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Gender Diversity in Corporate Pakistan

Gender Diversity in Corporate Pakistanengageconsulting.biz/wp-content/uploads/2013/06/[email protected] Diversity in Corporate Pakistan. The participation of women in professional

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Page 1: Gender Diversity in Corporate Pakistanengageconsulting.biz/wp-content/uploads/2013/06/W@W-Report-2013.pdfGender Diversity in Corporate Pakistan. The participation of women in professional

Gender Diversity in Corporate Pakistan

Page 2: Gender Diversity in Corporate Pakistanengageconsulting.biz/wp-content/uploads/2013/06/W@W-Report-2013.pdfGender Diversity in Corporate Pakistan. The participation of women in professional

The participation of women in professional

organisations in Pakistan and the Middle East is

VLJQLÀFDQWO\�ORZHU�WKDQ�RWKHU�SDUWV�RI�WKH�ZRUOG��7KH�challenges for organisations that recognise the value

RI�LQFUHDVLQJ�WKH�JHQGHU�GLYHUVLW\�LQ�WKHLU�RUJDQLVDWLRQ�DUH�VLJQLÀFDQW��$SDUW�IURP�WKH�QRUPDO�FKDOOHQJHV�

companies in Pakistan and the Middle East have to

RYHUFRPH��GHHSO\�KHOG�FXOWXUDO�DQG�VRFLHWDO�YDOXHV�LQ�PDQ\�FDVHV�KLQGHU�WKH�DGYDQFHPHQW�RI�ZRPHQ�

SDUWLFLSDWLRQ�LQ�WKH�ZRUNSODFH��

Organizations have realized that a heterogeneous

workplace in terms of gender is the best workplace

ZKHQ�LW�FRPHV�WR�HIIHFWLYHQHVV��FUHDWLYLW\�DQG�SUREOHP�VROYLQJ��+HQFH�WKH\�DUH�QRZ�LQYHVWLQJ�LQ�*HQGHU�

'LYHUVLW\�5HVHDUFK�WR�OHDUQ�KRZ�WR�HQJDJH�DQG�GULYH�WKH�IHPDOH�ZRUNIRUFH��7KH�EXVLQHVV�FDVH�IRU�JHQGHU�GLYHUVLW\�DVVHUWV�WKDW�RUJDQL]DWLRQV�WKDW�GHYHORS�DQG�DGYDQFH�ZRPHQ�ZLOO�UHDS�WKH�EHQHÀWV�RI�JHQGHU�

HTXDOLW\�

2YHU�WKH�\HDUV��(QJDJH�&RQVXOWLQJ�KDV�EHHQ�IRFXVHG�LQ�SURYLGLQJ�WKH�EHVW�+5�VROXWLRQV�WR�RXU�FOLHQWV��1RZ��from the platform of Engage Women we extend our

focus to providing solutions that make a real difference

WR�ZRPHQ�ZKR�DUH�DVSLULQJ�WR��RU�DUH�DOUHDG\�LQ��OHDGHUVKLS�DQG�PDQDJHPHQW�SRVLWLRQV�

We offer end-to-end solutions and the resources to

organizations that recognize the value of enhancing

JHQGHU�GLYHUVLW\��DQG�WR�KHOS�FRPSDQLHV�RQ�WKHLU�MRXUQH\�WR�LQFUHDVH�WKH�RSSRUWXQLWLHV�IRU�ZRPHQ�DQG�WR�create a more balanced workforce in Pakistan and the

0LGGOH�(DVW�

(PDLO��HQJDJHZRPHQ#HQJDJHFRQVXOWLQJ�EL]:HEVLWH��ZZZ�HQJDJHFRQVXOWLQJ�EL]

Page 3: Gender Diversity in Corporate Pakistanengageconsulting.biz/wp-content/uploads/2013/06/W@W-Report-2013.pdfGender Diversity in Corporate Pakistan. The participation of women in professional

contents

Introduction

1. The Female Advantage

4. How Are Pakistani Companies Doing?

7. What Women Can Do To Succeed

2. A Long Way To Go

5. What Are Companies Doing To Help Women Succeed?

8. Where Do We Take It From Here?

3. What Are Women Looking For?

6. What Should Companies Focus On?

pg.1

pg.3

pg.7

pg.13

pg.4

pg.9

pg.14

pg.5

pg.10

Page 4: Gender Diversity in Corporate Pakistanengageconsulting.biz/wp-content/uploads/2013/06/W@W-Report-2013.pdfGender Diversity in Corporate Pakistan. The participation of women in professional

introduction

1

$FFRUGLQJ�WR�:RUOG�%DQN�VWDWLVWLFV��3DNLVWDQ�is one of the bottom 10 countries with

regards to the participation of women in

WKH�ZRUNIRUFH��$�GLVPDO�VWDWH�RI�DIIDLUV�DQG�FHUWDLQO\�QRW�D�UHÁHFWLRQ�RI�WKH�TXDOLW\�RI�ZRPHQ�LQ�WKH�FRXQWU\�DV�3DNLVWDQL�ZRPHQ�DUH�MXVW�DV�WDOHQWHG�DV�ZRPHQ�LQ�DQ\�RWKHU�SDUW�RI�WKH�ZRUOG��:RPHQ�FDQ�DGG�tremendous value to an organisation or our

VRFLHW\�DV�D�ZKROH��DV�VRPH�RI�3DNLVWDQ·V�PRVW�IDPRXV�ZRPHQ��%HQD]LU�%KXWWR��2VFDU�DZDUG�ZLQQHU�6KDUPHHQ�2EDLG�&KLQR\�DQG�&KLOGUHQ·V�3HDFH�3UL]H�ZLQQHU�0DODOD�<RXVDI]DL��KDYH�VKRZQ��

:H���DV�PDQ\�RWKHU�SURJUHVVLYH�RUJDQLVDWLRQV��EHOLHYH�WKDW�\RX�FDQ�RQO\�WDFNOH�WRGD\·V�EXVLQHVV�FKDOOHQJHV�E\�HQJDJLQJ�WKH�EHVW�WDOHQW��1R�PDWWHU�ZKHWKHU�LW�LV�D�PDQ�RU�D�ZRPDQ��RQO\�WKH�EHVW�FRXQWV��1XPHURXV�VWXGLHV�KDYH�SURYHQ�RYHU�DQG�over again that companies with a higher

proportion of women in senior management

DQG�H[HFXWLYH�SRVLWLRQV�KDYH�D�VLJQLÀFDQWO\�higher return on assets, share value and

ÀQDQFLDO�RYHUVLJKW��(QJDJH�:RPHQ��DQ�LQLWLDWLYH�RI�(QJDJH�&RQVXOWLQJ��LV�ERUQ�RXW�RI�WKLV�UHDOL]DWLRQ��,W�DLPV�WR�VXSSRUW�IHPDOH�talent and organisations towards enhancing

