final study conducted on impact of gender awareness

7/27/2019 Final Study Conducted on Impact of Gender Awareness

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A STUDY

CONDUCTED ON

GENDER DISCRIMINATION IN JOB

OPPORTUNITIES, AND IMPACT OF GENDERAWARENESS

IN PUBLIC SECTOR ORGANIZATIONS

BY

GHIZALA KAZI

SPECIALIST

WOMEN EMPOWERMENT AND GENDER RIGHTS

PLANNING AND DEVELOPMENT

DIVISION/COMMISSION

GOVERNMENT OF PAKISTAN

April 2011


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INTRODUCTION

This Study has been conducted to find out level of Gender

discriminations in Government Organizations.

The Constitution of Pakistan declares that all citizens are equalbefore the law and are entitled to equal protection. It prohibits discrimination on the basis

of sex and commits the State to take steps to ensure the full participation of women in all

spheres of life. The Government has committed using a rights-based approach towardsgender justice and equality and had set out two main objectives for 2005 to 2010 i.e

meeting womens basic needs and promoting poverty reduction and economic

empowerment. Under new initiatives the MTDF directs that legislative reform should

specially focus on discriminatory laws. The MTDF also commits to implementing thenational Policy on Development and Empowerment of Women (2002)

The Government of Pakistan has obligations for human rights under

International agreements. It is also a signatory to the Convention on the Elimination of

Discrimination against Women (CEDAW). The Committee on the Elimination of

Discrimination against Women has noted the close connection between discriminationagainst women and gender-based violence, and violations of human rights and

fundamental freedoms, and stated that full implementation of CEDAW requires States to

take positive measures to eliminate all forms of discrimination against women.

Gender is defined by FAO as the relations between men and women,

both perceptual and material. Gender is not determined biologically, as a result of sexual

characteristics of either women or men, but is constructed by the society.. It is a centralorganizing principle of societies, and often governs the processes of production and

reproduction, consumption and distribution (FAO, 1997). Gender is often misunderstoodas being the protection of women rights only. That may be because at present

concentration is on empowerment of women socially and economically. Reason being

that all the relevant indicators give a very dismal situation of women in Pakistan.(Table 1,2, and 3). Government of Pakistan, therefore, needs to uplift the status of women , to

bring them a bit closer to status of male population if not equal to them, because at

present it seems a far fetched dream.

1) OBJECTIVES OF THE STUDY/SURVEY

a). To develop a data base of sex disaggregated data.

b).To analyze the data from gender perspective.

c). To identify the gender imbalances in Public sector jobs.

d).To analyze the results of survey conducted for this study from Gender perspective


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e). To determine the level of awareness of officials on Protection againstharassment of women at work place and their reaction on the Act-2010

f). To develop of a report identifying gender imbalance in the Ministries

g). To recommend the rectifying measures to the planners for the future.

2) Methodology

It was a desk study, based on the hypothesis that there existed a form ofdiscrimination in the job opportunities in Public sector organizations. To work on this

hypothesis a data collection form as well a questionnaire to conduct survey was

developed and approved by the Competent Authority. Data collection form and thequestionnaire may be seen at annex-i and ii.

3) SAMPLE

As far as Planning Commission was concerned the complete data of everysection was collected. But it was not possible to collect the data from all Ministries soalso to conduct the survey, therefore with random sampling a total no. of 16 Ministries

were selected for conducting this study.

4) PROCEDURE

The questionnaire as well the data collection forms were sent to each Ministry

with a request to send them back in 15 days. The questionnaire was to be filled by three

level officers of each Ministry i.e. higher, middle and lower level. The matter waspersonally pursued therefore the feed back was received on time. After receipt of data

and survey forms, situation analysis was done, and this report was prepared

5) DURATION

It took two and half months to complete the study(from February to April 2011)

6) Analysis of data collected from Planning Commission

Data related to male/female employees (from BS 1 to BS-22) ofPlanning Commission/Division was collected from its different sections. The table

showing position of male and female employees in each Grade is at annex- iii. Out oftotal employees of Planning Commission i.e. 1214, no. of women was found only

101which comes to only 8% of the total employees. Table no.1 gives an overall picture ofsection wise position of female of Planning Commission of Pakistan and Table no. 2

shows the position of female employees in different grades. Complete picture is at annex

iii.


