Pak. J. Commer. Soc. Sci. 2011 Vol.

5 (1), 177-191 Gender Discrimination in Workforce and its Impact on the Employees Zahid Ali Channar (Corresponding Author) HEC Indigenous Scholar for PhD in Management Sciences, Isra University, Hyderabad, Sindh and Adjunct Assistant, Department of Management Sciences, Isra University, Sindh, Pakistan Cell No. 0332-2601242, E-mail: zachanar@yahoo.com Zareen Abbassi Associate Professor and Head of Department, Department of Public Administration, University of Sind, Jamshoro, Pakistan E-mail: zareenabbassi@hotmail.com Imran Anwar Ujan Assistant Professor, Department of Information Technology, University of Sindh, Jamshoro, Pakistan E-mail: iujan@yahoo.com Abstract This research paper explores the issue of gender discrimination in workforce and its impact on the satisfaction and motivation, commitment and enthusiasm and stress level of employees. Close ended questionnaire was administered from 526 males and females of lower, middle and higher category employees of public and private health and education departments of Hyderabad and Jamshoro districts. Gender discrimination in workforce was measured through independent samples-t test. The analysis shows that females were discriminated more than males in private

organizations. Thus the findings show that females are discriminated more than males in private sector than in public sector. The impact of gender discrimination on satisfaction & motivation, commitment & enthusiasm and stress level was assessed through Pearson product moment correlation co-efficient. The results show that gender discrimination decreases satisfaction & motivation and commitment & enthusiasm level of employees, and increases the stress level in the employees. Keywords: Gender discrimination, Workforce, Satisfaction & Motivation, Commitment & Enthusiasm, Stress Level. 1. Introduction Decenzo, (1998) has described that HRM in any organization is concerned with the staffing, training, developing, motivating and maintaining the employees. Staffing is concerned with strategic human resource planning, recruiting and selection. Fifty years ago, HRM was considerably simpler because work force was strikingly homogenous. Now-a-days work force has changed from homogeneous to heterogeneous type. Gender Discrimination in Workforce 178 Wayne (1995) has explained that Managing Diversity means establishing a heterogeneous work force to perform to its potentials in an equitable work environment, where no member or group of members has an advantage or a disadvantage. Managing diversity is very essential for any organization, especially in this era of globalization. Managing diversity is required to close the unfair discrimination and thus enable employees to compete on equal basis. 2. Literature Review Erik et al., (2006) have conducted the research on whether women are discriminated through sticky floor or glass ceiling effects in Sweden. They have found through their research that women in Sweden suffer more from sticky floor effects than glass ceilings.

Their study also showed that women with small children face a largest gender penalty in careers. Gender penalty is larger for younger and older women and less for middle aged women. There was no any empirical support in their study that women have lesser career opportunities in the private sector than in public sector, relative to men. Susan et al (1998) have focused on the work place gender discrimination rational bias theory. According to this theory, decision makers may choose to discriminate if they believe that their superiors or others having power over their careers expect or prefer it. The findings of their research showed that businessmen discriminated women and people at the top of the organization are most biased against women than people at the bottom. Their study has also confirmed that management support discrimination, though those discriminations were less than the findings of earlier research, reflecting increasing equal opportunity. It was also confirmed through their research that the discrimination is more because of external pressures than from internal. Habib (2000) has studied the effects of Brick Wall and Glass ceiling in public administration of Bangladesh. His analysis has shown that women are discriminated in civil services of Bangladesh from entry to the higher posts (Glass Ceiling). Social cultural factors are the principal stumbling blocks and build a wall for entry of woman into civil services. Their career path was hindered by the impediments of the systematic and attitudinal reasons. Government laws and regulations in this regard are proving ineffective. However, that discrimination was not for the women who came from upper class. This disparate treatment against women had implications for their morale, motivation and performance. Uzma (2004) found out that identity is created through the society, environment and parents. It is a two-way process - how people view you and how you view yourself. Attitude of parents towards their children formulate their identity. Parents usually

consider their daughters as weak, timid, and too vulnerable; they need to be protected by the male members of the society. Because of this reason females cannot suggest or protest. This is the first step of subjugation and suppression. According to her; even the educated females have the double identity professional and private. Another finding of her research was that the income of the women is not considered as the main financial source for the family, but as supplementary to the income of their males. She also found that those results were not valid for the upper and advanced families, where complete freedom is given to their females.Channar et al 179 3. Gender Discrimination Wayne (1995) says that no law has ever attempted to define precisely the term discrimination, in the context of workforce, it can be defined as the giving of an unfair advantage (or disadvantage) to the members of the particular group in comparison to the members of other group. Narrating the decisions of the courts, Ivancevich (2003) writes that in interpreting title VII of the 1964 Civil Rights Act and other laws, the United States courts have held that both intentional (disparate treatment) and unintentional (disparate impact) acts of covered entities may constitute illegal employment discrimination. 4. Statement of the Problem Gender discrimination turns the employees emotionally brittle, simple peace loving employees transform into paranoid and suspicious, fearful and angry individuals. Elimination of Gender Discrimination is crucial for the satisfaction and motivation, commitment and enthusiasm and less stress of the employees. 6. Objectives of the Study

7. Hypotheses H1 Gender Discrimination at work place prevails more in public sector than in private sector

workers. der Discrimination increases stress level in women workers. 8. Scope of the Study This research was conducted to assess gender discrimination in workforce in the Public and Private organizations of Hyderabad and Jamshoro districts. Health and Education departments were taken from each of the above sectors. This study has measured the effect of the gender discrimination on the job satisfaction and motivation, commitment and enthusiasm and stress level of the women workers. 9. Research Methodology Total sample size for this study is 526. This sample size is calculated at 95 % confidence level, Confidence Interval ,Margin of error = 4.23, Population = 27000, and percentage 50]. A sample size of male and female employees for public education department for both districts is 73 and 80 and for private education department of both districts is 44 and 78, respectively; whereas, sample size of 80 male and 85 females was collected from public health department of both districts and 46 males and 40 females from private health departments of both districts. Stratified method of probability sampling is used for collecting data. In this research each one of the education and health departments, both public and private, was divided into

four strata i.e. education into primary schools, high schools, colleges and universities and Gender Discrimination in Workforce 180 health into paramedical, nurses, doctors (BPS-17) and Professors/Senior Doctors; and then random sample was drawn from each strata. Standard instrument Questionnaire- is used for measuring the variables. The aspects measured through questionnaire are: Gender Discrimination, Satisfaction and Motivation, Commitment and Enthusiasm, and Stress Level. Gender Discrimination in workforce is surveyed through the questions, based on the perceptions regarding gender discrimination in work force identified by the UNDP (1993, p.91). Satisfaction and Motivation is surveyed by the Motivation and Satisfaction scale (alpha=0.81) developed by Nick Foster (1999). Commitment and Enthusiasm at work is surveyed by using a similar set of questions as the ones used by the United States Merit Systems Protection Board (USMSPB) and reported in Naff (1994, p.512), latter on used by Habib Zafarullah (2000). Stress level of respondents is surveyed using GHQ-12 (General Health Questionnaire12). Five point Likert scale was used to ask the respondents how strongly they agree or disagree with a statement. Rating or Scale questions were used to collect opinion data from the respondents regarding the gender discrimination, satisfaction and motivation, commitment and enthusiasm and stress level. Nominal, Ordinal and at some places Interval scales of measurements are used. However, ordinal scale of measurement is used mostly. In this research attitudes/tendencies of respondents regarding Gender Discrimination, Satisfaction and Motivation, Commitment and Enthusiasm and Stress Level were measured by means of questions, with alternative answers ranked in ascending or descending order. 9.1 Reliability of Gender Discrimination Scale

