, sectoral employment, and the socio-cultural factors that limit women's opportunities. By systematically gathering and analyzing this data, stakeholders can develop targeted educational programs and policies that empower women and promote gender equality in the workforce.
At Akademos, we specialize in comprehensive data collection that drives meaningful change. Join us today to unlock the power of data and help transform the landscape of women's employment in Pakistan!
