Women Employees Status in the Pakistani Workplace: Women's Narratives on Stigma, Outcomes, and Coping Strategies and Policy Making, Islamic Legal and Sociological Dimensions

Abstract

In the context of Pakistan, similar to numerous other regions globally, there has been a consistent upward trend in the involvement of women in the labor force during recent decades. Notwithstanding the advancements, women in Pakistan persistently encounter various obstacles and societal disapproval within professional settings, exerting a substantial influence on their work experiences, professional achievements, and overall welfare (Zia, Batool, & Yasin, 2016). The primary objective of this study is to investigate the position of female employees within the workplace in Pakistan. The research seeks to provide insight into the personal accounts of women, focusing on the challenges they experience due to societal disapproval, the consequences they encounter, and the methods they employ to manage these difficulties.

To gain insight into the present condition of female workers within the Pakistani labor force, it is imperative to acknowledge the historical backdrop encompassing gender roles and societal conventions. Historically, Pakistani culture has been distinguished by robust patriarchal systems that have constrained women to domestic spheres, thereby restricting their educational attainment and economic prospects (Jafree, 2017). Nevertheless, as a result of the emergence of modernization and the growing recognition of gender equality, there has been a gradual transformation in the societal framework, increasing the level of female engagement in the workforce (Sarwar & Abbasi, 2013).

Despite the growing representation of women in the professional sphere, female individuals in Pakistan frequently face a range of stigmatization and discriminatory practices. The persistence of gender-based prejudices is evident in various forms, including stereotyping women's abilities, skepticism regarding their work commitment due to familial obligations, and the perception that they are not as appropriate for specific job roles. In addition, subtle presumptions and insults can give rise to unwelcoming work environments that hinder women's professional development and career progress (Ali & Syed, 2017).

The workplace stigmatization and discrimination experienced by women carry substantial ramifications for their professional trajectories. Research has indicated a notable disparity in the representation of women in leadership roles, with a tendency for them to be underrepresented. Additionally, women often experience a discrepancy in compensation, receiving lower pay than their male coworkers despite engaging in similar work. The absence of prospects for skill enhancement and professional advancement further intensifies gender inequality in the workplace (Saleem, Ali, Ashiq, & Rehman, 2021).

Women employees in Pakistan have devised various coping mechanisms to effectively navigate the complex professional environment, despite encountering numerous challenges. Individuals can employ potential strategies, including establishing support networks with colleagues, pursuing mentorship from accomplished women within the industry, and active engagement in initiatives to empower women. Moreover, women may employ strategies such as modifying their communication styles, attire, or conduct to mitigate the effects of gender bias and stereotypes.

Gaining insight into women's narratives regarding stigma, outcomes, and coping mechanisms is paramount in enhancing workplace environments and promoting empowerment. Moreover, an examination of the autonomy of women within the Islamic faith offers valuable insights into the cultural milieu. It illuminates the intricate relationship between religious convictions and societal expectations regarding gender roles. The primary objective of this study is to conduct a comprehensive examination of these issues and ascertain practical implications that can be implemented to improve gender equality within the workforce of Pakistan.