1.

Equal Pay for Equivalent Work

While just 10% of organizations measure pay hole among people, many organizations have an
Equivalent Open door Manager Strategy. In this regard various organizations have featured various great
practices to guarantee equivalent compensation. This incorporates Equivalent Compensation Certificate,
Legitimacy Based Arrangement and development of Correspondence and Variety The executives Panel
(EDC). A couple of organizations have planned their enrollment cycles to guarantee that candidates get
evenhanded, fair and objective treatment. In the financial area, a couple of organizations guarantee
females are shortlisted for each occupation publicized

2. Recruitment and Promotion

Over 60% of the respondent organizations face obstacles in drawing in new females in the labor force.
This is intriguing as this incorporates various organizations which have featured Orientation Variety as
their business objectives. On looking nearer, the areas of various organizations which face these
obstacles are in modern zones. Procedures embraced eliminate this boundary incorporate mindfulness
meetings; arrangement transport office and establishing a workconducive climate. It is a general
practice comparable to advancements, which are simply execution based and no benefit or segregation
is finished based on orientation.

3. Flexible Working

Adaptable working game plans empower representatives to meet their family needs. This is significant
with regards to females. In the review various patterns are seen with respect to adaptable work open
doors. As far as parttime business, just two organizations offer a possibility for parttime work, one from
'Auto' and the other from 'Banking and Money' industry on a parttime premise. According to adaptable
working hours and work from home open doors, just 35% of the respondent organizations offer the
choice, these are fundamentally worldwide organizations. - conversely, 81% of the respondents offer
vocation off course choices to females. As respects to childcare offices, a couple of associations have an
overseen nursery accessible inside the association. Maternity leave is presented as a general practice by
the organizations; but paternity leave is all right now offered and used by just 4 global organizations.
II. WOMEN REPRESENTATION IN WORK FORCE

This part covers the level of female representatives in generally speaking labor force as well as the
portrayal of females in the most elevated levels of the executives. Respondents were approached to
recognize the rate levels of females in the work force, and the quantity of females in top situations in
the organization - ie. number of females

chiefs on the organization board. This segment checks out:

• Level of females Workers in the Organization

• Level of females at Section, Director, Departmental Head and C-suite levels

• Board Size and the comparing number of females ready

• Number of Female Leader, Non-Chief and Non-Chief Autonomous Chiefs ready

The reaction to the subject of level of females representatives in the organization (Figure 4), showed
90% of organizations have under 20% females in their workers, while in just 10% of organizations,
females represent over 25% of the labor force. Just a single organization has female portrayal which at
40% is practically proportionate to in general populace of females in Pakistan which adds up to half
(World bank, 2015). Further investigation of the association can distinguish great practice and recognize
learning. Among respondents of the study, an area wise depiction shows somewhat better
measurements for females portrayal in the banking and drug area. Females portrayal is under 10% in
most of the FMCG area and concrete area.

Figure 4: Question: What is the percentage level of women employees in your company?

Percentage of Women Employees in the Company

Percentage of Women Employees in the

Company

More than 40%

26% to 40%
3%
7% less than 10%
10%-20%
26% to 40%
less than 10% None
40%
More than 40%

10%-20%
50%
In taking a gander at the level wise circulation in the organization (Figure 5), females portrayal in all
areas is most noteworthy at passage level. The rate worth of female workers at passage level in banks
and FMCG organizations seem to shift per organization. Likewise, figures of upto 11% portrayal for C-
suite level given by a power age and dispersion organization as well as by the banking and money area
show proof of good practice have a portrayal at initiative positions. Overall these organizations have a
nearly higher portrayal of females at all positions..

Table 1: Percentage of Women at Entry, Manager, DH and C-suite levels

Industry Entry Level Manager Level Departmental Head C-Suite Level

Automotive 35% 40% 5% 0%

Pharmaceutical 20% 4% to 9% 1% to 6% 0%

Banking & Finance 8% to 80% 0.8% to 40% 0.5% to 10% 0% to 11%

Textiles 2% to 30% 1% to 10% 0% to 5% 0% to 1%

Power Gen & Dist 30% 10% 10% 10%

Cement 3.75% 0.34% 0% 0%

Chemicals 2% to 7% 0% to 1% 0% to 2% 0%

Engineering Products 3% 0% 0% 0%

FMCG 3% to 60% 0% to 25% 0% to 18% 0% to 7%

Logistics 0% to 6% 0% to 6% 0% 0%
Investigating females portrayal at the top level in the organization, respondents were gotten some
information about board size and the quantity of female chiefs ready. Reactions showed just 14 out of
31 organizations have somewhere around one to four females as chiefs ready. A glance at the area wise
dissemination of organizations with female board chiefs, FMCGs and the material area predominantly
show a portrayal of females. The organizations with female chiefs were found out if the job was as
leader or non-chief chiefs. Except for a couple of reactions, in many cases females assumed the part as
non-leader chiefs on organization sheets.