EEO Model For Pakistan:

There is no real effort on the national scale to introduce equal employment practices.
Government and corporate sector do not have a model for EEO, and do not appreciate its
rationale. A majority of employers in Pakistan take equal employment and affirmative action
(AA) as a western idea not applicable to Pakistani society. Popular opinion is to think of EEO
and AA as an additional expenditure that does not contribute to organizational productivity
and competitiveness. With short-term monetary targets as the top most priority, a typical
Pakistani employer fails to understand that EEO will contribute to cost effective decisionmaking and efficient management. In the absence of a viable model for EEO, equal
employment for Pakistani organizations cannot be achieved.
It would be irrelevant to impose a western concept of EEO that does not targets or adjusts
Pakistani culture and value system. An article shows that two factors are important for
Pakistan`s EEO system.

Identification of specific characteristics of Pakistan`s society

Analysis of a survey about discrimination in Pakistan`s society

ACCORDING TO THE PAKISTAN`S LAW

Pakistan constitution puts a ban on discrimination on the basis of sex in appointment in "the
service in Pakistan", provided that the performance and functions of the job can be carried
out by, and is deemed suitable for, both sexes (Art. 27). It also provides that "steps shall be
taken to ensure full participation of women in all spheres of national life" (Art. 34). The
constitution commits the State to secure the well-being of the people, irrespective of, interalia, their sex by (Art. 38 (a)) raising their standard of living, by preventing the concentration
of wealth and means of production and
distribution in the hands of a few for general interest and by ensuring equitable adjustment
of rights between employers and employees, and landlords and tenants. Pakistan is a
signatory of the following international instruments:
The federal government announced its Labour Welfare Package for Workers making it
mandatory for the organizations to offer gender equality and affirmative action. In summary,
it warrants:
*Equal Remuneration For Men And Women For Work Of Equal Value Through Appropriate
Legislation.
*Enhancement Of Maternity Benefits For Female Mine Workers.
*Safeguards Against Sexual Harassment Through Appropriate Actions.
*Recruitment Of Female Labour Inspectors For Enforcement Of Labor Laws On Female
Workers.

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*Increase In Percentage Of Reserved Seats Of Workers And Peasants At Union Councils,

Tehsil Councils And District Councils In The Devolution Of Power Plan.
*Extension Of Coverage Of Laws To Agriculture And Other Informal Sectors Of Economy.
The Federal Government Introduced New Labour Policy In 2002 Empowering Labour Courts
To Order Re-Instatement Of Illegally Dismissed Workers Or Award Reasonable Compensation
In Lieu Of Re-Instatement. This Policy Also Calls For Extension And Up Gradation Of
Vocational And Industrial Training Programs To Meet The Changes Of Globalization And
Avoidance Of Redundancies. If Implemented In True Spirit, This Is Expected To Be A Right
Step Towards Affirmative Action And Equal Employment Opportunity. A Significant
Characteristic Of New Labour Policy Is Strengthening Bilateralism With Least Legislative And
State Intervention. This Is Expected To Result In Good Employer-Employee Relationship
Through The Strategy Of Interdependence By Employers And Employees And Their Mutual
Trust. New Laws Also Promise Protection Of Contractual Labour By Redefining Temporary Jobs
In Accordance With International Standards. The Policy Pledges Equal Opportunities For All
And Categorically Bans Child And Bonded Labour, And Discrimination On The Basis Of
Gender, Sex, Race Etc.
There Are Other Recent Steps Taken By The Pakistan Government That Have Improved The
Recruitment Environment In Pakistan, Like: National Policy And Plan Of Action For Elimination
Of Child Labour (2000); National Policy And Plan Of Action For The Abolition Of Bonded
Labour (2001); And Endorsement Of ILO Conventions 100 And 182. Federal And Provincial
Governments Have Also Made Legislations About The Provision Of 2% Quota For Special
(Disabled) People In The Employment In All Departments. This Was Enacted By The Disabled
Persons (Employment And Rehabilitation) ORDINANCE (1981).
LEGISLATIVE FRAMEWORK REGARDING EEO IN PAKISTAN
The main law governing OHS is the Factories Act 1934 Chapter 3. The Hazardous Occupation
Rules of 1978 regulate certain occupations as hazardous, and contain special provisions to
regulate the working conditions in those occupations. Each province has also enacted its
own Rules within the mandate of the Factories Act.
In addition there are other laws dealing with OHS:
The Mines Act 1923
Social Security Ordinance 1965
Workmens Compensation Act 1923
Shop and Establishment Ordinance 1969
Dock Labourer Act 1934
The health and safety measures prescribed in most of the above laws have not kept pace
with the rapidly changing times. Many of the sectors with grave OHS hazards (and most
workers anyway) are not covered by these laws. They contain very few technical standards.
Furthermore the occupational exposure limits (OELs) now common all over the world are still
missing from Pakistans laws. These laws must be thoroughly revised and updated.
Although there are many laws regarding the health and safety in Pakistan but the main
problem has been implementation of these laws . proper implementation of these laws still
lack in almost all the organisations of Pakistan which makes these frameworks rather useless
.

