Women Inclusion in the Workforce: Opportunities and Challenges

Faced by Women at the Workplace

Evidence from KFC Abbottabad

Submitted by:
Khudija Ejaz
Roll #: 13105
MBA (HR)

Supervised by:
Sahibzada Yaseen

DEPARTMENT OF MANAGEMENT SCIENCES

ABBOTTABAD UNIVERSITY OF SCIENCE AND TECHNOLOGY
Session: 2023–24
Women Inclusion in the Workforce: Opportunities and Challenges
Faced by Women at the Workplace
Evidence from KFC Abbottabad

Khudija Ejaz
Roll #: 13105

A thesis submitted to Abbottabad University of Science and Technology in partial

fulfillment of the requirement of an MBA (HR)

Supervised by:
Sahibzada Yaseen
 DEPARTMENT OF MANAGEMENT SCIENCES
ABBOTTABAD UNIVERSITY OF SCIENCE AND TECHNOLOGY
Session: 2023–2024

Certification of Approval
Researcher certify that Researcher have read Analyzing Women Inclusion in Workforce:
Opportunities and Challenges Faced by Women at the Workplace, “Evidence from KFC
Abbottabad”by khudija Ejaz, and that, in my opinion, this work meets the criteria for
approving a thesis submitted in partial fulfillment of the requirements for the MBA (HR) at
Abbottabad University of Science and Technology, Havelian KP.
Supervisor:

Name: ______________________
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Chairperson:

Name: ______________________
Signature: ______________________
Designation: Head of Department

Research Coordinator:

Signature: ______________________

MS / MBA &PhD Coordinator:

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External Examiner:
Name: _______________________
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DEPARTMENT OF MANAGEMENT SCIENCES

ABBOTTABAD UNIVERSITY OF SCIENCE AND TECHNOLOGY
Session: 2023–2024
Declarations
Researcher declare the following:

• The material contained in this dissertation is the result of my work, and due
acknowledgment has been given in the bibliography and references to all sources,
whether printed, electronic, or personal.

• Unless the dissertation has been confirmed as confident, Researcher agree to an entire
electronic copy or sections of this dissertation being placed in the library, if deemed
appropriate, to allow future students the opportunity to see examples of the past no
longer than five years and that students would be able to print or download copies. The
authorship would remain anonymous.

• Researcher agree to my dissertation being submitted to a plagiarism detection service,

where it will be stored in a database and compared against work submitted from this or
any other school or any other institution using the service.

• Researcher have read the Abbottabad University of Science and Technology's Havelian
policy statement on ethics in research and consultancy.

AUST ethics in research and consultancy; guidelines and procedures for students undertaking
undergraduate and postgraduate research methods modules and dissertations; and the policy for
informed consent in research and consultancy. Researcher declare that ethical issues have been
considered, evaluated, and appropriately addressed in this research.
Scholar Name: Khudjia Ejaz
Roll #: 13105
Program: MBA(HR)
Department: Management Sciences
Date: ___________________
Signature: ____________________

ACKNOWLEDGMENT
In the name of Allah, the most gracious and merciful, who enabled me to complete this
report, Researcher am deeply grateful to my advisor, Sahibzada Yaseen, for his unwavering
support and guidance throughout my master’s program. Their expertise and patience have been
invaluable to me and have played a crucial role in the success of this project.

Researcher am grateful to AUST for providing me with the opportunity to conduct my

research and for all of the resources and support they provided. Researcher would like to extend
a special thanks to Sahibzada Yaseen, who went above and beyond to help me with my work.

Researcher am deeply thankful to my friends and family for their love and support during
this process. Without their encouragement and motivation, Researcher would not have been able
to complete this journey.

Finally, Researcher would like to extend my sincere gratitude to all of the participants in
my study. Their willingness to share their experiences and insights has been invaluable to my
research and has helped to make this thesis a success. Thank you for your time and contribution.

Researcher am grateful to everyone who has supported me throughout this process.

Without your help and guidance, this thesis would not have been possible.

DEDICATION
I’m dedicating this project to God Almighty and then to family and friends, who made
me and gave me strength, ideas, wisdom, knowledge, and understanding. He has strengthened
me throughout this program, and Researcher have only flown on his wings, who made me and
gave me strength, ideas, wisdom, knowledge, and understanding. He has strengthened me
throughout this program, and Researcher have only flown on His wings.
 CHAPTER 1

INTRODUCTION

• Background
KFC is the most famous fast-food chain for chicken lovers. Therefore, here is the story of the
founder of KFC, who is among the entrepreneurs who began late in life and had a very inspiring
story. At the age of 62, when people generally start considering their retirement, Colonel
Harland Sanders founded KFC. He was born on September 9, 1890, in Henryville, Indiana, US. He
did several small jobs to make a living. When he was around 40, he ran a restaurant in Kentucky.
The startup challenge he faced was that he concentrated on fried chicken when there was the
dominance of hamburgers. He had a special, self-made recipe for fried chicken that people
loved. He wanted to make it an internationally known recipe. Finally, at the age of 62, he started
his journey. He would go door to door with his chicken recipe. He was rejected several times
before he got his first franchise.

KFC started in 1952 in Utah. In July 1940, he created his unique recipe with 11 herbs.
After some time, he revealed his secret recipe to his friend Pete Harman. Colonel Harland
Sanders opened his first KFC franchise with the help of his friend Pete Harman. At the age of 74,
youthful lawyer John. Earthy Colored, JR, and Jack Massey wanted to buy KFC. In 1964, Colonel
Harland Sanders agreed to sell his organization with a proposal of $2 million. Colonel Harland
Sanders was kept as a brand ambassador of KFC and representative, and he gets a lifetime pay
of about $40,000 every year.

1.1.1 Mission Statement

To have a passion for finger-licking good food and serve it with pride.

1.1.2 Vision Statement

To provide food in a quick, pleasant setting that caters to cost-conscious, health-
conscious people,
1.1.3 Women's Inclusion in the Workforce at KFC
Women's inclusion refers to the meaningful participation of women in various fields,
particularly in areas where they have been underrepresented like in leadership positions and
decision-making roles in KFC, and creating an environment where women are treated equally
and fairly, allowing women to show their skills and talent without facing discrimination. The aim
is to promote gender equality.

In an organization, female participation is lower as compared to male employees at KFC

Abbottabad. An organization needs a diverse workforce to accomplish its goals and objectives
effectively and efficiently.