Reliability of Gender Discrimination scale, having eight questions, is 0.704, which is more than the required one i.e., 0.70. Hence this scale is reliable. Reliability of Satisfaction & Motivation is 0.800. Reliability of Commitment & Enthusiasm is 0.709. Reliability of Stress Level Scale is 0.728. 10. Analyses 10.1 Analyzing Gender Discrimination in Public Organizations Gender Discrimination in workforce was assessed through Independent-samples t-test. Two variables are used for this test, one categorical and other continuous. For this research categorical variable used is Sex (with male coded as 1 and female coded as 2) and continuous variable used is discrimination in work force, which is the total score that participants recorded on 8 item gender discrimination scale. Table I: Group statistics for gender discrimination (GD) in work force Sex N Mean Std. Deviation Std. Error Mean Discrimination in Male 153 19.6797 4.41536 .35696 work force Female 165 23.1030 4.70680 .36642Table II: Independent samples test for GD in workforce Levene's Test for Equality of Variances t-test for Equality of Means 95% Confidence Interval of the Difference F Sig. t df Sig. (2tailed) Mean

Differenc e Std. Error Differenc e Lower Upper Equal variances assumed 0.624 .430 -6.676 316 .000 -3.42329 .51279 -4.43221 -2.41437 Discrimination in work force Equal variances not assumed -6.692 315.9 .000 -3.42329 .51155 -4.42977 -2.41681 181Table I provides the mean and standard deviation for males and females. N shows the number of males and females, here the number of males and females is 153 and 165 respectively. In table II, the significant level for Levenes test is .430, which is larger than the cut-off of .05. This means that the assumption of equal variance has not been violated, therefore we will use the t-value provided in the equal variance assumed line. As the assumption of equal variance has not been violated, therefore we choose the value of Sig (2-tailed) as provided in the equal variance assumed line. As the value of Sig (2tailed) is less than .05(.000), there is a significant difference in the mean scores on gender

discrimination for males and females. An independent-sample test was conducted to compare the Gender discrimination scores for Males and Females. There was significant difference in scores for males (M= 19.679, SD= 4.415) and females (M=23.103, SD= 4.706); P=.000 (two-tailed). Hence females are discriminated more than males in work force. 10.2 Analyzing Gender Discrimination in Private Organization Gender Discrimination in workforce is assessed by independent-sample T-test. Two variables are used for this test, one categorical and other continuous. For this research categorical variable used is Sex (with male coded as 1 and female coded as 2) and continuous variable used is discrimination in work force, which is the total score that participants recorded on 8 item gender discrimination scale. Table III: Group statistics for GD in work force Sex N Mean Std. Deviation Std. Error Mean Discrimination Male 89 19.7640 4.05088 .42939 in work force Female 118 23.2542 5.18411 .47724 Table IV: Independent Samples Test for GD in Work Force Levene's Test for Equality of Variances t-test for Equality of Means 95% Confidence Interval of the Difference F Sig. t df

Sig. (2tailed) Mean Differ ence Std. Error Difference Lower Upper Equal variances assumed 6.01 .015 -5.255 205 .000 -3.49 .66421 -4.79975 -2.18064 Discrimi nation in work force Equal variances not assumed -5.437 204.72 .000 -3.49 .64197 -4.75592 -2.22446 182Channar et al 183 Interpretation: In table III, SPSS gives the mean and standard deviation for males and females. N shows the number of males and females, here the number of males and females is 89 and 118, respectively.

In table IV, the significant level for Levens test is .015, which is smaller than the cut-off of .05. This means that the assumption of equal variance has been violated, therefore we will use the t-value provided in the equal variance not assumed line. As the assumption of equal variance has been violated, therefore we will choose the value of Sig (2-tailed) as provided in the equal variance not assumed line. As the value of Sig (2-tailed) is less than .05(.000), there is a significant difference in the mean scores on gender discrimination for males and females. An independent-sample test was conducted to compare the Gender discrimination scores for Males and Females. There was significant difference in scores for males (M= 19.764, SD= 4.050) and females (M =23.254, SD= 5.184); P=.000 (two-tailed). Hence females are discriminated in work force. 10.3 Impact of Gender Discrimination (GD) on Satisfaction & Motivation (S&M) Here we assess what is the relationship between the gender discrimination at work force and satisfaction and motivation. Two continuous variables are needed for this analysis, which are:

tisfaction and Motivation Table V: Correlation between GD and S&M GD S&M Pearson Correlation 1 -.315** Sig. (2-tailed) .000 GD N 524 523 Pearson Correlation -.315** 1 Sig. (2-tailed) .000

S&M N 523 525 **. Correlation is significant at the 0.01 level (2-tailed). Interpretation: The relationship between perceived gender discrimination and Job satisfaction and motivation was investigated using Pearson product-moment correlation coefficient. Preliminary analyses were performed to ensure no violation of the assumption of normality. There was a moderate negative correlation between the two variables, r = .315, n = 523, p< .05. 10.4 Impact of Gender Discrimination on Commitment and Enthusiasm (C&E) Here we assess the relationship between the gender discrimination at work force and commitment and enthusiasm. Two continuous variables used here are:

182Gender Discrimination in Workforce 184 Table VI: Correlation between GD and C&E GDscrmnWF8 C&E Pearson Correlation 1 -.319** Sig. (2-tailed) .000 GD N 524 521 Pearson Correlation -.319** 1 Sig. (2-tailed) .000 C&E N 521 523

**. Correlation is significant at the 0.01 level (2-tailed). Interpretation: The relationship between perceived gender discrimination and Commitment & Enthusiasm was investigated using Pearson product-moment correlation coefficient. Preliminary analyses were performed to ensure no violation of the assumption of normality. There was a medium negative correlation between the two variables, r = .319, n = 521, p< .05. 10.5 Impact of Gender Discrimination on Stress level (SL) Here we assess the relation of gender discrimination at work force on stress level. Two continuous variables are needed for this, which are: mination at work force, and

Table VII: Correlation between GD and Stress Level GD SL Pearson Correlation 1 .240** Sig. (2-tailed) .000 GD N 524 502 Pearson Correlation .240** 1 Sig. (2-tailed) .000 SL N 502 503 **. Correlation is significant at the 0.01 level (2-tailed). Interpretation: The relationship between perceived gender discrimination and stress level was investigated using Pearson product-moment correlation coefficient. Preliminary analyses were performed to ensure no violation of the assumption of normality. There was

a small positive correlation between the two variables, r = .240, n = 502, p< .05. 10.6 Influence of S&M, C&E and SL on Gender DiscriminationChannar et al 185 Multiple Regression technique is used to answer the questions of how much variance in dependent variable can be explained by independent variables and what is the relative contribution of each independent variable to the dependent variable. Variables needed are: variable (Gender Discrimination); and

Commitment & Enthusiasm and Stress Level) Table VIII: Model summary for multiple regression Model R R Square Adjusted R Square Std. Error of the Estimate 1 .395a .156 .151 4.59180 a. Predictors: (Constant), TStrsLvl, TSatMot, TComEnth b. Dependent Variable: Total discrimination Table IX: ANOVA for multiple regression Model Sum of Squares df Mean Square F Sig. Regression 1931.652 3 643.884 30.538 .000a Residual 10457.986 496 21.085 1 Total 12389.638 499 a. Predictors: (Constant), TStrsLvl, TSatMot, TComEnth b. Dependent Variable: Total discriminationTable X: Coefficients for multiple regression

Unstandardized Coefficients Standardized Coefficients 95% Confidence Interval for B Correlations Collinearity Statistics Model B Std. Error Beta t Sig. Lower Bound Upper Bound Zero-order Partial Part Tolerance VIF (Constant) 29.019 2.035 14.260 .000 25.021 33.017 TSatMot -.190 .047 -.203 -4.066 .000 -.282 -.098 -.332 -.180 -.168 .681 1.468 TComEnth -.236 .071 -.171 -3.323 .001 -.375 -.096 -.330 -.148 -.137 .643 1.555 1 TStrsLvl .102 .034 .132 3.013 .003 .036 .169 .241 .134 .124 .880 1.136 a. Dependent Variable: Total discrimination 186Channar et al 187 Table XI: Residual statistics for multiple regression Minimum Maximum Mean Std.

