By: Emma Khan Yousafzai
Pakistan presents a complex and often paradoxical picture when it comes to women’s empowerment. While there have been notable advancements and vocal claims of progress, a critical evaluation reveals a stark and persistent reality of systemic challenges that continue to marginalise women, particularly in the economic sphere. The disparity between official narratives and lived experiences is profound, highlighting how socioeconomic and institutional factors intersect to limit women’s full potential and participation.
The Corporate Landscape: A Façade of Progress
The private corporate sector in Pakistan is often held up as a model of modernity and progress. Many companies have impressive-looking diversity and inclusion policies on paper, and some even have a notable number of women in mid-level management. However, this façade often crumbles upon closer inspection.
While some women may be present, they often struggle to break through the “glass ceiling” and reach senior leadership positions. The claims of empowerment ring hollow when considering the daily realities faced by female employees, particularly regarding workplace harassment and the lack of job security.
Harassment at the Workplace: The Silent Barrier in the Corporate Sector
Perhaps the most insidious and pervasive barrier to women’s economic empowerment in the corporate world is harassment at the workplace. The fear of harassment is a huge discouraging force, preventing women from availing their full potential and even from seeking employment in the first place. The spectrum of harassment ranges from verbal and emotional abuse to sexual misconduct, creating a hostile environment that undermines women’s confidence and productivity.
The emotional and psychological toll of harassment is immense, leading to stress, anxiety, and depression. Many women who experience this choose to leave their jobs rather than report the incident, fearing retaliation, social stigma, or a lack of institutional support.
This self-selection out of the workforce not only hurts individual women but also deprives the country of a valuable talent pool. The #MeToo movement did bring some of these issues to light, but the reality on the ground remains largely unchanged for a significant portion of the female workforce.
The Public vs. Private Sector Divide
The dichotomy between the public and private sectors in Pakistan is particularly telling when it comes to workplace safety and women’s rights. The government sector is comparatively better due to job security, which empowers women to be more vocal against injustice. Civil servants and government employees are protected by established rules and regulations, and the fear of arbitrary termination is much lower. This security provides a buffer, enabling women to report harassment or discriminatory practices without the immediate threat of losing their livelihood. Consequently, women in the public sector are often better organised and more likely to advocate for their rights.
In stark contrast, the private sector is a far more precarious environment. The lack of job security makes women employees highly vulnerable and often forces them into a compromised position. The fear of being fired for speaking up against a corrupt CEO or a harasser is a powerful tool of control. In many private companies, particularly smaller ones, the system often works to protect the powerful. Corrupt CEOs or higher echelons of the organization can manipulate the system, using confidentiality clauses, non-disclosure agreements, and informal networks to silence victims. The lack of a strong and independent human resources department, or one that is complicit with management, further exacerbates this problem. This environment creates a culture of impunity, where perpetrators face no consequences and victims are left to suffer in silence.
Institutional Failure and Manipulation
A critical part of the problem is the systemic failure of institutions to protect victims and hold perpetrators accountable. While laws like the Protection Against Harassment of Women at the Workplace Act, 2010 exist, their implementation is often weak and inconsistent. Internal inquiry committees mandated by this law are frequently flawed, biased, or simply non-existent.
Victims are often subjected to manipulative tools designed to silence them. These can include financial offers where victim is offered a “severance package” or a financial settlement in exchange for their silence and resignation. Next ploy is reputational damage and here the victim’s character is attacked, and they are labeled as “troublemakers” or “attention-seekers,” making it difficult for them to find future employment.
Another lethal tool is threats and intimidation which involves direct or indirect threats to discourage the victim from pursuing their complaint. Legal retaliation in high-profile cases is a common tactic. Powerful CEOs and senior executives often use defamation suits, frivolous litigation, and even criminal charges to intimidate and silence complainants. With their immense wealth and influence, these individuals exploit the legal system to avoid accountability, effectively punishing victims for speaking out instead of addressing the abuse.
These tactics, combined with a lack of awareness and training among legal and law enforcement professionals, create an environment where the burden of proof is unreasonably high for the victim. The process itself can be so daunting and traumatising that many women give up, leading to an under-reporting of cases.
Beyond the Corporate Walls: The Informal Sector
While the focus here is on the corporate sector, it is important to acknowledge that a large portion of Pakistani women are engaged in the informal economy, where exploitation and marginalisation are even more pronounced. However, the issues in the corporate sector are particularly significant because they affect a class of women who are often considered more “privileged” and “empowered.” The fact that even these women face such formidable challenges highlights the deeply entrenched nature of gender inequality in Pakistani society.
Thus, the claims of women’s empowerment in Pakistan, while not entirely baseless, must be critically evaluated against the backdrop of reality. The journey toward true empowerment is hindered by deep-seated economic marginalisation, pervasive workplace harassment, and a significant institutional failure to protect women. While the public sector provides a relatively safer space, the private sector remains a battlefield where women’s rights are often sacrificed at the altar of power and profit. Until these systemic issues are addressed with genuine commitment, and institutions are reformed to become truly protective of women, the dream of full empowerment will remain just that distant and unfulfilled promise.
True progress demands more than policies and slogans; it requires the courage to confront deeply entrenched power structures and genuinely prioritise women’s dignity, safety, and equal opportunity.
- Emma Khan Yousafzai is a banker and development professional with a specific interest in gender equality, climate change, digital financial inclusion, and migration. You can reach her at emmakhan914@gmail.com