1.1.4 Opportunity for female employees at KFC

KFC Organizing tours for female employees to change the atmosphere of employees to
reduce their stress, conducting self-grooming sessions to build their communication skills and
confidence building, conducting women empowerment sessions to motivate them to boost their
morale, grooming overall personality development, how to behave, how to talk, and how to deal
with staff and customers, increasing chances of promotion to a higher position like training
manager to assistant manager, increasing salary, and getting bonuses, KFC employees are easily
hired by other multinational companies.

• HR Policy of KFCEmployees

• Sexual Harassment Policy:If any of the KFC employees misbehave, stare, or touch
staff in an inappropriate way, they will be terminated immediately.

• No Show Leave:If any of the KFC employees are not showing up for work without
taking leave or informing their supervisor, they will be terminated immediately.

• Grievance Procedures: The KFC complaint system is very strong; they will hear all
of the employee’scomplaints and take action to respond promptly to employee issues.

• Creating a Friendly Environment:KFC creates a positive working environment in

the workplace between staff and interacts with customers with a smile.

• Stealing:If any of the staff, members are caught stealing company resources, like
cash, or misuse of company data, selling information to a rival company will be
terminated immediately.
 • Celebrate Birthday: KFC celebrates every employee’s birthday to show him or her
that they value them and care for them, and employees should feel emotionally
attached to KFC.

• Appreciate Employees:KFC appreciates every employee for performing well on

each task to boost their confidence and gain trust that employees should always be
loyal to them.

• Challenges faced by female employees

• Work-life imbalance: facing difficulty between personal life and professional life, long
working hours, staying longer in an organization instead of family.

• Location: finding hurdles in going home or coming from home, Family pressure includes
religious factors, stereotypes, and a conservative environment.

• Lack of conveyance facility: pick-up and drop-off services are not allocated for female
employees.

• Low salaries include financial factors that affect their personal lives, like low income. It is
difficult to overcome their expenses like basic needs, house rent, transportation rent,
etc.

• Promotion: it is difficult to get a top-level position because of the majority of male

employees.

• Coordination gap: most of the employees are male on the top level, a middle-level
female employees have fewer chances of understanding and coordinating with
managers and staff.

1.4 KFC in Pakistan

KFC first officially launched its branch in Pakistan in 1997 at Karachi Gulshan e Iqbal. Now
KFC branches are open in 33 cities in Pakistan, with over 117 restaurants, making it the most
popular fast-food chain in Pakistan. KFC provides its customers with the most delicious chicken
and an excellent dinner experience.

• KFC in Abbottabad

KFC Abbottabad was opened in July 2019. Although they pay great attention to food
quality, cleanliness, and hygiene, they have good customer service.
• Problem Statement

Although KFC is an equal opportunity organization, the number of female employees is

considered lower than that of male counterparts, specifically in far-off branches like Abbottabad.
This can be attributed to several factors. A measure can be taken to increase the percentage of
female employees by introducing policies that promote a conducive environment and encourage
female prospects to choose KFC as a vocation of choice.

Diversity, Inclusion, and Equity of Women

In an organization, women are diverse in different religions, castes, races, ages, and
physical abilities differentiating them from one another to compete in the organization. There are
different types of diversity, like internal diversity among women born with built characteristics
and natural talents like age and gender. Specific skills that differentiate them from one another in
the organization;external diversity of women that adapted from the environment, like religious
beliefs; and personal interests that differ in terms of beliefs, values, and culture

Organizational diversity in different organizational factors like salary rate, bonuses, and
working hours positions are high, top, and bottom levels of women that differentiate them from
one another in the organization.

Organizations need a diverse workforce for better problem-solving, more innovative

ideas, high employee engagement, and increased productivity. (Phoshoko, D. et al., 2022).

Organizations should provide an environment for women to utilize their skills, talent, and
perspectives for the betterment of the organization, providing them equal opportunities in every
field. In organizations, there are equal numbers of female and male employees, but female
employees are less compared to male employees in higher positions like leadership positions and
decision-making roles in the organization.

Organizations can be diverse but not fully inclusive because of the lack of power
distribution in most of the top organizations that only engage minorities and do not give them
proper attention. Most organizations are diverse and sometimes inclusive, but most of the
organizations escape equity in the organization because minorities, like female employees, don’t
have full access to resources and benefits as compared to male employees, like promotions and
high salaries. The organization didn't treat them fairly and equally, which creates hurdles for
female employees and prevents them from having upward mobility in the organization. The
organization should give them an equal opportunity and give them an equal voice and rights to
all employees based on their merit without bias. (Iheduru-Anderson et al., 2022)

Hurdles or Barriers in Diversity, Inclusive, and Equity (DI&E) in the organization faced by
female employees

Employees who support and care about minorities but don't have the authority or are in a
higher position to take steps. Top-level management didn't support and provide guidance for
women employees and didn't invite them to important meetings to hear their perspectives. The
organization promotes just a few female employees from low-level to middle-level positions to
show a good image of the organization. Fake marketing campaigns and advertisements like
Women Empowerment programs, ads, and sessions show publicly that we support women and
encourage them to work (Meshelemiah, J. C. et al., 2023).

Why are Top, Middle, and Bottom Levels Women switching jobs?

Women are already underrepresented in the organization; their involvement level rate is
decreasing. There are some reasons why women are switching jobs; these women are very few in
leadership positions and decision-making roles. The majority of the female employees are facing
discrimination and are ignored by the organization. There is less chance of career opportunities
in the organization, and most of the women are stuck in entry-level positions. Only 3 out of 10
women are promoted to the senior managerial level as compared to men. The majority of men
are dominant in every position as compared to female employees. Female employees' effort is
unrecognized by the organization, and their growth ratio is very low. Mostly females are
demotivated, their overall performance level decreases, and their loyalty to the organization is
decreased. that’s the reason women switch and leave the organization.

Reason for switching jobs

Tredgold stated that, the majority of men holding manager-level positions 62%, mostly
in top-level positions, as compared to 38% of women holding manager-level positions. Most
women get stuck in low-level positions and intentionally discriminate against female employees,
like cracking inappropriate jokes about women's clothing, constantly being interrupted while
speaking at a meeting, misbehaving, and taunting. Organizations do not take frequent action on
female complaints because the majority of male employees.Senior female employees are a
good or bad example for new female employees. senior female employees leaving the
organization, which discourages the newly energetic female employees, and they will leave or
switch the organization immediately. Male employees outnumbered female employees in the
top, middle, and bottom levels because of male dominance and having less support. Female
employees' work was not acknowledged by the organization; that is the reason females do not
get a proper career growth opportunity in the organization. (D. Bridges, Wulff et al., 2023).

