GLASS CEILINGBarriers Faced by Women in Pursuit of Office Equity and Career Advancement in Pakistan

Course: Pakistan StudiesSubmitted To: Mrs Urfi KhalidSection: CDate: 16/4/2012

Group Members:Syed Usman Hussain - (11916)Falak Zubair Khan - (1181)Mariam Aqeel - (11341)Fatima Ahmed - (11386)Mohammad Ali Habib - (11412)

Table of ContentsLETTER OF ACKNOWLEDGEMENT..1Executive Summary..2INTRODUCTION.3Hypothesis and Research Methodology10Recommendations14CONCLUSION16BIBLIOGRAPHY.17APPENDIX I.18

LETTER OF ACKNOWLEDGEMENT

April 16th, 2012Dear Readers,We would first like to thank the Almighty Allah for giving us the strength and endowing us with the privilege of completing our Pakistan studies report on the subject GLASS CEILING - Barriers Faced by Women in Pursuit of Office Equity and Career Advancement in PakistanWe are also extremely thankful to our mentor and guide Ms. Urfi Kahlid for her constant support, encouragement and guidance, without which we could not have successfully achieved our task.We would also like to thank the teachers of our university we interviewed and other working women who spared their valuable time to help us and provided us the guidance to finally come up with this report.

Sincerely,Fatima Ahmed (11386)Usman Hussain (11916)Mariam Aqeel Hussain (11341)Falak Zubair Khan (11819)Mohammad Ali Habib (11412)

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Executive Summary

Women in Pakistan and across the globe have been victim of male domination in every aspect of life. They live in a society that is highly stratified according to class, caste, regional and cultural variations, all of which have implications on their lives and opportunities. Glass ceiling is the most common phenomenon which is faced by women in Pakistan at the corporate level.The report focuses mainly on the issue of glass ceiling in Pakistan and whether the problem has any effect on the lives of working women or not. Women at jobs face various obstacles while climbing the corporate ladder they do see the respective desired top position, but cannot see the glass that prevents them from getting into that position, that glass acts as a ceiling for them . Few women are seen at managerial positions although their qualifications and productive record allows them to have top positions. They are constantly tormented (physically or mentally) by their male colleagues and bosses in the form of stereotypes and old school.With every passing day the trend is changing, women are stepping in the corporate world in increasing numbers. Muslim families are now realizing the importance of, women working equal to men as their income constitutes towards the welfare of the family. But there are many barriers still to be broken by the women so as to prove the worth of their work. The report at the end suggests some solutions for eliminating glass ceiling, to minimum if not entirely.

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INTRODUCTION

General Position of Women in PakistanWomen live in a society that is highly stratified according to class, caste, regional and cultural variations, all of which have implications on their lives and opportunities.In todays world women are increasingly participating in the realm of work force, the trend is changing globally and more and more women are entering the workforce. Gone are the days when only men were considered the bread winners and women were confined to the homes performing domestic chores. Nowadays women are also earning their livelihoods by working in all fields and doing all sorts of jobs. They are working as HR managers, CEOs, Directors, Business Executives, Producers, and Musicians etc.As seen with respect to Pakistan, the workforce and most aspects of the public sphere in the country have been male dominated since a long time. For women daring to venture outside the house for work, are mostly employed as domestic servants or offered low income jobs where the chances of growth are quite bleak. This scenario is now beginning to change.In Pakistan there was once only a handful of women working but nowadays there has been a phenomenal change in the attitudes of people regarding professional and career oriented women. The status of women in Muslim societies is changing rapidly and there is a silent social revolution taking place with rising number of women joining the workforce and moving up the corporate ladder in Pakistan.A recent article by The New York Times suggests there are slow signs of this change with more women leaving the confines of their houses and taking on highly visible jobs in the service sector of Pakistan, where they are working as waitresses, shopkeepers, and saleswomen. With inflation continuing to soar throughout the country, these women fight a daily battle against pressures at home, dangers on their commute, aggressive and harassing customers and even unwilling employers as they struggle to feed and provide for their families.Both the public and private sectors are recruiting women in Pakistan's workforce ranging from Pakistani military, civil services, schools, hospitals, media, advertising, retail, fashion industry, publicly traded companies, banks, technology companies, multinational corporations and NGOs, etc. Beyond company or government employment, there are a number of NGOs focused on encouraging self-employment and entrepreneurship among Pakistani women by offering skill's training and micro financing. Kashf Foundation led by a woman CEO and BRAC are among such NGOs.Here are some statistics and data that confirm the growth and promotion of women in Pakistan's labor pool:1. A number of women have moved up to the executive positions, among them are Unilever Foods CEO Fariyha Subhani, Engro Fertilizer CFO Naz Khan, Maheen Rahman CEO of IGI Funds and Roshaneh Zafar Founder and CEO of Kashf Foundation.2. 4.6% of board members of Pakistani companies are now women.3. According to a report in the New York Times, female employment at KFC in Pakistan has increased up to 125 percent in the past five years,.4. The number of women working at McDonalds restaurants and the supermarket behemoth Makro has quadrupled since 2006.5. Now there are women taxi drivers in Pakistan. Best known among them is Zahida Kazmi described by the BBC as "clearly a respected presence on the streets of Islamabad".6. Several women fly helicopters and fighter jets in the military and commercial airlines which are state owned and also private airlines in Pakistan.