Deviation N Predicted Value 16.4346 26.9739 21.5820 1.96750 500 Std. Predicted Value -2.616 2.740 .000 1.000 500 Standard Error of Predicted Value .209 .967 .391 .126 500 Adjusted Predicted Value 16.3228 27.0189 21.5817 1.96882 500 Residual -1.32356E1 16.33601 .00000 4.57798 500 Std. Residual -2.882 3.558 .000 .997 500 Stud. Residual -2.896 3.578 .000 1.001 500 Deleted Residual -1.33585E1 16.52494 .00026 4.61573 500 Stud. Deleted Residual -2.918 3.622 .000 1.003 500 Mahal. Distance .037 21.127 2.994 2.837 500 Cook's Distance .000 .037 .002 .004 500 Centered Leverage Value .000 .042 .006 .006 500 a. Dependent Variable: Total discrimination 10.6.1 Evaluating the model The R Square value in table VIII tells how much of variance in the dependent variable (Gender Discrimination) is explained by the model (including the variables of Satisfaction & Motivation, Commitment & Enthusiasm and Stress level). In this research the value is .156, expressed as percentage it is 15.6 percent. This means that the model explains 15.6 percentage of the variance in gender discrimination. 10.6.2 Evaluating each of the independent variables The table X lets us know that which of the variables included on the model contributed to

the prediction of the dependent variable. As we are interested in comparing the contribution of each independent variable, therefore we will use the Beta values under the heading standardized co-efficients. We look at the largest value (ignoring any negative sign). In this research, the largest beta co-efficient is -.203 which is for total satisfaction and Motivation. This means that this variable makes the strongest unique contribution to explaining the dependent variable, when the variance explained by all other variables in the model is controlled for. The beta value for commitment and enthusiasm is -.171, indicating a lesser contribution to explaining the dependent variable. Stress level made the lowest contribution (b = .132) to explaining the dependent variable. Next step is to check whether this value is making a statistically significant unique contribution to the equation. For this we check the significant value. The significant value for satisfaction and motivation, commitment and enthusiasm and stress level is .000, .001 Gender Discrimination in Workforce 188 and .003 respectively, which means that all of them are making a significant unique contribution to the prediction of the dependent variable. The part correlation co-efficients, when squared, indicates the contribution of a variable to the total R squares. In other words, it tells how much of the total variance in the dependent variable is uniquely explained by that variable and how much R square would drop if it was not included in that model. In this research, satisfaction and motivation has part correlation coefficient of -.168, if we square this we will get .028, indicating that this variable uniquely explains 2.8 percent of the variance in the total gender discrimination. For commitment and enthusiasm, value is -.137; when squared we get .018. This indicates a unique contribution of 1.8 percent of the variance in the total gender discrimination. The part correlation co-efficient for stress level is .124, when squared it becomes .015; indicating 1.5 percent unique contribution to the explanation of variance in gender

discrimination. We can interpret the results as: This model, which includes satisfaction and motivation, commitment and enthusiasm and stress level, explains 15.6 percent of variance in total gender discrimination. Of these three variables, satisfaction and motivation makes the largest statistically significant (p=.000) unique contribution (beta = 2.8 percent); commitment and enthusiasm makes the second largest statistically significant (p=.001) unique contribution (beta = 1.8 percent); stress level makes the lowest statistically significant (p=.003) unique contribution (beta = 1.5 percent). From the above conclusions a model is constructed as: G.Dc = a + b1SM + b2CE + b3SL In this model: GD = Gender Discrimination SM = Satisfaction & Motivation CE = Commitment & Enthusiasm, and SL = Stress Level Where GDc represents the Gender Discrimination as predicted by the equation (computed through R square). a denotes the Gender Discrimination, when all the other three explanatory variables have a value of zero simultaneously. b1 represents the change in Gender discrimination associated with a unit change in SM variable, when the other variables are held constant. b2 represents the change in Gender discrimination associated with a unit change in CE variable, when the other variables are held constant. b3 represents the change in Gender discrimination associated with a unit change in SL variable, when the other variables are held constant.

11. Results & Discussions In hypothesis 1 we predicted that females are more discriminated than males at work force in public organizations than in private organizations. Gender discrimination at workforce was calculated through the T-Test. For public organizations, the results showed that there was significant difference for females (Mean = 23.103, SD = 4.706) and males Channar et al 189 (Mean = 19.679, SD = 4.415); p = 0.000 (two-tailed). Hence it was clear that females were discriminated more than males at workforce in public organizations. For private organizations, the results showed that there was significant difference for females (Mean = 23.254, SD = 5.184) and males (Mean = 19.764, SD = 4.050); p = 0.000 (two-tailed). Hence it was clear that females were also discriminated more than males at workforce in private organizations. When we compare the results of public and private organizations, it was very clear that females were discriminated more than males at workplace in both organizations, but the score of discrimination was more in private sector (23.254) than in public sector (23.103). Hence we accept the null hypothesis and reject the alternative hypothesis: H0: Females are not discriminated more than males at work place in public organizations than in private organizations. HA: Females are discriminated more than males at work place in public organizations than in private organizations. In hypothesis 2, it was predicted that gender discrimination decreases the satisfaction and motivation level of employees. This hypothesis was tested by correlation. The results of the correlation were: Pearson Correlation (r) = -0.315, n= 523, p< .05. The results showed that there was a negative relation between these two continuous variables, thus it confirmed our prediction that gender discrimination decreases satisfaction and motivation.

On the basis of this analysis we reject the null hypothesis and accept alternative hypothesis: Ho: Gender Discrimination does not decrease Job satisfaction & motivation. HA: Gender Discrimination decreases Job satisfaction & motivation In hypothesis 3, it was predicted that gender discrimination decreases the commitment and enthusiasm level of employees. This hypothesis was also tested by correlation. The results of the correlation were: Pearson Correlation (r) = -0.319, n= 521, p< .05. The results showed that there was a negative relation between these two continuous variables, thus it confirmed our prediction that gender discrimination decreases commitment and enthusiasm. On the basis of this analysis we reject the null hypothesis and accept alternative hypothesis: Ho: Gender Discrimination does not decrease commitment and enthusiasm. HA: Gender Discrimination decreases commitment and enthusiasm. In hypothesis 4, it was predicted that gender discrimination increases the stress level of employees. This hypothesis was also tested by correlation. The results of the correlation were: Pearson Correlation (r) = .240, n = 502, p< .05. The results showed that there was a positive relation between these two continuous variables, thus it confirmed our prediction that gender discrimination increases stress level. On the basis of this analysis we reject the null hypothesis and accept alternative hypothesis: Ho: Gender Discrimination does not increase stress. HA: Gender Discrimination increases stress.Gender Discrimination in Workforce 190 12. Conclusions From the statistical analysis presented above and the subsequent intensive discussions, the study identifies the following as the most significant conclusions.

