Gender Discrimination In Pakistan

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Pakistan accredited ILO Convention 100 in 2001 and Convention 111 in 1961, both of these Conventions require from the approved state to ensure through its policies and plans of action that there is no gender discrimination in terms of wages and provision of equal opportunities for employment. After accreditation, the member state is bound to design its national policies in accordance with international commitments. Pakistani Labor Policy, 2002 confirmed the need to provide females equal opportunities for employment and making workplaces more conducive for them. Labor Protection Policy, 2005 shows Government’s commitment towards implementation of ILO Conventions on Equal Remuneration and equal employment opportunities and fixed minimum wages…show more content…
The laws of equal employment opportunities are somehow implemented in Government sectors but not in private sectors. Muhammad javaid Iqbal, (2015) had written in his research paper that, The Constitution of Pakistan guarantees the basic rights for females. These guarantees are ensured through promulgated various labor laws. These laws in general deal with issues relating to terms of employment, working conditions, health and safety at workplace. These laws also address issues like, gender balance, workplace environment for female workers and certain special provisions to accommodate the biological needs of the female workers. Although these laws are present in the constitution of Pakistan but their implementation is still pending due to no concentration of government. Thus it is must for government to protect 50% population from this gender base…show more content…
Haward Law Review (1989) Legal changes also encouraged managers to treat all the employees as career oriented and self-actualizing. Create organizational structures that would allow all class of employees to pursue promotions including females and minorities. Various laws are presented in constitution of Pakistan but their implementation and enforcement is questionable. It is also responsibility of top level management to create awareness regarding diversity and removal of various types of discrimination. Liff and Cameron (1997) states that, if the organizations provide Equal Employment Opportunity to female they do not fit into the organizational structure like investigative or engineering field jobs. The organizations consider that females have primary responsibility for childcare, such as maternity leave or part-time work that may be problematic for the organizations. The females need vocational pay and maternity benefits which increases the expenses of the

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