Reading between the Lines: Analyzing the Supreme Court’s Views on Gender Discrimination in Employment, 1971–1982

Abstract

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Outcomes of Gender Discrimination, A Study of Female Workers in Banking Sector of Pakistan

“…Another important concept related to gender discrimination is gender mainstreaming, which we describe as efforts to examine and reinvent processes of policy formulation and execution across all issue areas to address and correct persistent and rising disparities between men and women (True and Mintrom, 2001). As rising numbers of women entered the workforce, long-standing stereotypes and perceptions were upended and cultural images corrected (Lens, 2003). Gendered assumptions and their connection to discrimination with women being variously explained as less intelligent, hormonal, and sensitive.…”

“…In 2004, eight women were 1.6 percent of the CEOs of these companies (Acker, 2006). Those in gender-isolated professions, such as nurturing and teaching, should be permitted to higher compensation, not because their jobs are essentially equal to men's, low pay is a reflection of the lower esteem in which so-called female professions are held in society (Lens, 2003). Most of the female employees, in fact, this question was notappropriate; they worked in female dominated occupations and in areas of bank where their investment in a particular version of femininity was taken for granted both by the women and their male colleagues, or, more often, male superiors (McDowell and Court, 1994).…”

“…In fashioning its concept of equality in the benefits cases, the Court demonstrated a degree of elasticity, particularly when it was not easy to silent the differences between women and men by simply revising cultural roles. For example, the issue in Manhartinvolved a pension plan to which women were required to contribute more than men because they tend to live longer and, as a group receive more benefits than men (Lens, 2003). Women are on the board of directors, for instance, in two or three City banks, although various remain all-male bastions at this level.…”

“…In Phillips, the Court held that female and male parents should be judged by the same standard, but contradictory family duties may be more applicable to job performance for women than men. So, in contrast to the benefits cases, it is evident that pregnancy and child rearing were conundrums the Courtcould not be easily resolve (Lens, 2003). Hence, it is concluded that healthy firm's culture and supportive work environment are essential attributes to make a workplace where female employees can with motivation and comfort (Irfan, Hussain and Yousaf, 2009).…”

“…(Izzud-Din Pal, 1990). Using difference theory frame, the Court clearly recognized that culture-based disputes result in women's jobs being less valued than men's and that the equality therapy, equal pay for equal work, doesn't give a solution (Lens, 2003). Hence actions are being taken place all over the world in order to reduce differences between genders within and outside organizations.…”