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Table-1

Section Male Female Total %age of Female

EmployeesEconomic Section 146 15 161 9

Technical Section 199 17 216 8

Energy Wing 46 2 48 4

Project Wing 31 1 32 3

Project/ Attached

Cell/ Centre

213 34 246 14

Admin 500 35 535 7

G-Total 1113 101 1214 8

Table-2

Grade Male Female Total Percentage

BS-15 &Bellow 891 59 950 6

BS-16 22 4 26 15

BS-17 49 13 62 21

BS-18 69 15 84 18

BS-19 43 6 49 12

BS-20 31 3 34 9

BS-21 6 1 7 14

BS-22 2 0 2 0

Total 1113 101 1214 95

Graph-1

Data of Planning Commission

22

49

69

43

31

624

13 156

3 1 0

0

10

20

30

40

50

60

70

80

BS-16 BS-17 BS-18 BS-19 BS-20 BS-21 BS-22

Grades

Numberofemployees

Male

Female


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The Table- 1 indicates that maximum strength of female employees is inadministration Section i.e. 35 and also in Project/ and attached cell which is 34. It is

because of the fact that in Administration the female are employed in lower grades

like on the posts of assistant, stenographer, stenos, computer operators but who do nothave any career ladder.

In Table -2, maximum no. of women i.e. 59 is found in BS-15 and below. Anotherstriking factor is that although there is one female in BS-21, 15 female in BS-18, and

13 in BS-17 but all these belong to Projects and attached cells where these posts are

on contract basis for a fixed time with fixed pay package. Thus they have no careerladder. They will remain in the same position till their contract ends and their services

are terminated.

If we go back to our original compiled data at annex- iii it is found that if we look atthe strength of permanent employees in different sections and wings and at different

levels of Planning Commission no woman occupies the position from BS-22 to BS-20and in BS-19 there is only one female and rest are below BS-18 or BS-17.

It may be mentioned that the data of Planning Commission of Pakistan points towardsserious gender imbalance. Table-1 indicates that total female representation in

Planning Commission is only 8% of the total employees which is lower than 10% ofthe usual quota for female in Govt. organization.

Another serious indicator is that female dont reach to the higher levels in thisorganization. This may be because of the reason that either they were not recruited on

permanent posts of grade 17 to have a career path or the 50% seats of direct

recruitment through Federal Public Service Commission could not be availed byfemale candidates.

Another reason may be the delayed promotions of female employees because women

by nature sit back and do not take timely action to complete their ACRs and otherprerequisite for the promotions committees.

Another serious problem which is surfaced is the policy of hiring on contract basiswith fixed packages. Organizations which hire the human resources with a clearcareer path grow with time and are considered to be having good HR policies.

Contract employment especially in Govt. is not considered a positive sign for the

growth of the organization. The argument is simple that the contract employees, male

or female, do not feel affiliated with the organization, and also on the other hand thepermanent employees of the same organization do not recognize them as part of their

organizations.

This widely spreading concept of hiring on contract basis with fixed higher packagesis harmful for the organizations as well as for its permanent employees because on the

one hand they feel frustrated knowing that others are taking higher salary than themas a result they show lack of interest in their work and attitude. On the other hand the

contract employees also loose their interest because of negative attitude of their

colleagues.


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In both ways the organization suffers. This adhoc arrangement does not give benefitto either its employees or to the organization.

Another dilemma of contract employees, either male or female, is that they areopenly criticized for having better packages than govt. salaries. But this fact is not

acknowledged that the salaried permanent employees apart from salary are entitled to

so many benefits like medical, petrol, driver, vehicle government accommodation etc.Total of above benefits if added to their monthly salary will definitely become more

than the same level contract employees package. The contract employees, from that

so called higher package, have to pay the rent of the accommodation, pay medicalbills, have their own vehicle, pay for the petrol and also pay the drivers salary if theyneed driver. So who is the looser, the permanent employee or the contract employee?

