Fixing the regulated and documented level might be one way to help build up CIPE-Pakistan’s Women National Business Agenda aimed at helping women entrepreneurs. A lot of the challenges that women face today in the work environment need focus on establishing a conducive environment that boosts gender equality and develop women for leadership roles.
While this column has talked about some key recommendations for women entrepreneurs and business environment (See BR Research column "National Women’s Business Agenda" Nov 28, 2017), the focus here will be on some guidelines for the corporate sector that can help enhance women empowerment at workplace.
First, companies should simply hire more women. Increasing the number would ensure more women participation at the corporate level. Having some sort of minimum percentage of female workforce hiring policy could help set women employment goals.
Second, there is a need to increase the number of women on the board. The number of women on the corporate boards in Pakistan is still negligible – around four percent only. The mandatory provision for having at least one female director on the boards of listed companies is a good step towards encouraging gender diversity in the redrafted Corporate Governance Code, but even the largest companies of Pakistan are not practicing gender diversity at the board level.
Then there are some corporate culture guidelines that can help firms break the glass ceiling. Organizations, big or small, should have a strong and active anti-harassment cell with zero tolerance. There should be awareness sessions to help the women workforce as many times such incidents go unreported hidden or even unnoticed.
A big issue for working women in Pakistan is commuting. Given the safety concerns of women in Pakistan, organisations should take imperative safety and escort measures to ensure their safety. Such measures are largely absent in even the big companies, and their presence can have a significant impact on women taking up their responsibilities in a much better way.
The global practice of paid maternity leaves should not be overlooked. Other best practices that are taken much lightly in Pakistan include support for relocating, day-care facilities etc. that can help do away with many challenges working women face today.
Women should be trained for leadership roles. Regular trainings and female oriented mentorship programs can help women significantly.
Building internal career networks that help women in clarifying their career aspirations and offer advice for the future can ensure that women participation is important for the organization.
Rewarding women equally should also help fighting against gender discrimination in a male-dominated society; this includes equal salaries for similar roles, similar perks, benefits and even similar responsibilities.
Lastly, increasing women empowerment at workplace needs to be highlighted more often. Advocacy and research among members as well as formulation of policies at the government level are primary to turn things around.
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