Thesis Complete

1
How can Women in Pakistan enchance

their chances of becoming Organisational
Leaders.
Table of Contents
Chapter 1: Introduction................................................................................................................................3
Research Objectives:...............................................................................................................................4
Research Questions.....................................................................................................................................5
Background and Purpose of the Study.....................................................................................................5
Review of the Related Literature.................................................................................................................7
Introduction.............................................................................................................................................7
Research Framework.............................................................................................................................14
Roadblocks............................................................................................................................................15
1. Gender Disparity..............................................................................................................................16
2. Work Place Harassment.....................................................................................................................18
3. Transport challenges..........................................................................................................................20
4. Religion Fallacy.................................................................................................................................21
5. Impact of Family Structure................................................................................................................21
6. Educational /computer literacy..........................................................................................................22
Conclusion.............................................................................................................................................23
Chapter 3: Research Methodology............................................................................................................24
Introduction...........................................................................................................................................24
Research Aims.......................................................................................................................................24
Research Methods.................................................................................................................................25
Research Quality...................................................................................................................................25
Research Instrument..............................................................................................................................25
Sample...................................................................................................................................................25
Ethical Issues.........................................................................................................................................26
Conduct of Research..............................................................................................................................26
Chapter 4: Data Analysis...........................................................................................................................29
2
Introduction...........................................................................................................................................29
Roadblocks/Glass ceilings:....................................................................................................................31
Major Road Blocks:...........................................................................................................................31
Family...............................................................................................................................................33
Education...........................................................................................................................................35
Finance Challenges:...........................................................................................................................36
Transport...........................................................................................................................................37
Gender disparity................................................................................................................................39
Work placement harassment..............................................................................................................42
Chapter 5: Results and Discussion.............................................................................................................43
Discussions of Findings:........................................................................................................................43
Conclusion.............................................................................................................................................44
Reference List...........................................................................................................................................47
Appendix 1:...............................................................................................................................................54
Questionnaire.........................................................................................................................................54
Appendix 2:...............................................................................................................................................56
Ethics Form...........................................................................................................................................56
Appendix 3................................................................................................................................................58
Ethics Form for Respondent..................................................................................................................58
3
Chapter 1: Introduction
Paskistan is a country where women play different roles from being mothers, wives, daughters,
family supporters. Pakistani society expects women to play each role perfectly. This puts women
under a lot of pressure and they face many hurdles. As women play different roles in Pakistani
society they find it difficult to work in organizations and earn on their own, Due to societal roles
a lot of Pakistani women have to quit their jobs. A society where it is difficult for women to
continue their job it can not be imagined how difficult it will be for a Pakistani woman to be an
organisational leader? To address this critical quesntion this thesis examines the effects of
societal expectations and glass ceilings on the character and capacity of women. So, that it can
give a way forward to women and they can be effective organisational leaders by overomming
the indetified roadblocks in this study.Women in Pakistan has been playing many roles out of
which leadership is still considered a taboo for them. It is general societal perception about
woment that they should not be working in the first place and if they are working then they
should not be given leadership positions in their organisations. Women who are in the leadership
positions are facing many roadblocks. These roadblocks will be identified and explored in this
study. However, women have also made a major contribution to the development of the global
economy along with men. Trends should not be overlooked when it comes to gender equity in
the workplace, so that no skills can be left without thought in a modern workspace (Tran, White,
Chow, & Kl. auger, 2001). Based on studies, when it comes to the opportunities for
entrepreneurship in societies dominated by males, males prevail. (Ahmad & Seymour 2008). An
example of the gender hierarchy in these societies is the existence of males in many areas of life.
Because of the disparity of responsibility for entrepreneurship and technical duties, women are
equally marginalized. Women around the world struggle to be considered the equal of men and
not primarily on the grounds of gender. In the past, there have been efforts to advance gender
equality. We need to understand that their cultural heritage should be respected when addressing
the universal values of indigenous societies, such as Pakistan. (Ahmad & Seymour 2008)
There is a stronger need for research into the perspectives of women in science in Pakistani
countries. Men make up nearly half of the Pakistani labour force, and women make up just a
quarter of Pakistani workers. This illustrates how Pakistan remains untapped by a significant
amount of skilled labour, which depletes the economy and delays overall social growth. Pakistan
is among the most densely inhabited nations in Southern Asia. In the country, the vast majority
4
of women are young and live between 15-35 years of age. The role of women in Pakistan has
continued to increase over the years, but some facets of the inequality of women remain. In the
last 50 years, Pakistan has an index of 0.54 gender disparity, 39 percent of the female population,
0.63 percent of women in literacy, 26 percent of women in parliament, and five years of women
in state leadership. In addition to these high numbers, Pakistan is ranked 141st out of 142 in
terms of women's participation in economic growth, 132nd in terms of fair education, 119th in
terms of women's wellbeing and sustainability and 85th out of 142 in terms of political
empowerment. Pakistan is one of the few countries in the world where the percentage of women
in the population is exceptionally poor and 52% smaller than the global average (26-30 percent
in Pakistan). (Ahmad & Seymour 2008) Countries like China are tackling this problem with
considerable results in the same geographical area as Pakistan. LFP is calculated by taking into
account the number of women employed minus the number of women actually eligible for
employment. In Pakistan, the ratio indicates that women have access to education but, because of
their social and cultural issues, fail to work (Mahmood, 2011).
Women struggle with unequal access to schooling, financial capital and entrepreneurship
opportunities. While the numbers of women are part of higher education, since most of them are
married at an early age and do not enter their professions and make a difference in education and
employment, there is no guarantee that these women are part of the mainstream. It is now clear
that Pakistani women do not lack the education needed, but the greatest restricting factor is the
absence of women's participation in the workforce. The purpose of this research was to deal with
the limitations and challenges faced by women from Pakistan. The study focused on social and
environmental influences, especially how women's thoughts and actions are affected by society
(Syed, 2010). The community is a series of common social customs, latent beliefs and principles
that characterize our daily lives.
A closed society prevents women from developing as leaders and professional administrators
because of the way in which women are taken from the technological arena by individuals. This
thesis examines the effects of societal expectations and glass ceilings on the character and
capacity of women. (Mahmood, 2011) Pakistani women are committed to preserving national
unity and must comply with strict cultural standards that obstruct their development in various
areas of their lives. The patriarchal culture of Pakistan preserves the subordinate status of women
5
and masculine strength (Phillips, 2003). In this report, various working women from different
places in Pakistan were interviewed and discussed the issues of working women around the
world today, including violence against women. The paper addresses the glass ceilings that
currently challenge women in Pakistan and examines their effect on the perceptions of women's
leadership and on attitudes towards career growth.
Research Objectives:
The aim of the research is to explore the roadblocks women face while achieving leadership
roles in organisations and understand women’s perception about these identified roadblocks to
address how they can be organisational leaders. In addition, the research will be also directed to
unveil the roadblocks and obstacles that women come across in the way of achieving leadership
roles and the way they manage those obstacles. It will also be found out what hinders and
enhances their chances and how they overcame the different roadblocks they encountered or
what made them give up.
The vital aim of this research is to:
 Identify the Roadblocks Faced by women towards becoming organizational leaders.
 Understand the organizational barriers and glass ceilings women have to deal with to
become organizational executives.
 Explore methods for solving challenges faced by women efficiently.
Research Questions
Research Question 1: What are the roadblocks that educated Pakistani women face towards
becoming organisational leaders.
Research Question 2: What are the effects of the roadblocks educated Pakistani women face
towards becoming organisational leaders.?
Research Question 3: What are the methods for solving challenges faced by educated Pakistani
women towards being organisational leaders?
6
Background and Purpose of the Study