JHQGHU�GLYHUVLW\�LQ�VHQLRU�PDQDJHPHQW�DQG�executive positions across Pakistan and the

0LGGOH�(DVW��

7R� XQGHUVWDQG� ZKDW� GULYHV� JHQGHU� GLYHUVLW\�in Pakistan we launched the Women@Work

6WXG\�� WKH� ÀUVW� FRUSRUDWH� JHQGHU� GLYHUVLW\�VWXG\� LQ� WKH� FRXQWU\�� LQ� FROODERUDWLRQ� ZLWK�3HSVLFR�3DNLVWDQ�� 7KH�REMHFWLYH�RI� WKLV� VWXG\�was to: (1) gain insights into the factors

WKDW� DUH� LPSRUWDQW� WR� ZRPHQ� ���� LGHQWLI\�best practices and (3) capture statistics on

female participation in leading companies in

3DNLVWDQ�

0RUH� WKDQ� ����� IHPDOH� HPSOR\HHV� IURP� ���leading corporations in Pakistan responded

WR� RXU� LQYLWDWLRQ� WR� SDUWLFLSDWH� LQ� WKH� VWXG\�and we spoke to 35 senior female managers

through in-depth one on one interviews,

providing us with a wealth of information

DQG�LQVLJKWV��

‘If you ask for EQUAL RIGHTS

then accept EQUAL RESPONSIBILITY as

well. It’s a tough world and no one would

really make way for anyone’,

- says a senior manager and board member of a renowned organization in Pakistan

Page 5: Gender Diversity in Corporate Pakistanengageconsulting.biz/wp-content/uploads/2013/06/W@W-Report-2013.pdfGender Diversity in Corporate Pakistan. The participation of women in professional

introduction

2

7KLV�:RPHQ#:RUN�UHSRUW�LV�D�VXPPDU\�RI�RXU�ÀQGLQJV�DQG�D�FDOO�WR�DFWLRQ�IRU�

3DUWLFLSDWLQJ�FRPSDQLHV�WR�OHDG�WKH�ZD\�and share their success stories with other

RUJDQLVDWLRQV�DQG�SDYH�WKH�ZD\�IRU�women to take on executive positions in

the organisation

Pakistani companies to understand the

value women can bring to organisations

and create the infrastructure to allow

WKHP�WR�ÁRXULVK

Pakistani men not to be afraid but to

HPEUDFH�JHQGHU�GLYHUVLW\

Pakistani women not to hide behind

the gender veil, to stand strong, be

WKHPVHOYHV�DQG�QRW�EH�LQWLPLGDWHG�E\�the challenges that are associated with

EHLQJ�D�ÁDJ�EHDUHU��

,�ZRXOG�OLNH�WR�WKDQN�3HSVLFR�3DNLVWDQ�DQG�LQ�SDUWLFXODU�6DGLD�,UIDQ�DQG�=DKUD�+XVVDLQ�IRU�their foresight and leadership role in driving

JHQGHU�GLYHUVLW\�LQ�3DNLVWDQ�DQG�HQDEOLQJ�WKLV�VWXG\��)XUWKHUPRUH�,�ZRXOG�OLNH�WR�WKDQN�the team at Engage Women who pulled this

SURMHFW�RII��

We at Engage Women are committed to

support women, men and organisations

alike to create a more gender balanced

ZRUNSODFH�DV�ZH�NQRZ�WKDW�WKLV�ZLOO�EHQHÀW�QRW�RQO\�WKH�PHQ�DQG�ZRPHQ�ZRUNLQJ�WKHUH�but also the organisation and Pakistani

VRFLHW\���

6DQREHU�$KPDG�²�.HLM]HU1RYHPEHU�����

We at Engage Women are COMMITTED to SUPPORT women, men and organisations alike to create a more GENDER BALANCED workplace

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1.

3

The Female Advantage

³-R�Q]�½VWX�JI[�years, I really had to show and

PROVE MYSELF to be capable...There always may be a sense

of jealousy and resentment if a female gets a promotion, but I never felt like there were any

obstacles in my way.Women have to show their

DEDICATION, HARD WORK and TALENT and BE MORE

ASSERTIVE about having their work represent who they are’,

- says a woman who started off her career in the 80s and is now at director level

1XPHURXV� VWXGLHV� KDYH� SURYHQ� WKDW�FRPSDQLHV� ZLWK� D� VLJQLÀFDQW� SURSRUWLRQ� RI�women in leadership positions:

'HOLYHU�LPSURYHG�FRPSDQ\�SHUIRUPDQFH�

+DYH�DFFHVV�WR�WKH�ZLGHVW�WDOHQW�SRRO

$UH�PRUH�UHVSRQVLYH�WR�WKH�PDUNHW�

$FKLHYH�EHWWHU�FRUSRUDWH�JRYHUQDQFH

$OWKRXJK�WKHUH�KDV�QRW�EHHQ�DQ\�VWXG\�LQ�Pakistan regarding the impact of women

on business performance we have over the

SDVW�QXPEHU�RI�\HDUV�FROOHFWHG�D�VLJQLÀFDQW�amount of data on the engagement levels

RI�PDOH�DQG�IHPDOH�HPSOR\HHV�DV�SDUW�RI�(QJDJH�&RQVXOWLQJ·V�%HVW�3ODFH�WR�:RUN�VWXGLHV��)URP�WKHVH�VWXGLHV�ZH�KDYH�OHDUQHG�WKDW�PHQ�DQG�ZRPHQ�DUH�HTXDOO\�VDWLVÀHG�ZLWK�their organisation as a place to work (81% strongly agree or agree with the statement WKDW�WKH\�DUH�VDWLVÀHG�ZLWK�WKHLU�RUJDQLVDWLRQ�as a place to work���

Despite similar satisfaction rates women are

however:

8% more energised to go the extra mile,

7%�PRUH�OLNHO\�WR�VWD\�ZLWK�WKH�organisation and

10%�PRUH�IHPDOH�HPSOR\HHV�ZRXOG�recommend their organisation as a

SODFH�WR�ZRUN�WR�WKHLU�IULHQGV��

$VVXPLQJ�D�VLPLODU�VNLOO�VHW�DQG�H[SHULHQFH�OHYHO��ZRPHQ�DUH�WKHUHIRUH�PRUH�OLNHO\�WR�EH�PRUH�SURGXFWLYH��PRUH�OR\DO�DQG�EHWWHU�DPEDVVDGRUV�IRU�WKH�FRPSDQ\�WKDQ�WKHLU�PDOH�FROOHDJXHV��

Page 7: Gender Diversity in Corporate Pakistanengageconsulting.biz/wp-content/uploads/2013/06/W@W-Report-2013.pdfGender Diversity in Corporate Pakistan. The participation of women in professional

2.

