Uncovering the Silence: Workplace Harassment of Women in Pakistan

 Byline: Mishal Zia

Dateline: 3rd June 2021 — Islamabad, Pakistan

ISLAMABAD — In offices, factories, and workplaces across Pakistan, a hidden crisis continues to threaten the dignity, safety, and careers of working women. What is rarely spoken about openly has profound consequences for the lives of women in the workforce. This investigative report examines the situation in 2021, highlighting legal gaps, cultural barriers, and real-life experiences of harassment.

A Widespread Problem

Workplace harassment is pervasive in Pakistan but remains underreported. Surveys in 2021 indicated that between seventy-five and eighty percent of working women face some form of harassment at their workplace. This harassment includes inappropriate comments, unwanted attention, physical intimidation, and direct sexual advances. Many women do not report these incidents because they fear victim-blaming, losing their jobs, or damaging their reputation. The implementation of the Protection Against Harassment of Women at the Workplace Act of 2010 remains inconsistent and ineffective.

Legal Framework and Its Limitations

The Protection Against Harassment of Women at the Workplace Act of 2010 was enacted to ensure that women could work with dignity, free from abuse and intimidation. Employers are required to establish inquiry committees to investigate complaints, and penalties can include dismissal, demotion, or fines. However, in 2021, the Supreme Court of Pakistan issued a judgment in the case of Nadia Naz versus the President of the Islamic Republic of Pakistan. On 5 July 2021, the court interpreted the law narrowly, stating that it applies only to conduct of a sexual nature. This interpretation excluded other forms of harmful behavior, including discriminatory or humiliating treatment, leaving many victims without legal recourse.

Impact of the Supreme Court Judgment

The judgment sent shockwaves through women’s rights communities. By limiting the definition of harassment, the court excluded behaviors that create hostile work environments, even if those behaviors interfere with a woman’s right to a safe workplace. Legal experts warned that verbal abuse, gender discrimination, and intimidation are also forms of harassment that affect women’s ability to work freely and safely. As a result, many women were discouraged from filing complaints.

Public Response and Calls for Reform

Throughout 2021, women’s rights advocates, employers, and lawmakers debated how to address the gaps revealed by the Supreme Court decision. In late 2021, the Senate Standing Committee on Human Rights approved an amendment to the harassment law. The proposed changes aimed to broaden the definition of harassment, expand protection to all workplaces including universities and online platforms, and impose stricter penalties. These reforms were necessary to protect women working in various sectors. Despite these efforts, women in informal employment such as domestic work, agriculture, and home-based industries continued to face harassment without legal protection.

Cultural Stigma and Underreporting

Even where legal protections exist, social stigma silences many victims. Women hesitate to report harassment because they fear social backlash, retaliation at work, and ineffective enforcement of the law. Patriarchal attitudes in organizations and communities normalize harassment, leading to widespread underreporting and continued abuse.

Conclusion

Workplace harassment of women in Pakistan in 2021 reflects both cultural and legal challenges. The narrow interpretation of harassment by the Supreme Court and the continued prevalence of intimidating and discriminatory behavior underscore the urgent need for reform. Existing laws are not sufficient to protect women effectively. Ensuring safe and equitable workplaces requires legal reform, strong enforcement, and societal change. Women must be able to work with dignity and respect without fear of harassment or discrimination.

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