CHAPTER 2

LITERATURE REVIEW

Women's inclusion, diversity, and equity in the workplace are vast topics to understand.
There are different literature reviews about women's inclusion to solidify the core concept of
the topic, and we intend to gain related knowledge about the topic from articles, journals, and
reports. My literature review aims to explain why women's inclusion and diversity are very low
as compared to male employees in workplaces. Did companies provide equal opportunities and
treat women equally in the workplace? Researcher target a specific organization, KFC
Abbottabad. Researcher want to investigate why women's inclusion in the workforce is lower
than men. What are the reasons behind it, and how can we increase their inclusion in the
workplace? What kind of challenges do women face in the workplace? What opportunities do
women avail from KFC Abbottabad during their employment?

McKinsey(2021) stated that before the pandemic occurred, most of the female
employees were underrepresented in workplaces. When the COVID-19 pandemic occurred, the
majority of women leaders and entry-level female employees were affected. The majority of
female employees resigned from their positions, mostly C-suite leaders, switching their jobs
because of the pandemic. During the pandemic, their workload increased, growth opportunities
decreased, and they were unrewarded by companies. Women leaders work equally like men,
and they are unrecognized by organizations as compared to men, most companies lose their
female employees becausethe organization focuses on the majority rather than the minority.
The organization should take different initiatives to build an inclusive working environment to
encourage women and increase women's participation in the organization (Vasquez-Parra et al.,
2023).

McKinsey (2022) statedthat companies need to hold on to the leaders shaping the future
of work. Why are women leaving the organization, especially women leaders, at the highest rate
and switching jobs immediately rather than male employees? Women are underrepresented in
leadership positions and decision-making roles because of a broken rung: more men holding
manager-level positions as compared to women, micro-aggressions in direct discrimination or
bias towards women, women of color, less inclusion, and a lack of equity. Most of the
companies face that problem. This report indicates that most women are underrepresented in
technical roles, and women leaders are switching companies.

McKinsey stated that there are some key reasons like women want to be promoted to
senior-level positions but the company doesn't recommend them; women leaders are
overworked in the office or at home but their work is unrecognized by the company; women
leaders want a better work culture, they want the company to be more committed to employee
inclusion, diversity, and equity, because of those reasons, the company also risks young female
employees seeing their veteran or senior women employees leaving the organization, which
demotivates them and discourages them from resigning or switching jobs immediately. This
report also includes an intersectional look at women's experiences like race, color, and
disabilities, facing biases, and receiving less support at work. In flexible and remote work,
women already face difficulties when pandemics occur that make it very difficult for them to
manage their jobs. Companies must hold or retain women leaders in the organization. (Vasquez-
Parra et al., 2023).

The Daily Pakistan (2023) stated that women are also underrepresented in the tech
industry. Women face different challenges in the tech industry, including a lack of opportunities
in the tech industry like senior managerial positions and a lack of diversity in different fields as
compared to men. Some women contribute to the tech industry by launching their own
software houses to break down some barriers. Many women entrepreneurs and organizations
take initiatives to support women's empowerment in the tech industry like mentorship
programs and networking groups to increase the participation of women in the tech industry,
increase diversity among women, and increase innovation. According to the Pakistan Software
Export Board survey, 14% of females are in the tech industry. The government takes initiatives
to increase women's inclusion in the tech industry. According to a survey, IT courses increased
by 27% in 2014 to 37% in 2018, 41% of women have 4 to 15 years of experience, and only 13%
are assigned to general management. Globally, women hold 15% of C-level executive positions
in the tech industry. (Hasan, Rashedul, et al., 2023).

2.1 Conclusion

In this literature review, with the help of these reports, my focus is on KFC Pakistan,
specifically the Abbottabad branch, on women's inclusion, diversity, and equity in the
workplace, what kind of challenges women are facing in the workplace, and what opportunities
that organization provides for women employees. According to all literature reviews, there is a
recommendation that the majority of women do not have technical skillswhich is a less focused
area that women are lacking from top-level to bottom-level positions in the organization,
especially in Pakistan. To find out these problems, we want to discover all of these factors to
find the reason behind them, provide solutions, and create a better and more flexible working
environment for women employees and HR policies that enhance women's inclusion in the
workplace to overcome challenges faced by women in the workplace and provide opportunities
for them.

In Pakistan, most female employees have soft skills as compared to male employees they
possess both soft and technical skills. Women must learn both soft and technical skills to survive
in the market. In Pakistan, according to the World Bank, overall female tech labor in Pakistan
was reported at 23.31% in 2022. In Pakistan, women's inclusion in the technical industry is 14%.
The government should take some steps to promote female participation in the workplace to
increase their numbers, give them equal opportunity, and initiate women's inclusion programs
and workshops for females to become diverse in every field. We must focus on the issue to
provide a proper solution to the problem with the help of the literature review that we
reviewed.

CHAPTER 3
RESEARCH METHODOLOGY

3.1 Population

In KFC Pakistan, the total number of employees is 10.000. In the Abbottabad branch,
there are a total of 90 employees, which includes 70 males and 20 females.
3.1.1Sample
Sampling Strategy and Technique

The target audience is working women at KFC Abbottabad. Researcher collected the data
from female employees because the topic is related to the participants that Researcher target.

Non-probability sampling:
 Researcher chosen the non-probability sampling technique because my topic is
subjective and based on judgments rather than random selection. In non-random sampling,
sample selection is based on factors such as convenience and experience or judgment.

Purposive sampling technique:

Researcher used the purposive sampling technique. In this technique, we select

participants with specific characteristics, skills, and experiences related to the research
questions that provide rich data about the given topic. Purposive sampling is used to identify
individuals or specific groups with particular knowledge and experiences relevant to the
research topic. In this sampling technique, we selected those participants who have specific
skills and experiences that are correlated to a topic.

3.2 Instruments

Data collection methods

• Open-ended survey: Researcher used an open-ended survey to gather a wide range of

feedback from participants to understand the overall situation of the study. Researcher used
open-ended questionnaire methods.

