The Women@Work Study aims to understand what would help enhance female participation in the Pakistani workforce. Apart from the survey, in which we will ask female employees of participating companies to fill in a questionnaire as well as HR departments to share their best practices, we will also conduct one-on-one interviews with working women. The power of these interviews is to understand real life scenarios that you can’t always capture through surveys and focus groups.
I have come to understand that all the following things are important to working women: commitment from the top, supporting gender diversity, organizational support in the form of specific facilities, coaching and networking, ability to manage your work timings and support from family and the society. However, one thing has also become clear and that is the importance of the mindset and bias that leaders, line managers and colleagues have. All the policy papers and communication material can look fantastic, but if the person you work with is not able to understand and empathize with what is required for a woman to work in Pakistan, then you will still end up with the shorter end of the stick.
A woman who recently left a ‘what we thought was a progressive and female friendly workplace’ shared with us that although all the facilities were there and she really needed to work, she could not take her working environment anymore. Ever since she had become a mother, her line manager had taken away all the ‘exciting assignments’ and given it to young and upcoming trainees. She was given mundane tasks far below her capability as a line manager and after two years she has decided to resign.
It is one thing to have a biased male boss but it is even worse if, as a woman, you have a biased female boss. An example of this is a woman, who in line with the company policies, has reduced her work timings but her female line manager is not agreeing to this stating that “I have been able to do it, so you should be able to do it as well.”
Improving the gender balance and retaining women in the workforce will require more than good intentions, a few role models, beautiful statements and the right policies. At the end it requires people to change from the inside out, men and women alike.
What is your story? Have you seen the need for change?
– Paul Keijzer