“The gender pay gap in Pakistan is high from an international perspective”, proclaims the ILO Gender Pay Gap in Pakistan Report 2025, which is a detailed empirical analysis and policy implications endeavor by the ILO Country Office. A joint Foreword penned by ILO Country Office and Federal Ministry of Overseas Pakistanis and Human Resource Development states that “The persistence of the gender pay gap (GPG) is one of the clearest indications of gender inequalities in the labor market.

The GPG implies that women earn less than men for the same work, or for work of equal value. It exists for a range of reasons, including vertical segregation in the labor market and the presence of a penalty against “feminized” occupations. The GPG also perpetuates gender inequalities outside of the labor market.

In particular, a large gap decreases the incentives for women to pursue education, enter the labor force and progress in their careers. This, in turn, perpetuates the unequal distribution of unpaid care work and unequal bargaining power within the household. Reducing the GPG is, therefore, important from multiple perspectives.”

Women all over the world face various gender-based prejudices but continue their struggle to attain equality. Acknowledging the significance of women and their remarkable competences and potentials is imperative for them to get equal recognition.

The acknowledgment is mostly in rhetorical speeches and vague commitments despite the fact that discrimination is systemic, especially in a patriarchal ecosystem. Credit is of course due to enlightened employers who endeavor to provide a level playing field to women employees and who go the extra mile to implement fair and gender-neutral policies in recruitment, in privileges, and in promotions.

Planning and approving the induction of women employees in the enterprise requires a comprehensive and pragmatic decision-making attitude since it is a precursor to a healthy, facilitative, and gender-equality dynamics.

The question then........

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