Obviously the contract employee and eventually the organization itself. And it willhappen just because of the simple reason that it failed to have a sustainable, career

growth policy and took refuge in adhoc arrangements.

6) Analysis of data obtained from Ministries

Initially only six Ministries were selected bit later on sample size was

increased to 16 Ministries. Table given below presents the data Grade wise of total

Ministries.( Ministry wise data is at annex-iv.

Table-3

Grades Male Female

BS-15 & Bellow2542 134

BS-1698 5

BS-17206 28

BS-18166 7

BS-1979 6

BS-2044 3

BS-2118 0

BS-2213 0


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Graph-2

Male/Female Employees

0

50

100

150

200

250

BS-16 BS-17 BS-18 BS-19 BS-20 BS-21 BS-22

Grades

Numberofemployees

Male

Female

Graph-3

Male Employees

0

50

100

150

200

250

BS-16 BS-17 BS-18 BS-19 BS-20 BS-21 BS-22

Grades

NumberofEmployees

Male


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Graph-4

Female Employees

0

5

10

15

20

25

30

BS-16 BS-17 BS-18 BS-19 BS-20 BS-21 BS-22

Grades

NumberofEmployees

Female

The above mentioned data shows that the no. of female employees is much lesser

in comparison with the data of` Planning Commission. Minimum female are found inMinistry of Culture i.e.2 and maximum in Economic Affairs Division i.e. 31. Detailed

Picture can be seen at Annex iii.

The data shows that no female officer is in BS-22 and 21. Out of 17 Ministries only three

female officers are in BS- 20, six are in BS-19, seven in BS- 18. After BS-18, no. offemale officers started increasing as in BS- 17 and 16 there are, 33 female employees and

after that the no. has suddenly increased i.e. BS 15 and below we find a total no. of 112

female employees. This factor becomes clear fromGraph 2 and 3. It is also interesting tonote that none of Ministries do have 10% women employees as was decided by theGovernment..

One factor is common in Planning Commission and other Ministries that as the

ladder go higher no. of women decreases and even stops. After reading the above data

one starts believing in the theory of Glass ceiling which means that after a certain stage

womens career growth stops. For whatever reason but it is some thing which does notexist in rules and regulation that is why it was called Glass Ceiling. One cant see it but it

stops female from going higher. This phenomenon is not a new but is quite old. That

means that the researchers although have been pointing it out since last two decades but

this glass ceiling still exist even in 2011.

It may also be mentioned that out of 17 Ministries few are going to be devolved/already devolved in post 18

thamendment scenario. But it will not have any reflection on

this study as we are not specifying any Ministry

8) Factors Responsible for this situation

There are a no. of factors to which this situation may be attributed like following:


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i) Education.

Female literacy is 45% only in Pakistan according to Economic survey ofPakistan 2010. And that also is because urban areas are included where literacy is higher

than in rural areas. Same is the case with girls taking bright positions in colleges,

Universities, and Professional colleges and it is said that in such institutions no. of girls ismore than no. of boys. It sounds true. But when we examine the data of women reaching

to higher education the percentage is quite small it is therefore that in labour force the no.

of female degree holders is much smaller than of boys as given in Table- 4

Table-4

Educational attainment of the labour force (%)

Labour force

15+2000 2002 2004 2006 2007 2008

Change 2000

to 2008

(Percentage

points)

Metric but below intermediateBoth sexes 11.4 12.3 12.6 12.2 13.3 13.4 2

Males 12.5 13.3 13.9 14.5 15.2 15.6 3

Females 5.2 6.9 6.5 6.1 5.5 4.9 -0.2

Intermediate but below degree

Both sexes 4.1 4.6 4.7 4.8 5.3 5.4 1.2

Males 4.5 4.7 5 5.3 5.9 6.1 1.6

Females 2.4 4.1 3.1 2.9 2.9 2.6 0.3

Degree

Both sexes 4.6 5.3 6 5.9 5.7 6.3 1.6

Males 4.9 5.4 6.1 6.1 5.9 6.8 1.9

Females 3.4 4.7 5.5 5.1 4.8 4.5 1

Ref: Pakistan Economic Survey 2009-2010 (Ch. Name Education Page#2)GPI is genuine progress