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WORK PLACE VIOLENCE IN PAKISTAN

ISLAMABAD, August 24, 2009 (Baluchistan Times): The prompt and effective legislation over
the Protection against Harassment at the Workplace Bill 2009 would ensure a better
environment to women at their specific workplace. The legal experts and rights activists of
the Capital were of the view that prior to it, there were no specific laws dealing with
workplace harassment. They said before the launching of the Bill, women had no legal
source to justice against their colleagues, supervisors or employers who while taking
advantage of their weaker partners for their ineterst. It is generally observed that women all
over the world, and in our own country are subjected to varying degrees of discrimination,
exploitation and violence. Harassment at workplace is a very serious issue as it has been
related to the right of women to live with honour. To protect women against harassment at
workplace, the government had taken special measures by starting formulation of the bill
which had been laid in the House on April 10, 2009. Mrs Sanam Advocate, a well known face
in city courts, commented that there was need for an exclusive act to handle the growing
issue after the ratio of working women had kept on increasing. She said, Its implementation
will take time because women are shy of raising their voices against unwanted things. She
also stressed for creating more awareness about female rights besides, swift legislation over
the issue. Shaheena Iqbal Advocate also shared the same view and said that women at their
workplace required better environment without compromising over their dignity. Misbah
Kanwal, a social and rights activist of a non-governmental organization, replied that females
were generally deprived of their rights and an effective legal mechanism leading to
punishment was expected with the upcoming Act. Kowkab Iqbal advocate, Chairman
Pakistan Human Rights Society, opined that various provisions of Constitution of Pakistan
guaranteed protection to women rights. He said, quick legislation and sound litigation would
yield desired results. Minister for Social Welfare and Special Education, Samina Khalid Ghurki
had also commented that the Harassment Bill would support women at federal, provincial
and district levels covering maximum ground to address the issue
comprehensively. According to available details, the code of conduct and procedure had also
been included in the bill which includes guidelines for behaviour of the employess,
management included which would ensure that there is no harassment at the work place.
On June 27, the National Assembly Standing Committee on Women Development had
reviewed the report and recommendations of the sub-committee on the bill and referred it
back for further discussion with the concerned ministers to remove gaps and contradictions.
In another development, the National Assembly Standing Committee on Law and Justice had
amended a bill over Pakistan Penal Code (PPC) Section 509 to effectively tackle and
discourage all kinds of unwanted advances at work places. It had discussed the section 509
PPC and added the new clause 509-A., which said Whoever makes sexual advances or
demands sexual favour or uses written or verbal or physical conduct of a sexual nature
which intends to annoy, intimidate or threaten the other person or commits such acts at the
premises of work place, or makes submission to such conduct shall be punished for three
years

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