4

A Long Way To Go

*RYHUQPHQWV�DQG�JHQGHU�GLYHUVLW\�advocates alike have established that at

OHDVW�����RI�D�FRPSDQ\·V�OHDGHUVKLS�QHHGV�to consist of women in order to capitalize on

the advantages that women in leadership

SRVLWLRQV�EULQJ��1XPHURXV�JRYHUQPHQWV�KDYH�put in place directives and in some cases

OHJLVODWLRQ�LQ�RUGHU�WR�LQÁXHQFH�FRPSDQLHV�WR�LQFUHDVH�ZRPHQ�LQ�WKHLU�WRS�WHDPV��

6WULNLQJO\�WKH�SDUWLFLSDWLRQ�RI�ZRPHQ�LQ�3DNLVWDQ·V�OHDGLQJ�FRPSDQLHV�ZDV�VLJQLÀFDQWO\�ORZHU�WKDQ�WKH�:RUOGEDQN�ÀJXUH��$�PHDJHU�10% RI�HPSOR\HHV�LQ�our participating pool of companies are

UHSUHVHQWHG�E\�ZRPHQ��WKH�KLJKHVW�EHLQJ�17% and the lowest 5%���

1RW�VXUSULVLQJO\�WKLV�QXPEHU�ZDV�VLJQLÀFDQWO\�ORZHU�DW�PRUH�VHQLRU�OHYHOV��:RPHQ�RFFXS\�RQO\�5%�RI�OHDGHUVKLS�SRVLWLRQV�LQ�VXUYH\HG�companies, compared to 14% in large

European companies (source “Women

0DWWHU�����µ���0F.LQVH\���

$V�ZH�GRQ·W�KDYH�UHOLDEOH�JHQGHU�GLYHUVLW\�statistics for Pakistan from the past we

GRQ·W�NQRZ�ZKHWKHU�IHPDOH�SDUWLFLSDWLRQ�in the workforce has improved or remained

VWDEOH��+RZHYHU�TXDOLWDWLYH�IHHGEDFN�IURP�interviews indicate that little progress has

EHHQ�PDGH�RYHU�WKH�SDVW�IHZ�\HDUV��

/RRNLQJ�IRUZDUG�ZH�DUH�VOLJKWO\�PRUH�SRVLWLYH��*HQGHU�GLYHUVLW\�KDV�RYHU�WKH�SDVW�IHZ�\HDUV�JDLQHG�WUDFWLRQ��DJDLQ���With governments, research institutes

DQG�FRPSDQLHV�HPEUDFLQJ�WKH�EHQHÀWV�DQG�QHHGV�RI�JHQGHU�GLYHUVLW\��GULYLQJ�multinational companies to put pressure

on their franchises in Pakistan to enhance

WKHLU�JHQGHU�EDODQFH�LQ�FRPSDQLHV��7KLV�LV�creating a spill over effect where progressive

Pakistani companies are taking the lead

in creating opportunities and facilitating

women to participate in the workplace and

SURJUHVV�LQ�WKHLU�FDUHHUV�

Women occupy only

of leadership positions in surveyed companies

5%compared to

of large European companies

12%

Page 8: Gender Diversity in Corporate Pakistanengageconsulting.biz/wp-content/uploads/2013/06/W@W-Report-2013.pdfGender Diversity in Corporate Pakistan. The participation of women in professional

3.

5

What Are Women Looking For?

7KH�UHVXOWV�IURP�WKH�:RPHQ#:RUN�VWXG\�show that for women in Pakistan to

EH�VXFFHVVIXO�DW�ZRUN�WKH\�QHHG�WR�EH�supported through:

Support from spouse and at home

$�VDIH�ZRUN�HQYLURQPHQW

The practical realities of combining work

ZLWK�WKH�GHPDQGV�RI�WKHLU�IDPLO\

%HLQJ�WUHDWHG�HTXDOO\�DQG�IDLUO\�DQG�VXSSRUWHG�E\�WKH�WRS�

3.1 Support At Home0RVW�ZRPHQ�FDQ·W�ZRUN�XQOHVV�WKHUH�LV�VXSSRUW�IURP�KRPH�DQG�PRUH�VSHFLÀFDOO\�from their spouse with 74% of all women

indicating that support from their spouse

ZDV�WKH�PRVW�LPSRUWDQW�IDFWRU�LQ�WKHLU�DELOLW\�WR�ZRUN��7KH�QHHG�IRU�VSRXVDO�VXSSRUW�ZDV�FORVHO\�IROORZHG�E\�WKH�DFFHVV�WR�GRPHVWLF�KHOS�DV�D�NH\�LQ�WKHLU�DELOLW\�WR�IRFXV�RQ�DQG�SHUIRUP�DW�ZRUN��

3.2 To Feel Safe1RW�VXUSULVLQJO\�JLYLQJ�WKH�VLWXDWLRQ�LQ�WKH�FRXQWU\��54% of all women indicated that

providing a safe work environment is the

PRVW�LPSRUWDQW�H[SHFWDWLRQ�WKH\�KDYH�IURP�WKHLU�HPSOR\HU��7KH�QHHG�WR�IHHO�VDIH�ZKLFK�ZDV�IXUWKHU�KLJKOLJKWHG�E\�53% of women

LQGLFDWLQJ�WKDW�D�VWULFWO\�HQIRUFHG�VH[XDO�KDUDVVPHQW�SROLF\�ZDV�WKHLU�WRS�FRQFHUQ�

3.3 To Be Able To Look After Work And Home0RUH�VR�WKDQ�LQ�PDQ\�RWKHU�VRFLHWLHV�DURXQG�the world, Pakistani women are supposed