Concept of Glass Ceiling:Ineconomics, the termglass ceilingrefers to "the unseen, yet unbreakable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements.The term glass ceiling is a metaphorical term where the word ceiling implies that there is a limit to how far someone can climbthe corporate ladder. Along with this, implied barrier is the idea that it is a glass. It is transparent and not obvious to the observer. The termglass ceilingis most often applied in business situations where women feels that men have an influential role to play and exert power over issues which women find it nearly impossible to break through.The glass ceiling is a concept that most frequently refers to barriers faced by women who attempt to attain senior level positions or higher salary levels in corporations, government, and non-profit organizations. It also refers to racial and ethnic minorities, when they experience barriers to advancement.David Cotter defined four distinctive characteristics that must be met to conclude that aglass ceilingexists. A glass ceiling inequality represents:1) A gender or racial difference that is not explained by other job-relevant characteristics of the employee.2) A gender or racial difference that is greater at higher levels of an outcome than at lower levels of an outcome.3) A gender or racial inequality towards chances of advancement.4) A gender or racial inequality that increases over the course of a career.The glass ceiling metaphor has often been used to describe invisible barriers (glass) through which women can see elite positions but cannot reach them (ceiling). These barriers prevent large numbers of women and ethnic minorities from obtaining and securing the most powerful, prestigious, and highest-grossing jobs in the workforce. Moreover, this barrier can make many women feel as they are not worthy enough to have these high-ranking positions. Mainly this invisible barrier seems to exist in more of thedeveloping countries, where its effect on business is highly "visible".The barriers faced by women can be categorized into various categories. Such barriers include: Different pay for comparable work. Sexual, ethnic,racial,religious discriminationor harassment in the workplace. Lack of family-friendly workplace policies. These are the policies that discriminate against employees who dont have parents, single parent or those who are gay. Exclusion from informal networks at workplace. Requiring long hours for career advancement, sometimes known as the hour glass ceiling. The concept of glass ceiling exists worldwide and the challenges for women remain dauntingly large. In the Middle East, South Asia, and sub-Saharan Africa, there are in particular, large and persistent gender gaps ,with respect to access to education, health care, technology, and income, plus there is a lack of basic rights and pervasive violence against women which holds women back from being fully productive members of society.According to a European Commission report, women remain heavily outnumbered by men in the boardrooms of the largest listed companies in all EU countries the most recent figures show that fewer than 14 percent of board members are female.An independent review led by Lord Davies in 2011 estimated that at the current rate of change, it would take more than 70 years to achieve gender balance on the boards of the UK's largest 100 companies.Women aspiring for the positions to senior management strongly believe that glass ceiling to career position do exists. In accordance with a leading UK organizations management report, after conducting a survey of 3000 members of the (ILM) the institute of leadership and management, it was found that 73% female respondents felt that barriers still exist for women who are seeking board level and senior management positions in UK, and in comparison to this only 38% men were of the view, that there is glass ceiling. In accordance with another report of European commission, men has outnumbered women heavily in boardrooms of the largest companies listed in all EU countries. Recent figures shows that only 14% of board members are females. Creating a pipeline of talented women to redress the imbalance at senior level is now seen as an important goal in the UK, and elsewhere. (The independent Thursday 12 April 2012 Martin Thompson).

