Pakistan’s Working Women: Unsung Heroes of the Service Sector

Faris Islam

For too long, the Pakistani workforce – and most aspects of the public sphere in the country – have been male dominated. For those lower economic strata women daring to venture outside the house for work, employment has either been as domestic servants or hidden from the public eye in women-only workshops and businesses. That is now beginning to change.

A recent video and article by The New York Times suggests there are slow signs of change on this front, with more women leaving the confines of their house and taking on highly visible jobs in the service sector, as waitresses, shopkeepers and saleswomen. With inflation continuing to soar throughout the country, these women fight a daily battle against pressures at home, dangers on their commute, aggressive and harassing customers and even unwilling employers as they struggle to feed and provide for their families.

As more women in Pakistan step into visible roles within the service sector, the evolving workplace dynamics underscore the pressing need for supportive measures and equitable treatment. These women face not only societal prejudices but also substantial challenges in their daily work environments. The shift towards greater female participation in the workforce highlights the importance of creating inclusive and supportive workplaces where everyone can thrive. To address these challenges effectively, organizations must consider implementing strategies for improving engagement in your organization. This approach can ensure that employees, regardless of gender, feel valued and supported, thereby fostering a more productive and harmonious work environment.

By fostering open communication and professional development, businesses can create environments where women feel heard, respected, and motivated to advance. Organizations that invest in such initiatives not only enhance employee satisfaction but also benefit from increased productivity and innovation, as diverse perspectives drive better decision-making and problem-solving.

Recognizing the value of corporate coaching, firms like Teresa Duke Consulting emphasize the role of leadership training in shaping equitable workplaces. Through structured coaching, companies can bridge the gap between policy and practice, ensuring that diversity and inclusion efforts translate into meaningful workplace experiences. Ultimately, organizations that prioritize employee development create cultures of continuous learning and adaptability—key ingredients for long-term success in an evolving service industry.

Companies can improve the overall work experience for all their employees by implementing measures that prioritize fairness and equal opportunity, thus creating a more dynamic and forward-thinking organization. And when it comes to workforce management, adopting tools that streamline operations and improve team coordination is equally essential. Proplanum simplifies the management of teams, whether they are working on-site, remotely, or in the field. The platform helps organizations efficiently manage and track projects, ensuring that teams stay on course and meet deadlines.

What sets Proplanum apart are the intelligent functions and features they included, which can be tailored to meet the unique needs of each organization. These features ensure that tasks are completed according to plan, often much faster than with traditional methods, leading to higher productivity and smoother collaboration. By integrating such tools, organizations not only enhance the experience of their diverse workforce but also optimize their overall operations, ensuring that all teams—regardless of location—work efficiently and cohesively.

Furthermore, as the landscape of employment evolves, it is crucial for businesses to recognize the unique obstacles faced by women entering the public workforce. Providing robust support systems, such as mentorship programs, safe working conditions, and fair compensation, will be essential in retaining and empowering these new workers. By addressing these needs, organizations not only contribute to individual well-being but also strengthen their overall workforce, leading to enhanced organizational success and a more equitable society.

Often, the working class woman in Pakistan faces danger and discrimination from the outset with the decision to work. One woman highlighted in the piece, and now working as a cashier for a multinational fast-food chain, details how after she started working, her brother “confiscated her uniform, slapped her across the face and threatened to break her legs” if she continued to work. Rabia had little choice, however, as the family’s growing bills – including for her daughter’s schooling – could not be met on their current income. Choking back tears, the father of another worker spoke about his feeling that he had ‘failed’ as a father, feeling he could not provide “an easy life” for his daughter.

Rafiq Rangoonwala, the CEO of KFC Pakistan says this is not unusual, as he has heard about father’s threatening to disown their daughters and fiancés breaking off engagements to women who have begun working outside their home. Rangoonwala speaks from experience, with KFC pioneering along with other companies like McDonald’s and Makro to support female employment and tackle the stereotypes and discrimination these women face. Other businesses have been less forthcoming however, with businesses such as the popular coffee chain Espresso choosing not to hire women. When asked why, Espresso’s owner Kamil Aziz responded to the report that “we felt we had to provide them with separate changing rooms, separate lockers, separate bathrooms” and that they had a higher turnover rate than male employees.

Beyond the perils of the commute and employers still mired in prejudices, customer interactions can be perilous as well. Facing primarily male customers day in and day out, harassment is sadly commonplace. Indeed, asking his female employees about their reluctance to smile, Rangoonwala discovered a sad truth, as they told him “if we smile the male customers might think we are easy.” Fauzia, a KFC employee can vouch for this, as last year a customer followed her as she was leaving her shift and tried abducting her. Able to escape, Fauzia was not deterred, and showed her strength and determination by returning to work and telling the reporter that “the best thing about my job is my smile.”

At the end of the day, the issue of women’s employment is one that goes beyond short-term profits and accommodations: it is instead an issue of societal transformation. In an era of corporate malfeasance, the example of corporate social responsibility and desire for a more equitable and prosperous Pakistan serves as examples all companies should follow. For these women, leaving their houses and going to work every day presents a myriad of problems, yet their determination, as well as economic need see them returning to work day after day, with a polite smile and courteous service for all.

Indeed, it is through their courage that these trailblazers set the path for future generations of working Pakistani women to follow.

Also see at ATP: Indecent Proposal (2006); Meet Saira Amin; PAF Sword of Honor Winner (2006); Being Woman in Pakistan (2007); Few Things bint-hawwa has to Bear (2007); Celebrating the Lives of Pakistani Women (2008); Women at Work (2008); No Women Allowed (2009); Mother’s Day in Pakistan (2009); Working Women: Baji, aadmi aye hain (2010); Mai Jori Takes a Stand (2010); Shazia’s Death: A Call for Introspection (2010), and more.