indicator

Graph-5

Educational attainment of the labour force(%) Year 2008

13.4

15.6

4.9 5.46.1

2.6

6.3 6.8

4.5

024

68

1012

141618

Both

sexes

Males

Females

Both

sexes

Males

Females

Both

sexes

Males

Females

Metric Intermediate Degree


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At present less than 3 percent of the age group 17-23 have access to higher

education. Women in particular have limited opportunities to acquire higher education

and attain professional or technical degrees. This is due to the cultural perception ofgender roles and inadequate number of vocational training and professional institutions

for women. Out of 172 professional colleges in 1996-1997, only 10 exist exclusively for

women. In the other 162 professional colleges, women can get admission only against areserved quota. The female enrollment in professional colleges was 48 against 100 boysin 1996-1997. Similarly, the gender ratio in 26 public sector universities, including one

for women, is 28.9percent. in 1991-1992 the number of female polytechnic institutes was

12 as compared with 40 male polytechnics with an enrollment of 21,503. Of the 12female polytechnics, 8 are in Punjab, 3 in Sindh, and 1 in NWFP. Balochistan has none.

There are 12 female commercial institutions; all of them located in Punjab 1,493. This is

small in comparison with 225 male institutions in all provinces.( Economic survey of

Pakistan 2010)

Demographic trends also limit the chances of women getting higher education.

Pakistans female population was estimated at 78 million out of the national population

of 161 million in the year 2008 and is steadily increasing with an average annual growth

rate of 2.1 percent since 2000.

Apparently nearly all women who get higher education mostly belong to urban

areas. As per census conducted in 1998, 70% of our population belonged to rural areaswhere such facilities were not available. And even if available the girls were not allowed

to avail them.

ii) Environment

Most of girls are not allowed to do the job with male. Parents/ husbands still feel

that teaching/nursing/ and medical are the safer professions meant for girls. There existstigmas against women who are working in offices. Male as well as female look down on

them. It is the result of our male dominated society which does not want to accept womenworking equal to them. They dont feel that their daughters or wives are safe while

working in offices. To clean the environment the Govt. has developed and implemented

the law Protection against harassment of women at workplace If implemented this lawcan become a good tool for creating a clear harass free environment in Public

Organizations which may lead to increased no. of women in Public organizations.

iii) Discrimination

Although we like to deny it but fact is that Gender discrimination against womenstill exists. Its male mindset which has to be changed which will take time. While

conducting this survey one higher level office(name can not be mentioned) said yes all

this work for women empowerment is fine but still I will say that best place for women isat home and not outside home


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iv) Marriages and Child bearing.

There are no. of evidences that women after marriage leave the job if theirhusbands dont allow them. If not at that time than when they start having children they

have to be at home if some body is not there to take care of children. So leave the job

seems easy solution. Or even if they continue, it becomes quite stressful for them. Malebosses find them easy target for any lapses and husbands also criticize them at home.

This situation makes them to loose interest in jobs.

v) Promotions

It is very rare that women working in Public sector get promotion on time work.

For this only men can not be blamed because female by nature do not get their ACRs

completed or prepare other pre- requisites on time (except DMG) Simultaneously if there

comes a rift with other colleagues then they dont have that fighting spi rit and thus let theother person promote. It is their weakness. Simultaneously, male employees also face the

problem of delayed promotions which is due to the weakness of the system existing in the

organization.