Indeed, the idea of self-employment has grown over the past decade, leading to economic
progress and growth by many small and medium-sized enterprises in Pakistan.
This creation process requires equitable participation of all people, regardless of race. But the
issue is that entrepreneurship in Pakistan is seen as a male term. Women make up more than 50%
of the population of Pakistan and, if adequate education and training are given, this substantial
proportion of the population would play an important role in the growth of the overall economy
in Pakistan. Sadly, though, just 16% of the population of more than 50 thousand is interested in
programmes to increase the region's revenue. Around 60% of female entrepreneurs in the country
favour traditional businesses, including beauty salons, bakeries, art and shops, etc. (Roomi &
Parrott, 2008)
The aim of the proposed research will explore roadblocks which come across in the way of
women to become leaders and the strategies to overcome those. The research has two significant
dimensions: individual and collective. In this area, different roadblocks will be discussed which
comes under the way of embracing leadership for women. The research will also explore the
roadblocks women usually come while becoming leaders in an organisaton. In addition, the
research will also explore some ways and practices which will help women to overcome the
challenges and to become leader.
The research carries immense organizational, cultural, social and political importance. The
research will explore new dimensions in the context of women leadership in Pakistan.
It is also relevant in many ways because the report is a rigorous examination focused on primary
and secondary facts; it would not only explore and explain the challenges that female
entrepreneurs face, but would also reveal their views on the role of women in business activities.
To my knowledge no study on the subject itself has yet been carried out, so that decision-makers
can still formulate rational strategies based on the inconsistencies mentioned in this study. It
would also enable the female population of Pakistan to engage in self-employment by studying
all the necessary questions.
7
Chapter: 2
Review of the Related Literature
Introduction
As previously mentioned, women have made substantial strides in the workplace over the past
half-century (Sule et al., 2017). Women, on the other hand, are much less likely than men to hold
high-level jobs in government and business (The World Economic Forum, 2015; Sui Chu Ho,
2015; Sule et al., 2017). Since cultural people hold views that contradict these women's
individual characteristics, paralysis and bigotry toward working women will exist. These
expectations will discourage women from achieving their goals because of their perceived social
positions. This article applies social identity theory and gender stereotypes to understand why
women are underrepresented in leadership positions. Furthermore, this analysis of the literature
offers an outline of gender-based leadership hurdles.
There have been significant efforts to explain why women are left behind in a variety of
leadership positions by Brown, 1997; Sperandio and Kagoda, 2008 and a substantial portion of
the research conducted by authors like Pounder & Coleman, 2002 to date primarily reflects on
women's struggles to lead and scale up the ladder to higher organisation. These obstacles are
identified both internally and externally or vertically and horizontally by Weyer, 2007 or
culturally and socially by Ingleghart & Norris, 2000. Few of these subjects are regarded as the
most important, since they shape human life, beliefs, structure and the framework of a society
that affects women's development both in personal and professional life (Shakeshaft, 1987).
These include socioeconomic inequality, sexual violence, economic problems, education, family
arrangements and travel. Culture defines and determines the reaction of individuals to life, which
affects their behaviour in general and the various processes around them. It also plays a very
important role in today's choices surrounding women's lives and their job development
(Shakeshaft, 1987). The persistence of social norms and values in Pakistan is preventing the
growth and entrepreneurship of women in Pakistan (Wirth, 2001). In Pakistani culture, the role
of men and women is very young, making women less oriented and family-oriented (Roomi &
Parrott, 2008). Beside the difference between women and men, women face multiple tabus, such
8
as problems of social mobility, lack of late work and unequal housework pressures (Roomi &
Parrott, 2008).
Rosaldo (1974) depicts the subordination of women as a historical phenomenon. Women's

