Gender inequality in employment is a pressing issue in many parts of the world, and Pakistan is no exception. A recent study by the Asian Development Bank (ADB) titled ‘Barriers to Entry: Decomposing the Gender Gap in Job Search in Urban Pakistan’ sheds light on this complex issue. The study reveals that Pakistani firms are less likely to encourage women to seek jobs and that the gender gap in employment is significantly larger than the gender gap in job search. So, what exactly did the study find? Let’s break it down.
1. Gender Restrictions in Employment
The study highlights that employers’ gender restrictions are a major obstacle to women’s job opportunities, particularly at lower education levels. These restrictions are often more of a barrier than the supply-side factors (like the willingness of women to seek jobs).
Interestingly, as education levels increase, the gender gap in both employment and willingness to search narrows significantly. This indicates that education plays a critical role in breaking down employment barriers for women.
2. Gender Criteria and Employment Opportunities
One of the most striking findings is that women are 53% less likely than men to meet the explicit gender requirements for any given vacancy. However, in cases where women do meet these requirements, they tend to apply at a higher rate compared to men.
The report points out that the gender criteria set by firms often stem from preconceived notions about gender roles and job requirements. For instance, jobs that involve long and late working hours or manual labor are often perceived as unsuitable for women.
3. Education Levels and Job Opportunities
The demand-side gap in job opportunities begins to close as education levels increase. Women with secondary and tertiary education are significantly more likely to satisfy gender criteria than their less educated counterparts.
However, despite qualifying for more jobs, educated women tend to be more selective in their job searches, often looking for roles that match their skills and preferences. This reflects a change not just in opportunities but also in aspirations.
4. Blue-Collar Jobs and Gender Bias
The study also uncovers a notable gender gap in blue-collar jobs. These jobs, characterized by manual labor and unconventional work hours, are predominantly seen as unsuitable for women. Consequently, vacancies requiring such characteristics naturally exclude women, especially those with lower education levels.
5. Moving Forward: Addressing Demand-Side Constraints
The report emphasizes that while addressing supply-side factors (like encouraging women to actively seek jobs) is important, tackling demand-side constraints (like employers’ gender biases) will likely have a more significant impact on increasing female employment in Pakistan.
To bridge the gap, companies need to reconsider restrictive hiring practices and challenge stereotypes associated with certain job roles. Furthermore, promoting educational opportunities for women can help reduce gender disparities in the long term.
Pakistani firms rarely encourage women to seek jobs, ADB study reveals
The ADB’s study paints a clear picture: tackling gender inequality in employment requires addressing both demand and supply factors. However, focusing on reducing demand-side constraints, such as employer biases and rigid gender roles, may yield more substantial progress. As education levels rise, the gender gap narrows, proving that empowering women through education is a vital step towards closing the employment gap.
FAQs
1. What is the primary finding of the ADB study on gender gaps in employment?
The study reveals that employers’ gender restrictions are a more significant barrier to women’s job opportunities than the willingness of women to seek jobs, especially at lower education levels.
2. How does education influence the gender gap in employment?
As education levels increase, the gender gap in both employment and job search significantly narrows. Educated women are more likely to meet job requirements and are also more selective in their job applications.
3. Why are blue-collar jobs less accessible to women in Pakistan?
Blue-collar jobs often involve manual labor and long working hours, which are perceived as unsuitable for women, thereby limiting their opportunities in these sectors.
4. What role do employers play in widening the gender gap?
Employers’ biases and gender-specific job requirements often limit women’s chances of securing employment, particularly in roles perceived as unsuitable for females.
5. How can gender gaps in employment be reduced in Pakistan?
Focusing on reducing demand-side constraints, such as changing employers’ perceptions and promoting equal opportunities, along with increasing women’s educational attainment, can significantly reduce the employment gap.