WR�EH�WKH�KRPHPDNHU��1R�PDWWHU�ZKHWKHU�she works or not she is expected to look

DIWHU�WKH�IDPLO\�DQG�WKH�KRXVH��'XH�WR�WKLV�H[SHFWDWLRQ�VKH�LV�ORRNLQJ�IRU�DQ�HPSOR\HU�ZKR�FDQ�SURYLGH�KHU�ZLWK�ÁH[LEOH�ZRUN�DUUDQJHPHQWV�DOORZLQJ�KHU�WR�IXOÀOO�SHUVRQDO�commitments and accessible child care

arrangements (51% of women indicated

WKDW�ÁH[LEOH�ZRUN�DUUDQJHPHQW�ZHUH�LPSRUWDQW�WR�WKHP��

3.4 To Be Treated Fairly The fourth most important factor for women

FKRRVLQJ�D�IHPDOH�IULHQGO\�HPSOR\HU�LV�WKH�HPSOR\HU·V�DELOLW\�WR�WUHDW�PHQ�DQG�ZRPHQ�HTXDOO\�DQG�IDLUO\��7R�SURYLGH�VLPLODU�FDUHHU�and development opportunities and at the

same time does not discriminate between

SD\�SDFNDJHV�IRU�WKH�VDPH�UHVSRQVLELOLW\�DQG�SHUIRUPDQFH��7KH�UROH�RI�WKH�FRPSDQ\·V�OHDGHUVKLS�DQG�VSHFLÀFDOO\�WKDW�RI�WKH�&(2�LV�RI�XWPRVW�LPSRUWDQFH��:RPHQ�DUH�ORRNLQJ�IRU�&(2·V�WKDW�QRW�RQO\�GR�OLS�VHUYLFH�WR�WKH�JHQGHU�GLYHUVLW\�FDXVH�EXW�who are also able to translate their words

into tangible support and encouragement

IRU�KLJK�SHUIRUPLQJ�ZRPHQ��

Page 9: Gender Diversity in Corporate Pakistanengageconsulting.biz/wp-content/uploads/2013/06/W@W-Report-2013.pdfGender Diversity in Corporate Pakistan. The participation of women in professional

3.

6

3.5 Different Solutions for Different Situations1RW�VXUSULVLQJO\�ZRPHQ�DW�GLIIHUHQW� VWDJHV� LQ�WKHLU�FDUHHUV�DUH�ORRNLQJ�IRU�GLIIHUHQW�WKLQJV��

$W�GLIIHUHQW�VHQLRULW\�OHYHOV�WKH\�DUH�ORRNLQJ�IRU�

+LJK�SHUIRUPLQJ�ZRPHQ�are encouraged and are

JLYHQ�WKH�RSSRUWXQLW\�WR�pursue more challenging

roles and tasks within the

FRPSDQ\

,�FDQ�RSHQO\�FRPPXQLFDWH�ZLWK�P\�male colleagues and

DOZD\V�IHHO�UHVSHFWHG

0\�OLQH�PDQDJHU�VXSHUYLVRU�DFWLYHO\�SURPRWHV�D�KHDOWK\�

ZRUN�OLIH�EDODQFH�DW�P\�organization

0\�FRPSDQ\�offers equal career

advancement and job

opportunities to both

men and women

$W�GLIIHUHQW�DJHV�WKH\�DUH�ORRNLQJ�IRU�

0\�FRPSDQ\�offers equal career

advancement and

job opportunities

to both men and

women

,�DP�DEOH�WR�IXOÀOO�important personal

commitments

,�FDQ�RSHQO\�FRPPXQLFDWH�ZLWK�P\�male colleagues and

DOZD\V�IHHO�UHVSHFWHG

0\�FRPSDQ\�DOORZV�me to work from

home when needed

to help me balance

P\�UHVSRQVLELOLWLHV

0\�FRPSDQ\�SD\V�men and women

similar salaries and

bonuses for equal

performance

$QG�WKHLU�PDULWDO�VWDWXV�DOVR�KDV�D�VLJQLÀFDQW�LPSDFW�RQ�WKHLU�QHHGV�

0\�FRPSDQ\�RIIHUV�HTXDO�FDUHHU�DGYDQFHPHQW�DQG�MRE�RSSRUWXQLWLHV�WR�ERWK�PHQ�DQG�ZRPHQ�

SINGLE

,�DP�DEOH�WR�IXOÀOO�LPSRUWDQW�SHUVRQDO�FRPPLWPHQWV�VXFK�DV�VFKRRO�SOD\V��VSRUWV�GD\V��GRFWRU�DSSRLQWPHQWV��

SDUHQW��WHDFKHU�PHHWLQJV��HWF��

MARRIED

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4.

7

How Are Pakistani Companies Doing?

There has been a huge difference in the

YHUGLFW�RI�IHPDOH�HPSOR\HHV�RI�WKH����leading companies that participated in

WKH�VXUYH\��7KH�EHVW�VFRULQJ�FRPSDQ\�KDG�����RI�WKHLU�ZRPHQ�HPSOR\HHV�DJUHHLQJ�to all the statements whereas the worst

SHUIRUPLQJ�FRPSDQ\�KDG���RXW�RI���������RI�WKHLU�IHPDOH�VWDII�DJUHHLQJ�WKH�VDPH��

7KH��PRVW�VLJQLÀFDQW�GLIIHUHQFH�ZDV�LQ�WKH�DUHD�RI�H[HFXWLYH�FRPPLWPHQW��:RPHQ�LQ�WKH�EHVW�VFRULQJ�FRPSDQ\�JDYH�WKHLU�leadership team an 87% agreement score

FRPSDUHG�WR�����LQ�RWKHU�FRPSDQLHV�DQG�D�SDOWU\�����LQ�WKH�ZRUVW�VFRULQJ�FRPSDQ\�

4.1 Safe Working Environment����RI�SROOHG�ZRPHQ�VWDWH�WKDW�WKH\�IHHO�VDIH�DQG�VHFXUH�ZKHQ�WKH\�DUH�DW�ZRUN��HVSHFLDOO\�LI�WKH\�KDYH�WR�ZRUN�ODWH�DQG�����DJUHH�WKDW�WKHLU�FRPSDQ\�KDV�D�VH[XDO�KDUDVVPHQW�SROLF\�WKDW�LV�VWULFWO\�HQIRUFHG��$OWKRXJK�����RI�IHPDOH�HPSOR\HHV�WKLQN�WKDW�WKHLU�HPSOR\HU�FDQ�LPSURYH�WKH�IDFLOLWLHV�IRU�WKHP�WR�GR�WKHLU�MRE��

4.2 Work – Life Balance2QH�RI�WKH�ELJJHVW�JDSV�ZDV�ZLWK�WKH�DELOLW\�of companies to help women strike a good

EDODQFH�EHWZHHQ�ZRUN�DQG�KRPH��2QO\�����RI�ZRPHQ�VWDWH�WKDW�WKH\�DUH�DEOH�WR�PDLQWDLQ�D�JRRG�ZRUN�²�OLIH�EDODQFH�DQG�����RI�ZRPHQ�IHHO�WKDW�WKH\�DUH�XQDEOH�WR�IXOÀOO�LPSRUWDQW�SHUVRQDO�FRPPLWPHQWV��7KH�ODFN�RI�ÁH[LEOH�ZRUN�DUUDQJHPHQWV��RQO\�KDOI�of companies offer this) and the absence of

WKH�DELOLW\�WR�ZRUN�IURP�KRPH��RQO\�����RI�UHVSRQGHQWV�LQGLFDWH�WKDW�WKH\�DUH�DOORZHG�to work from home) seem to be the main

FDXVHV�IRU�WKLV�

‘My work has ignited my PASSION. I started

work because I needed it but now it has become a way of

establishing my own IDENTITY. I am not just a mother or just

a wife. I am everything and more’,

- says a woman in a middle level position at a multinational in Pakistan

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4.