1. The statistical analysis has revealed that females were prone to gender discrimination behavior at the work place, both in public and private organizations. However, that biased behaviors was more in public organizations than in private organizations. 2. Analysis showed a negative relation between GD and S&M; which means that gender discrimination resulted in low job satisfaction and motivation. 3. Analysis also showed that gender discrimination was inversely proportional with commitment and enthusiasm, i.e., because of discrimination, women showed less commitment and enthusiasm towards their job. 4. A positive relation between gender discrimination and stress level was indicated through statistical techniques; which meant that higher the gender discrimination, higher will be the level of the stress. Acknowledgement We are grateful to the editors and reviewers for their valuable comments to improve the earlier draft of the paper. REFERENCES Ackler, J. (1990). Hierarchies, jobs, Bodies: A theory of gendered organizations. Gender and Society, 4(2), 139-158. Anwar, Shaheen. (2004). Discrimination against women: an analysis of the manifestations, inclinations and protestations. Proceedings of the International Conference on Social Sciences: Endangered and Engendered, Fatima Jinnah Women University, Rawalpindi, Pakistan, 387-412. Cotter, D. A., Hermson, J.G., OvadiaV. S., Vannerman,R. (2001). The glass ceiling effect. Social Forces, 80 (2), 655-681. David, A.D. De Cenzo., Stephen, P. Robbins. (1998). Human Resource Management (5th

edition). John Wiley & Sons, New York. Eatzaz, Ahmad., Amtul, Hafeez. (2007). Labor supply & earning functions of educated working women. The Pakistan Development Review, 46(1), 45-62. Erik, Bihagen., Marita Ohls. (2006). The glass ceiling-where is it? Womens and mens career prospects in the private vs. the public sector in Sweden 1979-2000. The Sociological Review, 54(1), 20-47. Habib, Zafarullah. (2000).Through the brick wall and the glass ceiling: women in the civil services in Bangladesh. Gender, Work and Organization, 7(3), 197-209. Hiau, Joo. Kee. (2008). Glass ceiling or sticky floor exploring the Australian gender pay gap. The Economic Record, 82(59), 408-427. John, M. Ivancevich. (2004). Human Resource Management ( 9th edition). McGraw Hill, USA.Channar et al 191 Maume, Jr, D. (1999). Occupational segregation and the career mobility of white men and women. Social Forces, 77 (4), 1433-1459. Mehak, Aijaz. (2007). Determinants of labor force participation in Pakistan. The Labor Journal of Pakistan, 203-235. . Nazimunissa Mahtab. (2004). Womens studies in Bangladesh: potential and challenges, Proceedings of the International Conference on Social Sciences: Endangered and Engendered, Fatima Jinnah Women University, Rawalpindi, Pakistan, 71-83. Nick, Foster. (1999). Another glass ceiling? : the experiences of women professionals and managers on international assignments, Gender, Work and Organization, Blackwell publishers ltd., 6 (2), 79-89. Nikala,Lane.(2000). The lowest status of female part time NHS nurses: a bed-pan ceiling, Gender, Work & Organization, Blackwell Publishers Ltd., 7(4), 269-279.

Rosefed, R. A., Kallerberg, A.L. (1990). A cross national comparison of the gender gap in the income. American Journal of Sociology, 96(1), 69-106. Susan, Trentham., Laurie, Larwood.(1998). Gender discrimination and the workplace: an examination of rational bias theory, Sex Roles. A Journal of Research, 38, 1-28. Uzma Shoukat.(2004). Literacy and womens identity, Proceedings of the International Conference on Social Sciences: Endangered and Engendered, Fatima Jinnah Women University, Rawalpindi, Pakistan, 84-96. Wayne, F. Casico. (1995). Managing Human Resource, Productivity, Quality of work life, Profits, McGraw Hill Internationals (4 th edition). Ziaullah. (2008). Workforce management challenges for contemporary HR Managers: Review of Workforce Diversity and Employee Empowerment, Pak Management Review, XLV(1), 25-33.

Gender discrimination has become an issue in Pakistan. Different government and non-government organizations are working day and night to resolve this issue. There are two broad categories of human being, which differ based on nature. Society assigns different duties and responsibilities according to their gender. Those duties are socially constructed and that gender roles are constructed socially and, not given by nature. Gender discrimination a common practice when both men and women are trying to show their sovereignty and show the desire of alternating their duties without giving importance to each other. We can say that male dominating system and patriarchy is a creator of gender discrimination. Actually when people think that, some peculiar assignments are do-able by men but cannot be by female then gender discrimination comes into play. When we talk about gender discrimination, then both men and women are part of this. However, in Pakistan women have to face more problems and issues related to gender discrimination. Examples of discrimination include discrimination in family law, discrimination at work place, discrimination in education, physical or psychological abuse, and social restrictions as well. In Pakistani culture, there are different norms, which become hurdles for women to get basic rights like education, mobility, and freedom. Arrange forced marriages are still common in Pakistan. Even women have no access to court for justice due to cultural hindrance. The literacy rate and enrollment ratio of girls in Pakistan is very low, which shows that girls stay at home and do domestic chores without having much choice. There are different causes of gender discrimination in Pakistan. I will discuss some of them one by one. Religious tradition and misinterpretation is one of the important reasons of gender discrimination because many religious scholars are men and gender biased, so their interpretations are also gender biased creating gender discrimination.

Secondly, culture and customs are other important reasons or causes of gender discrimination in Pakistan. There are different cultures and traditions in a Pakistani society, which is the actual cause of gender discrimination because different cultures have different norms and traditions. In a Pakistani society, women have just few typical roles and duties assigned by the society, which are socially. People consider women as weak and emotional and hence encourage them to stay and work at home, and take care of family. There is a huge wall between public and private spheres for women. They do not have permission to work in public, sphere to generate income. People force them to carry out daily household chores. That is a discrimination faced by majority of women. So finally, I will conclude that in Pakistan gender discrimination is actually discrimination with women because of mail dominating society, where women do not have decision making power to take steps for their rights except some women in urban areas.

Discrimination represents a significant social problem in Pakistan as well as throughout the world. Girls face discrimination everywhere in the world. They often receive less food than boys do, have less entre to schooling and work long hours. Why can't we see the helpless agony of the girl child in our society? Their ignorance will certainly beget to forget our cause, which is still fractured in the regions. In societies where a male child is regarded as more valuable to the family, girls often are denied the right of life, denied the right to name and nationality. And by being married off early or forced to stay at home and help in domestic chores, girls are often denied the right to education and all the advantages that go with it, the right to associate freely and the rights accompanying unjustified deprivation of liberty. These all are basic humiliation from family to girls when boys are regarded as the pillars of tomorrow. The convention on the Rights of the Child (CRC), adopted in 1989 and by now ratified by most countries of the world, provide an agenda for action in identifying enduring forms of inequality and discrimination against girls, abolishing practices and traditions detrimental to the fulfilment of their rights and defining an effective strategy to promote and protect those rights. But implementation is necessary to ensure positive changes. Other than the CRC, the Convention on the Elimination of all forms of Discrimination against Women (CEDAW) is the most extensive and widely ratified international agreement promoting the rights of girls and women. When we talk about the education system, it reflects the inequality found outside the classroom. Girls the world over are less likely than their brothers to be attending primary school. In some cases, where a decision has to be made about which children to send to school, it is commonly seen that parents decide to invest in their sons education rather than their daughters. This may reflect the fact that upon marriage, daughters may no longer contribute to family income and are therefore not seen as worth investing in. There are several gender discrimination related consequences of child labour as well. Most obvious are the problems faced by girls who have been sexually exploited. Also girls working as child domestic workers are often denied medical treatment when required since they are domestic help and do not share the same status as the other children in the household. Children who suffer an accident at work may also feel that this is their own fault for being clumsy or bad at their job, and the adults and medical personnel who they encounter may have the same attitude. Education is the tool that can help break the pattern of gender discrimination and bring lasting changes for women in developing countries like ours. Pakistan has for decades grossly underinvested

in education, and in particular, girls education. Girls' education also means comprehensive change for a society. Educated women are essential to ending gender bias, starting by reducing the poverty that makes discrimination even worse in the developing world. - See more at: http://www.pakistantoday.com.pk/2011/11/16/comment/editors-mail/gender-discrimination-inpakistan/#sthash.XdVgNH3N.dpuf