Data Analysis Method

Narrative Analysis:

Researcher chosen Narrative Data Analysis methods to interpret the core narratives
from the participant’s stories, behaviors, feelings that are not expressed openly, and how the
individual experienced something. The benefits of the narrative analysis method are that it
provides rich linguistic data that sheds light on various aspects of social phenomena. The goal is
to understand the meaning that individual attaches to their experiences and how their stories
relate to your topic to understand and interpret them.

3.3 Design

Structure of research methodology

 Research philosophy is a set of beliefs and assumptions that guide your approach to
conducting your research. Researcher used the interpretivism philosophy. Interpretivism
philosophy focuses on understanding and interpreting individual behavior and experiences,
recognizing the importance of an individual's experiences, values, and interpretations.
Interpretivists are often used in qualitative methods like interviews and questionnaires.

Research Approach:

Qualitative research methodology is used to understand something deeply. Researcher

used qualitative research methodology because of a deeper understanding of a problem. Deep
conversation with participants and gather detailed feedback from participants about the
problem.

Research design

Phenomenological design:

In phenomenological design, we examine the participants' experiences that they overall

faced and wanted to express. The main motive of a phenomenological design is to investigate
the meaning of the participant's experiences to interpret their experiences and what
phenomena can affect their lives. A researcher should write about their feelings, what they
faced, and what they felt in situations or phenomena that affected their lives.

Response

Respondent No. 1

Q1. How do you empower or motivate yourself and the women around you at the workplace
during your job?

Respondent No. 1

“As a woman, Researcher empower myself to become a role model for females that
work with me or that’s new employees to become a role model for them to encourage them to
work. It’s easy to see so many females around me that encourage me and them, which creates
unity between us.”

Respondent No. 2

"During the workplace, we have a friendly working environment. Everyone around me is

fully empowered and motivated, especially female employees. KFC provides a cooperative
environment for all employees.”

Respondent no. 3

"We work as a team; we collaborate; we share over hurdles during the job; we help each
other that way; we empower each other."

Respondent No. 4

“As a team, we support each other. Researcher feel more empowered when Researcher
see there are a lot of females around me; they are very dedicated to their work.”

Respondent No. 5

“It feels good when there are a lot of female employees around you. Researcher am
feeling very motivated by the very helpful staff.”

Respondent No. 6

"Researcher feel good that KFC empowers women. There are so many examples around
me that motivate me every time during my job. Researcher feel comfortable here at KFC."

Respondent no. 7

“Everyone is competing with one another to become the best. A healthy competitive
working environment can motivate you and empower all the women around you.”

Respondent No. 8

"Yes, Researcher am always motivated when females are around me. Researcher want to
become a good example for girls who are underrepresented in our society and in organizations."

Respondent No. 9

“Researcher surround myself with positive coworkers of mine that motivate me during
the workplace and create a positive environment between us."
Respondent No. 10

“Researcher feel more comfortable in the workplace now that times have changed and
women want to grow in every field. Researcher was specifically motivated and empowered by
senior female coworkers; they motivated us in every situation.”

Q2. What do you think is the most significant barrier female employees face in the workplace?

Respondent no. 1

“Researcher am having difficulty managing my personal life and professional life because
of longer working hours. Because of this, Researcher have faced family pressure.”

Respondent No. 2

“In my opinion, there are no significant barriers that we face during the workplace, but
when Researcheram going home, it is difficult to find transport for home.”

Respondent no. 3

“There is no pick-up and drop-off service available; we are working late hours; we face
difficulty when reaching home; also, family pressure is something Researcher am facing
because, in our society, women doing jobs are considered bad."

Respondent No. 4

"No, there is no significant barrier we face during work; our coordination with each
other can help us to face every challenge easily.”

Respondent No. 5

“There is a societal barrier that Researcher faced, like family discouragement of doing a
late-night job; our job is a late-night job; negative behavior of society; there is no barrier that
Researcher faced at the workplace.”

Respondent No. 6

“In KFC, there is no barrier that Researcher faced during my job. Everyone around me is
nicer; becoming each other's helping hand, mostly helping overcoming barriers."

Respondent no. 7
 “Mostly Researcher faced no barriers, but sometimes Researcher faced politics during
staff favoritism. The competitive environment is good, but sometimes that creates conflict
between coworkers. No time flexibility, late night work, and no traveling services are available;
overall, it's a learning place."

Respondent No. 8

“We faced both societal and workplace barriers like personal and professional life not
being balanced well, family and financial pressure, workload timing, managing problems, and
workplace favoritism.”

Respondent No. 9

“Workplace flexibility, gender pay, and gender promotion distribution are the major
barriers that female employees face in the workplace.”

Respondent No. 10

“Organizations promote female employees from bottom to middle-level positions,

longer working hours, family pressure and financial pressure of housing rent, and the expense
of basic needs."

Q3.Were any female employees promoted to senior positions in KFC?

Respondent no. 1

“There are some women who were promoted to different positions but not promoted to
senior positions."

Respondent No. 2

"Yes, some are promoted to work as chiefs, but not as senior managers; mostly females
are in customer service and cooking.”

Respondent no. 3

“Researcher am new here and not fully aware of it, but mostly women in customer
service are promoted.”

Respondent No. 4

"Yes, my coworker is in the cooking section; she has been promoted to senior chief.”

Respondent No. 5

"Yes, there are mostly chances of getting promoted in the cooking section for food safety
experiences, but not in customer service or managing crew”.

Respondent No. 6

"Yes, KFC provides you with an opportunity to be promoted if you have talent. If your
performance and reputation are good, no one will hold you.”

Respondent no. 7

"Chances are very low because most females are less than male employees and have
fewer chances of senior positions because men dominate in senior positions."

Respondent No. 8

"No, Researcher have never seen someone promoted to a senior managerial position”.

Respondent No. 9

"Yes, but not as a senior position; there is one of ten women that are going for the
seniority level.”

Respondent No. 10

"No, there are no women promoted to senior positions; the majority of females are
promoted to managing crew but not promoted to higher positions.”

Q4. How did you describe your experience at KFC?

Respondent no. 1

“It’s a great opportunity for newcomers to learn new things to improve our skills and
learn new things. An international working environment increases my confidence of mine how to
interact how to talk how to coordinate with my team"

Respondent No. 2

"My overall experience is good. You have a lot to learn from multinational companies. To
boost your morale, you conduct different training programs as compared to local companies."

Respondent no 3

“My experience is overall good now that Researcher have so many senior colleagues that
support me, care for me, and treat me as family.”

