Mohsin Ali Khan

It is an undeniable travesty that women remain significantly underrepresented in Pakistan’s civil services. Despite representing half of the country’s population, women occupy a meager 5% of federal government positions. This stark underrepresentation persists even though a 10% quota is supposed to ensure their participation in the bureaucracy. The latest data from the Pakistan Public Administration Research Centre paints a grim picture: of the 1.2 million federal employees, only 49,508 are women. More alarming is the fact that a staggering 78% of these women are stuck in lower-grade positions (BS 1-16), while a mere 0.12% have attained the highest ranks, such as BS-22. Even in the Defence Division, which employs the largest proportion of female federal employees (37.31%), gender parity remains elusive. This underrepresentation extends to autonomous bodies and corporations, where women account for just 5.41% of the workforce.

This situation is deeply troubling, not only because of its social implications but because of its economic consequences. Pakistan’s chronic financial issues—including a volatile rupee, persistent trade deficits, and an ongoing IMF bailout program—cannot be resolved while excluding half of the nation’s talent pool. International examples from countries like Rwanda and Sweden, which have made concerted efforts to integrate women into public service, show that diverse workforces lead to stronger economic resilience and more innovative policymaking. In contrast, Pakistan’s exclusion of women from critical governance and administrative roles undermines its potential for economic progress.

The claim that qualified women are scarce in Pakistan is a myth. Pakistani universities regularly produce more female graduates than male graduates across several disciplines. The real issue lies in the persistent barriers that prevent women from entering and advancing in public service. These barriers include insufficient childcare facilities, rigid working hours, and a deep-seated bias that deems women unsuitable for senior positions. The marginal increase of 6.09% in female employment in the past year highlights that the issue remains far from resolved. As such, it is clear that structural reforms are necessary to allow women to fully participate in public service and governance.

The first step toward achieving gender equality in civil services is addressing the systemic barriers that hinder women’s entry into and progression within the workforce. One of the most critical changes required is the implementation of policies that support women in balancing work and family life. Affordable childcare options, flexible working hours, and parental leave provisions would enable more women to participate in the workforce without compromising their familial responsibilities. These changes would also benefit male employees, promoting a more balanced and inclusive work environment for everyone.

Additionally, gender bias, whether overt or subtle, remains a significant challenge in Pakistan’s civil services. From hiring practices to promotions, women often face discrimination, especially when it comes to positions of leadership. To combat this, Pakistan must introduce and enforce stronger anti-discrimination policies that ensure fair treatment for all employees, regardless of gender. Furthermore, quotas alone are insufficient to ensure gender parity. While they serve as an important step, they must be complemented by mentorship programs, leadership training, and greater support for women who aspire to senior positions. This would help build a pipeline of women leaders who can contribute meaningfully to the development of the country.

Moreover, Pakistan’s civil service needs to embrace diversity not just for the sake of fairness but for the tangible benefits it brings to governance and policymaking. Diverse teams are known to generate more creative solutions, identify broader perspectives, and better reflect the needs of a diverse population. By creating a more inclusive civil service, Pakistan can enhance its ability to develop policies that are more responsive to the needs of all citizens, particularly women and marginalized groups. This would not only improve governance but also make Pakistan more competitive on the global stage, where inclusive and progressive policies are increasingly seen as essential for long-term development.

To address these issues, Pakistan should also look to successful international models for inspiration. Countries like Sweden have long prioritized gender equality in the public sector, and their experience offers valuable lessons. Sweden has implemented policies that ensure equal pay, work-life balance, and gender parity in senior roles. These policies have not only empowered women but have also contributed to Sweden’s economic stability and growth. By adopting similar measures, Pakistan could unlock the full potential of its female workforce, driving innovation and economic resilience in the process.

Another crucial area for reform is the representation of women in the leadership of public sector organizations. Currently, the highest positions within Pakistan’s civil services remain overwhelmingly male-dominated. For Pakistan to harness the full potential of its human resources, it is vital to ensure that women have equal opportunities for leadership roles. This requires breaking down the traditional perceptions that women are not suited for leadership, particularly in high-pressure or male-dominated fields such as defense and policymaking. The inclusion of women in leadership positions would not only promote fairness but would also send a strong message to the public about the importance of gender equality.

Finally, it is essential for the government to regularly monitor and evaluate the progress made in achieving gender parity in civil services. This would help identify areas where further interventions are needed and ensure that policies are being effectively implemented. Transparency and accountability mechanisms must be put in place to track the recruitment, retention, and promotion of women in the civil service, ensuring that any gender disparities are swiftly addressed.

In conclusion, Pakistan’s failure to fully integrate women into its civil services represents a significant lost opportunity for economic and social progress. The country’s bureaucratic system must be reformed to eliminate the barriers that prevent women from entering and advancing within the public sector. By adopting policies that promote gender equality, providing support for women in the workforce, and addressing the deep-rooted biases that persist in the system, Pakistan can unlock the full potential of its female workforce. The result will be a more equitable, efficient, and resilient civil service capable of driving the country toward economic prosperity and good governance. Without such reforms, Pakistan will continue to struggle with inefficiency and inequality in its civil service, hindering its broader development.