9) FINDINGS OF SURVEY

a). The same Ministries which had provided the sex disaggregated data wererequested to fill in the survey form, from high level, middle level and lower levelofficials. We received back 35 forms which show that all Ministries had not taken part in

the survey reasons best known to them. The summary of responses is at Annex- 1V. The

survey form had three sections. First section was for personal information which is not

discussed here. The Section 2 there was pertinent questions about impact of Genderawareness, and reaction of officers about female employment. The third section was on

implementation of the law on Protection against harassment of women at workplace.

b).According to responses received on question no 4, that what are your views aboutfemale employment, all agreed that equal opportunities must be given, female may beencouraged. Overall it indicated positive attitude, with the exception of one who stated

It is difficult to some extent. Question no. 5 was about female attitude towards their

male colleagues, out of 35, 28 comments were positive and encouraging. However

there were seven comments which indicated. mistrust, no confidence, below normal orjust ok. For providing facilities to women employees all agreed, so also for cooperation

with female employees and vice versa, 29 gave positive response where as six did not

respond.

c). Question no. 9 had asked about Ministrys policy for promoting gender equality,15 replies were to greater extent, 16 to some extent, and 3 were notat all. On thequestion no.10, 22 replies were that facilities were being provided by their Ministries, to

a greater extent. 16 stated to some extent and 2, not at all. About Gender sensitization, we

received 16 answers stating to greater extent, 13, to some extent, and 3 not at all..Regarding the performance of female employees 19 stated to a greater extent, 13, to some

extent and to were not in favor. While asked, would it adversely affect your performance


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if the immediate boss was from opposite sex 34 gave the answer NO, candidly, and only

one said YES it will affect his performance.

d).The third section of the Survey was about implementation of Protection againstharassment of women at workplace-Act 2010. The responses received indicated that most

of Ministries had been implementing it. Code of conduct was adopted but awarenessraising seminars were only held in 7 ministries out of 17 Ministries. Very positive

answerers were received about change of behavior, clean environment and also that this

clean environment will lead to productivity level of both male and female. Replies incondensed form are at annex-iv.

e). It is interesting to note that survey replies were in favor of female employmentbut the data from the same Ministries shows other side of the mirror as already discussed

at page 5-7. It is but human nature which is known to every researcher that while replying

on the survey form sent to them, most of people would like to give positive answers. To

dig out the real situation the interview method is best, where surveyor can assess therespondent by throwing different related questions or talking to the respondents. This

method was not possible for this study.

RECOMMENDATIONS

On the basis of above analysis, following are the recommendations for having a

gender balanced job situation in Planning Commission and other Ministries of Govt. of

Pakistan;

1. The male/female employees who are in promotion zone or close to it may be givenpromotion on seniority-cum- merit basis. The women employees may be helped infulfilling the pre-requisites for promotion purposes like getting the ACR written by

their superior every year with out delay.2. All those senior officers should be made accountable who did not write the ACR of

officials working under them by end of each year.

3. Although it is financial crunch time for the Government but instead of spendingmoney on the salaries of contract people, the Ministries and especially PlanningCommission of Pakistan may get have additional positions of BS 17 officers with

50:50 male /female ratios and get them filled through proper channel. This crop of

young officers will find a clear career path and after about 10 to 15 years we mayfind women if not equal to men but to some hat in better positions occupying seats

of BS20 and 21 in Ministries as well in Planning Commission of Pakistan

4. HR is a specialized field which needs specific qualification. It is therefore that HR

department of Private organizations is always the strongest because they recruitMBAs with HR or the HRD degree holders. Unfortunately in Government

organizations there is no such concept and officers are placed on posting transfer

basis in such sections. One can not expect from these career officers to be experts in

Human resource Development, Management and especially planning the humanresources for the organization.


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5. It is therefore recommended that HR, section in every Public organization may bestrengthened and manned by experts. This will definitely help in career planning of

both sexes, male/female.

6. Recruitment on contract basis and in Projects may be stopped instead recruitment onpermanent seats may be preferred.

7. More facilities of higher education may be provided for women in Public institutions.They may also be given stipends to complete their studies as an incentive, becausedue to poverty many girls drop out after matriculation.

8. The Protection against harassment of women at workplaceAct 2010, may beimplemented in letter and spirit and its awareness may be spread as far as possibleso that the male members of the family permit their female to work with male

colleagues and bosses. Awareness rising may be made even to the senior most

offices who although think they dont need any awareness or sensitization where is

in fact they do. Through its implementation the environment of organization wouldget better and conducive for female employees.

9. Separate facilities may be provided for women employees in every organization.

10.Day care centers may be opened in each Ministry for the children of workingmothers.