From this it is clearly seen that it is still a mans world at the top. For this imbalance to continue leveling out internationally, today's generation of women need to equip them as effectively as possible for the challenge of breaking through the glass ceiling.Governments and international organizations recognize that empowering women in the developing world is a catalyst for achieving a range of policy and development goals. It is time for multinational corporations to come to the same realization -- funding education and training female business leaders is good for business.LITERATURE REVIEW:With respect to Pakistani workforce and most aspects of the public sphere in the country have been male dominated since a long time. For women willing to venture outside the house for work, employment has been mostly in form of domestic servants and low income jobs where the chances of growth are quite bleak. Women employees in comparison to those women who are married are dissatisfied with their working conditions, as they are unable to fulfill their personal and family needs. It is found that unmarried women are satisfied with the working conditions. Public sector provides more benefits to women employees as compared to private, these include better maternity leave benefits, shorter working hours, more job security, less stressful work etc.

The trend over the past 10 years in Pakistan has changed but at a very slow rate. Even though slow yet both the public and private sectors are recruiting women in Pakistan's workforce ranging from Pakistani military, civil services, schools, hospitals, media, advertising, retail, fashion industry, publicly traded companies, banks, technology companies, multinational corporations and NGOs, etc. Beyond company or government employment, there are a number of NGOs focused on encouraging self-employment and entrepreneurship among Pakistani women by offering skills training and micro financing. Kashf Foundation led by a woman CEO and BRAC are among such NGOs.The following statistics are the excerpt taken from the Business Week Review that shows the percentage and standing of Pakistani women employees in the corporate sector;1. About 22 percent of Pakistani females over the age of 10 now work. According to the government statistics there is a 14 percent increase from what the figure was a decade ago.2. Women now holds 78 out of the 342 seats in the National Assembly, and in July, Hina Rabbani Khar, 34, became Pakistans first female Foreign Minister.

3. The cultural norms regarding women in the workplace have changed, says Maheen Rahman, 34, CEO at IGI Funds, which manages some $400 million worth assets. Maheen says she plans to keep recruiting more women for her company.3. Much of the progress in the working sector has come because women stays in school longer. More than 42 percent of Pakistans 2.6 million high school students last year were girls, a 13 percent increase as compared to 18 years ago.

4. Women made up about 22 percent of the 68,000 students in Pakistani universities in 1993; today, 47 percent of Pakistans 1.1 million universitys students are women, according to the Higher Education Commission.5. Half of all MBA graduates hired by Habib Bank, Pakistans largest lender, are now women. Parents are realizing how much better lifestyle a family can have if girls work, says Sima Kamil, 54, who oversees manages 1,400 branches as head of retail banking at Habib. Every branch I visit has one or two girls from conservative backgrounds, she says.Some companies believe hiring women gives them a competitive advantage. The buyers for almost all our product ranges are women, says Fariyha Subhani, 46, CEO of Unilever Pakistan Foods, where 106 of the 872 employees are women. Having women selling those products makes sense because they themselves are the consumers, she says. To attract more women, Unilever last year offered some employees the option to work from home, and the company has run an on-site day-care center since 2003. Engro, which has 100 women in management positions, last year introduced flexible working hours, a day-care center, and a support group where female employees can discuss challenges they encounter. Today there is more of a focus at companies on diversity, says Engro Fertilizer CFO Naz Khan. The next step, she says, is ensuring that More women can reach senior management levels. There are equal opportunities for women to advance in career growth like men but it will be difficult to attain these opportunities without maintaining balance in their work and family life. The only way women may get away with the glass ceiling is by being resilient and determined of their career, only then women would be able to change the working environment and laso by remaining firm and confident about their capabilities they would be able to penetrate the glass ceiling.

