“Gender Biased Discriminatory Factors Affecting the Carrier Progression of Female Employees in Private Organizations of Multan City (Pakistan).”

Tehmina Sattar, Mehwish Imtiaz, Mohammad Qasim


Women’s professional experience is typically prone to incapacitation on account of gender discrimination in job opportunities and discontinuity in labor market participation. Gender discrimination in the workplace crop up when the potential of a person is discriminated due to gender biasness. In private sectors of Pakistan female employees are facing gender discrimination in job opportunities due to numerous discriminatory features that have unconstructive impact on their working potential. These dynamics comprised of patriarchal structure of the society, prejudice for working women, lack of social support, inadequate professional encouragement, social taboos, gender biased attitude of male employees towards female employees and traditional values attached with the reputation of working women. The researcher assembled the data from 200 female employees that were working in Banks and Mobile Franchises of Multan city (Pakistan) through convenient sampling technique. Chi-Square test and Binary Logistic Regression were applied on the data (to study the relationship between the dependant and independent variables) that was coded in SPSS (Version 17). From the data the researcher institutes that male dominancy at work place, traditional myths appended with the working women, wage discrimination, gender specified job positions, mangers biasness, lack of trainings (especially for female employees) and inferiority complexes of men (due to female prominence) are the salient discriminatory factors that are facing by females (related with their job) in private sector organizations of Multan city (Pakistan). The researcher concluded that various discriminatory factors and institutional obstructions become the foremost impediment in carrier advancement of the female employees. Even the skilled females (who have the aptitude to get managerial seat) cannot infiltrate this due to miscellaneous stereotypes attached with the female job orientation. On top of it institutional blockades becomes the salient impediment in career advancement of female employees. In private sector organizations female managers at higher levels will receive fewer promotions relative to men at comparable level. Passable implication of rules and regulations in private companies to exterminate the gender discrimination, sturdy monitoring system in organizations, formation of anti discriminatory policies as well as gender related educational programmes and trainings are the foremost remedies that can diminish the disparaging impacts on gender discrimination for female employees.

Key words: Professional experience, incapacitation, gender discrimination, labor market participation, discriminatory factors, working potential, prejudice, wage discrimination, carrier advancement, managerial seat, institutional barriers, organization and gender biased attitude.

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