inferiority has been widespread since ancient times in societies with strong discrepancies
between private and public life and where women are just housing. In the Developing World,
women in Third World nations, amid the different women's movements in favour of women's
rights, frequently are denied freedom to make their own decisions, decide their destiny and
choose the career that they choose to create a vision. While fair care laws in South Africa and
similar countries are still applied to ensure justice, according to Albertyn (2009), these laws do
not extend to public and private life. Despite equitable rights of possession, men retain power
over most of the land, property and culture. Ielics & Runcan, 2012, claims that Cultural
environmental recognition is proactive by calling for important questions about the nature and
relationship of our values and practises. Though democracy in these societies prevails and,
because of the presence of a rigid, masculin-dominated society that does not encourage the
power to interfere with the relationship between a male and a female, its constitutional elements
are neglected and seldom enforced (Ielics & Runcan, 2012). Culture is described as the basic
way of life of people who support this ideology (Rosaldo, 1974). Culture is central and
embedded in people from a certain group; it is a way to make sense of the world and a structure
of reference to persons from a different group (Wirth, 2001).
Wirth (2001), conducted a research in which he explained by mentioning some stats that the per
cent of senior women in Pakistan was slightly increased by just 2% between 1988 and 1995,
which is considerably smaller relative to European countries, including Norway, which is
expected to rise by 30%, and the Republic of Korea, which saw female managers rising by 40%.
Wirth (2001) argues that the reasons for this small uptick are based on restrictive glass ceilings in
the form of standards and values that hamper the experiences of women and restrict their
trajectory in management positions. One of the major obstacles for women's elevation to
leadership positions is the lack of sufficient knowledge and experience.
Girls are often favoured in Asian countries to research these areas, and business studies are
perceived as more oriented on young people according to Wirth, 2001. Since 1994, however,
Roomi & Parrott, 2008 arugue that the proportion of female business students has started to
9
increase, but in Pakistan girls who need not study are still stigmatised. The role of boys and girls
in Pakistan is segregated at an early age. The role of the family members is assigned to women
and thus they study in Pakistan courses demonstrating compassion, tolerance and domestic skills.
According to an article published in Forbes 2018, women account for 40% of the population in
many nations, they have just 20% of the top management positions in those countries.
Any reasons that women do not have a leadership role is that they are not adequately inspired by
the prevalence of a number of social and cultural ideals and customs that are profoundly
embedded in misogyny. In Pakistan, women face social and family control and thus cannot
determine for themselves. Most women tolerate others' decisions for them. Women ought to take
male economic social utility into account (Roomi & Parrott, 2008)
Women have the belief that men govern their fate and that they ought to enforce their rules and
acts. Males tend to earn bread and don't want women to work to share their family wealth
because they are considered cowardly to eat the wife's income.
Women also face limitations on movement and cannot travel openly without a male participant.
In larger cities in Pakistan, the situation improves, but staying out for long hours is still seen as a
social taboo and religiously inappropriate people who do not stay at home for a long time
(Roomi & Parrott, 2008). The topic of mobility determines men and women's unequal access to
education and other services needed for management job development (Rosaldo, 1974). Roomi
and Parrott (2008) claim that structural subjugation and women's liberation is a legacy of a
hierarchical patriarchal culture in Pakistan (Izzat, 2011). So, since the family has no mean person
to meet because of them, they're going to stay at home. Pardah or "Veil" in Pakistan is used to
secularise women from these responsibilities so that they can stay at home in the family and
suppress their social practises, which is the reason why women have even fewer management
positions. Women's experiences for life transitions and their wishes are highly familiar due to the
limited culture and tradition (Rosaldo, 1974). Women accept being accused of all the wrong
things that happen to their families and neglect their family's and husband's needs and
professions. This fundamental thought forms Pakistan's leadership and economic activities
(Roomi & Parrott, 2008).
10
Many entrepreneurs and women in administration have a role to play due to some unexpected
accidents, such as the deaths of their families and breeders (Rosaldo, 1974). Women continue to
face social constraints, but they are also struggling and must aspire to develop their
understanding and abilities while at the same time achieving their social values and community
goals. Generally speaking, since women must play a certain role depending on their
circumstances, they are less motivated to place genius and variety in their business and to restrict
themselves to the amount of growth that allows them enough money to sustain family life.
Women's experiences for life transitions and their wishes are highly familiar due to the limited
culture and tradition (Rosaldo, 1974). Many women prefer a professional occupation that helps
them to take blame for such tragic accidents as the death of their family breeders and farmers
(Rosaldo, 1974). A variety of challenges to women's successful careers, including the culture and
values of the world, lack of role models, the lack of a female political voice and social roles,
have been identified.
According to Koenig and Eagly (2014), social role theory, people's cultural beliefs are related to
their normal social role by unique actions . Morris (1988) describes socialisation as the process
by which an infant develops into an individual who follows the norms, laws, and customs of the
social group. People engage in specific social practises and shape social groups as a result
(Turner and Tajfel, 1986). This behaviour is carried out and repeated in order to reinforce and
maintain a group's assumed social identity, according to Schmitt et al. (2009). This aids in the
differentiation of the social group; it is a common way of separating oneself from others. Such
practise helps to preserve the integrity of a social group by ensuring that the party's members
maintain control of society, wealth, and internal hierarchies, in part because it effectively
prevents foreigners from joining (Tolbert et al., 1999). Gender is particularly visible and
influential in a variety of social groups (Tolbert et al., 1999). Most people do, in reality, regulate
their gender consciousness to some extent in order to set themselves apart from others (Kottke
and Agars, 2005)
To understand the dynamics of gender interaction, this essay focuses primarily on Eagly's (1987)
theory of the social contract and her work on gender roles (Carli and Eagly, 2007; Eagly and
Karau, 2002; Cejka and Eagly,1999; Eagly and Steffen, 1984). According to Eagly's (1987)
theory, gender disparities are "product of the social roles that regulate behaviour in adult life" (p.
11
7). Differences between men and women, according to this theory, are influenced by the
different roles that the two sexes occupied based on their society's standards (Eagly, 1987).
Gender norms are universal beliefs held and acted upon by persons in an organisation based on
their social backgrounds, implying that people's self-concepts are conditioned by their social
group membership. The social function theory describes how culture organises men's and
women's roles based on conventional gender roles. It depicts stereotypes, which are described as
"a set of qualities assigned to a category and imputed simply by their membership in that
category" (Heilman, 1983, p. 271).
Men and women are communal, according to Eagly's theory of social roles and gender norms.
The communal characteristic of sex stereotype, according to social role theory, is that women are
caring, emotional, kind, nurturing, polite, and responsible for the well-being of others. Men are
stereotyped as being in charge, energetic, assertive, violent, blunt, confident, and self-sufficient,
according to gender norms. Gender stereotypes lead to differences between men's and women's
behaviour at home and at work (Eagly, 1987).
Another part of this theory is that, based on gender stereotypes, men and women do the same job.
Sports, industry, construction, and architecture are all places where men are more likely than
women to work in positions that require assertiveness, determination, rivalry, and strength
(Cejka and Eagly, 1999; Eagly and Steffen, 1984). Women, on the other hand, are more likely
than men to choose careers that require support, cooperation, and treatment, such as education,
nursing, and service (Cejka and Eagly, 1999; Eagly and Steffen, 1984). Women and men have
distinct social statuses regardless of their social roles, according to Eagly's social role theory
(1987). In the workplace and at home, men continue to hold positions of power. As a result, the
husband's traditional work has the biggest effect on family dynamics and decision-making. A
woman's primary responsibility is to look after her children and complete less important
homework. Within family boundaries, this division is transferred to the workplace. Men are more
likely than women to achieve success, power, and control. Women and men continue to scatter,
gain entry to, and advance in positions of leadership and power, despite gender stereotypes
(Eagly, 1987).
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As a result of her collaboration with Karau in defining the principle of congruity, Eagly's social
status philosophy grew (Eagly and Karau, 2002). According to Eagly and Karau (2002), the
definition of congruence has extended beyond the theory of social order to incorporate woman
bias in the field of leadership roles and gender roles. They claim that since the ideal leadership
and gender position are incompatible, female leaders face two types of discrimination. The first
bias is that future female leaders are thought to be less competent than future male leaders,
regardless of their gender roles, in which male-stereotypical traits are used to define leadership.
The second form of appraisal includes evaluating existing woman leaders in order to help them
fulfil their leadership positions more effectively due to inconsistencies in their leadership status
and expected gender identity. These two ways of sexism against women, according to Eagly and
Karau (2002), establish more obstacles to female leadership roles in a society where women have
fewer access to leadership positions. The inequalities and similarities between social perceptions
of men, women, and politicians, according to Eagly and Sczesny (2009), represent the
shortcomings and achievements of women's leadership. As a result of these cultural beliefs, two
types of social expectations have emerged. The first form of inference, known as descriptive
views, is concerned with each subclass's true characteristics. The second degree, referred to as
views, refers to a group's members' points of view. People, regardless of their organisational or
social backgrounds, carry and behave on stereotypical stereotypes, which play an important role
in culture. According to Eagly and Sczesny (2009), women face a double bind in this situation
because cultural expectations about politicians, as well as gender roles and social norms,
contradict each other. This difference of views and descriptive principles also impacts female
members. Women's access to leadership positions and learning opportunities, as well as reliable
leadership evaluations by female leaders, has been impaired as a result.
According to Eagly and Sczesny (2009), the shift in leadership norms is a watershed moment for
women, but progress is so slow, particularly in male-dominated fields, that women's access to
leadership positions is maintained and hampered (Eagly and Sczesny, 2009). Sex and gender are
defined based on analysis, with sex having biological meaning based on intrinsic psycho-
physiological features and gender contributing to personal, social, and cultural sexuality
conceptions (Kottke and Agars, 2005). The biological differences encapsulated in the word "sex"
13
have historically "other" women in society and continue to do so (including at work). It's no
surprise that, despite decades of social reform and frequently groundbreaking legislation, women
continue to be social outcasts, especially in developing countries where women's participation in
the workforce, particularly in leadership positions, reflects special, general social patterns that
are hostile to women's advancement (Sidani, Alison, and Charlotte, 2015).
According to the report outlined by Eagly and Sczensy (2009) there is widespread consensus on
societal and cultural expectations that men should be leaders and have the necessary leadership
skills (Williams, 2000). According to Heilman, this social stereotype prevents women from
achieving success in the workplace (2001, p. 671). "even the most competent woman can be
derailed." According to Heilman (2001, p. 671). Cultural and social ideals are incorporated into
early childhood growth and reinforced through adulthood, according to feminist scholars
(Thorne, 1994). "social attitudes towards adequate gender roles discourage women from seeking
leadership positions" according to female leadership surveys (Baran, 2012, p. 4). Men are known
as financial contractors and are associated with physical and military security occupations in the
majority of cultures around the world, while women have traditionally been assigned the
responsibility of caring for the elderly in the majority of cultures around the world (World Bank,
2016). Many women would strive (and fight) to strike a balance between work and family
responsibilities, but men do not have this choice. Employers may believe it is common to hire
employees who have few distractions and to split loyalties between other aspects of life and the
business outside of work (Acker, 1990). Since women are more likely than men to be the main
caregivers for their families and children, they are left out of this list (Acker, 1990). Women with
influence and wealth may show their leadership duty by following a masculine leadership style
in those contexts, which still exist today. The male 'think master' syndrome has been illustrated
in many studies. Both men and women recognise that women must behave and think like men in
order to hold positions of leadership (Schein, Mueller, and Lituchy, 1996). Women's usual high-
level management practises are hampered in this regard (Boulgarides, 1984). They despise
female leaders who demonstrate leadership abilities and act in ways that do not fit the stereotype.
Others, on the other hand, conclude that "consider women unqualified because they lack the
stereotypical guidelines of good officials" (Carli and Eagly, 2007, p. 128). As a result, women
are exposed to mistaken expectations under which no alternative is respected or appreciated
(Carli and Eagly, 2007)
14
Research Framework
The below given framework is proposed with aid from the theoretical content in the previous
section and with the objectives of the study to further polish the subsequent study in the
dimension of women leadership in Organizations of Pakistan. In this framework the independent
variables are the roadblocks that areidentified and esplored in this thesis. These independent
variable directly effect female leadership in Pakistan as it can be seen in the framework below.
Independent Dependent Variable

