Understanding Challenges faced by women and exploring the coping strategies used by them in Manufacturing Sector of Pakistan: A Gender Perspective

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Table of Contents
Introduction................................................................................................................................1
Significance............................................................................................................................2
Research Questions ................................................................................................................3
Methodology..............................................................................................................................4
Ethical Consideration.............................................................................................................6
Key take away............................................................................................................................6
Theme 1: Gender based Challenges.......................................................................................6
1.1: Hiring Process Challenge ............................................................................................7
1.2: Market based Challenge ..............................................................................................7
1.3:Gender Based Wage Gap..............................................................................................7
1.4: Gender Discrimination ................................................................................................7
1.5: Slow Female Growth...................................................................................................8
1.6: Inequality.....................................................................................................................8
1.7: Isolation .......................................................................................................................8
1.8: Gender Segregated work setting..................................................................................9
1.9: Double Bind.................................................................................................................9
Theme 2: Formation of Stereotypical Mindsets.....................................................................9
2.1: Male dominating sector ...............................................................................................9
2.2: Academic Background ..............................................................................................10
Theme 3: Coping Strategies .................................................................................................10
Subtheme1: used by female employees............................................................................10
3.1: Ignorance ...................................................................................................................10
3.2: Patience......................................................................................................................11
Subtheme 2:Coping strategies used by management........................................................11
3.3: Giving good perks .....................................................................................................11
3.4: Work Flexibility ........................................................................................................11
Theme 4: Strategies suggested by females...........................................................................11
4.1: Equal treatment irrespective of gender......................................................................12
4.2: More hiring of females ..............................................................................................12
4.3: Need to raise voice ....................................................................................................12
Conclusion ...............................................................................................................................13
Need for future research...........................................................................................................13

II
References................................................................................................................................14
Appendix A..............................................................................................................................17
Nodes....................................................................................................................................17
word cloud............................................................................................................................19
word tree...............................................................................................................................20
memos ..................................................................................................................................21
Key Learnings..........................................................................................................................26
Appendix B ..............................................................................................................................27
Letter for Interview ..............................................................................................................27
Interview Protocol................................................................................................................29
Transcription 1 .....................................................................................................................31
Transcription 2 .....................................................................................................................49

1
Understanding Challenges faced by women and exploring the coping strategies
used by them in Manufacturing Sector of Pakistan: A Gender Perspective
Introduction
Today, women are playing stupendous role in every industry, while the challenges
they are facing to prove themselves are going side by side (Mahnaz, 2015). Women are
working more diligently and with full enthusiasm to be recognized. They are now fetching
higher level education to enjoy top positions as men are enjoying (Shyam Sundar, 2019). A
research study showed that women are loyal, honest, faithful and truthful to their
organizations (Fernandez, Burnett, & Gomez, 2018). Women in any field of their life are
heedful, painstaking and assiduous to their assigned task or work.
Due to increased inflation in Pakistan, women need to come out of their houses to
participate in labour force and to go side by side with men (Rehman & Roomi, 2012).
Challenges that they are facing to get job and to survive in their organization has increased as
well (Hoyt & Murphy, 2016). The stereotypical mindsets are creating lot of stumbled blocks
in the way of their success (Bobbitt-Zeher, 2011; Ismail, 2019). They are confronting all
these challenges without raising their voices and crossing all the barriers in their way
patiently (Roberson & Kulik, 2011).
Men most of the time gets appreciation by top management especially in
manufacturing sector of Pakistan, where females are not even recruited in numbers as of men
(Jaggi, Bahl, & Suri, 2016). A research study showed that women are double bound to their
organizations, that is they are making double efforts to be recognized in manufacturing
organization (Brescoll, Graham, & Handelsman, 2012). They work twice as men to gain
appreciation and even work harder to access higher position. Men takes the top position while
female remains in lower ranks in manufacturing sector of Pakistan. (Heath & Mushfiq

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Mobarak, 2015). The one of the painful characteristics of most organizations especially
manufacturing sector is gender segregation (Cheung et al., 2016; Lawthom, Patterson, West,
& Staniforth, 1996). This may be because of men stereotypical mind that they can not report
to female boss (Konrad, Moore, Doherty, Ng, & Breward, 2007; Lucifora & Vigani, 2016).
Thus, Manufacturing Sector in Pakistan may be called as “Male dominating sector”
because this sector is inducting more men than females (Jaggi et al., 2016) . Women In
Manufacturing (WIM) statistics revealed that Manufacturing sector comprises of 27% of
women only (Deloitte, 2015). This 27% of women as minority are facing lots of challenges in
male dominating manufacturing sector. The gender gap in this sector seems insurmountable
Another research study revealed that 68% of women do not prefer to do job in manufacturing
sector because they consider it male dominating field where they cannot prosper (Deloitte,
2015).
Enough literature is available on gender specific challenges faced by women in the
organization they work for instance (Connerley & Wu, 2016; Hassan, Shujau, & Basit, 2017;
Heilman & Eagly, 2008; Hoyt & Murphy, 2016). Although organizations has also made
different policies to protect women and other minorities at workplace but they are not yet
implemented (Bobbitt-Zeher, 2011). So, Women need to cope with these gender-specific
challenges. But how they are coping with these challenges is still understudied.
Significance
This research study tries to explore gender specific challenges faced by women and
how they are coping with these challenges in manufacturing sector of Pakistan. Fewer
research studies have been conducted in Pakistan that addresses this melancholy side of the
picture. This study may create awareness in organizations and overall society about
challenges that women are facing, and the efforts they are putting to be recognized in this