8

4.3 Fair Treatment78% of women think their organisations are

doing a good job in enforcing a sexual

KDUDVVPHQW�SROLF\�DQG�D�VLPLODU�SHUFHQWDJH�feel that their organisation is rewarding men

DQG�ZRPHQ�VLPLODUO\�IRU�HTXDO�SHUIRUPDQFH��+RZHYHU�SHUFHSWLRQ�FKDQJHV�VLJQLÀFDQWO\�if it comes to equal opportunities with

PRUH�WKDQ�����RI�ZRPHQ�ZKR�DUH�RI�WKH�opinion that men are given more (career)

opportunities than women and are being

KHOG�WR�WRXJKHU�SHUIRUPDQFH�VWDQGDUGV��

7KH�IDFWV�KRZHYHU�GRQ·W�VXSSRUW�WKHVH�FODLPV�DV�+5�VWDWLVWLFV�IURP�SDUWLFLSDWLQJ�companies reveal that 10% more women are

promoted and 30% more women than man

DUH�VHFRQGHG�DEURDG��:KHUHDV��DV�PDQ\�PHQ�DV�ZRPHQ�KDYH�EHHQ�LGHQWLÀHG�E\�FRPSDQLHV�DV�KDYLQJ�KLJK�SRWHQWLDO�

4.4 Support From The TopDespite the fact that 75% of companies

SURFODLP�WKDW�WKH\�DUH�FRPPLWWHG�WR�D�GLYHUVLW\�DJHQGD��WKHLU�IHPDOH�HPSOR\HHV�WKLQN�DQG�IHHO�GLIIHUHQWO\������RI�IHPDOH�HPSOR\HHV�GRQ·W�VHH�D�YLVLEOH�FRPPLWPHQW�IURP�WKHLU�&(2�DQG�WKH\�IHHO�WKDW�WKH�leadership team is not convinced of the

EXVLQHVV�EHQHÀWV�RI�D�PRUH�JHQGHU�GLYHUVH�RUJDQL]DWLRQ�QRU�GR�WKH\�IHHO�������WKDW�WKH�FRPSDQ\�LV�PHDVXUHG�DJDLQVW�VSHFLÀF�JHQGHU�GLYHUVLW\�NH\�SHUIRUPDQFH�LQGLFDWRUV��,W�FDQ·W�EH�DVFHUWDLQHG�ZKHWKHU�WKH�DERYH�YLHZV�DUH�EDVHG�RQ�IDFWV�RU�VLPSO\�WKH�absence of leadership teams making public

statements and commitments about their

GHVLUH�WR�HQKDQFH�JHQGHU�GLYHUVLW\��

One thing is clear and that is, that female

HPSOR\HHV�JLYH�WKHLU�OHDGHUVKLS�WHDPV�D�D- RQ�WKH�UHVXOWV�RI�DQ\�JHQGHU�GLYHUVLW\�DJHQGD�DV�RQO\�����RI�ZRPHQ�WKLQN�WKDW�there is adequate representation of women

LQ�VHQLRU�PDQDJHPHQW��

4.5 Elephant In The RoomOne of the main issues reported both

WKURXJK�RXU�VXUYH\�DV�ZHOO�DV�WKURXJK�our interviews was the issue of pursuing

D�FDUHHU�DIWHU�KDYLQJ�FKLOGUHQ��$OWKRXJK�71% of women state that their organisation

VXSSRUWV�WKHP�LQ�DOO�SRVVLEOH�ZD\V�GXULQJ�WKHLU�SUHJQDQF\�DQG�PDWHUQLW\�OHDYH��WKH�issues comes when women want to rejoin

WKHLU�FRPSDQLHV��:LWK�FORVH�WR�����RI�ZRPHQ�LQGLFDWLQJ�WKDW�WKH\�GLGQ·W�UHFHLYH�DQ\�VXSSRUW�IURP�WKHLU�FRPSDQ\�WR�WUDQVLWLRQ�back in to work and a same percentage

complaining that their organisation is not

SURYLGLQJ�DQ\�FKLOG�FDUH�IDFLOLWLHV��

‘CEOs need to realise the BENEFITS of having DIVERSITY in the workforce. They need to accept and recognise that having women in the workforce INCREASES BUSINESS RETURNS and then they formulate their strategies and not do it as a favour to the women.’

- says a woman in a middle level position at a multinational in Pakistan.

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9

Support for Female High Performers

)HPDOH�KLJK�DFKLHYHUV�DUH�provided specialized coaching,

mentoring and learning programs

for their personal and professional

GHYHORSPHQW�

Networking

$�SODWIRUP�SURYLGLQJ�PXOWLSOH�RSSRUWXQLWLHV�LQ�D�\HDU�WR�FRQQHFW�ZLWK�LQWHUQDO�IHPDOH�HPSOR\HHV�and external international forums

organized for women to learn

from and interact with successful

ZRPHQ�LQ�YDULRXV�ZDONV�RI�OLIH��

BEST PRACTICES

Key Performance Indicators

6SHFLÀF�KLULQJ�.3,V�WR�SURPRWH�JHQGHU�GLYHUVLW\�DV�SDUW�RI�WKH�\HDUO\�REMHFWLYHV�

Ensuring that we have female

successors in the talent pool

and succession pipeline

0RVW�FRPSDQLHV�FODLP�WKDW�WKH\�DUH�FRPPLWWHG�WR�D�GLYHUVLW\�DJHQGD�DQG�����RI�WKH�FRPSDQLHV�HYHQ�VWDWH�WKDW�WKH\�KDYH�VSHFLÀF�JHQGHU�GLYHUVLW\�REMHFWLYHV��KDYH�DGMXVWHG�WKHLU�+5�SURFHVVHV�WR�GULYH�D�GLYHUVLW\�DJHQGD�LQ�WKHLU�FRPSDQ\��LQFOXGLQJ�the inclusion of women in recruitment

shortlists and processes to ensure no gender

bias is applied in promotion, bonus or other

development decisions

2QO\�D�IHZ�FRPSDQLHV�KDYH�LPSOHPHQWHG�WKH�PXFK�ZDQWHG�¶ÁH[LEOH�ZRUN·�DQG�¶ZRUN�IURP�KRPH�DUUDQJHPHQWV·�DQG�RQO\���RXW�RI�2 companies offer child care facilities to help