Respondent No. 4

“Best experience at KFC Researcher experienced our team is the best; they support each
other, have well-coordinated staff, do not disrespect each other, and always help each other.”

Respondent No. 5

"Researcher work at so many organizations, but that is my first international experience,

and the crew is very supportive and caring overall, which creates a good environment.”

Respondent No. 6

"My experience is amazing in KFC especially all of my crew my senior they treated me
as a family"

Respondent no. 7

“My experience is good overall. If you want to learn about and experience an
international company, Aroma KFC is the best place to begin with.”

Respondent No. 8

“As a woman, KFC is a better place as compared to other organizations. KFC staff are
much more friendly and supportive as compared to other organizations, and my experience at
KFC is good.”

Respondent No. 9

“Overall experience is good. In KFC, Researcher discovered my true potential.

Researcher learned many things and gained experiences that helped me progress myself.

Respondent No. 10

"My experience is good because in KFC you experienced a global environment. Just
sitting in Pakistan, your confidence and overall persona are evolving, and you learn new things
that no domestic organizations can provide, like customer service, how to talk, and how to
interact with customers and colleagues."

Q5. What are the reasons you chose KFC?

Respondent no. 1

“Researcher chose KFC because Researcher want to become a part of a multinational company
to learn new things to experience, to be a part of the international chain to grab opportunities,
and to improve my overall personality.”

Respondent No. 2

"My dream is to work in an international company, especially in KFC provides the best
opportunities for employees another reason is to increase my experience learn new things, and
become the best"

Respondent no. 3

“KFC provides career opportunities. Researcher want to enhance my career, grasp career
opportunities, and their environment is good, and everyone will accept you as a family and treat
you well.”

Respondent No. 4

“Researcher want to become a member of KFC because it provides growth opportunities

for all to achieve our career goals easily. In KFC, we can develop our personalities and skills,
which is the reason that Researcher joined KFC.”
Respondent No. 5

“My reason for joining KFC is that my friend recommended me to join KFC. They give
you an opportunity that you deserve growth chances. That's why Researcher joined KFC.”

Respondent No. 6

"Researcher randomly go to KFC. Researcher applied to other multinational companies

too, but my first joining letter came from KFC. That's why Researcher joined KFC."

Respondent no. 7

“International chain globally vast series of chain providing you a great chance to build
your career, that’s the reason Researcher joined KFC.”

Respondent No. 8

“In KFC, women's employee rates are increasing as compared to other organizations;
they focus on women to empower them. That's the reason Researcher joined KFC.”

Respondent No. 9

“In KFC, female employees are more expanded than in other organizations; they give
growth opportunities fairly, providing good pay benefits as compared to other organizations.
That's why Researcher joined KFC.”

Respondent No. 10

"Researcher want to work at KFC because Researcher will gain skills like
communication skills, and improve my teamwork coordination, and KFC is the biggest food
brand in the world. That's the reason Researcher chose KFC."

Q6.Do people with different identities feel respected and valued at KFC?

Respondent no. 1

"Yes, all feel respected at KFC; they treat their employees well and respect them,
especially females.”
Respondent No. 2

"Yes, all are treated fairly and equally. Researcher have never seen any of my coworkers
at KFC treat their coworkers badly.”

Respondent no. 3

"Yes, in KFC, everyone is equally treated. Give respect to all employees.”

Respondent No. 4

“Everyone around you treated you fairly, and all employees are equally respected.”

Respondent No. 5

“As compared to different organizations, yes, they give good and respective treatment
and give you value.”

Respondent No. 6

"Yes all employees are treated well and talk respectively with each other no
discrimination with other genders"

Respondent no. 7

“In my opinion, Researcher can see that my female employees don’t respect your identity
and value you as a male; they give you respect and treat you fairly. That's all about the
experiences they see.”

Respondent No. 8

“Mostly different identities feel respected and valued, but sometimes unintentional bias
occurs because of stereotypes, jokes, and comments involved in your personal matters and a lack
of privacy.”

Respondent No. 9

"Yes, in KFC, you feel respected and valued as compared to other organizations. In KFC,
your respect is based on your performance; if you perform well, you will be appreciated.”

Respondent No. 10
 “During job duties, employees give respect and value you because that creates a better
atmosphere to work with the unity that the company demands, but without duty hours,
employees treat each other differently, sometimes well or sometimes carelessly.”

Q7: What kind of opportunities did KFC provide for female employees?

Respondent no. 1

“KFC provides pay benefits bonuses, employee discounts on KFC meals, and provides
career development opportunities to learn new skills and conduct training programs.”

Respondent No. 2

“KFC provides career opportunities for females, like health benefits. Providing healthcare
facilities for us when someone is sick, giving us sick holidays, and providing wellness programs
too, like how to manage stress at the workplace.”

Respondent no. 3

“Providing training for employees' reward packages, like bonuses, increases pay chances
and provides opportunities for education funding."

Respondent No. 4

“Promotion opportunities give you an equal chance to show your potential benefits for
employees by increasing pay and new training programs for employees' women empowerment
sessions.”

Respondent No. 5

“Most organizations don’t update their employees' skills; at KFC, they provide career
growth skills and give you training that is updated according to the latest skills.”

Respondent No. 6

“KFC provides career advancement opportunities by providing training based on your

field and ethical training on how to communicate with customers overall, dealing with
customers' benefits, and including staff discount benefits.”
Respondent no. 7

“Getting chances of transferring KFC internationally chain providing you an education

fund support you if you are interested in education if your performance is well and chances of
learning a different skill like soft and technical skills”

RespondentNo. 8

"KFC gives all employees an equal opportunity whether is a salary, bonuses, benefits
sometimes promotion females employees lower to middle-level position mostly avoid promote to
senior positions"

Respondent No. 9

“Updated training and continuing education courses KFC covers your study expenses
sometimes onboarding jobs and career development opportunities.”

Respondent No. 10

"Character-building training improves confidence and creates a strong working

environment. Teamwork and communication skills will give females the opportunity to gain
experience and increase their social skills.

Q8:Did female employees in KFC have an equal voice to contribute their say in policy and
decision-making?

Respondent no. 1

"Yes, if you are in a position to decide our workplace, we only focus on our jobs; we
don't interrupt each other's jobs."

Respondent No. 2

"No, in decision-making and in policy, we don’t interfere because of our job description,
and in KFC, each employee focuses on their own job.”