Conclusion

It is concluded that there exist gender discrimination in Public sector organizations.None of the Ministries had female employees as per quota decided by Government.But for this situation a no. of factors are responsible as discussed on pages 7-9.

It is also concluded that there was not much of difference in the replies on surveyform obtained from three levels of officials.

The competent authorities of Planning Commission and of Ministries should take this

matter seriously and bring the change by implementing the recommendations of thisstudy as given at pages 10-11 and make the organizations gender balanced.

This study may be shared with all the participating Ministries and also with remainingMinistries to take action accordingly.

Provincial Planning and Development Departments may also be advised to takeadvantage of this study and conduct the similar type of study in their respective

Provinces.

This Gender segregated data base of 17 Ministries may further be extended to allMinistries. Once data base of all Ministries is developed it will help the planners butit will need to be updated on yearly basis.

It is first time in the history of Planning Commission that such type of complete data

base has been developed. Now it will need to be updated every year. In the end it is stated if there is any mistake it may be taken in the spirit ofto err is

human


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Subject: MALE/FEMALE EMPLOYEES OF PLANNING COMMISSION

Section Wise Sex Disaggregated Data of Planning Commission/Division of Pakistan

Grades Economic Section Technical Section Energy Wing Projects Wing Project/Attached Cell/CenMale Female Total Male Female Total Male Female Total Male Female Total Male Female To

S-22

S-21

S-20

S-19

S-18

S-17

S-16

S-15

S-14

S-13

S-12 &elow

otal

Annex-1


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SURVEY

IMPACT ASSESSMENT OF GENDER AWARENESS AND ISSUES

SECTION NO-I

Personal Information

1. Name

2. Male/Female

3. Basic Pay Scale:

4. Position which you are holding at present?

5. Since how long you have been on the same position? 1 Year 2 Year 5 Year 10 Year or above.

6. When your next promotion is due? 1 Year 2 Year 5 Year 10 Year or above.

SECTION NO-II

Gender Equality

1. How many employees are working in your Ministry? Male Female

2. Do you believe that girls should get the same education opportunities as boy? Yes No

Annex-


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If No, why?

3. When your next promotion is due?

1 Year 2 Year 5 Year 10 Year or above.

4. What are your views about female employment?

5. What do you think is female employees attitude towards male employees?

6. Do you think that female employees should have separate rooms, toilets, pray area, andparking?

7. Do you cooperate with the female employees and help them if required?

8. Do the female employees cooperate with the male employees and help them if required?

9. Do you feel that your Ministrys policies promote Gender equality whilerecruiting and promoting? To some extent To greater extent Not at all If not, why?

10.Do you feel your Ministry is providing same facilities to its male employees as well tofemale employees? To some extent To greater extent Not at all If not, why?

11.Do you feel that management as well the employees of your Ministry are gendersensitized? To some extent To greater extent Not at all If not, why?

12. Do you know why no of women are employed in Public Sector is lesser than of men?

13.Do you think someone of the opposite sex could perform equally well, if posted on yourposition? To some extent


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To greater extent Not at all If not, why?

14.Would it adversely affect your performance or growth if your immediate Boss is from theopposite sex? Yes No If Yes, why?

SECTION NO-III

Protection against harassment of women at workplace Act, 2010.

1. Has your Ministry implemented Protection against Harassment of Women at

Workplace Act 2010. Yes No If No, why?

2. Has it adopted the Code of Conduct and constituted Inquiry Committee? Yes

No If no, Why?

3. Has your Ministry organized awareness raising Seminars? If Yes, how many?

4. Do you think this Act is helping in providing women employees a safe and secureenvironment? Yes No To some extent If no, why?

5. If yes, have you felt a positive change in the behavior of male & female employees? Yes No To some extent If no, why?


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6. Do you think with gender sensitized employees and with gender balance in jobs at everylevel, shall improve the environment as well productivity level of your Ministry? Yes

No Not at all. If No, why?