Variables
Gender Biasness
Financial Issues
Work Place Harassment
Female
Leadership in
Organizations
Transport Problems
Family Structure
Educational Qualification
15
Roadblocks
The term roadblocks is used to explain the barriers or hurdles women face in organisationsnon
their way to becoming organisational leaders. These roadblocks range from cultural to personal
constraints that women have to deal with while working. Women have made enormous gains in
recent decades. The implementation of a new social structure encourages international,
educational, democratic, technological and industrial innovations that facilitate the inclusion of
women in the public sector and the incarceration of their homes and homes. In developing or
emerging nations and Western nations conditions are not the same as in Pakistan. In 2008,
Roomi and Parrot argued that while public and private transport were scarce, their physical
mobility was still constrained for those who could let their wives go to school and engage in
economics.
It is argued that social indifference of Pakistan's business women also means that the role of
women in workforce is not obvious (Kamal, 1997). Furthermore, Kamal (1997) finds their
involvement in family and other household relationships to be social obligation rather than
economic contribution. However, the situation is changing as a result of demographic change
and globalisation. Women now play an important role in the development of the Pakistani
economy. The literature reveals that women now find income-oriented jobs as men and aspire to
gain social status (Firdous, 2014). Pakistan's traditional culture is evolving, particularly in the
urban areas of Pakistan; women are no longer home to look after their families, where both
husbands and wives work for the family.
The roadblocks that will be explained and examined in this thesis are gender biasness, financial
issues, workplace harassment, transportation problems, family structure and lastly
Educational qualification. The literature regarding these roadblocks is reviewed in the sections
of this chapter below.
Wilmerding (2006) says a woman who wants to navigate the fluidity of the business needs to
succeed in a profession that gives her children a factor and a married lifestyle, but usually that
choice leads to tension. Juggling entrepreneurship with family commitments is always a difficult
task for most women, particularly children (Wilmerding, 2006, p. 149). Although women tend to
16
excel in meeting family and jobs demands, they tend to make tough choices and work hard, only
to stay happy with their family and satisfy their customer needs at all costs. Other researchers
describe the negative consequences of women on the basis of shared family and job strain
(Jacobs & Garson, 2004).
Stevenson (1983) states that company seeks possibilities that are currently regulated without
access to capital.In 2000, Shane and Venkataraman explored more in depth; entrepreneurship
includes the exploitation and creation of possibilities, the future exploration process and
entrepreneurship with respect to the packaging method. Some barriers prohibit all but specially
committed entrepreneurs from seizing and pursuing opportunities due to prevailing social threats
and the obstruction of access to funds, circumstances which are exaggerated when compared
with those of many non-Islamic and established cultural classes, for example, the social status of
women in many Islamic societies.
This analysis focuses on the following road locks:
1. Gender Disparity
Although the presence of women in Pakistan's work force grew with gross domestic product
(GDP) (13.4% in 1990; 24.5% in 2016), the broad Islamic State remains far below that of
comparable income in others (World Bank, 2016). Pakistan ranks second (143rd out of 144
countries) in the Gender Differences Index (GGGR 2017) of the World Economic Forum, ahead
of war-torn Yemen in 2017. (ranked 144th). Pakistan has been ranked among the lowest in
gender disparities in another recent report by the International Labour Organisation (Varela,
2018). Pio and Syed say that almost four in five Pakistani adult females do not make up the
population (2013). As just about 25 percent of Pakistani women work outside their households,
the scenario for educated and qualified women is not so different (Tanaka and Muzones, 2016).
The shortage of women in the workforce contributes to a substantial reduction in efficiency of
economic growth. It is time we began to recognise and eradicate the root cause of sexism in the
professions of women and to concentrate our energies on a thorough analysis of the Pakistani
crisis.
17
An organisational gender equity concept is a multi-level, multidisciplinary, dynamic concept. It

shows how similarly (a) women have fair access to and participation in men's job opportunities
and (b) equal and non-work consequences in contrast with men have (Kossek et al., 2016, p.
229). Such parity will not only have a positive impact on organisations, but will also have a
positive impact on community, culture and women. Syed and Özbilgin (2009) have theorised a
multi-level approach to gender equality that connects three research levels, namely macro-
societal, meso-organizing and micro-individual. A linking structure is helpful in order to achieve
a more systematic, rational and context-specific method for diversity management. In view of the
national and cultural features that show a continual balance of control and the detrimental impact
of jobs for women in the social and job environment, we conclude that this strategy is productive
for thorough comprehension of individual choices, organisational systems and structural
circumstances. The relational model explores the implications at the macro-social level of
national institutions and processes such as legislation, states, culture, governance (Syed and
Özbilgin, 2009) and religion. Operating processes and workplace practises are analysed at meso
level. The micro-individual method involves at the end of the day personal choices, strengths and
limitations.
As a consequence, trends of institutions that exist in a social context are likely to evolve, leading
to the way we act (Scott, 2014). Scott's (2014) statements suggested that people in organisations,
in addition to official legislation, prefer to function in line with the integrated universal values
which establish a collective interface (Hodgson, 2006, p. 13). It should be inferred that social
structures and other concepts founded on ideals have a lasting effect on fair jobs (Cain et al.,
1979). Institutions are complex, sustainable and managed hierarchical systems that provide
security, function and continuity for a community (Scott, 2014). Companies use customs and
statutes as administrative regulations for communities practises and functions for pillars of
education, morality and legislation (Scott, 2014). In these conditions people live and work and
govern and are conditioned by certain expectations and laws from an early age. Because of these
social-related impacts, processes and findings are interwoven at a national, organisational and
individual level. Women are especially prosperous in companies with greater gender equity
(Joshi et al., 2015a,b), and in companies (Krishnan and Park, 2005) and culture (Krishnan and
Park, 2005). (Park and Krishnan, 2005). (Cossek et al. 2016). Gender parity at work includes
cooperation between ideas such as predisposition to jobs, family and sex (Martins et al., 2002).
18
Despite these claims, equality of gender at work and interrelated occupations and non-work
connections are more likely to evolve over the course of life and work.
2. Work Place Harassment

While the concept of sexual harassment is old (Thornton, 2002), it is now accepted as a socio-
legal issue mainly because of radical feminism movements in the USA (MacKinnon, 1979).
Empirical studies in Europe have found that most women in their jobs are subject to sexual
harassment, thus increasing consciousness among the general public (MacKinnon, 1979;
Rubinstein, 1987), where feminist women's groups rapidly became the object of concern and
discussion on equal working rights and soon afterwards became rules and standards in distance
mobilisation (McCann, 2005). Sexual harassment is perceived to be a counter-productive activity
in the workplace that can take all kinds of forms. Sexual discrimination, mobbing, general abuse,
derogatory commentary, diffamation and gender-based marginalisation include certain practises
(Thornton, 2002; Zippel,2006).
Pakistan's religious, economic and socio-cultural institutions and history differ considerably from
the West (Syed, 2008). All of the laws stated in the faith or Constitution of Pakistan are
structured to ensure that women are revered, protected and treated equally. However, Pakistan
remains a culture with strong roots of male superiority, making it difficult for women to gain
their rights in all regions and cultures (Akhtar & Métraux, 2013). Although sexual harassment is
not explicitly and well defined in Pakistan, it includes a number of acts of violence against
women, including acid attacks, homeless violence, explosive violence, robbery, land-hunger,
trafficking in forced labour and sex, early marriages, extortion, obscene/threatening telephone
calls and even sales of disputes between women women (Nosheen, 2011). Sadly, in some cases
women are victims and suppressed by family members (Akhtar & Métraux, 2013; Nosheen,
2011). Faced with so many constitutional reforms in Pakistan, the government has failed to
improve and extend women's economic and political rights. The state also fails to enact its own
rules in order to protect them (Akhtar & Métraux, 2013; Nosheen, 2011; Qureshi, 2013). In
reality, law enforcement authorities, such as the police themselves, target the safety of women in
Pakistan. Women are usually raped and harassed by police here (Abbas, 2011). Politicians were
also put in their deathbeds, especially women who wanted to lift their voices against the anti-
feminist and fundamentalist movements. The assassination of Benazir Bhutto is a clear sign of
19
this (Hall, 2011). The HEC ordered the introduction of the HEC recommendations on sexual
harassment prevention by higher education establishments and educational institutions, but
according to the HEC, more than 80% of Pakistani universities did not comply with the sexual
abuse regulations (Yousaf & Schmiede, 2016). Dawn News notes that the administration of the
University of Peshawar did not know if HEC sexual harassment regulations were in place
(2011). With women's migration to Pakistan's labour market growing, sexual harassment has
become a problem that has attracted the attention of researchers (Saeed, 2012). Pakistan is a
primarily Muslim country with a conservative, gender disparity society (Yasin, Chaudhry, &
Afzal, 2010). Despite efforts by the government to expand basic education without sexism to
everyone (Latif, 2009), large numbers of women are stuck either at home or in a very low-paid
job instead of going to school (Desai, 1994; Nosheen, 2011). Women have been trained by
NGOs about their rights and about how to protect their rights through the use of newspapers,
internet access and information systems. Women have undergone a lot of training. Globalisation
and western Populism, opposed to cultural ideals in a masculine society sponsored by dismayed
fundamentalists, played an important part in women's participation and in the right to seek work
by contrast (Mernissi, 1987). Contrary to those fundamentalist organisations, the true teachings
of Islam allow women to work outside their homes and to carry out the work they need for their
lives, especially when they or their families need support (Hifazatullah, Badshah, Muhammad,
Farooq, & Khan, 2011). In view of Pakistan's efforts to provide education for women, obstacles
such as male dominance, paternalism and lack of legal security against sexual harassment
prohibit women from being hired (Raza, 2007). Pakistan wants to expand women's
representation in the country's overall population in order to ensure sustained economic
development and stability (Qureshi, Khan, & UlHussain, 2007). It is also possible to consider the
connection between sexual harassment and the function of rotation in a Peshawar culture
governed by men. On the other hand, the turnover trend largely contributes to overall sexual
harassment costs (Faley, Knapp, Kustsi, & DuBois, 1994). The goal of attrition has a negative
relation with working satisfaction (e.g., Amah, 2009). If sexual assault lowers employee
happiness, the intent to sell would increase (Merkin, 2008). The cost of sales would increase
considerably if the employer-to-other employees ratio is high. In fact, in most situations, the
object of turnover finally contributes to real turnover, as can be seen in the Steel and Ovalle
20
(1984) meta-analysis and previous studies demonstrating that sales intentions are the best
prediction of sales (Mobley, Horner, & Hollingsworth, 1978)
3. Transport challenges
Right to travel in a healthy public space would encourage women to drive to and from work
without fear. People in the United Kingdom use mass transit to join work in a report conducted
by the Department of Transport with the goal of reducing the risk of social and economic
exclusion. As women are less likely to own a car than men, women in the United Kingdom
represent a high proportion of users of public transport. Research carried out by the Australian
Bureau of Statistics (Wirth, 2001) has found that women of all ages are more likely than men to
use the public means of transport to travel to work, school or university. Security of the public
transit system often allows women to depart at a time convenient for them; flexible working time
encourages women who are more able to balance their wages with unpaid home-care jobs than
men. In contrast, women will not be required to leave their work or research because public
spaces are not covered.
The sort of public transport accidents that make people feel vulnerable or victimised, but do not
yet constitute a "crime" can be categorised under sexual harassment. Sexual harassment applies
to women regardless of gender. As a result of 'unwelcome sexual advancement, demands for sex
favour or other verbal or physical actions of a sexual nature.' In paragraph 178 of the Beijing
Declaration and Action Platform, sexual harassment is described as misogyny and exploitation of
women. Sexual assault covers a wide and diverse spectrum of sexual harassment. In certain cases
of public transport, perpetrators are males who "can exploit a certain anonymity," leaving women
vulnerable and unsafe8. Because sexual harassment restricts the travel of women inside public
spaces, they can harm the active status and public presence of women. Security of women in
public places contributes to the gender equality initiatives appropriate for growth and allows
women to have the same rights as men on the development agenda. Furthermore, ensuring that
women's public transportation is secure is a step for gender equality and the win for women, as it
enables them to partake in activities they want to do freely and to increased their ability to
participate unrestrictedly in training, employment and public life.
21
4. Religion Fallacy
Islam also provides basic parity and equitable status for women as legal residents.
They will purchase, sell, live and work with their own money and belongings (Bhattacharya,
2014). Ahsan shared his opinion that 1400 years ago Hadhrat Bibi Khadeeja (Peace Be Upon
Her), Rasool Allah's wife, was engaged in business. She was the richest lady in Arabia (Peace Be
Upon Her) and was very famous. Islam is not prohibited for women. We and our culture have
put women under restrictions.
Islam teaches equality and grants women equal status and has a distinct and autonomous life that
cannot be repressed. A delegate of an Islamic organization in Pakistan, Ahmad, said our Islamic
women should not have needless obligations that disrupt the main challenges that they should
meet. Men must provide physical security and supplies to their families. Islam does not agree
that women are weaker than men or that men are women's preferred rulers. Islam requires men to
assume the parts of women with girls. However, they shouldn't work outside and then support
their families (Ahmad, 2008).
According to me, women should be a part of oganisations as leaders to touch the full potential of
the relational components. A society must have a mixture of matriarchy and patriarchy. In
addition to male traits, a corporation or social group requires a "female touch" in order to have a
friendly career.
5. Impact of Family Structure