Respondent no. 3

“Everyone is focused on their own responsibility for work; no one interferes with other
work.”

Respondent No. 4

“That depends on our position. If we are in a decision-making position, creating policies,

we have the right to have every employee's own job description.”

Respondent No. 5

“If you are a senior, then you can otherwise not interfere with each other's work, whether
you are men or women."

Respondent No. 6

"If you have a similar position of saying no if you don't, no one intervenes in each other's
duties."

Respondent no. 7

"Mostly in decision-making and developing policies, male involvement is upper-handed

as compared to female involvement; mostly females are in a lower position.”

Respondent No. 8

"The majority of women don’t have equal rights because of their present position; they have the
authority to make policies that benefit minorities.”

Respondent No. 9

"No, they have an equal right because most of the females are juniors, and most men are
at a higher level. If you have authority, you can contribute; otherwise, you will not."

Respondent No. 10

“That depends on their position. If female employees have authority, they will contribute
to their saying that, unfortunately, they are not in decision-making and implementing policies."

Q9:What kind of training did KFC provide for female employees?

Respondent no. 1
 “Cashier, customer services, cooking, cleaning, cash handling, managing crew, and
hospitality, mostly females, are in customer services and cooking.”

Respondent No. 2

“Food preparation, cooking. Cleaning, customer service, cash handling, and hospitality”

Respondent no. 3

“Researcher am at customer service. There is different training for different employees

based on their skills, like cashier, food preparation, and managing crew.”

Respondent No. 4

“There are different trainings based on our job criteria, like hospitality, cooking customer
service, food preparation, and cash handling.”

Respondent No. 5

“Researcher am at food handling, and according to different sections, they provide

different training according to their job, like cashier food and safety experience.”

Respondent No. 6

"KFC is providing training equally for all employees, like electronic learning sessions in
the fields of hospitality, collaboration, and customer service, and also providing hands-on
training to”

Respondent no. 7

"There are different skills training that KFC provides, which are cash handling, cashier,
customer service, food preparation, cooking, food safety experiences, and managing crew."

Respondent No. 8

"Mostly, KFC is providing training on customer-based services. Their main goal is to

improve customer service in their training. KFC provides training for females in hospitality,
cooking, food preparation, collaboration, cleaning, and food safety experiences.”
Respondent No. 9

“There are different field trainings that KFC provides for female employees, like
hospitality and customer services, food preparation, and food safety, but also stress management,
anti-harassment training, awareness training, and unconscious bias training."

Respondent No. 10

“There are different field training skills that KFC can provide to female employees in
customer services, food preparation, cooking, food packaging, cleaning, and food safety.”

Q10:What initiatives have been taken by KFC to increase women’s inclusion in the workplace?

Respondent no. 1

“KFC takes initiatives to increase inclusion; they make the first ever all-female delivery
crew called them dame riders in Pakistan.”

Respondent No. 2

“Increasing the number of female staff. Now there are 20 females working at KFC. Their
initiative is to encourage females to join KFC.”

Respondent no. 3

“KFC wants to see more women applying for jobs and advertise ads for hiring females
because there are 20 female employees and 70 males.”

Respondent No. 4

“Women are increasing day by day in KFC. KFC encourages women, conducts women
empowerment programs, and hires women to empower them to build their own identity and
pursue their career in every field”.

Respondent No. 5

“KFC takes initiatives; they introduced the first female delivery service of KFC at
Lahore, which was KFC's first unique initiative."
Respondent No. 6

“At Pakistan, they launched their first female food delivery crew, and globally, Dakar
Senegal became the first female-only staff chain in Senegal.”

Respondent no. 7

“In KFC, there are more female employees as compared to different companies in
Pakistan. The unique initiatives taken by KFC are that women are also included in food delivery
in PK Lahore, not in Abbottabad. The first global initiatives taken in an Islamic country.”

Respondent No. 8

“In Abbottabad, KFC takes initiatives to increase their female employees. In 2023, KFC
officially launched the first female food delivery crew named Dame Riders in Lahore.”

Respondent No. 9

"KFC's motivation is to increase women's inclusion in Pakistan. The first step is

introducing the first ever female food delivery crew in Pakistan.”

Respondent No. 10

“Introducing female food delivery crews in Pakistan. KFC is the first multinational
company to encourage female inclusion in the workplace in Pakistan.”
 CHAPTER 4
RESULTS
In this chapter, Researcher gathered my data through an open-ended questionnaire to
analyze women's inclusion in KFC Abbottabad. What is the reason behind it? Researcher
collected data from my participants to evaluate the problems that women faced during their jobs,
what kind of opportunity was provided for them, and why women's participation was lessened.
My research aim is to identify the reasons why women's inclusion in the workplaces less?, how
to increase female participation in the organization, how to provide a flexible working
environment for female employees, and what are the HR policies for increasing their inclusion
and providing equity in the workplace.

4.1 Demographics

The demographic information that was collected from the participants with the help of a
questionnaire shows that the majority of the female employees age in KFC Abbottabad fall
within the range of 20 to 30. Most of the female employees hired by KFC are local, and only 2
percent of females are outsiders. In KFC, the total number of female workers is 20 out of 90.

4.2 Answers to different questions in qualitative

Results

Researcher gathered all the different answers from the participants that Researcher
collected from the open-ended questionnaire.

Most of the female employees in KFC are motivated and empowered during their jobs
because KFC has created a working environment that empowers every woman in the workplace,
creating a competitive working environment to compete with each other positively, and having a
strong bond between each other and working as a team.

According to the findings, women faced different barriers during their jobs. According to
the participants, there are some different hurdles that they faced in the workplace, mostly societal
and internal barriers, which include family pressure, financial pressure, work-life imbalance, lack
of conveyance facilities, favoritism, late working hours, and gender pay gap. Females face these
hurdles during their jobs.

In KFC Women are promoted to middle and bottom level positions. There are very few
senior positions that women are promoted to in KFC Abbottabad, which are chiefs, customer
services, and managing crew. The majority of females are in middle-level positions because most
men are dominant in managerial positions and most of the staff are male. As compared to
females, there are fewer chances for female employees to be promoted to a senior position.

In KFC, every woman describes her experience as satisfied. According to female

employees'overall experience at KFCis good the overall aroma of KFC is best for learning new
skills, improving communication, and building confidence to progress in their careers. Mostly
for newcomers, their experiences are great as compared to their previous jobs, with the majority
of females having a positive response.