THANK YOU


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Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total

1 Ministry of Cul ture 1 - 1 1 - 1 1 - 1 1 - 1 4 - 4 10 - 10 4 - 4 101 2 103 123 2 125

2Ministry of Industries &

Production1 - 1 2 - 2 4 1 5 9 2 11 18 - 18 14 3 17 8 - 8 217 15 232 273 21 294

3 Ministry of Rai lways 1 - 1 2 - 2 3 - 3 7 - 7 24 - 24 6 - 6 6 1 7 172 7 179 221 8 229

4 Ministry of Defence 1 - 1 3 - 3 7 - 7 12 2 14 20 1 21 28 1 29 7 - 7 388 12 400 466 16 482

5Ministry of Overseas

Pakistan1 - 1 - - 0 1 - 1 1 - 1 4 1 5 4 1 5 - - 0 63 3 66 74 5 79

6Iintellectual Property

Organization of Pak1 - 1 - - 0 - - 0 5 - 5 7 1 8 23 10 33 16 3 19 162 10 172 214 24 238

7 Ministry of Housing & Works 1 - 1 - - 0 1 - 1 2 - 2 16 - 16 3 1 4 3 - 3 142 6 148 168 7 175

8 Economic Affairs Division 1 - 1 1 - 1 5 - 5 8 1 9 9 1 10 34 7 41 17 1 18 243 21 264 318 31 349

10 Cabinet Division - - - - - - - - - 2 - 2 1 - 1 - - - - - - 21 4 25 24 4 28

11Ministry of Science &

Tchnology1 - 1 - - 0 5 1 6 5 - 5 16 - 16 2 - 2 2 - 2 102 5 107 133 6 139

12 Ministry of Commerce 1 - 1 4 - 4 4 1 5 9 1 10 4 1 5 22 4 26 5 - 5 237 12 249 286 19 305

13Ministry of Petroleum &

Natural Resources- - 0 2 - 2 4 - 4 6 - 6 8 - 8 6 6 1 - 1 108 5 113 135 5 140

14 Ministry of Water and Power 1 - 1 1 - 1 4 - 4 3 - 3 8 1 9 10 1 11 3 - 3 102 1 103 132 3 135

15Ministry of Social Welfare &

Special Education1 - 1 1 - 1 2 - 2 3 - 3 9 1 10 6 - 6 7 - 7 149 9 158 178 10 188

16 Establishment Division 1 - 1 1 - 1 3 - 3 6 - 6 18 - 18 38 - 38 19 - 19 335 22 357 421 22 443

13 0 13 18 0 18 44 3 47 79 6 8 5 1 66 7 173 206 28 2 34 9 8 5 103 2542 134 2 67 6 3 16 6 183 3349

TotalGrades BS-16

S.No

G. Total

Name of Ministries

Sex Disaggregated Data collected from Ministires/Divisions, Govt. of Pakistan

Subject: EXSISTING SITUATION OF MALE/FEMALE EMPLOYEES IN DIFFERENT MISNISTRIES

Grades BS-15 & BellowGr ades BS-22 Gr ades BS-21 Grades BS-20 Gr ades BS-19 Gr ades BS-18 Grades BS-17

Annex


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Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female T ot al M al e Female Total