A STUDY CONDUCTED ON GENDER DISCRIMINATION IN JOB OPPORTUNITIES, AND IMPACT OF GENDER AWARENESS IN PUBLIC SECTOR ORGANIZATIONS BY GHIZALA KAZI SPECIALIST WOMEN EMPOWERMENT AND GENDER RIGHTS PLANNING AND DEVELOPMENT DIVISION/COMMISSION GOVERNMENT OF PAKISTAN April 2011INTRODUCTION This Study has been conducted to find out level of Gender discriminations in Government Organizations. The Constitution of Pakistan declares that all citizens are equal before the law and are entitled to equal protection. It prohibits discrimination on the basis of sex and commits the State to take steps to ensure the full participation of women in all spheres of life. The Government has committed using a rights-based approach towards

gender justice and equality and had set out two main objectives for 2005 to 2010 i.e meeting womens basic needs and promoting poverty reduction and economic empowerment. Under new initiatives the MTDF directs that legislative reform should specially focus on discriminatory laws. The MTDF also commits to implementing the national Policy on Development and Empowerment of Women (2002) The Government of Pakistan has obligations for human rights under International agreements. It is also a signatory to the Convention on the Elimination of Discrimination against Women (CEDAW). The Committee on the Elimination of Discrimination against Women has noted the close connection between discrimination against women and gender-based violence, and violations of human rights and fundamental freedoms, and stated that full implementation of CEDAW requires States to take positive measures to eliminate all forms of discrimination against women. Gender is defined by FAO as the relations between men and women, both perceptual and material. Gender is not determined biologically, as a result of sexual characteristics of either women or men, but is constructed by the society.. It is a central organizing principle of societies, and often governs the processes of production and reproduction, consumption and distribution (FAO, 1997). Gender is often misunderstood as being the protection of women rights only. That may be because at present concentration is on empowerment of women socially and economically. Reason being that all the relevant indicators give a very dismal situation of women in Pakistan.(Table 1, 2, and 3). Government of Pakistan, therefore, needs to uplift the status of women , to bring them a bit closer to status of male population if not equal to them, because at present it seems a far fetched dream. 1) OBJECTIVES OF THE STUDY/SURVEY a). To develop a data base of sex disaggregated data. b). To analyze the data from gender perspective. c). To identify the gender imbalances in Public sector jobs.

d). To analyze the results of survey conducted for this study from Gender perspectivee). To determine the level of awareness of officials on Protection against harassment of women at work place and their reaction on the Act-2010 f). To develop of a report identifying gender imbalance in the Ministries g). To recommend the rectifying measures to the planners for the future. 2) Methodology It was a desk study, based on the hypothesis that there existed a form of discrimination in the job opportunities in Public sector organizations. To work on this hypothesis a data collection form as well a questionnaire to conduct survey was developed and approved by the Competent Authority. Data collection form and the questionnaire may be seen at annex-i and ii. 3) SAMPLE As far as Planning Commission was concerned the complete data of every section was collected. But it was not possible to collect the data from all Ministries so also to conduct the survey, therefore with random sampling a total no. of 16 Ministries were selected for conducting this study. 4) PROCEDURE The questionnaire as well the data collection forms were sent to each Ministry with a request to send them back in 15 days. The questionnaire was to be filled by three level officers of each Ministry i.e. higher, middle and lower level. The matter was personally pursued therefore the feed back was received on time. After receipt of data and survey forms, situation analysis was done, and this report was prepared 5) DURATION It took two and half months to complete the study(from February to April 2011) 6) Analysis of data collected from Planning Commission Data related to male/female employees (from BS 1 to BS-22) of Planning Commission/Division was collected from its different sections. The table showing position of male and female employees in each Grade is at annex- iii. Out of

total employees of Planning Commission i.e. 1214, no. of women was found only 101which comes to only 8% of the total employees. Table no.1 gives an overall picture of section wise position of female of Planning Commission of Pakistan and Table no. 2 shows the position of female employees in different grades. Complete picture is at annex iii.Table-1 Section Male Female Total %age of Female Employees Economic Section 146 15 161 9 Technical Section 199 17 216 8 Energy Wing 46 2 48 4 Project Wing 31 1 32 3 Project/ Attached Cell/ Centre 213 34 246 14 Admin 500 35 535 7 G-Total 1113 101 1214 8 Table-2 Grade Male Female Total Percentage BS-15 & Bellow 891 59 950 6 BS-16 22 4 26 15 BS-17 49 13 62 21 BS-18 69 15 84 18 BS-19 43 6 49 12 BS-20 31 3 34 9 BS-21 6 1 7 14 BS-22 2 0 2 0

Total 1113 101 1214 95 Graph-1 Data of Planning Commission 22 49 69 43 31 642 13 15 6310 0 10 20 30 40 50 60 70 80 BS-16 BS-17 BS-18 BS-19 BS-20 BS-21 BS-22 Grades Number of employees Male Female - 1 indicates that maximum strength of female employees is in

administration Section i.e. 35 and also in Project/ and attached cell which is 34. It is because of the fact that in Administration the female are employed in lower grades

like on the posts of assistant, stenographer, stenos, computer operators but who do not have any career ladder. -2, maximum no. of women i.e. 59 is found in BS-15 and below. Another striking factor is that although there is one female in BS-21, 15 female in BS-18, and 13 in BS-17 but all these belong to Projects and attached cells where these posts are on contract basis for a fixed time with fixed pay package. Thus they have no career ladder. They will remain in the same position till their contract ends and their services are terminated. - iii it is found that if we look at the strength of permanent employees in different sections and wings and at different levels of Planning Commission no woman occupies the position from BS-22 to BS-20 and in BS-19 there is only one female and rest are below BS-18 or BS-17. ntioned that the data of Planning Commission of Pakistan points towards serious gender imbalance. Table-1 indicates that total female representation in Planning Commission is only 8% of the total employees which is lower than 10% of the usual quota for female in Govt. organization. rious indicator is that female dont reach to the higher levels in this organization. This may be because of the reason that either they were not recruited on permanent posts of grade 17 to have a career path or the 50% seats of direct recruitment through Federal Public Service Commission could not be availed by female candidates.

by nature sit back and do not take timely action to complete their ACRs and other prerequisite for the promotions committees.

with fixed packages. Organizations which hire the human resources with a clear career path grow with time and are considered to be having good HR policies.