Hypothesis and Research Methodology

Hypothesis or Aim of the Study The aim of the study is to investigate whether urban women in the workforce are able to advance their positions in their respective careers or not. If obstacles for growth and workplace equality exist, what are these obstacles and how can they be removed.Research Methodology- We distributed questionnaires to women working in different organizations to see what problems they faced in getting promotions at their respective workplaces. These women came from diverse fields and occupied a range of positions such as teachers, managers, doctors, engineers, and bankers. The organizations focused in this study were Coca-Cola, Khyber Bank, Ziauddin Hospital, Hampton School, N.E.D and IoBM. The size of the sample used was 25 participants. Findings (Quantitative) and Analysis of Question 17:Option NoNumber of Yes with PercentageNumber of No with Percentage

16 ( 24%)19(76%)

214 (56%)11(44.0%)

38(32%)17(68%)

417(68%)8(32%)

517(68%)8(32%)

617(68%)8(32%)

725(100%)

Figure 1: Graph shows the percentage of people who answered Yes or No

Figure 2: Graph shows the Number of Yes or No

Majority of the women (76%) said that sexual harassment was not a major obstacle in the office, While 24% women felt that it did exist . However these statistics do not show a clear picture as women might not be comfortable disclosing information on this topic as it is a social taboo in Pakistani Society to discuss sexual issues. Majority of the Results show that there is unfair distribution of fringe benefits as 56% of the women voted yes for it. While 44.0% do not support this assumption. This is probably because males are considered to be the main bread earners in the family and giving them fringe benefits will allow them to support their wives and children.Majority of the Sample (68%) felt equal salaries are given to both males and females at the same-level. However females feel that the value of their salaries does not justify the nature of their job. This can be seen in terms of perks and benefits which are only offered to males. Majority of the Sample (68%) felt that few opportunities exist in the organization for enhancing their skills, While 32% felt that opportunities did exist. The latter figure says that training programs are conducted for personal growth. One participant said that they also provide cross-functional working opportunities with different departments for their growth in the organization. 68% in organizations are not given tasks to perform according to the level of their educational qualifications and there exists a general stereotype of women not as capable as men. This is because the management usually underestimates the capabilities of women and gives them tasks which are easy to perform.100% of the sample agreed that personal connections are given more priority in recruitment selection than an individuals qualifications and merit.Main Findings and Analysis (Q 1-16) Qualitative:Our findings showed that a glass ceiling exists in a large portion in Pakistan. This can be proved by the following responses which support the above assumption. Gender inequality exists in every organization to some extent. This is because males are a dominating figure and have an influential role. This inequality can be seen in two areas , firstly it can be seen where final decisions have to be made and secondly males look upon females as unable to certain tasks i.e. market visits. As far accountability to the senior management is concerned Gender is not a issue . Both males and females are equally accountable for their respective jobs in the organization.Women are empowered individuals and should be given equal opportunities in any workforce. The general image of women has been formed in Pakistan is that women are considered to be hardworking and capable individuals with extreme potential. However, in most organizations negative image of females have been formed and they are mostly considered as having less talent than males. Apart from this many companies hire because of their physical appearance rather than educational qualifications. Another Segment of Pakistani Society feel that it is not considered to be a good practice to be working outside their homes as the role of women is basically that of a homemaker. Promotional opportunities for women in Pakistan vary from organization to organization. In some companies fair opportunities are provided while in others males are preferred due to their typical mindset. Usually women are considered for promotion when management has no other option they are least preferred. The reasons managers give to justify this discrepancy are mainly two in nature. Firstly Managers feel that men are able to do extra tasks in overtime and can perform monotonous work while women want creativity and look for changes on a continuous basis. Secondly males are able to network with other male colleagues easily whereas women are reluctant to approach fellow male workers as they fear what society might think.Due to the presence of a glass ceiling in most organizations, it was found that job satisfaction levels are low. Most women said that if given the opportunity they would readily leave their current jobs. They gave many reasons for this. One Reason for this is better growth opportunities and career paths, while others consider an attractive salary package for their reason of leaving their current organization. Not only for the better opportunities and salary packages but also for a better friendlier environment and diversified culture which would accommodate them without creating any obstacles or glass ceiling towards advancement.The communication of male employees is seen as a hindrance to the career growth of females in Pakistan. Males in the organization are unable to convey their ideas succinctly and have weak verbal and non-verbal abilities. To counter this problem the females we interviewed felt that males should be sent for grooming and communication development training sessions where they should be taught to avoid slang language and to be effective speakers.