Females prefer KFC instead of other organizations or companies. According to females,

they choose KFC because of career development opportunities, developing their personality,
word of mouth, compensation, and international exposure.

According to female employees' feedback.In KFCthey feel respected and given

importance. There is no discrimination in KFC based on gender; everyone is treated equally and
fairly as compared to her previous company. KFC is an international chain of fast-food
restaurants, and its responsibility is to treat employees equally and fairly.

KFC can care about their employees and provide opportunities for female employees that
include pay benefits like bonuses, and employee discounts on meals 25% off. KFC provides
health benefits to their employees, especially sick leave, wellness programs, up-to-date training
in the field, an education fund for the best employees to support them in education, and
onboarding chances on different chains of KFC.

In KFC policy, everyone has their own responsibility no one interferes with each other's
jobs. If female employees have authority, they have an equal voice in decision-making and
policy-making otherwise no one is allowed to interfere with each other's duties and
responsibilities.

KFC allocates training in different fields like cashier, customer service, cleaning,
managing crew, hospitality, and food preparation. KFC provides e-learning electronic training
sessions on electronic devices for employees,creating a simulation for employees to train them in
an unrealistic environment, and providing stress management training.Mostly females in the
cooking, cleaning, managing crew, and customer services sections.

KFC takes different steps toward female inclusion in the workplace. In Pakistan, KFC
introduced the first female delivery crew called Dame Riders in Lahore to increase the inclusion
of women in the workplace. In Abbottabad, KFC has the highest number of female employees,
20 female employees, as compared to other multinational brands. Globally, KFC has taken the
initiative to introduce the first female-only staff chain in Dakar, Senegal.

Satisfied

Feedback from all female employees of KFC Abbottabad 7 out of 10 female employees
were satisfied because theyare all in KFC. They said that KFC takes good care of their staff to
satisfy their employee's every need, which is why they only give a positive response to showing
the positive image of the company.

Neutral

3 out of 10 female employees are neutral, according to their responses. The reason is that
most multinational companies do not downgrade their reputation. Reputation is the key for
multinational companies only showing a good image of the company.

Dissatisfied

According to female employees' responses, most female employees are satisfied. KFC is
treating them fairly and equally, giving bonuses and opportunities, but according to the
promotion, their responses are not satisfied they are all not satisfied when it comes to growth
opportunities.
 CHAPTER 5
DISCUSSION, CONCLUSION, AND RECOMMENDATION
5.1 Discussion

In this section, we discussed the overall topic, findings, and results that Researcher found
at KFC Abbottabad about women's inclusion in the workplace. According to the feedback that
Researcher gathered from KFC Abbottabad, according to the results of participants, Researcher
found that most of the women in the organization are underrepresented their work is
unrecognized in every field. Most companies can provide benefits for female employees, but
there is no equity in the distribution of authority and rights as compared to men. The result of the
survey that Researcher conducted, according to females' feedback about women's inclusion in the
workplace, is that most women in the organization are equally treated in terms of benefits and
behaviors, but when it comes to growth opportunities, most of the organization is lacking. In
KFC, most of the female employees' responses are positive. According to female employees,
KFC provides all types of opportunities and benefits, but they are lacking in growth
opportunities, according to female employees’ responses, they face societal and sometimes
internal barriers that can affect their personal and professional lives and can decrease their
performance. They also experience mental stress and face biases in the organization. According
to findings, the majority of females faced societal barriers like family pressure, financial
pressure, and sometimes internal barriers likebeing stuck in one position with low chances of
promotion. In KFC Abbottabad, most of the females are in middle and bottom-levelpositions. In
KFC, there is some section where women are promoted to a senior positionwhich arethe cooking
and food preparation section, mostly females are working as a chief or senior chief. In KFC
Abbottabad, the majority of female employees are in the customer services and food preparation
section, not in the senior managerial and decision-making positions, but mostly in KFC, overall
inclusion of women has increased over time, and KFC provides training for female employees
equally regarding their positions or designations. These trainings are e-learning electronic
learning online learning sessions to train their employees, and simulation trainingto create an
unrealistic environment for employees to train them.

Nowadays, female inclusion is increasing day by day. The organization conducts sessions
about the women's empowerment program and the women's wellbeing program to encourage
women to work to increase women's inclusion. KFC takes steps to increase women's inclusion in
Pakistan by introducing the first female delivery crew named Dame Riders in Lahore. Pakistan
opens a new door for women to increase their inclusion in different fields.

McKinsey(2021) stated thepandemicCOVID-19hasimpactedwomen's professional lives.

women are already minors in every profession. According to the McKinseyReport 2021, women
can suffer more because of COVID-19. The majority of women leaders lose their jobs,
decreasing the inclusion of women in organizations. Women leaders can exert effort like male
leaders, but most of the women leaders are unrewarded by the organization. Most of the women
are at entry levels only 3 out of 10 are in executive positions, and women's participation
decreased during the pandemic. (Vasquez-Parra et al., 2023).

McKinsey(2022) stated thatthe majority of women leaders and young women are
switching jobs and leaving the organization. Most of the women are facing barriers in the
organization because of male dominancy at managerial levels, unintentional bias towards them,
being less promoted to senior positions, being unrecognized for their contributions by
companies, and overworked, unsustainable workload that burn out the females, the majority of
females are in entry-level positions, and only a few are promoted to top-level positions.

The Daily Pakistan (2023) stated that women are underrepresented in the tech industry.
14% of women in the tech industry in Pakistan mostly females possess soft skills, not hard skills.
The majority of female employees lack technical skills as compared to males. Most organizations
do not organize technical sessions for female employees, which is why females have fewer
chances to learn technical skills andbe promoted to technical positions. Women's inclusion in the
tech field is lower thanmen’s.

In KFC, women's inclusion and diversity are less in the organization, there are no females
in the technical staff only males are in the technical staff. KFC mostly hires females for customer
services, cooking, and food preparationbut is less focused on female leadership programs.