Contract employment especially in Govt. is not considered a positive sign for the growth of the organization. The argument is simple that the contract employees, male or female, do not feel affiliated with the organization, and also on the other hand the permanent employees of the same organization do not recognize them as part of their organizations.

is harmful for the organizations as well as for its permanent employees because on the one hand they feel frustrated knowing that others are taking higher salary than them as a result they show lack of interest in their work and attitude. On the other hand the contract employees also loose their interest because of negative attitude of their colleagues. to either its employees or to the organization. le or female, is that they are openly criticized for having better packages than govt. salaries. But this fact is not acknowledged that the salaried permanent employees apart from salary are entitled to so many benefits like medical, petrol, driver, vehicle government accommodation etc. Total of above benefits if added to their monthly salary will definitely become more than the same level contract employees package. The contract employees, from that so called higher package, have to pay the rent of the accommodation, pay medical bills, have their own vehicle, pay for the petrol and also pay the drivers salary if they need driver. So who is the looser, the permanent employee or the contract employee? Obviously the contract employee and eventually the organization itself. And it will happen just because of the simple reason that it failed to have a sustainable, career growth policy and took refuge in adhoc arrangements. 6) Analysis of data obtained from Ministries Initially only six Ministries were selected bit later on sample size was increased to 16 Ministries. Table given below presents the data Grade wise of total t give benefit

Ministries.( Ministry wise data is at annex-iv. Table-3 Grades Male Female BS-15 & Bellow 2542 134 BS-16 98 5 BS-17 206 28 BS-18 166 7 BS-19 79 6 BS-20 44 3 BS-21 18 0 BS-22 13 0Graph-2 Male/Female Employees 0 50 100 150 200 250 BS-16 BS-17 BS-18 BS-19 BS-20 BS-21 BS-22

Grades Number of employees Male Female Graph-3 Male Employees 0 50 100 150 200 250 BS-16 BS-17 BS-18 BS-19 BS-20 BS-21 BS-22 Grades Number of Employees MaleGraph-4 Female Employees 0 5 10 15 20 25 30 BS-16 BS-17 BS-18 BS-19 BS-20 BS-21 BS-22 Grades Number of Employees

Female The above mentioned data shows that the no. of female employees is much lesser in comparison with the data of` Planning Commission. Minimum female are found in Ministry of Culture i.e.2 and maximum in Economic Affairs Division i.e. 31. Detailed Picture can be seen at Annex iii. The data shows that no female officer is in BS-22 and 21. Out of 17 Ministries only three female officers are in BS- 20, six are in BS-19, seven in BS- 18. After BS-18, no. of female officers started increasing as in BS- 17 and 16 there are, 33 female employees and after that the no. has suddenly increased i.e. BS 15 and below we find a total no. of 112 female employees. This factor becomes clear from Graph 2 and 3. It is also interesting to note that none of Ministries do have 10% women employees as was decided by the Government.. One factor is common in Planning Commission and other Ministries that as the ladder go higher no. of women decreases and even stops. After reading the above data one starts believing in the theory of Glass ceiling which means that after a certain stage womens career growth stops. For whatever reason but it is some thing which does not exist in rules and regulation that is why it was called Glass Ceiling. One cant see it but it stops female from going higher. This phenomenon is not a new but is quite old. That means that the researchers although have been pointing it out since last two decades but this glass ceiling still exist even in 2011. It may also be mentioned that out of 17 Ministries few are going to be devolved/ already devolved in post 18th amendment scenario. But it will not have any reflection on this study as we are not specifying any Ministry 8) Factors Responsible for this situation There are a no. of factors to which this situation may be attributed like following:i) Education. Female literacy is 45% only in Pakistan according to Economic survey of Pakistan 2010. And that also is because urban areas are included where literacy is higher

than in rural areas. Same is the case with girls taking bright positions in colleges, Universities, and Professional colleges and it is said that in such institutions no. of girls is more than no. of boys. It sounds true. But when we examine the data of women reaching to higher education the percentage is quite small it is therefore that in labour force the no. of female degree holders is much smaller than of boys as given in Table- 4 Table-4 Educational attainment of the labour force (%) Labour force 15+ 2000 2002 2004 2006 2007 2008 Change 2000 to 2008 (Percentage points) Metric but below intermediate Both sexes 11.4 12.3 12.6 12.2 13.3 13.4 2 Males 12.5 13.3 13.9 14.5 15.2 15.6 3 Females 5.2 6.9 6.5 6.1 5.5 4.9 -0.2 Intermediate but below degree Both sexes 4.1 4.6 4.7 4.8 5.3 5.4 1.2 Males 4.5 4.7 5 5.3 5.9 6.1 1.6 Females 2.4 4.1 3.1 2.9 2.9 2.6 0.3 Degree Both sexes 4.6 5.3 6 5.9 5.7 6.3 1.6 Males 4.9 5.4 6.1 6.1 5.9 6.8 1.9 Females 3.4 4.7 5.5 5.1 4.8 4.5 1 Ref: Pakistan Economic Survey 2009-2010 (Ch. Name Education Page#2)GPI is genuine progress indicator

Graph-5 Educational attainment of the labour force(%) Year 2008 13.4 15.6 4.9 5.4 6.1 2.6 6.3 6.8 4.5 0 2 4 6 8 10 12 14 16 18 Both sexes Males Females Both sexes Males Females Both

sexes Males Females Metric Intermediate DegreeAt present less than 3 percent of the age group 17-23 have access to higher education. Women in particular have limited opportunities to acquire higher education and attain professional or technical degrees. This is due to the cultural perception of gender roles and inadequate number of vocational training and professional institutions for women. Out of 172 professional colleges in 1996-1997, only 10 exist exclusively for women. In the other 162 professional colleges, women can get admission only against a reserved quota. The female enrollment in professional colleges was 48 against 100 boys in 1996-1997. Similarly, the gender ratio in 26 public sector universities, including one for women, is 28.9percent. in 1991-1992 the number of female polytechnic institutes was 12 as compared with 40 male polytechnics with an enrollment of 21,503. Of the 12 female polytechnics, 8 are in Punjab, 3 in Sindh, and 1 in NWFP. Balochistan has none. There are 12 female commercial institutions; all of them located in Punjab 1,493. This is small in comparison with 225 male institutions in all provinces.( Economic survey of Pakistan 2010) Demographic trends also limit the chances of women getting higher education. Pakistans female population was estimated at 78 million out of the national population of 161 million in the year 2008 and is steadily increasing with an average annual growth rate of 2.1 percent since 2000. Apparently nearly all women who get higher education mostly belong to urban areas. As per census conducted in 1998, 70% of our population belonged to rural areas where such facilities were not available. And even if available the girls were not allowed to avail them. ii) Environment Most of girls are not allowed to do the job with male. Parents/ husbands still feel

that teaching/nursing/ and medical are the safer professions meant for girls. There exist stigmas against women who are working in offices. Male as well as female look down on them. It is the result of our male dominated society which does not want to accept women working equal to them. They dont feel that their daughters or wives are safe while working in offices. To clean the environment the Govt. has developed and implemented the law Protection against harassment of women at workplace If implemented this law can become a good tool for creating a clear harass free environment in Public Organizations which may lead to increased no. of women in Public organizations. iii) Discrimination Although we like to deny it but fact is that Gender discrimination against women still exists. Its male mindset which has to be changed which will take time. While conducting this survey one higher level office(name can not be mentioned) said yes all this work for women empowerment is fine but still I will say that best place for women is at home and not outside homeiv) Marriages and Child bearing. There are no. of evidences that women after marriage leave the job if their husbands dont allow them. If not at that time than when they start having children they have to be at home if some body is not there to take care of children. So leave the job seems easy solution. Or even if they continue, it becomes quite stressful for them. Male bosses find them easy target for any lapses and husbands also criticize them at home. This situation makes them to loose interest in jobs. v) Promotions It is very rare that women working in Public sector get promotion on time work. For this only men can not be blamed because female by nature do not get their ACRs completed or prepare other pre- requisites on time (except DMG) Simultaneously if there comes a rift with other colleagues then they dont have that fighting spirit and thus let the other person promote. It is their weakness. Simultaneously, male employees also face the problem of delayed promotions which is due to the weakness of the system existing in the

