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Most companies now acknowledge the importance of diversity and the need for more parity between the sexes in the workplace. On its own, this is a success.
But let’s be honest: it seems a little empty. The average percentage of female workers in Pakistani companies is about 21%. Of this 21%, most work in entry-level positions, with very few in upper-level management. Even though they perform more housework and earn less than men, women still make up most of the workforce. While there will always be outliers, these unspoken guidelines are applicable everywhere, not just in Pakistan.
Is anything stopping us now, and if so, what should we do? Organizations, women, and society all share some blame, and there is no easy or quick solution.
Aspiration and confidence
Businesses, governments, and society must end prejudice and discrimination against us. But we will see change once we speak up, when we join these groups, when we draft legislation, when we influence policymakers, and when we advocate for change in the world outside our own homes.
Women in privileged positions need to be active in lawmaking, have a say in organizational decision-making, and advocate for change outside the house if we want to see a shift away from sexism.
Just wanting to do something is the first step in achieving your goals. Being a mother and caring for one’s house are vital, but they are also more demanding and pay less than other occupations. Many women choose to forego professional opportunities to handle this aspect of their lives, which is logical given that this burden is still mostly placed on women.
But you are fortunate to be reading this because you are well-educated and have access to knowledge; with great privilege comes great responsibility. There are a lot of women in Pakistan who are unable to work because they lack the necessary resources. I hope you will take advantage of these possibilities if they are accessible.
Hiring supervisors often express dissatisfaction with the lack of female applicants. We will only give space once we ask for it. Take a more active role in the running of this planet if you have the choice to do so. Step out in whatever capacity you like. Research shows that not only will the planet reap the benefits, but so will your offspring.
When we reach the office, we find that women are intelligent, diligent, creative, and team players, but we see a different hunger for advancement and leadership than ales.
According to studies and statistics, women are only inclined to apply for a job or seek a promotion if they believe they fulfill all the qualifications. There is such a thing as imposter syndrome, the persistent belief that one’s being here is accidental, one’s accomplishments are a fluke, and one does not merit the acclaim one is getting.
I and many others have had to work on my self-confidence, but I remember my male coworkers from when I first began who had it in them to be the best from the start. Both their desire and self-confidence were essential factors in their journey.
Being part of the workforce isn’t enough; we must aim for leadership roles, executive positions, and decision-making authority to make a difference. If the belief isn’t there now, action and confidence will follow. Others will be encouraged and find it easier on their journeys if they see you in a powerful position.
Having one’s financial means
The shift in power relations that results from earning is one of the many advantages of doing so. Having control over money is, unfortunately, a common indicator of power. More democratic decision-making is the point, not that we mistreat our relationships or leave them altogether now that we’re financially independent.
“Women don’t need to work” was a common rebuttal to women’s job advancement when I first entered the workforce. Men provide for their families, while women labor for their enjoyment. Although it is an unjust and erroneous perception, women seem to handle their money with fun.
Excessive generosity may take many forms, including providing for whole families without expecting anything in return, helping build family assets (without a reasonable expectation of ownership), and giving up control of one’s income to others instead of asserting one’s right to it.
When there is extra money, it usually goes into personal or shared luxury items rather than savings or investments.
Assumption of safety nets, short-term thinking, and a propensity to overlook life’s harsh truths are at the heart of both situations. There is a considerable gender gap in property ownership and assets worldwide. Female heirs in Pakistan sometimes protest that their legal share from parents or husbands is much lower than male heirs.
Compared to women, males start putting money aside and investing far sooner. Even while women and men may have had comparable professional paths, males usually have more net worth when they retire or shortly after. Striving for financial freedom, if that is the advantage, then striving for financial independence over the long term is necessary. A shift in income distribution is essential for achieving a fundamental equality of power between the sexes.
To achieve this goal, women must earn an income, increase it via investments, and exercise more agency in production. The first step is realizing that your request for equitable distribution or co-ownership of family assets is not trivial; instead, it is your right. You inspire everyone around you if you keep going, even when the going gets tough.
The significance of backing
Affirmative action, including quotas and advantages for female candidates, is a hotly contested topic among women. Those who have already made a name in the field often argue that these things weaken well-deserved positions.
I think quotas are a good way to make up for past injustices and the numerous challenges we’ve overcome. Men have all they need for their professional lives: gear, preparation, and support. Boys get much more funding and support than girls.
It is well known that Indra Nooyi’s mother said, “I was first a mother and a wife at home,” in response to her daughter’s announcement that she had been named CEO of Pepsi Global.
Very few men juggle these responsibilities compared to women, so we should be accessible to ourselves. It may not be necessary for you, but it may be for others if we can help remove some of the institutional biases stacked against us.