The above-mentioned population profile of female councillors refers to its dual domestic and
occupational positions and economic disadvantages as possible barriers to minimising their local
government's presence. While most women councillors are young, their commitments to give
birth to children obstruct their path abroad and weaken their true commitment. The lack of
childcare assistance and equal conduct towards the family further adds to their responsibility. In
comparison, it is more difficult for women councillors to take part in council meetings and
planning meetings without any financial benefits of wages, salary and tuition. The results of the
new local government studies indicate that only one third of females genuinely applied for the
fee in spite of the fact that the local government order required a monthly fee of Rs.5000 ($83)
and a transport allowance of Rs.300 ($3.5) for councillors, while 18% registered to receive the
22
travel allowance (CIET, 2004 - 2006; Yazdani, 2002 - 2003). Women councillors have
mentioned the amount of challenges and unforeseen hurdles to obtaining those monetary
advantages. Since the overwhelming majority of female councillors are housewives, the lack of
financial advantages and labour disputes makes women vulnerable and their participation in
official meetings is limited, economically reliant and unrelated to any political party. The decline
in women's mobility, lack of accessible transportation and lack of social and family support have
also decreased self-confidence and reduced future political participation aspirations. At systemic,
organisational and personal level, this discussion addressed many factors that affect and account
for women councillors' positions and responsibilities. Since gender control, accurate distribution
of funds, the efficient procurement of public services and, in particular, the proper use of human
resources and poverty alleviation are crucial to the equal representation and incorporation of
women in government, steps must be taken to increase women's participation in government. In
this respect, the following section of resuts and discussion addresses both recommendations and
ideas for the empowerment of women.
6. Educational /computer literacy

Education is also important for the entrepreneurship activities of women. Women entrepreneurs
have to be prepared for the country's overall economic growth and development, as defined in
the work of Kain and Sharma (2013); women are not only creating jobs for themselves in
organised and unorganised industries but also for others. Education has a positive impact on
entrepreneurship prospects. This finding is backed by research, as the GEM(2010) has concluded
that the efficiency and productivity of an organisation has a healthy and skilled workforce.
Education lowers the degree of uncertainty of a person, which enhances his ability to decipher, to
take decisions, to analyse and to process data. According to Simon & Shepherd (2014),
enterprise preparation will impact on the development course, as it increases the absorption
potential of managers like trust, psychology, knowledge and skills. Centindamar et al. (2012)
suggests that women are notably more likely to become entrepreneurs if they have better access
to education. Takahashi (2009) says the investor's educational level is one of the small
businesses' success factors that will allow the organisation to thrive and manage a complex
market and sustainable business profitability.
23
Conclusion
The aforementioned and explained literature was reviewed to address the amount of studies that
have verified the roadblocks women face towards their road to organizational leadership.
Though, the reviewed literature was beneficial enough that it enhanced the further
proportionality of the subsequent study however it did not highlighted the extent of the topic.
Analyzing the roadblocks in women leadership is undoubtedly a constructive mean of evaluating
that how women can be organizational leaders particularly because of the fact that it prepares the
concerned gender from every sort of sudden burden in terms the road locks mentioned. However,
it is vital to understand and address that which roadblock is the most influential (imperatively)
upon the leadership roles of women in organizations. This review of the literature examines how
women face obstacles in a variety of historical and social-political contexts, limiting their ability
to achieve empowerment through leadership roles. Furthermore, this literary review contends
that a status theory of congruity is an extension of Eagly's (1987) theory of social roles, which
refers to both men and women's expectations of women's roles in society. Gender stereotypes
establish a dominant arrangement between men and women, as well as a higher social status for
men and women, as a result. As one would expect, one's social standing has an effect on both
achievement and perceived status, with women doing worse than men. Furthermore, as a result
of their defiance of social stereotypes, female lawmakers who want to exercise influence over
gender roles are met with ridicule and harsh reactions.
24
Chapter 3: Research Methodology
Introduction
The factors (barriers) that affect the leadership of educated women in Pakistan are examined
using qualitative data in this study. This study examines the position of women who have
received specialised vocational training. The tools of research used in this study are explained in
this chapter. In order to address the research questions in the following ways, the study's history,
atmosphere, subjects, research design, instrumentation, and data analysis methodology will all be
thoroughly examined by describing the procedures of research in detail and data analysis will be
comprehended further in chapter 4. This chapter will aid readers in comprehending and
visualising the consequences of the study's decisions.
Research Aims
As discussed earlier that previous research was largely based on self-reported data on barriers
women encounter, and their competencies as leaders in organisations. The results were mostly
derived from quantitative self-reported data, which may not be able to provide a deep
understanding of women’s experiences in organisations.
The aim of this research is to find and analyze the roadblocks educated Pakistani women face in
becoming organisational leaders. In particular this research focuses on the impact roadblocks
women face. Grounded in the theoretical framework outlined below, three questions were
formulated:
Research Question 1: What are the roadblocks that educated Pakistani women face towards
becoming organisational leaders.
Research Question 2: What are the effects of the roadblocks educated Pakistani women face
towards becoming organisational leaders.?
Research Question 3: What are the methods for solving challenges faced by educated Pakistani
women towards being organisational leaders?
25
Research Methods
From all the approaches towards research, this Exploration is chosen to be qualitative in nature
and interview-based research. Since this thesis aimed identify the roadblocks women face and to
understand the perception of women about the roadblocks they face while becoming
organisational leaders in Pakistan it was best suited to use phenomenological model of
qualitative research. The goal of this model is to explore how participants in the study feel about
a specific event. In the case of this study it is glasscielings women face in organization. The
following parameters are covered in this study while collecting data, preparing samples, and
conducting research.
Research Quality
The focus of this study was to identify the roadblocks women face in organisations and to
understand the perception of women about the identified roadblocks they faceto address the
question that how women can be organisational leaders in Pakistan. while becoming leaders and
to highlight the opportunities, to investigate the roadblocks and challenges educated women face
in organisations and for acquire executive positions in their organisations.
Research Instrument
As research methods for this study, interviews and questionnaires were developed (Appendix 1).
The research instrument is continuously changing because analysis is a very complex data
collection and sampling process (Creswell, 2012)
Sample
A random method is used to generate a generalised sample from different parts of Pakistan. This
helped to avoid biasness and maintain the authenticity of the research. Twelve educated women
are included in this study, two of whom are organisational leaders who are effective in their
positions, three women have been in a leadership positon in their previous organisations and 7
women are currently in managerial poition aspiring to be leaders. Respondents were given a
variety of survey papers to fill out in order to get a general sense of their feelings towards women
in leadership roles in Pakistani organisations. This aided in the preparation of samples by
allowing raw data to be processed.
26
They were approached via the internet for interviews. The entire discussion was conducted via
email or social media.
Ethical Issues
The ethical form by the university was signed and filled by me (Appendix 2) to ensure that I am
giving due importance to ethical consideration. Before interviewing the respondents a consent
form was sent to them through whatsapp and gmail (Appendix 3). After recieveing consent from
the respondents interview times were set. A blank consent form is attached to further protect the
privacy of the respondents. While conducting my research, I specially focused on the privacy of
respondents. Special care was taken in deciding interview times according to their feasibility. No
personal questions were asked during interviews. Due to which our research was conducted
smoothly. Questionnaires were designed periodically before the time.
Conduct of Research:
Multiple qualitative interviews and questionnaires were designed for the target sample. These
questions were asked to identify their point of you about the roadblocks being examined in this
study. For example,
Q 1: Are you currently leading your organization? If yes please explain the difficulties you faced
towards your journey to the executive position and how you overcame those difficulties?
OR
If you are not in a leadership position please mention your occupation in your organization and
elaborate what difficulties you are facing in your journey to the executive position and your do
you plan to overcome them?
Q 2: What is the structure of your family? How does your family structure influence your work
efficiency?
Family structure options:
Nuclear, Extended, Alone, If other please specify.