organization. 9) FINDINGS OF SURVEY a). The same Ministries which had provided the sex disaggregated data were requested to fill in the survey form, from high level, middle level and lower level officials. We received back 35 forms which show that all Ministries had not taken part in the survey reasons best known to them. The summary of responses is at Annex- 1V. The survey form had three sections. First section was for personal information which is not discussed here. The Section 2 there was pertinent questions about impact of Gender awareness, and reaction of officers about female employment. The third section was on implementation of the law on Protection against harassment of women at workplace. b). According to responses received on question no 4, that what are your views about female employment, all agreed that equal opportunities must be given, female may be encouraged. Overall it indicated positive attitude, with the exception of one who stated It is difficult to some extent. Question no. 5 was about female attitude towards their male colleagues, out of 35, 28 comments were positive and encouraging. However there were seven comments which indicated. mistrust, no confidence, below normal or just ok. For providing facilities to women employees all agreed, so also for cooperation with female employees and vice versa, 29 gave positive response where as six did not respond. c). Question no. 9 had asked about Ministrys policy for promoting gender equality, 15 replies were to greater extent, 16 to some extent, and 3 were not at all. On the question no.10, 22 replies were that facilities were being provided by their Ministries, to a greater extent. 16 stated to some extent and 2, not at all. About Gender sensitization, we received 16 answers stating to greater extent, 13, to some extent, and 3 not at all.. Regarding the performance of female employees 19 stated to a greater extent, 13, to some extent and to were not in favor. While asked, would it adversely affect your performance if the immediate boss was from opposite sex 34 gave the answer NO, candidly, and only one said YES it will affect his performance.

d). The third section of the Survey was about implementation of Protection against harassment of women at workplace-Act 2010. The responses received indicated that most of Ministries had been implementing it. Code of conduct was adopted but awareness raising seminars were only held in 7 ministries out of 17 Ministries. Very positive answerers were received about change of behavior, clean environment and also that this clean environment will lead to productivity level of both male and female. Replies in condensed form are at annex-iv. e). It is interesting to note that survey replies were in favor of female employment but the data from the same Ministries shows other side of the mirror as already discussed at page 5-7. It is but human nature which is known to every researcher that while replying on the survey form sent to them, most of people would like to give positive answers. To dig out the real situation the interview method is best, where surveyor can assess the respondent by throwing different related questions or talking to the respondents. This method was not possible for this study. RECOMMENDATIONS On the basis of above analysis, following are the recommendations for having a gender balanced job situation in Planning Commission and other Ministries of Govt. of Pakistan; 1. The male/female employees who are in promotion zone or close to it may be given promotion on seniority-cum- merit basis. The women employees may be helped in fulfilling the pre-requisites for promotion purposes like getting the ACR written by their superior every year with out delay. 2. All those senior officers should be made accountable who did not write the ACR of officials working under them by end of each year. 3. Although it is financial crunch time for the Government but instead of spending money on the salaries of contract people, the Ministries and especially Planning Commission of Pakistan may get have additional positions of BS 17 officers with

50:50 male /female ratios and get them filled through proper channel. This crop of young officers will find a clear career path and after about 10 to 15 years we may find women if not equal to men but to some hat in better positions occupying seats of BS 20 and 21 in Ministries as well in Planning Commission of Pakistan 4. HR is a specialized field which needs specific qualification. It is therefore that HR department of Private organizations is always the strongest because they recruit MBAs with HR or the HRD degree holders. Unfortunately in Government organizations there is no such concept and officers are placed on posting transfer basis in such sections. One can not expect from these career officers to be experts in Human resource Development, Management and especially planning the human resources for the organization.5. It is therefore recommended that HR, section in every Public organization may be strengthened and manned by experts. This will definitely help in career planning of both sexes, male/female. 6. Recruitment on contract basis and in Projects may be stopped instead recruitment on permanent seats may be preferred. 7. More facilities of higher education may be provided for women in Public institutions. They may also be given stipends to complete their studies as an incentive, because due to poverty many girls drop out after matriculation. 8. The Protection against harassment of women at workplaceAct 2010, may be implemented in letter and spirit and its awareness may be spread as far as possible so that the male members of the family permit their female to work with male colleagues and bosses. Awareness rising may be made even to the senior most offices who although think they dont need any awareness or sensitization where is in fact they do. Through its implementation the environment of organization would get better and conducive for female employees. 9. Separate facilities may be provided for women employees in every organization. 10. Day care centers may be opened in each Ministry for the children of working

mothers. Conclusion anizations. None of the Ministries had female employees as per quota decided by Government. But for this situation a no. of factors are responsible as discussed on pages 7-9. is also concluded that there was not much of difference in the replies on survey form obtained from three levels of officials.

matter seriously and bring the change by implementing the recommendations of this study as given at pages 10-11 and make the organizations gender balanced.

Ministries to take action accordingly. al Planning and Development Departments may also be advised to take advantage of this study and conduct the similar type of study in their respective Provinces.

Ministries. Once data base of all Ministries is developed it will help the planners but it will need to be updated on yearly basis.

base has been developed. Now it will need to be updated every year. the end it is stated if there is any mistake it may be taken in the spirit of to err is humanSubject: MALE/FEMALE EMPLOYEES OF PLANNING COMMISSION Section Wise Sex Disaggregated Data of Planning Commission/Division of Pakistan Grades Economic Section Technical Section Energy Wing Projects Wing Project/Attached Cell/Center Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total BS-22

BS-21 BS-20 BS-19 BS-18 BS-17 BS-16 BS-15 BS-14 BS-13 BS-12 & Below Total Annex-1SURVEY IMPACT ASSESSMENT OF GENDER AWARENESS AND ISSUES SECTION NO-I Personal Information 1. Name 2. Male/Female 3. Basic Pay Scale: 4. Position which you are holding at present? 5. Since how long you have been on the same position?

10 Year or above. 6. When your next promotion is due?

SECTION NO-II Gender Equality 1. How many employees are working in your Ministry?

2. Do you believe that girls should get the same education opportunities as boy?

Annex-2 3. When your next promotion is due?

4. What are your views about female employment? 5. What do you think is female employees attitude towards male employees? 6. Do you think that female employees should have separate rooms, toilets, pray area, and parking? 7. Do you cooperate with the female employees and help them if required? 8. Do the female employees cooperate with the male employees and help them if required? 9. Do you feel that your Ministrys policies promote Gender equality while recruiting and promoting?

10. Do you feel your Ministry is providing same facilities to its male employees as well to female employees?

11. Do you feel that management as well the employees of your Ministry are gender sensitized?

not, why? 12. Do you know why no of women are employed in Public Sector is lesser than of men? 13. Do you think someone of the opposite sex could perform equally well, if posted on your position? o some extent

, why? 14. Would it adversely affect your performance or growth if your immediate Boss is from the opposite sex?

SECTION NO-III Protection against harassment of women at workplace Act, 2010.

1. Has your Ministry implemented Protection against Harassment of Women at Workplace Act 2010.

2. Has it adopted the Code of Conduct and constituted Inquiry Committee?

3. Has your Ministry organized awareness raising Seminars? If Yes, how many? 4. Do you think this Act is helping in providing women employees a safe and secure environment?

5. If yes, have you felt a positive change in the behavior of male & female employees?

every level, shall improve the environment as well productivity level of your Ministry?

No, why?

