An Empirical Study On Gender Based Discrimination At Pakistani Workplaces: Determination Of The Causes Of Gender Based Discrimination In Pakistan's Private Service Sector Workplaces

Abstract

Purpose: Gender-based discrimination in the workplace in the private service sector is well known all over the world phenomenon, but in developing states like Pakistan the issue is comparatively high. The purpose of this paper is to determine the causes and factors of Gender-based discrimination in the private service sector workplaces in Pakistan.
 Design/Methodology/Approach: The quantitative method was used. Data was collected through a structured questionnaire. The population of the research is the employees of the private service sector of Pakistan. The sample size was 120 (N=120). Statistical Package for Social Sciences (SPSS) software is used for analysis.
 Findings: In this study, it is investigated that Unequal treatment of employees, favoritism, and educational qualification (Independent Variables) are causes of Gender-based discrimination (dependent variable), and this relationship is mediated by the human resource department’s rules and policies, unfortunately, the role of HR policies and the department is not satisfactory in the private service sector of Pakistan.
 Implications: Managers, policymakers, and educationists must reassess their dependence on stereotypical ideas of women as women become an increasingly important component of the workforce.
 Originality/Value: The paper explores the factors that contribute to gender-based discrimination and uses HR rules as a unique mediator between these factors and prejudice.

Addressing Workplace Violence Against Transgender Individuals Ensuring Inclusive And Safe Environments

“…Creating inclusive and safe spaces for transgender people to work is an urgent matter in Pakistan that needs to be addressed. According to multiple sources (Abdullah et al, 2012;"Social Exclusion and Mental Health Issues of Transgender Community in Lahore City", 2023;Asghar & Shahzad, 2018;Rashid & Umar, 2022;Abbas, 2021;Malik et al, 2022;Cheema & Jamal, 2022;Butt, 2021;Alam, 2019), transgender people in Pakistan experience discrimination. Asghar and Shahzad (2018), Rashid and Umar (2022), Abbas (2021), Malik and colleagues (2022), Cheema and Jamal (2022), Butt (2021), andAlam (2019) all point to a lack of knowledge and acceptance of transgender people as a cause of discrimination and violence in Pakistan.…”

“…However, the success of these regulations and rules depends on how well they are carried out and enforced (Rashid & Umar, 2022;Redding, 2019). Employers, employees, and the general public all benefit from learning more about transgender issues, rights, and the value of an inclusive work environment ("Diversity and Inclusion Experience of Trans Workers: The Missing Link of Trans-Friendly Environment in Organisations", 2022; Asghar & Shahzad, 2018;Ali et al, 2021;Cheema & Jamal, 2022;Butt 2021).…”

Workplace Bullying, Sexual Harassment, Discrimination: A Bane for Female Employees’ Career in the Private Banking Industry of Bangladesh

“…In unlawful discrimination, women employees are discriminated and face the obstruction, barrier and hurdle in their career development and progression towards the top hierarchical positions (Bilkis et al, 2010). Furthermore, Cheema & Jamal (2022) argued that it is as the state and condition in which females face a blockage in getting the upper or top level positions in the organizational ladder and chain of command. They didn't attain a possibility to be the component of organizations top hierarchy while male colleagues have given precedence over them in upper level positions in chain of command.…”