Recommendations

As per the research we have done, we had come out with many solutions to breakthe glass ceiling in the organization.Some of the feasible solutions for coping with the glass ceiling is by allowing women employees to take additional responsibilities and women in return need to be strong and confident in what they do. Also women they themselves need to be more dedicated towards their work and management can help by providing flexible working hours in order to maintain balance in personal and professional life. Management can also help by creating a separate womens section where they can discuss their problems and issues arriving at workplace they can provide for day-care for the working mothers and some holiday rewards to help increase their productivity. Another very effective solution to break glass ceiling can be if the government takes staunch stand against it. In most of the organizations glass ceiling is not seen as a problem, therefore government can start awareness programs and by introducing such policies which will regulate and monitor the companys performance in this area. The stereotypical thinking should be eradicated for the minorities especially career women and also gender biasness, for this the recruitment criteria can be changed and designed in such a way that will allow more opportunities for women. Women employees should be educated in areas of self-development, personal management that might help them get over their lack of confidence and resist the glass ceiling.By providing more opportunity to the female section (govt.had already taken the action regarding this, they have given some quota in different sectors likeprivate and public as well) would ensure balance of gender in the work force and would help predict the trend with which women employees effect companys growth. Women employees and colleagues must be treated, there should not be any soft corners they must face the same level of criticism as male and same level of appreciation as male. This will help females improve productivity and provide true picture for female and company both of how important it is to have female workforce on the team.A diversified culture provides ample opportunities for females to adjust and adapt the working environment; this is mainly seen in the multi-nationals and one of the reasons why they are progressing. Diversity in the company would open up every employees mind-set and immune them to the differences in each other. This allows everyone especially women to be themselves and only to prove themselves for this positive thinking, Friendly Culture, Neutral approach is mandatory. Elimination of old school mind-set put forth by the old school employees is very important; again the diversity in the organization must be so strong that it should not leave space for the stereotypical thinking.Last but not the least equal opportunities must be provided to women employees in every area of the corporate sector so as to qualify on the merit for top level positions.

CONCLUSION

The study showed that after decades of technological advancement and fast paced life, women are still considered as a tool for running household. It is important to understand the significance and mental power of women and to give them hold of corporate reins. Women have capacity to bring changes in business world and in Pakistan if women are given opportunities they have talent to take organizations and a whole new level; examples of such women as discussed in literature review tell us that not all women are unconfident and weak but given chance have higher productivity level as well as decision-making skills.Pakistan has immense talent in form of career-oriented women, they should be provided with the friendlier, diversified and cooperative environment and government regulations so that they can step out of their comfort zone and do things differently which will be beneficial for both the organizations and society.

