We have reached the point where most organisations agree that diversity matters, and we need a better gender balance in the workplace. This, in itself, is an achievement.

However, if we are honest, it feels a bit superficial. In Pakistan, on average, the number of female employees in an organisation is approximately 21 per cent. Out of this 21pc, the largest chunk is at entry level, with far less presence in senior management. They often earn less than their male counterparts but are still shouldering a greater part of the domestic responsibilities. Of course, there are exceptions, but these unsaid rules hold not just in Pakistan but beyond.

So what’s holding us back, and what do we do next? There is no simple or short answer, and the responsibility lies with multiple parties: organisations, women themselves and society at large.

Ambition and self-belief

It’s our right to expect organisations, the law and society to change their behaviour and biases towards us. However, we cannot expect this to alter until we make our presence felt, till we show up and participate in these organisations, in creating law, in influencing decision-making, and in pushing for change outside our homes.

To change societal biases, women with privilege need to participate in creating law, influence organisational decision-making, and push for change outside the home

The first step to ambition is the simple desire to step out. Although motherhood and homemaking are essential, they are more challenging than most jobs with fewer financial rewards. In a system where this work still falls largely upon women, it is understandable why many opt out of careers to manage this side of life.

However, if you are reading this, you are educated and have access to information — you are immensely privileged, and that privilege comes with responsibility. Unfortunately, many women in Pakistan neither have the tools nor the option to work. If these are choices available to you, then I sincerely hope you will avail these opportunities.

The most common complaint from hiring managers is that few women are applying. If we do not claim our space, it will not be given to us. If you have the option, step out, in whatever capacity you wish to but take a more active part in the functioning of this world. The world will benefit, and studies show that so will your children.

Once we make it to the workplace, we see intelligent, hardworking, creative and collaborative women, but there is an absence of thirst: the hustle you see more often in men for growth and power.

Research and data show that women are less likely to try for a promotion or apply for a job unless they think they meet 100pc of the requirements. Imposter syndrome is real, the idea that we are here by mistake, that what we have achieved is a fluke, and that we don’t deserve the recognition we are receiving.

For many of us, myself included, self-belief has been a journey, but I recall my male counterparts when I first started working who believed that they deserved to be at the top from day one. They came with that ambition, and they went with that belief in themselves.

It isn’t enough that we are in the workplace; we must also aspire to lead, be at the top, and be in a decision-making capacity because that’s where we can make a real impact. Act and confidence will follow even if the belief is not there yet. Seeing you in a position of power will inspire other women and ease their path.

Financial independence

One of the great benefits of earning is that its changes the power dynamics. Unfortunately, power is often linked to financial control. The idea isn’t that we disrespect or abandon our relationships because we have financial independence, but that decision-making should be more democratic.

When I started working, one of the arguments against women’s careers was that ‘women don’t need to work’. ‘Men support families, women work for fun’. Whereas this statement is an unfair and incorrect assumption, I do see women treating their earnings light-heartedly.

Sometimes it’s excessive generosity, selflessly supporting entire families, contributing towards family assets (without expecting a fair share of ownership) and allowing others to control their income rather than claiming a right over it.

In other instances where there is any excess income, it is spent on luxuries, be it personal or for others, but what it isn’t going towards is saving or investment.

In both scenarios, the issue is a lack of long-term thinking, a tendency to ignore the harsher realities of life, and the assumption that there are safety nets. Globally women’s ownership of property and assets is significantly lower than men’s. In Pakistan, their legal share from their husband or parents is far smaller than their male counterparts (often, this too is challenged by male heirs).

Men begin saving and investing far earlier than women. Upon or post-retirement, a man’s net worth is likely higher than his female counterpart, who may have had a similar career trajectory. If the benefit of working is financial independence, this must translate into long-term independence. If we want to see a fundamental shift in the balance of power between men and women, a change in the balance of wealth is required.

For this, we need women to make money, grow it through investments, and have greater control over production. It starts with something small like knowing that asking for a fair share or co-ownership in family assets is not petty; it is your right. If you’re stronger at the end of the day, you can be a strength to others.

Importance of support

There is considerable debate among women around affirmative action: quotas and preferences for female candidates. While some may feel that these undermine well-earned positions, it is said by those who have already established careers.

I support quotas and believe they balance historical wrongs, and the many obstacles faced getting here. Men are geared, prepared and supported on all sides for their careers. Far greater resources are dedicated to boys than to girls.

Indra Nooyi famously shared that when she told her mother she had been made CEO of Pepsi Global, her mother said she was first a mother and a wife at home.

Not many men carry the full burden of multiple roles like women, so let’s cut ourselves a little slack. If we can assist in undoing some of the institutional bias’s against us, accept it, you may not need it individually, but others might.

The author is Director Ethics & Compliance at Telenor

Published in Dawn, The Business and Finance Weekly, September 5th, 2022