27
Q 3: Do you think Education plays an important role in acquiring leadership position in an

organization?
Q 4: Does your family encourage you to work and achieve your goals?
Q 5: Are you working to support your family and meet the financial challenges?
Q 6: Which Transport do you use to go to work?
Q 7: Do you feel safe while travelling alone?
Q 8: Does your Family let you work during late shifts?
Q 9: Which is the biggest roadblock you face while aiming for being a leader in your
organization?
Q 10: Do you think men are considered preferably more suitable for leadership position in
organizations? If yes then please care to explain why?
Q 11: Have you ever faced gender disparity in the organization you work for?
Q 12: Do you feel safe in the organization you work? If not please explain what made you feel
unsafe in your organization?
A questionnaire attached in Appendix 1 was inquired from respondents of different areas

highlights the gap of educated women organisational leadership in Pakistan. The purpose of this
is to highlight the roadblocks women face in organisations and how they deal with them. These
questions presented a strong analysis of the relationship between the interventions and outcomes
across the health and creativity domains.
28
Chapter 4: Data Analysis
Introduction:
A total of 12 people were interviewed for this segment (women from various organisations in
Pakistan were analysed to answer the research questions in the report). Based on the research
issues and meaning, it is important to choose a suitable research approach and paradigm (Hair,
2010). In order to help understand the dynamics of Pakistani women's interpersonal
relationships, we used an interpretive qualitative approach (Saunders et al., 2012). This approach
is suitable for gaining a comprehensive understanding of complex situations and settings
(Cresswell, 2003). Women were "given voice" in this exploratory study with the aim of
illuminating their understandings and connotations (Creswell, 2013). Unlike quantitative
approaches, qualitative methods allow for a detailed analysis of the behaviours and mechanisms
that underpin a phenomena (Bryman, 2004), as well as a comprehensive study of the different
contextual issues that can affect it (Bryman et al., 1996).
Qualitative data is gathered through interviews (Creswell, 2013). Despite the interviewer's
willingness to address other subjects and issues presented by those interviewed, twelve in-depth
semi-structured interviews were conducted in conjunction with the basic rules, which were
adapted from Abalkhail (2017) and revamped to satisfy the requirements of the current research.
Testing questions were often thought to be critical for guiding the interviews toward the study's
main goal. Respondents were sent an open-ended questionnaire via WhatsApp after it was done.
For maintaining consistency and specificity in results, the reflexivity theory (Alvesson and
Sköldberg, 2009) is crucial. Reflection allows for a more in-depth analysis of the asymmetrical
interaction between respondent and interviewer, as well as the ways in which demographic and
enigmatic indicators can jeopardise this interface (Syed et al., 2018). By acknowledging
misunderstandings and practising reflexivity, researchers will plan relevant questions to help,
update, and illuminate their study of findings (Roller and Lavrakas, 2015). The present research
avoids issues like misunderstandings or misinterpretations of answers or cultural sentiments
because all interviewers, assistants, and respondents are of the same ethnicity, socio-religious
heritage, and cultural orientation.
29
Despite the limited sample size, data collection did not end until 12 interviews had been
conducted, and no new evidence had been gathered. The demographic details of the respondents,
is shown in Table 1.
Respondent Education Sector Experience Age
Respondent 1 Masters Government 4 30
Respondent 2 Bachelors Private 2 26
Respondent 4 Mphil IR Private 3 32
Respondent 5 MBA Development 5 39
Respondent 6 Ms Policy Private 4 32

Economics
Respondent 7 BBA Private 3 32
Respondent 9 MBA Private 4 32
Respondent 10 Masters Private 7 35
Roadblocks/Glass ceilings:
In this dissertation the term roadblocks or glass ceilings is used through out to explain the
barriers or hurdles women face in organizations on their road to becoming organisational leaders.
30
Following response of the respondents can be generalized for each roadblock discussed in this
study to measure its influence on women leadership in Pakistan:
Major Road Blocks:

Two questions were asked from the respondents regarding the major roadblock according to
them between their road to the executive position in their organisation. The questions and the
analysis of the respondents response is as follow:
Q 1: Are you currently leading your organization? If yes please explain the difficulties you
faced towards your journey to the executive position and how you overcame those
difficulties?
OR
If you are not in a leadership position please mention your occupation in your organization
and elaborate what difficulties you are facing in your journey to the executive position and
your do you plan to overcome them?
5 out of 12 women considered gender disparity as the biggest obstacle while working in an
organisation either as managerial position or executive position, 3 out of 12 women consider
family is the biggest roadblock, 2 out of 12 women consider societal standards as the biggest
roadblock and 2 out of 12 women consider their own credentials as a roadblock while moving
towards leadership position in an organization.
31
Major Road Block

Personal credibility
17%
Gender Disparity
42%
Societal Standards
17%
Family
25%
Fig 1: Major Roadblocks faced by respondents.
Following responses were recorded from the respondents:
Respondent 7: “not currently leading my organization – I am a trainer and a consultant and

also look after business development from time to time. I think the hurdle I am facing is
primarily the fact that I have two young children that demand a lot of my time. In the next 3 or 4
years I believe I will be ready for this position therefore in a nutshell the hurdle is time.”
Respondent 10: “I am Senior Consultant at Carnelian, enjoyed the leadership position both at
Carnelian and other organizations. I think being women you really have to prove your
competence. Biggest challenge was to balance work and family life.”
Respondent 12: “I currently work as a senior consultant at a private firm. I believe that being
at a leadership role requires a lot of hard work, dedication and time. Being someone who’s
always very family oriented, I do feel like I would not be able to maintain the ideal work life
balance.”
32
From the above responses it can be clearly seen that women find it difficult to balance their
family and work life.
Q 9: Which is the biggest roadblock you face while aiming to be a leader in your
organization?
Respondent 1: “Men, in our part of the world particularly, do not take women in leadership
positions seriously. At times, though admittedly very seldom, there is also resentment from the
males that report to me.”
Respondent 6: “my age and gender are a roadblock.”
Respondent 8: “Response: my Gender”
Respondent 9: “Being Women”
Respondent 11: “Position availability and misogyny”
Family
Q 2: What is the structure of your family? How does your family structure influence your
work efficiency?
6 out of 12 women responded that they live in an extended family and 6 out of 12 women
responded that they live in nuclear family.
33
Family Structure
Nuclear Extended
50% 50%
Fig 2: Family size or Family Structure.
11 out of 12 Women respondent that their family is very supportive towards their work and
always supporting them to achieve their goals. However only Respondent 11 said that her
family is not encouraging and supportive her response was as following;
“No they would rather I be married”