BIBLIOGRAPHY

For more Ideas look at http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1116&context=key_workplace... http://en.wikipedia.org/wiki/Glass_ceiling http://www.iba.edu.pk/Business_review/vol_53.pdf http://pu.edu.pk/images/journal/pesr/PDF-FILES/8%20FARIDA%20Perceptions%20of%20Work%20Environment.pdf http://www.bookpump.com/dps/pdf-b/1120648b.pdf http://tribune.com.pk/story/23120/laws-not-enough-to-break-glass-ceiling/ http://www.pkhope.com/the-challenges-faced-by-working-moms/ http://blog.rozee.pk/2010/07/21/working-women-braving-challenges/ http://southasiainvestor.blogspot.com/2011/09/pakistani-womens-growing-particpation.html http://www.defence.pk/forums/current-events-social-issues/129049-pakistani-women-breaking-stereotypes-workplace.html http://www.wisegeek.com/what-is-the-glass-ceiling.htm http://en.wikipedia.org/wiki/Glass_ceiling http://www.foreignaffairs.com/articles/66206/isobel-coleman/the-global-glass-ceiling http://www.independent.co.uk/student/postgraduate/mbas-guide/women-can-break-through-the-glass-ceiling-7639579.html

APPENDIX I

informed consent form

Title of Study:Glass Ceiling - Barriers faced by women in their pursuit of office equity and career advancement in Pakistan

Principal Investigator:Syed Usman Hussain, Fatima Ahmed, Mariam Aqeel, Falak Zubair Khan and Mohammad Ali Habib

Institute:Institute of Business Management

Introduction:We are students of IoBM conducting a research on Glass Ceiling - Barriers faced by women in their pursuit of office equity and career advancement in Pakistan would like to invite you to become a part of our research.

Background Information:The termglass ceilingrefers to "the unseen, yet unreachable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements.

Purpose of Research Study:The aim of the study is to investigate whether urban women in the workforce are able to advance their positions in their respective careers or not. If obstacles for growth and workplace equality exist, what are these obstacles and how can they be removed.

Possible Risks or Benefits:There is no risk involved in this study except your valuable time. There is no direct benefit to you also; however the results of the study may help us to formulate conclusion regarding our research.

Right of Refusal to Participate and Withdrawal:You are free to choose to participate in the study. You may refuse to participate without any loss or benefit which you are otherwise entitled to. You may also withdraw any time from the study without any adverse effect. You may also refuse to answer some or all the question if you dont feel comfortable with these questions.

Confidentiality:The information provided by you will remain confidential. Nobody except principal investigator will have an access to it. Your name and identity will also not be disclosed any time.

Authorization:I have understood this consent form and I volunteer to participate in this research study.

Participants Signature: ____________________________________________________.

Principal Investigators Signature: ___________________________________________.

1. To what extent do you feel a "glass ceiling" exists in your company or in any organization in Pakistan?

2. Have you ever felt threatened by the conduct of your fellow employees or top level management?

3. Are males and females treated equally in your company? If inequality exists, in what sphere can it be seen?

4. Do you feel women are held more accountable to management as compared to men?

5. What do you feel about the image of women in any workforce?

6. Do you think women are given fair promotion opportunities as compared to men?

7. Does the value of your salary justify the nature of your job in the organization?

8. Have you ever felt insecure physically while working with a male colleague?

9. Have you ever lost a job due male dominance or male sexual harassment?

10. Do you feel that male members at your current workplace tend to be favored when it is Promotion Time? If Yes, Please describe what reasons managers in your organization give to justify such decisions.

11. If given the opportunity to work in a different company would you? What would be your reason for switching jobs?

12. What kind of opportunities does your organization give for personal and organizational growth?

13. Do you know of any other fellow employees who faced issues in career advancement due to their gender? What kind of problem was it and how did your company overcome it?

14. Are you satisfied with the communication skills of your male colleagues (both verbal and non-verbal)?

15. What possible solutions do you see for eliminating glass ceiling in organizations?

16. To what extent you are able to handle such complications? (Optional)

17. In the Organization where I work the most common obstacles I face are_____________. Please circle one option out of Yes/No for each of the following options . 1. Sexual Advances Yes / No2. Unfair Distribution of Fringe Benefits Yes/ No3. Low Salary Compared to same-level fellow male employees Yes/No4. Few opportunities for Skill Enhancement i.e. training opportunities Yes /No5. Work Given is not up to your education level i.e. A PhD is being forced to occupy a clerical position. Yes/No6. Gender Stereotypes of Women being seen as not as capable as Men. Yes/No7. Existence of old-boy Networks where Personal Connections are more important than Merit . Yes/No