UHWXUQLQJ�PRWKHUV��

Women’s Leadership Forum $� IRUXP� VSRQVRUHG� E\� WKH� WRS�management focused towards

providing mentoring and

coaching of our female talent to

adapt and progress well within the

FRPSDQ\�

Avoid Gender Bias in Reward7KH�VDODU\�DQG�ERQXV�SD\RXW�LV�VWXGLHG�DFURVV�JUDSKV�WR�DQDO\]H�SDWWHUQV�DQG�HQVXUH�FRQVLVWHQF\�across genders

Publically Support Gender Diversity Programs

Outreach programs, partnering

ZLWK�1*2V�DQG�RIIHULQJ�scholarships to females from

underprivileged backgrounds

Gender Diversity Training

*HQGHU�%DODQFH�$ZDUHQHVV

Unconscious bias training

3ODQW� ZLGH� JHQGHU� VHQVLWLYLW\�workshops are conducted to

support hiring and acceptance

of females in manufacturing

roles

What Are Companies Doing To Help Women Succeed?

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6.

10

)RU�RUJDQLVDWLRQV�LQWHUHVWHG�LQ�HQKDQFLQJ�WKHLU�JHQGHU�GLYHUVLW\��WKH�:RPHQ�#�:RUN�VWXG\�UHVXOWV�SURYLGHV�D�FOHDU�UHFLSH�WR�IROORZ��

Visible and Genuine Executive Commitment

7KH�ÀUVW�VWHS�LV�IRU�WKH�RUJDQLVDWLRQ·V�leadership team to be convinced

that having a more gender-balanced

RUJDQLVDWLRQ�LV�VLPSO\�VPDUW�EXVLQHVV��,W�LV�QRW�DERXW�EHLQJ�SROLWLFDOO\�FRUUHFW��RU�PRUDOO\�GRLQJ�WKH�ULJKW�WKLQJ��,W�JLYHV�EHWWHU�UHWXUQV��

,Q�GRLQJ�VR�WKH�H[HFXWLYH�WHDP�KDV�WR�EH�DEOH�WR�IRFXV�RQ�WKH�ORQJ�WHUP�EHQHÀWV�DQG�QRW�EH�VZD\HG�E\�WKH�¶QD\VD\HUV·�WKDW�IRFXV�RQ�VKRUW�WHUP�LVVXHV�VXFK�DV�PDWHUQLW\�leaves and all kind of other gender related

SHUIRUPDQFH�ELDVHV��7KH�VWURQJHU�SRVLWLRQ�LW�WDNHV�RQ�WKLV��WKH�PRUH�VXFFHVVIXO�DQ\�JHQGHU�GLYHUVLW\�LQLWLDWLYH�ZLOO�KDYH��

The executive team has to: (i) build a

EXVLQHVV�FDVH�IRU�JHQGHU�GLYHUVLW\���LL��set themselves an audacious goal (like

GRXEOLQJ�WKH�QXPEHU�RI�ZRPHQ�LQ���\HDUV�at management level), (iii) come up with a

VROLG�DFWLRQDEOH�SODQ�ZLWK�NH\�SHUIRUPDQFH�LQGLFDWRUV�DQG�WKHQ�JR�SXEOLF��7KH�ODVW�element is important as public commitment

increases personal commitment levels as

well as it creates a platform for change in

WKH�RUJDQLVDWLRQ��

$V�VRRQ�DV�WKH�H[HFXWLYH�WHDP�KDV�PDGH�a public and genuine commitment to

enhance the participation of women in their

RUJDQLVDWLRQ��WKH�FRPSDQ\�KDV�WR�VHW�LWV�IRXQGDWLRQV��

Setting the Foundations

This includes:

&UHDWLQJ�SROLFLHV�RQ�PDWWHUV�VXFK�DV�equal opportunities, reward and sexual

KDUDVVPHQW�WR�VROLGLI\�WKHLU�FRPPLWPHQW

$GMXVWLQJ�+5�SURFHVVHV�RQ�KLULQJ��development, promotions and succession

planning to ensure at a minimum that

JHQGHU�ELDV�LV�UHGXFHG�DQG�SRVVLEO\�WKDW�women candidates are at least included

in people decisions

&UHDWLQJ�D�VDIH�DQG�IHPDOH�IULHQGO\�ZRUN�SODFH�E\�SURYLGLQJ�IDFLOLWLHV�WKDW�HQVXUH�WKH�VDIHW\�RI�IHPDOH�VWDII�DW�DOO�WLPHV�DQG�HQDEOHV�WKHP�WR�SHUIRUP�WR�WKHLU�DELOLW\

+HOSLQJ�PDOH�FROOHDJXHV�DQG�VSHFLÀFDOO\�male line managers to become aware of

VSHFLÀF�JHQGHU�UHODWHG�EDUULHUV�DQG�KRZ�WR�FUHDWH�D�VXSSRUWLYH�DQG�IHPDOH�IULHQGO\�ZRUN�SODFH�

What Should Companies Focus On?

Visible and Genuine Executive Commitment

Setting the Foundation

Enabling Female Employees to Combine Work and Home

Maximizing Potential

-R¾YIRGMRK�XLI�Outside World

1

2

3

4

5

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6.

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Enabling Female Employees to Combine Work and Home

3DNLVWDQL�VRFLHW\�KDV�QRW�SURJUHVVHG�WR�D�point where it is acceptable for a woman

QRW�WR�EH�D�KRPH�PDNHU��$V�D�UHVXOW�VKH�DOZD\V�KDV�WR�EH�DEOH�WR�PDQDJH�WKH�pressures that come with managing both

KRPH�DQG�ZRUN��)RU�FRPSDQLHV�LQ�3DNLVWDQ�WR�EH�VXFFHVVIXO�LQ�WKHLU�JHQGHU�GLYHUVLW\�initiatives it is important for them to extend

their support in enabling women to do so

and not make it a reason for women to

OHDYH�DIWHU�WKH\�KDYH�JRWWHQ�PDUULHG�RU�KDYH�KDG�FKLOGUHQ��

&RPSDQLHV�VKRXOG�DV�PXFK�DV�SRVVLEOH�FUHDWH�ÁH[LEOH�ZRUN�DUUDQJHPHQWV�DQG�DOORZ��LI�UHTXLUHG��HPSOR\HHV�WR�ZRUN�IURP�KRPH�DOORZLQJ�WKHP�WR�IXOÀOO�SHUVRQDO�FRPPLWPHQWV��

7KLV�ÁH[LELOLW\�VKRXOG�QRW�RQO\�EH�RIIHUHG�WR�ZRPHQ�EXW�WR�DOO�HPSOR\HHV�DOLNH�DV�WR�QRW�create a visible distinction between gender