5.2 Conclusion

The majority of working women's inclusion is lower in the workplace and women are
underrepresented and unrecognized by organizations in Pakistan. Most organizations claim that
they are inclusive and diverse, but they ignore equity. Women face many challenges in the
workplace, including biases and discrimination. Women equally put an effort into
organizations.Most of the organizations treat them like minorities in Pakistan, and women are
facing societal pressure, family pressure, financial pressure, marriage pressure, work-life
imbalance, workplace harassment, and being stuck in one position. Challenges faced by women
in workplaces To find out these challenges Researcher chose KFC Abbottabad. Researcher
conducted qualitative research using an open-ended questionnaire to gather a rich amount of data
from female employees of KFC Abbottabad to analyze the reasons behind it, what are the
challenges and opportunities KFC provides for female employees, and what initiatives KFC
takes to increase women's inclusion in the workplace. KFC's overall response is positive, saying
that KFC is more inclusive than other brands. Female employee inclusion increases at KFC as
compared to other brands and provides opportunities for females to support them. They are
treated well and feel respected and valued at KFC as compared to other organizations.

According to their responses, female employees are all satisfied at KFC, but there are
some challenges women face at KFC, like late working hours, no conveyance facility, family
pressure, and very low chances of promotion for women. Mostly in managerial positions, all men
are in decision-making positions, leadership positions, and managing crews. In policy-making,
the majority of women are in customer services, food section, like chief, hospitality
management, and food preparation. In KFC, there are no women in the technical and
maintenance staff. Women are not as diverse in KFC as compared to men. KFC must focus on
female leadership programs to identify the potential female leaders for the next generation to
encourage females, and their performance must be recognized by KFC because they are
underrepresented in the workplace. Promoting women in managerial positions and decision-
making positions can help increase women's inclusion in the workplace.

Most of the females are at entry level only a few women are in C-level executive
positions. In Pakistan, most females do not have technical expertise, which is the biggest
problem. Women are also underrepresented in the tech industry. In Pakistan, most women have
soft skills like managerial skills and communication skills, but they don't have technical skills.
On the other hand, men possess both skills as compared to females. Nowadays, organizations
focus on conducting IT programs for women to increase women's inclusion in the field of the
tech industry. Nowadays, women are taking an interest in IT, programming, digital marketing,
and freelancing to increase the inclusion and diversity of women.

5.2.1 Recommended HR policy for KFC Abbottabad

KFC must provide equal opportunity for women in every field and also provide gender
equality in the workplace. selection based on merit, with no bias in color, talent,skills,
qualifications, and performance.

• Flexible Work Environment: KFC can provide flexible time for female employees
during late-night working hours to balance their professional and personal lives and
provide conveyance for females to encourage them to increase their inclusion in the
workplace.

• Career Opportunities: KFC should provide career opportunities for females equally in
every position. KFC should provide equal training, mentorship, and leadership
opportunities, give them opportunities for career overall growth, and promotethem into
top-level positions.

• Health and Wellbeing Program: KFC conducts a health program to take care of female
employees'overall health and stress management sessions, providing proper routine
checkups. In that way, the health of employees is better by reducing sick leave and
decreasing absentees to perform their duties correctly.

• Leadership Development Program: KFC conducts a leadership program to identify the

 future potential female leaders within the organization to represent the females, become
an example for them, and provide leadership sessions to increase the number of female
leaders at KFC.

• Technical Training Session: KFC should provide all female employees with technical
training for 3 to 5 months in technical fields like software programs and programming
languages. Most women do not have a technical degree in the organization. KFC should
focus on training female employees in the technical field to increase women's inclusion in
the techfield.

• Diverse Hiring: KFC should promote diverse candidate sourcing to select fair and
unbiased hiring procedures to select diverse groups if they belong to minorities, like
females’selection is totally based on merit.

• Promote more women in managerial positions: KFC should focus on promoting more
female employees to senior positions to take a stand for minorities and increase women's
inclusion in every position that creates an impact on having an equal voice and
opportunity.

• Anti-Discrimination Policies: Implement strict anti-discrimination policies to prevent

bias, harassment, or unfair treatment based on gender in the workplace.

• Gender Neutral Language: KFC should implement a gender-neutral language policy so

that staff can use fair language during communication with minorities to avoid gender
stereotypes.

• Recruitment and Hiring: KFC should implement unbiased recruitment and hiring
processes like blind resume reviews and diverse interviews to provide equal opportunity
for women at KFC.

• Developing a Minority Support Group: KFC should develop a team that supports
minorities, takes their complaints into action, reports issues to senior management, fights
for their right, and listen to their problems.

5.2.2 Limitations

This project has provided a deep understanding of the problem, the challenges that
women face in the workplace, and what kind of opportunities are provided for them. There are
some limitations, which include this study sample size is small. Researcher chose only specific
areas and participants, and limited data was collected from participants. My topic is focused on
women's inclusion in the workforce at KFC Abbottabad. What challenges do women faceat
KFC? What opportunities did KFC provide for women? Researcher only focus on one branch,
not all branches of KFC. Researcher used a qualitativemethod for data collection andan open-
ended questionnaire to interpret the data through narrative analysis. Researcher interpret data
according to my experiences and my knowledge. This study was conducted within a specific
timeframe, which limited the depth of the findings. Some longer-term challenges and hurdles
were not fully explored. Participants, particularly from KFC, may be biased when giving
responses at the time of data collection, maybe based on their own judgment. This study relies on
an open-ended questionnaire, which may limit the data.

5.3 Recommendation: Future Research Agenda

Future recommendations of the study that psychological factorsimpact women's performance

level to investigate factors that impact women's mental health during their workplace,
encourage women to contribute to the tech industry to explore the challenges and barriers
women face in technical careers, and ways to encourage greater participation. Investigate how
intersecting identities such as race, ethnicity, and sexuality impact women's experiences and
opportunities in the workplace.

5.3.1 Discuss the limitations of the study

My research study is limited to a specific area of KFC Abbottabad. The overall project is
based on KFC Abbottabad, there are many different challenges faced by women in different
branches of KFC in Pakistan, but my study is specifically based on KFC Abbottabad.

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%20entered%20Pakistan%20in%2019

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OPEN ENDED QUESTIONS

Q1. How do you empower or motivate yourself and the women around you at the workplace
during your job?

Q2. What do you think is the most significant barrier female employees face in the workplace?

Q3.Were any female employees promoted to senior positions in KFC?

Q4. How did you describe your experience at KFC?

Q5. What are the reasons you chose KFC?

Q6.Do people with different identities feel respected and valued at KFC?

Q7: What kind of opportunities did KFC provide for female employees?

Q8:Did female employees in KFC have an equal voice to contribute their say in policy and
decision-making?

Q9:What kind of training did KFC provide for female employees?

Q10:What initiatives have been taken by KFC to increase women’s inclusion in the workplace?