34
Family Support
Unsupportive Family
10%
Supportive Family
90%
Fig 3: Family Support
Education
organization?
12 out of 12 respondents gave a positive response that education is indeed vital in acquiring
leadership position in an organization. Even one of the respondent said low education can be the
biggest rodblock in the acquisition of leadership position in an organization.
Respondent 8: “My main setback is a lack of master's degree. As a woman I feel I am underpaid
compared to male peers. Plan to overcome them by getting a master's degree which will help me
negotiate a better salary.”
35
Education
Education is
important
100%
Fig 4: Family encouragement and support
Finance Challenges:
9 out 12 women responded that they are working to support their family and meet the financial
challenges. Whereas, 3 out of 12 women responded that they are not working to support or meet
the financial challenges of their respective families.
Respondent 3: “ Yes, my husband and I contribute equally to the household expenses and
manage finances together.”
Whereas, 3 out of 12 women responded that they are not working to support or meet the
financial challenges of their respective families.
Respondent 4: “No. although contributing for family needs is paramount for me.”
36
Financial Challenges
25%
Working to meet the financial

Challenges
Not working to meet the
financial challenges.
75%
Fig 5: Financial Challenges
Transport
9 out of 12 women responded that they travel in personal transport while going to work.
Whereas, 3 out 12 women responded that they travel in local transport while going to work.
37
Type of transport
Local
25%
Personal
75%
Fig 6: Types of Transport
9 out of 12 women responded that they feel safe while going to work alone. Whereas, 3 out 12
women responded that they don’t feel safe while going to work.
Travelling Alone
Unsafe
25%
Safe
75%
38
Fig 6: Saftey during travelling to work.
From the above analysis it can be generalized that women who travel in personal transport feel
safe and those who travel through local transport feel unsafe. Following response of respondents
to question 5 and 6 further proves the point:
Respondent 1: Q.6: “Personal”
Q 7: “Since I don’t use public transport, I feel safe.”
Respondent Q 6: “Own car, but mostly carpool service”
Q 7: “After sunset, I don't feel safe travelling alone so I usually avoid that”
Gender disparity
Q 10: Do you think men are considered more suitable for leadership position in
10 out of 12 women responded that men are considered more suitable for leadership positions in
an organization.
Respondent 4: “Yes, for reasons that are more grounded in culture than anything else because
women may tend to leave jobs after their marriage or they aren’t allowed to acquire high end
education which automatically deprives them of any leadership position.”
Respondent 6: “We see more men in leadership positions as compared to women not because
they are more capable but because the structure favors them. The patriarchal structure creates
hurdles for women who aspire to become leaders as women are still seen as primary caregivers
at home. Workplaces also do not recognize the differentiated needs of men and women. Women
are penalized for taking maternity leaves, for wanting to prioritize family after work hours and
expressing concerns while traveling for work. The societal and organization structures are not
suitable for women who wish to become leaders in their fields.”
39
Whereas, 2 out of 12 women responded that women are given more or equal leadership
opportunities as much as men are given.
Respondent 3: “Although as a society, we've made progress toward gender equality, but clearly
we're not quite there. Men are still more likely than women to be perceived as leaders. I
personally feel men and women are equally capable when it comes to some of the key qualities
and behaviors that are essential for leadership. The representation of women in senior
management positions has increased over the years, but the obstacles still remain. There are
some women who do not seek leadership jobs because of work and family balance, women are
not willing to relocate, or spend a significant amount of time on the road. Because of this,
women do not apply for leadership positions.”
Leadership for Men
NO
16%
Yes
84%
Fig 7: Men considered more suitable for leadership positions.
7 out of 12 women have responded that they faced gender disparity.
Respondent 3: “Not at the current organization, but yes previously I have.”

40
Respondent 6: “Yes, there is gender pay gap in most organizations and I have faced that. Male
colleagues at my level were paid more than me.”
5 out of 12 women simply replied with a “NO” in response to question 11.
Gender Disparity
Never Faced
42%
Faced
58%
Fig 8: Gender disparity faced by respondents

41
Work placement harassment

Q 12: Do you feel safe in the organization you work? If not please explain what made you
feel unsafe in your organization?
All of the respondents said that they feel extremely safe in the organisations they work for.
Respondent 3: “Yes, I feel very safe here.”
Respondent 6: “Yes. I feel very safe. My organization has a zero-tolerance policy towards
sexual harassment and abuse of authority. It is part of our onboarding process to learn about
these concepts and the policy of the organization.”
Workplace Harassment
Never Faced
100%
Fig 9: Harassment faced by respondents in their respective organisations