LQ�WKH�RUJDQLVDWLRQ��,W�ZLOO�DOVR�FUHDWH�D�WUHPHQGRXV�OR\DOW\�IURP�ZRUNLQJ�PRWKHUV�and be an ‘attraction magnet for other

ZRUNLQJ�PXPV��

This approach also applies for the matter of

PDWHUQLW\��7KH�PRUH�D�FRPSDQ\�LV�DEOH�WR�VXSSRUW�ZRPHQ�GXULQJ�WKHLU�PDWHUQLW\�OHDYH�and upon their return to the workplace the

PRUH�ZRPHQ�ZLOO�VWD\��3URYLGLQJ�FKLOGFDUH�IDFLOLWLHV�ZLOO�QRW�RQO\�VXSSRUW�ZRPHQ�WR�focus on their work, but will also allow them

WR�EH�PRUH�SURGXFWLYH�XSRQ�WKHLU�UHWXUQ��

Maximizing Potential

With the foundations and enablers in

place it is time to focus on providing high

SHUIRUPLQJ�ZRPHQ�ZLWK�VSHFLÀF�VXSSRUW�DQG�RSSRUWXQLWLHV��

This can be done in the form of:

$VVLJQLQJ�H[HFXWLYH�PHQWRUV�DQG�FRDFKHV

1RPLQDWLQJ�ZRPHQ�IRU�VSHFLÀF�WUDLQLQJ�and development opportunities

&UHDWLQJ�QHWZRUNLQJ�RFFDVLRQV��ZLWK�RWKHU�ZRPHQ��LQ�WKH�FRPSDQ\�

Women talent review sessions in which

the senior leadership team reviews and

agrees development interventions for high

performing female talent

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6.

12

,QÁXHQFLQJ�WKH�2XWVLGH�:RUOG

7KH�ÀQDO�VWHS�LV�WR�FRPH�RXW�LQ�WKH�RSHQ�DQG�XVH�WKH�WUDFWLRQ�DQG�VXFFHVV�WKDW�\RX�KDYH�JHQHUDWHG�LQVLGH�WKH�FRPSDQ\�WR�LQÁXHQFH�RWKHU�FRPSDQLHV�DQG�VRFLHW\�

This can be done through:

6SRQVRULQJ�RI�JHQGHU�GLYHUVLW\�LQLWLDWLYHV�and events,

6SHFLÀF�IHPDOH�FDQGLGDWH�RXWUHDFK�DQG�sponsoring programs,

7DNLQJ�RZQHUVKLS�RI�VSHFLÀF�IHPDOH�IULHQGO\�LQLWLDWLYHV�VXFK�DV��

Supporting women to came back to

ZRUN�DIWHU�D�ORQJ�PDWHUQLW\�EUHDN

Launching part-time work or job-sharing

LQLWLDWLYHV�

%\�SXEOLFDOO\�VXSSRUWLQJ�JHQGHU�GLYHUVLW\�LQLWLDWLYHV�\RX�ZLOO�QRW�RQO\�SRVLWLRQ�\RXUVHOYHV�DV�WKH�HPSOR\HU�RI�FKRLFH�IRU�IHPDOH�WDOHQW�DQG�SRVLWLYHO\�LQÁXHQFH�\RXU�FRPSDQ\·V�UHSXWDWLRQ��EXW�\RX�ZLOO�DOVR�EH�DEOH�WR�LQÁXHQFH�VRFLHW\�DQG�PRUH�VSHFLÀFDOO\�VSRXVHV�ZKRVH�VXSSRUW�LV�HVVHQWLDO�IRU�DQ\�WDOHQWHG�ZRPDQ�WR�JR�RXW�WKHUH�DQG�MRLQ�WKH�ZRUNIRUFH��

+RZHYHU��EH�DZDUH��\RX�FDQ�RQO\�GR�WKLV�LI�\RXU�KRXVH�LV�LQ�RUGHU�DQG�IHPDOHV�LQ�\RXU�FRPSDQ\�DUH�LQGHHG�UHFRJQL]LQJ�\RX�DV�D�IHPDOH�IULHQGO\�ZRUNSODFH��%DVHG�RQ�RXU�VXUYH\�RI����OHDGLQJ�FRPSDQLHV�LQ�3DNLVWDQ�RQO\�WZR�FRPSDQLHV�ZRXOG�EH�DEOH�WR�GR�WKDW�DW�WKH�PRPHQW��2WKHUV�VWLOO�KDYH�VRPH�ZD\�WR�JR�LQ�FUHDWLQJ�WKH�HQYLURQPHQW�ZKHUH�ZRPHQ�XQHTXLYRFDOO\�ZLOO�UHFRPPHQG�WKHLU�FRPSDQ\�DV�D�IHPDOH�IULHQGO\�ZRUNSODFH��

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7.

13

$V�SDUW�RI�RXU�:RPHQ�#�:RUN�VWXG\�ZH�DOVR�interviewed 30+ successful female managers

and executives across all participating

FRPSDQLHV��$OWKRXJK�HDFK�VWRU\�LV�GLIIHUHQW�WKHUH�ZHUH�VRPH�VWULNLQJ�VLPLODULWLHV��

Some highlights:

Family Support is the Cornerstone of a Woman’s Career$OPRVW�DOO�ZRPHQ�PHQWLRQ�WKDW�VXSSRUW�IURP�WKHLU�VSRXVH�DQG�IDPLO\�LV�WKH�NH\�WR�WKHLU�VXFFHVV��6SRXVHV�KDYH�WR�EH�SURJUHVVLYH�HQRXJK�QRW�RQO\�WR�VXSSRUW�WKHP�LQ�WKHLU�endeavours but also to make a larger than

normal contribution to the household and in

some cases take over looking after the kids

WR�IDFLOLWDWH�WKHLU�ZLYHV�WR�WUDYHO�DQG�IXOÀOO�WKH�VRPHWLPHV�UHTXLUHG�ORQJ�KRXUV�

Mentors Help Navigate Tricky Waters(YHU\�ZRPDQ�QR�PDWWHU�KRZ�VXFFHVVIXO�she has been has landed in situations that

QHHGHG�FDUHIXO�PDQHXYHULQJ��0HQWRUV��HLWKHU�IURP�ZLWKLQ�WKH�FRPSDQ\�RU�VRPHWLPHV�from previous companies have been

LQVWUXPHQWDO�LQ�PDQDJLQJ�WKHVH�VLWXDWLRQV��$OO�VXFFHVVIXO�ZRPHQ�LQWHUYLHZHG�FRXOG�LGHQWLI\�D�SHUVRQ�ZKR�WKH\�UHJDUG�DV�D�PHQWRU�DQG�ZKR�KDYH�KHOSHG�WKHP�WKURXJK�GLIÀFXOW�FDUHHU�SDWFKHV��

Building a Network%HLQJ�DEOH�WR�EXLOG�D�VWURQJ�QHWZRUN�LQ�WKH�FRPSDQ\�RI�ERWK�IHPDOH�DQG�PDOH�colleagues has paid successful women

VWURQJ�GLYLGHQGV��1HWZRUNV�DUH�WKHUH�WR�support, ask for advice, help to step in and

create a larger support structure for a person

WR�VXFFHHG��6XFFHVVIXO�IHPDOH�H[HFXWLYHV�have stressed the importance of not letting

WKH�PDQ�UXQ�WKH�¶ROG�ER\V�QHWZRUN·�EXW�WR�go out and build a strong network in the

FRPSDQ\��

Focus on Delivering Results 0RVW�VWULNLQJO\��VXFFHVVIXO�ZRPHQ�ZH�LQWHUYLHZHG�VWURQJO\�FRQGHPQHG�ZRPHQ�who conformed to preconceived notions

RI�PDQ·V�YLHZ�RI�ZRPHQ��7KH\�FRQÀUP�WKDW�3DNLVWDQL�VRFLHW\�FXOWLYDWHV�VWURQJ�RSLQLRQV�DQG�ELDVHV�WRZDUGV�ZRUNLQJ�ZRPHQ��0RVW�ZRPHQ�LQWHUYLHZHG�VWDWHG�WKDW�LW�LV�RQO\�\RXU�SHUIRUPDQFH�DQG�WKH�GHOLYHU\�RI�UHVXOWV�WKDW�ZLOO�FKDQJH�SHRSOH·V�SHUFHSWLRQV�DQG�QRW�DERXW�EHLQJ�GLVWUDFWHG�E\�WKH�GLIÀFXOWLHV�WKDW�\RX�IDFH��(YHQ�LI�WKDW�PHDQV�WKDW�\RX�KDYH�WR�GR�MREV�RU�DFWLYLWLHV�WKDW�\RX�IHHO�uncomfortable with it is about just doing

WKHP�DQG�WU\LQJ�WR�GR�WKHP�EHWWHU�WKHQ�ZKRHYHU�HOVH��,W�LV�SHUIRUPDQFH�WKDW�FRXQWV�

What Women Can Do To Succeed

‘You really have to get an understanding of how women JUGGLE THEIR LIVES because it really takes a lot to manage work and then go home and be a wife and mother and once you UNDERSTAND – then you will be able to MAKE A DIFFERENCE,’

- says a senior executive at a multinational in Pakistan.

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8.

14

7KH�:RPHQ�#�:RUN�VWXG\�ZDV�WKH�ÀUVW�RI�LWV�NLQG��IRFXVHG�RQ�KHOSLQJ�WR�XQGHUVWDQG�WKH�GULYHUV�RI�JHQGHU�GLYHUVLW\��to help companies, women and men

alike understand how to enhance the

participation of women in the Pakistani

ZRUNSODFH��

We would like to thank the participating

companies, interviewed executives and

VSHFLÀFDOO\�3HSVL�IRU�WKHLU�JHQHURXV�VXSSRUW�WR�PDNH�WKLV�VWXG\�SRVVLEOH��

So What’s Next for Engage Women?

Our aim is to support female talent and

organisations towards enhancing gender

GLYHUVLW\�LQ�VHQLRU�PDQDJHPHQW�DQG�H[HFXWLYH�SRVLWLRQV�DFURVV�WKH�UHJLRQ��

We have a three-pronged approach to

achieve this:

Support companies in creating a female

IULHQGO\�ZRUNSODFH

Support women in maximising their

potential in the corporate world

8QGHUVWDQG�ZKDW�GULYHV�JHQGHU�GLYHUVLW\

2XU�QH[W�:RPHQ�#�:RUN�VWXG\�ZLOO�PRVW�OLNHO\�EH�D�SXEOLF�VWXG\�LQ�ZKLFK�ZH�LQFOXGH�PDQ\�PRUH�RUJDQLVDWLRQV�DFURVV�3DNLVWDQ�WR�XQGHUVWDQG�WKH�¶VWDWH�RI�JHQGHU�DIIDLUV·��$W�WKH�VDPH�WLPH�ZH�DUH�LQWHUHVWHG�WR�interview men in companies to understand

WKHLU�SHUVSHFWLYH�DQG�ÀQDOO\�JHW�D�EHWWHU�XQGHUVWDQGLQJ�RI�KRZ�ZH�FDQ�LQÁXHQFH�VSRXVHV��IDPLO\�PHPEHUV�DQG�WKH�VRFLHW\�DW�large to support their female talent in their

GHVLUH�WR�PDNH�WKHLU�RZQ�FDUHHU�DQG�ÁRXULVK�LQ�WKH�FRUSRUDWH�ZRUOG��We will continue to engage and update

\RX�RQ�RXU�MRXUQH\�DQG�ZRXOG�EH�ORRNLQJ�IRUZDUG�IRU�\RXU�FRQWLQXHG�VXSSRUW��

Engage Women is committed to help

companies and women build more

balanced companies in which the potential

RI�ZRPHQ�LV�PD[LPL]HG��$QG�\HV�ZH�GR�WKLV�because we believe the world will become

more fair and tolerant if more women have

H[HFXWLYH�OHDGHUVKLS�SRVLWLRQV��%XW�DERYH�DOO�ZH�GR�WKLV�EHFDXVH�LW�VLPSO\�PDNHV�EXVLQHVV�VHQVH��

Where Do We Take It From Here?

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(QJDJH�&RQVXOWLQJ�KDV�EHHQ�ERUQ�RXW�RI�WKH�VWURQJ�belief that we can help companies and their people

LPSURYH�WKH�ZD\�WKH\�OLYH�DQG�ZRUN�ZLWK�HDFK�RWKHU��We help organizations to engage their leadership

teams, talent and workforce, foster commitment

towards a co-created future and build a high

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(QJDJH�&RQVXOWLQJ�KDV�RIÀFHV�LQ�0DOD\VLD��'XEDL��DV�ZHOO�DV�.DUDFKL�DQG�/DKRUH�LQ�3DNLVWDQ��2XU�WHDP�LV�

H[SDQGLQJ�GDLO\�DQG�KDV�ZRUN�H[SHULHQFH�IURP�DFURVV�WKH�ZRUOG��7KH�GLYHUVLW\�RI�WKH�WHDP�LV�DQRWKHU�XQLTXH�factor which helps the Engage experience stand out

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3�2�%R[��������5DV�$O�.KDLPDK��8�$�(�Telephone: +971 7207 8293

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