BS-22 1 - 1 - - - - - - - - - - - - 1 - 1 2 0 2

BS-21-

--

-- -

-- -

-3

14 3

-3 6

17

BS-20 4 - 4 9 - 9 4 - 4 2 - 2 11 3 14 1 - 1 31 3 34

BS-19 8 - 8 15 1 16 5 - 5 - - - 11 5 16 4 - 4 43 6 49

BS-18 15 5 20 16 1 17 1 - 1 - - - 32 9 41 5 - 5 69 15 84

BS-17 7 - 7 5 2 7 - 1 1 - - - 33 9 42 4 1 5 49 13 62

BS-16 1 1 2 2 1 3 - - - - - - 19 2 21 22 4 26

BS-15 12 3 15 18 3 21 4 1 5 6 1 7 14 3 17 54 11 65

BS-14 12 - 12 13 2 15 4 - 4 1 - 1 5 1 6 35 3 38

BS-13 - - - 3 - 3 - - - - - - - - - 3 0 3

BS-12 6 2 8 12 1 13 2 - 2 1 - 1 4 - 4 25 3 28

BS-11 - - - - - - - - 1 - 1 2 - 2 3 0 3

BS-10-

-- -

-- -

-- -

-2

-2 500

35516 502

35537

BS-9 3 - 3 4 - 4 1 - 1 2 - 2 5 - 5 15 0 15

BS-8 - - - - - - - - - - - 3 - 3 3 0 3

BS-7 10 - 10 11 - 11 2 - 2 1 - 1 7 - 7 31 0 31

BS-6 - - - - - - - - - - - 5 - 5 5 0 5

BS-5 - - - - - - - - - 1 - 1 9 - 9 10 0 10

BS-4 &

Bellow67 4 71 91 6 97 23 - 23 16 - 16 47 1 48 244 11 255

Total 146 15 161 199 17 216 46 2 48 31 1 32 212 34 246 500 35 535 1113 101 1214

9Female % Sectionwise 8

F

4 3 8714

MALE/FEMALE EMPLOYEES OF PLANNING COMMISSION

SECTION WISE SEX DISAGGERATED DATA OF PLANNING COMMISSION/DIVISION

Grand TotalTechnical Section Project/Attached Cell/

Centre

Economic Section Energy Wing Project Wing

GradesAdmin

Annex-4


21/23

21

SURVEY

IMPACT ASSESSMENT OF GENDER AWARENESS AND ISSUES

Accumulative responses received through Survey Programme.Concluding result

Number of survey forms which are received from the ministries are 35.

Gender Equality

7. How many employees are working in your Ministry?Male Female

2745 161

\

8. Do you believe that girls should get the same education opportunities as boy?

Yes No If No, Why?

35 0 0

9. When your next promotion is due?1 Year 2 Year 5 Year 10 Year or Above

19 7 8 1

12. What are your views about female employment?Higher Level Middle Level Lower Level

13.What do you think is female employees attitude towards male employees?Higher Level Middle Level Lower Level

14.Do you think that female employees should have separate rooms, toilets, prayarea, and parking?

Yes No If No, Why?

35 0 0

15.Do you cooperate with the female employees and help them if required?Yes No If No, Why?29 0 0

16.Do the female employees cooperate with the male employees and help them ifrequired?

Yes No If No, Why?

28 0 0

Annex-5


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22

17.Do you feel that your Ministrys policies promote Gender equality whilerecruiting and promoting?

To some ext. To greater ext. No at all If not, Why? No Answer

16 15 2 0 1

18.Do you feel your Ministry is providing same facilities to its male employees aswell to female employees?To some ext. To greater ext. No at all If not, Why? No Answer

16 22 2 0 0

19.Do you feel that management as well the employees of your Ministry aregender sensitized?


13 16 3 0 3

20.Do you know why no of women are employed in Public Sector is lesser than

of men?Higher Level Middle Level Lower Level

15.Do you think someone of the opposite sex could perform equally well, ifposted on your position?


13 19 2 0 0

16.Would it adversely affect your performance or growth if your immediateBoss is from the opposite sex?

Yes No If not, Why? No Answer1 34 0 0

SECTION NO-III

Protection against harassment of women at workplace Act, 2010

1. Has your Ministry implemented Protection against Harassment of Women

at Workplace Act 2010.

Yes No If not, Why? No Answer

33 1 0 1

3. Has it adopted the Code of Conduct and constituted Inquiry Committee?Yes No If not, Why? No Answer

30 1 0 4

4. Has your Ministry organized awareness raising Seminars? If Yes, howmany?


23/23

Yes No No Answer

7 18 10

10.Do you think this Act is helping in providing women employees a safe andsecure environment?

Yes No If not, Why? To some ext. No Answer28 3 0 8 0

11.If yes, have you felt a positive change in the behavior of male & femaleemployees?

Yes No If not, Why? To some ext. No Answer

20 1 1 8 5

12.Do you think with gender sensitized employees and with gender balance injobs at every level, shall improve the environment as well productivity level

of your Ministry?

Yes No Not at all If not, Why? No Answer32 2 1 0 0

THANK YOU

final study conducted on impact of gender awareness

Documents