THANK YOUMale Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total 1 Ministry of Culture 1 - 1 1 - 1 1 - 1 1 - 1 4 - 4 10 - 10 4 - 4 101 2 103 123 2 125 1.6 2 Ministry of Industries & Production 1 - 1 2 - 2 4 1 5 9 2 11 18 - 18 14 3 17 8 - 8 217 15 232 273 21 294 7.1 3 Ministry of Railways 1 - 1 2 - 2 3 - 3 7 - 7 24 - 24 6 - 6 6 1 7 172 7 179 221 8 229 3.5 4 Ministry of Defence 1 - 1 3 - 3 7 - 7 12 2 14 20 1 21 28 1 29 7 - 7 388 12 400 466 16 482 3.3 5 Ministry of Overseas Pakistan 1 - 1 - - 0 1 - 1 1 - 1 4 1 5 4 1 5 - - 0 63 3 66 74 5 79 6.3 6 Iintellectual Property Organization of Pak 1 - 1 - - 0 - - 0 5 - 5 7 1 8 23 10 33 16 3 19 162 10 172 214 24 238 10.1 7 Ministry of Housing & Works 1 - 1 - - 0 1 - 1 2 - 2 16 - 16 3 1 4 3 - 3 142 6 148 168 7 175 4.0 8 Economic Affairs Division 1 - 1 1 - 1 5 - 5 8 1 9 9 1 10 34 7 41 17 1 18 243 21 264 318 31 349 8.9 10 Cabinet Division - - - - - - - - - 2 - 2 1 - 1 - - - - - - 21 4 25 24 4 28 14.3 11 Ministry of Science & Tchnology 1 - 1 - - 0 5 1 6 5 - 5 16 - 16 2 - 2 2 - 2 102 5 107 133 6 139 4.3 12 Ministry of Commerce 1 - 1 4 - 4 4 1 5 9 1 10 4 1 5 22 4 26 5 - 5 237 12 249 286 19 305 6.2 13 Ministry of Petroleum & Natural Resources - - 0 2 - 2 4 - 4 6 - 6 8 - 8 6 6 1 - 1 108 5 113 135 5 140 3.6 14 Ministry of Water and Power 1 - 1 1 - 1 4 - 4 3 - 3 8 1 9 10 1 11 3 - 3 102 1 103 132 3 135 2.2 15 Ministry of Social Welfare & Special Education 1 - 1 1 - 1 2 - 2 3 - 3 9 1 10 6 - 6 7 - 7 149 9 158 178 10 188 5.3 16 Establishment Division 1 - 1 1 - 1 3 - 3 6 - 6 18 - 18 38 - 38 19 - 19 335 22 357 421 22 443 5.0 13 0 13 18 0 18 44 3 47 79 6 85 166 7 173 206 28 234 98 5 103 2542 134 2676 3166 183 3349 5 Grades BS-16 Total S.No G. Total

Name of Ministries Female Percent age Sex Disaggregated Data collected from Ministires/Divisions, Govt. of Pakistan Subject: EXSISTING SITUATION OF MALE/FEMALE EMPLOYEES IN DIFFERENT MISNISTRIES Grades BS-22 Grades BS-21 Grades BS-20 Grades BS-19 Grades BS-18 Grades BS-17 Grades BS-15 & Bellow Annex-3Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total BS-22 1 - 1 - - - - - - - - - - - - 1 - 1 2 0 2 0 BS-21 - - - - - - - - - - 3 1 4 3 - 3 6 1 7 14 BS-20 4 - 4 9 - 9 4 - 4 2 - 2 11 3 14 1 - 1 31 3 34 9 BS-19 8 - 8 15 1 16 5 - 5 - - - 11 5 16 4 - 4 43 6 49 12 BS-18 15 5 20 16 1 17 1 - 1 - - - 32 9 41 5 - 5 69 15 84 18 BS-17 7 - 7 5 2 7 - 1 1 - - - 33 9 42 4 1 5 49 13 62 21 BS-16 1 1 2 2 1 3 - - - - - - 19 2 21 22 4 26 15 BS-15 12 3 15 18 3 21 4 1 5 6 1 7 14 3 17 54 11 65 17 BS-14 12 - 12 13 2 15 4 - 4 1 - 1 5 1 6 35 3 38 8 BS-13 - - - 3 - 3 - - - - - - - - - 3 0 3 0 BS-12 6 2 8 12 1 13 2 - 2 1 - 1 4 - 4 25 3 28 11 BS-11 - - - - - - - - 1 - 1 2 - 2 3 0 3 0 BS-10 - - - - - - - - - - - 2 - 2 500 35 516 502 35 537 7 BS-9 3 - 3 4 - 4 1 - 1 2 - 2 5 - 5 15 0 15 0 BS-8 - - - - - - - - - - - 3 - 3 3 0 3 0 BS-7 10 - 10 11 - 11 2 - 2 1 - 1 7 - 7 31 0 31 0 BS-6 - - - - - - - - - - - 5 - 5 5 0 5 0 BS-5 - - - - - - - - - 1 - 1 9 - 9 10 0 10 0

BS-4 & Bellow 67 4 71 91 6 97 23 - 23 16 - 16 47 1 48 244 11 255 4 Total 146 15 161 199 17 216 46 2 48 31 1 32 212 34 246 500 35 535 1113 101 1214 8 Female % Sectionwise 9 8 Female % 4 3 14 7 8 MALE/FEMALE EMPLOYEES OF PLANNING COMMISSION SECTION WISE SEX DISAGGERATED DATA OF PLANNING COMMISSION/DIVISION Grand Total Technical Section Project/Attached Cell/ Centre Economic Section Energy Wing Project Wing Grades Admin Annex-421 SURVEY IMPACT ASSESSMENT OF GENDER AWARENESS AND ISSUES Accumulative responses received through Survey Programme. Concluding result Number of survey forms which are received from the ministries are 35. Gender Equality 7. How many employees are working in your Ministry? Male Female 2745 161 \ 8. Do you believe that girls should get the same education opportunities as boy? Yes No If No, Why? 35 0 0

9. When your next promotion is due? 1 Year 2 Year 5 Year 10 Year or Above 19 7 8 1 12. What are your views about female employment? Higher Level Middle Level Lower Level 13. What do you think is female employees attitude towards male employees? Higher Level Middle Level Lower Level 14. Do you think that female employees should have separate rooms, toilets, pray area, and parking? Yes No If No, Why? 35 0 0 15. Do you cooperate with the female employees and help them if required? Yes No If No, Why? 29 0 0 16. Do the female employees cooperate with the male employees and help them if required? Yes No If No, Why? 28 0 0 Annex-522 17. Do you feel that your Ministrys policies promote Gender equality while recruiting and promoting? To some ext. To greater ext. No at all If not, Why? No Answer 16 15 2 0 1 18. Do you feel your Ministry is providing same facilities to its male employees as well to female employees? To some ext. To greater ext. No at all If not, Why? No Answer 16 22 2 0 0

19. Do you feel that management as well the employees of your Ministry are gender sensitized? To some ext. To greater ext. No at all If not, Why? No Answer 13 16 3 0 3 20. Do you know why no of women are employed in Public Sector is lesser than of men? Higher Level Middle Level Lower Level 15. Do you think someone of the opposite sex could perform equally well, if posted on your position? To some ext. To greater ext. No at all If not, Why? No Answer 13 19 2 0 0 16. Would it adversely affect your performance or growth if your immediate Boss is from the opposite sex? Yes No If not, Why? No Answer 1 34 0 0 SECTION NO-III Protection against harassment of women at workplace Act, 2010 1. Has your Ministry implemented Protection against Harassment of Women at Workplace Act 2010. Yes No If not, Why? No Answer 33 1 0 1 3. Has it adopted the Code of Conduct and constituted Inquiry Committee? Yes No If not, Why? No Answer 30 1 0 4 4. Has your Ministry organized awareness raising Seminars? If Yes, how many?23 Yes No No Answer

7 18 10 10. Do you think this Act is helping in providing women employees a safe and secure environment? Yes No If not, Why? To some ext. No Answer 28 3 0 8 0 11. If yes, have you felt a positive change in the behavior of male & female employees? Yes No If not, Why? To some ext. No Answer 20 1 1 8 5 12. Do you think with gender sensitized employees and with gender balance in jobs at every level, shall improve the environment as well productivity level of your Ministry? Yes No Not at all If not, Why? No Answer 32 2 1 0 0 THANK YOU