42
Chapter 5: Results and Discussion

Emerging patterns and sub-themes, as well as relevant quotes from respondents, shed light on a
broad variety of critical and overlapping matters, including psychological, organisational, and
socio-national values, as well as processes and results of gender equality.
Discussions of Findings:
Respondent's professional growth and leadership skills were hampered by cultural barriers such
as social immobility, juggling family and work life, employment demands for women, a lack of
decision-making power, and the inability to live independently.
The research looked at women's leadership from a cultural perspective and found significant
contributions to current literature and development initiatives in countries like Bangladesh, India,
and China, where gender equity is still a problem, especially at the professional level.
Cultural appropriation is a distinct practise, and the impact of each country's society on its
women varies. As a result of their attitudes and interactions in society, women remained
disadvantaged in many ways after puberty, according to this study's results.
The biggest roadblock according to the findings of the study that the respondents encountered is
that they are subject to gender stereotypes. Despite the fact that Pakistan encourages women to
pursue careers in politics and other fields, women are still seen through a patriarchal prism,
which restricts their development and success. Unequal pay for same job title was also observed
by responents.
Some respondents claimed themselves that men should be organisational leaders because they
don’t have family burden on them. In Pakistan it is generally perceived that women are made for
kitchen and men are made for going out of homes and working. These societal roles constraints
women from becoming organisational leaders. It also makes really hard for women to even work
according to the respondents since they have to take care of their family as well.
All of the responents said that their families are really supportive and encourage them to achieve
their goals and aims in life. Again all of the respondents said that they are working to financial
support their familes.
43
After the analysis of the transportation roadblock it was found out that women who travelled in
their personal vehicles felt safe and secure as compared to those who used local transportation to
go to work.
As far as workplace harassment was concerned all women said that their organization has strict
policy against any kind of such activity. Their organisations provided safe working environment
to them.
According to the findings, Pakistani indigenous culture has a significant impact on women's
leadership abilities, including vision, self-confidence, understanding, and self-recognition. This
had an impact on the success and growth of their organisation. Sociocultural conceptions of
stereotypical gender norms and male superiority impede women's leadership and development,
leading to women's underrepresentation throughout the plurality of occupations.
Answers received from respondents showed that the international picture is diverse. Results
provided an international debate topic on a gap of women leadership opportunities in different
countries.
Conclusion
There are 46 chromosomes in an individual person (Critelli, 2010). Both men and women were
born with the same biological characteristics. As a product of the divine gift, do they have equal
social relationships? The true solution to this question can be found in a plethora of logic myths
and paradigms. For example everyone claims and talks about women rights that they should have
equal opportunities in every facet of life but the reality is otherwise making these claims a myth.
On the face of the planet, there isn't a single non-controversial hypothesis that can demonstrate
any aspect of this issue. This is my perception after compelting this thesis.
One of the most concerning aspects is the fact that the bulk of voices on the subject come from
the West. The divide between East and West appears to be the most pronounced in this area.
Right now, things are shifting. According to Philips (2003),The globalisation of ideas has
resulted in the convergence of ideas. In recent years, a theological and ontological schism has
developed between East and West. This proliferation is now posing a threat to anti-feminist
social institutions. Nonetheless, it is important to acknowledge that the spread of Eastern
44
feminism has resulted in the absence of a definitive filter to differentiate between real and false
statements. A slew of erroneous ideas have developed over time, resulting in thought paradigms
like the western interpretation of Eastern feminism. A large part of this was due to Eastern
scholars being late for the Study Club. This study looked at how Pakistani women's career
development is influenced by society, both positively and negatively. A phenomenological
theoretical structure and an experimental research design were used to write the thesis. Twelve
female research participants were interviewed via questionnaire from both Leaders and
nonleaders aworking in different government and private sectors of Pakistan, with the majority
of the interviews performed in English. Despite massive changes in Pakistani culture, with a
growing number of women becoming entrepreneurs and working for large multinational
companies, social progress in Pakistan is slower than globalisation and women's growth
elsewhere in the world. Social immobility, failure to make decisions, inequitable domestic labour
roles, rank expectations, and women's subordination to male members is all obstacles that
Pakistan's closed structure often imposes.
Despite the difficulties they faced, almost all of the respondents were ambitious and wanted to
advance their careers, according to the report. This study discovered that, despite having the
necessary qualifications, women's lower social status prevents them from being considered for
various occupations. Almost all of the scholars came to the conclusion that society should take a
more systematic approach to women's rights.
Companies must be trained on the subject, and women, in particular, must be given funds to
launch their own small-scale initiatives in order to expand women's opportunity while also
overcoming cultural barriers. More female role models are required in countries like Pakistan,
according to the majority of women, so that they can see someone who knows how to struggle
for their rights. About all in the room concluded that seeing young girls and emerging
entrepreneurs struggle for their opportunities and make their goals a reality motivates and
encourages them, and that as more people enter the workforce, the community will change
rapidly. This research has far-reaching implications for ensuring gender equality in countries
such as Pakistan, where women continue to play a minor role in work and economic
development. The claims made around the world regarding the inequity of East Asian women are
45
completely unfounded. The majority of the claims are correct. However, in order to fully
comprehend the problem, qualitative aspects must be taken into account.
It's also important to remember that events in the east are still taking place. In today's world, pro-
feminist paradigms are gaining traction in a variety of developed countries. According to
Mcanny (2005) Pakistan is an excellent example of a country in which parents, regardless of
gender, refuse to educate their children. Parents are becoming more mindful of their daughters'
right to marry who they want. Parents are concerned about their daughters' future prospects, but
they represent a ray of optimism for a future in which women are more liberal, egalitarian, and
stable. This research has drawbacks since it was performed on a limited scale and based on a
small number of areas in Pakistan. To begin with, the sample size was insufficiently large to be
indicative of Pakistan as a whole. Punjab, Pakistan's most populated district was the site of this
research.
Syed (2010) claims that many provinces have the poorest conditions for women, with high levels
of racial extremism and female possession, and women are killed for disobeying their fathers.
Since Punjab is Pakistan's most populated province, with both larger and more developed
regions, this study did not answer any of the taboos that impact tropical women.
To get a deeper understanding of these regions, Pakistan should perform large-scale and tropical
research in the future. A differentiation between the Punjab and the rest of the provinces should
be made to maximise the success of reforms. 414-429 428 S. Manzoor / International
Organizational Leadership Journal 4(2015) as well as to identify places where a plan to
strengthen women's circumstances is required.
This thesis aimed examine to the effects of societal expectations and glass ceilings on the
character and capacity of women as mentioned in the introduction chapter. The following
roadblocks were successfully identified and explored in this thesis by interviewing women of
Pakistan. The roadblocks that were identified are gender disparity, financial constraints,
trasnsportation, education, family support, family structure and last but not the least workplace
harassment. If these roadblocks are addressed properly then women as organisational leaders will
be seen more often in Pakistan. I have Pen downed the data, discussions, and highlighting theme
received from the respondent. Qualitative content analysis of the collected data has been done in
46
this research. This analysis showed the efficient identification of roadblocks women face as
organisational leaders in Pakistan.
47
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Appendix 1:
Questionnaire
Demographics of Respondents
Name
Age
Marital Status
Education
Q 1: Are you currently leading your organization? If yes please explain the difficulties you faced
towards your journey to the executive position and how you overcame those difficulties?
OR
If you are not in a leadership position please mention your occupation in your organization and
elaborate what difficulties you are facing in your journey to the executive position and your do
you plan to overcome them?
Response:
Q 2: What is the structure of your family? How does your family structure influence your work
efficiency?
Family structure options:
Nuclear, Extended, Alone, If other please specify.
Response:

organization?
Response:
55
Response:
Response:
Response:
Response:
Q 8: Does your Family let you work during late shifts?
Response:
Q 9: Which is the biggest roadblock you face while aiming for being a leader in your
organization?
Response:
Q 10: Do you think men are considered preferably more suitable for leadership position in
Response:
Response:
Q 12: Do you feel safe in the organization you work? If not please explain what made you feel
unsafe in your organization?
Response:
56
Appendix 2:
Ethics Form
Section 2: Project
Section 2:1 Project details
Full Project Title
Project Dates
These are the dates for the overall project, which may be different to the dates of the field work and/or
empirical work involving human participants.
Project Start Date
Project End Date
Dates for work requiring ethical approval
You must allow at least 6 weeks for an initial decision, plus additional time for any changes to be made.
Start date for work requiring ethical approval
End date for work requiring ethical approval
How is the project funded?
(e.g. externally, internally, self-funded, not funded – including scholarly activity)
Please provide details.

57
58
Appendix 3
Ethics Form for Respondent
I …………………………… an employee of ……………………….. give my consent to be a

part of this study with a promise and guarantee that my praivacy will be maintained and
respected.
Date:
Signature:

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1

How can Women in Pakistan enchance

Background and Purpose of the Study

Review of the Related Literature

Rosaldo (1974) depicts the subordination of women as a historical phenomenon. Women's

Independent Dependent Variable

Work Place Harassment

This analysis focuses on the following road locks:

An organisational gender equity concept is a multi-level, multidisciplinary, dynamic concept. It

2. Work Place Harassment

5. Impact of Family Structure

6. Educational /computer literacy

Chapter 3: Research Methodology

Family structure options:

Nuclear, Extended, Alone, If other please specify.

Q 3: Do you think Education plays an important role in acquiring leadership position in an

Q 6: Which Transport do you use to go to work?

Q 7: Do you feel safe while travelling alone?

Q 8: Does your Family let you work during late shifts?

A questionnaire attached in Appendix 1 was inquired from respondents of different areas

Chapter 4: Data Analysis

Respondent Education Sector Experience Age

Respondent 1 Masters Government 4 30

Respondent 2 Bachelors Private 2 26

Respondent 3 Bachelors Private 1 28

Respondent 4 Mphil IR Private 3 32

Respondent 5 MBA Development 5 39

Respondent 6 Ms Policy Private 4 32

Respondent 7 BBA Private 3 32

Respondent 8 Bachelors Private 2 28

Respondent 9 MBA Private 4 32

Respondent 10 Masters Private 7 35

Respondent 11 Masters Private 6 35

Respondent 12 Masters Private 4 31

Major Road Blocks:

Major Road Block

Fig 1: Major Roadblocks faced by respondents.

Following responses were recorded from the respondents:

Respondent 7: “not currently leading my organization – I am a trainer and a consultant and

Respondent 6: “my age and gender are a roadblock.”

Respondent 8: “Response: my Gender”

Respondent 9: “Being Women”

Respondent 11: “Position availability and misogyny”

Fig 2: Family size or Family Structure.

“No they would rather I be married”

Fig 3: Family Support

Fig 4: Family encouragement and support

Working to meet the financial

Fig 5: Financial Challenges

Q 6: Which Transport do you use to go to work?

Fig 6: Types of Transport

Q 7: Do you feel safe while travelling alone?

Fig 6: Saftey during travelling to work.

Respondent 1: Q.6: “Personal”

Q 7: “Since I don’t use public transport, I feel safe.”

Respondent Q 6: “Own car, but mostly carpool service”

Leadership for Men

Fig 7: Men considered more suitable for leadership positions.

7 out of 12 women have responded that they faced gender disparity.

Respondent 3: “Not at the current organization, but yes previously I have.”

5 out of 12 women simply replied with a “NO” in response to question 11.

Fig 8: Gender disparity faced by respondents

Work placement harassment