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patriarchy. This research study may be the significant addition in knowing how women are
coping with these gender specific challenges they are facing at workplace.
Women are working twice to be recognized by the organization in which they work.
Research study showed that mostly women do not consider manufacturing sector as their
career pathway (Deloitte, 2015) because of the stereotype that Manufacturing sector is for
men and females will not prosper in this sector (Heath & Mushfiq Mobarak, 2015; Lawthom
et al., 1996). This research study may be helpful to change the stereotypical mindset of
people within this sector and may eliminate gender-based discrimination from its roots. This
may also create consciousness and realization for the organizations and the society as whole
to appreciate and recognize women on their work, education, knowledge and passion
irrespective of their gender.
This research study may be helpful for organizations to know about challenges faced
by women and how they are surviving under these challenges that helps organization to
formulate different strategies and polices to protect women rights as well as to lessen gender
segregation in manufacturing sector as well as in other industries of Pakistan
Research Questions
What are the gender specific Challenges faced by women in Manufacturing Sector of
Pakistan?
Which coping strategies are used by women to face these gender specific challenges in
manufacturing sector of Pakistan?
Which coping strategies are used by organizations in reducing gender discrimination in
manufacturing sector of Pakistan?

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Methodology
Constructivist paradigm is used for this research study to have deeper understanding
of women experiences about gender discrimination. Little research studies have enlightens
how women cope with gender specific challenges that they face at workplace while in
Pakistan, women challenges and coping strategies remained understudied.
Based on Constructivist paradigm, Qualitative research strategy is opted for this
study to explore gender specific Challenges faced by women and strategies they are opting to
cope with these challenges in manufacturing sector of Pakistan. Qualitative strategy is used
because the topic is little known and needs to be explored. This study is based on inductive
approach which shows that paradigm and strategy chosen are in accordance with study.
This research study includes Subjective Ontology i.e. multiple reality that can be
obtained through Social interactionism i.e. knowledge is gained through interactions and
perception of individual (Hatch, Mary Jo, & Ann L. Cunliffe, 2006).
For this study, semi-structured interviews are used to understand and explore the
phenomenon. Semi-structured interviews are used because they provide and extract more
reliable and comprehensive information about women coping strategies and their gender
specific challenges from participants.
Interview guide will be used to explore the phenomenon. Interview guide will be
used after reviewing the literature and previous studies on the topic while probing is used to
get more detailed knowledge about the phenomenon.
These interviews are including both verbal and non-verbal cues that will help to have
more in-depth knowledge about the phenomenon. These interviews will be conducting in
either English and Urdu or in Both languages depending upon participants convenience.

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Besides, participants will be given freedom to withdraw from the interview and study at any
time. Interviews later will be transcribed and translated by researcher. Each participant will
be given that transcription for member checking that is to ensure that researcher has
transcribed correctly what participants meant in interview to enhance credibility and
trustworthiness of this research study.
As this study does not propose any usage of secondary data therefore, primary data
will be collected in this research through Semi-structured Interviews.
Participants for this study are women in all ranks in Manufacturing Sector of Pakistan.
Women in lower ranks can define challenges they are facing because of being female and
minority and what efforts they are making to be recognized while higher rank women can
define how they are coping with stereotypical minds at workplace and how much effort it
requires to own higher rank in manufacturing sector. However, this research will maintain the
anonymity of participants confidential by assigning codes to each interviewee.
Purposive Sampling which is also called judgment sampling will be used to conduct
semi-structured interviews because the sample selected is based on the objectives of the study
as well as particular characteristics of the population is focused. For phenomenological study,
Creswell (1998) suggested sample of 5-25 participants, while researcher will wait to achieve
point of saturation to magnify the credibility of this study.
Interpretative Phenomenological Analysis (IPA) will be employed, so that
researcher will have in-depth sense of how and what participants are making sense of their
world. It will help to explore participants experiences and their personal perception about the
phenomenon. Thus, this approach will help to have detailed interpretation and examination of
each interview.

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There is no external validity as this research is not intents or aims to generalize.
Although this study ensures reliability and internal validity through member checking.
Interviews were transcribed by using Nvivo11 Software. After preparing transcription
of interviews, themes and codes were extracted from the transcription by careful reading.
Ethical Consideration
 This study will keep the privacy of interviewee by assigning pseudonyms to
each participant
 Researcher will provide the necessary information about the study to
participants
 Participants’ will be respected and will not treat as a source of data only
 Respondents at any time can withdraw from the study and their data will be
deleted on their withdrawal
 This research will maintain the confidentiality of data
Key take away
The present study was proposed to answer our research questions. Semi-structured
interviews were employed and after transcription and coding process four themes emerged
out which are following
Theme 1: Gender based Challenges
Respondents told that their survival is a challenge in this sector. They do not give
females a platform to promote or develop in their career or even let them down because a
strong stereotype of inequality exists in this sector. A respondent also clearly conveyed that
many people at top management have not worked with females for years because trend of
hiring females started 3 years back in this sector, so they do not know how to treat a girl or

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with which tone they should speak to them. Based on gender specific challenges, few
categories emerged out of it including hiring process challenge, market-based challenge,
gender based wage gap, gender discrimination, slow female growth, inequality, isolation,
gender segregated work setting and double bind.
1.1: Hiring Process Challenge
Manufacturing sector have only few females in numbers. Respondent mentioned that
in hiring process, females are simply ignored even if they scored high in interview and entry
test. They hired because of some reference as well as organization have to hire at least some
women to not give the image that their organization is gender discriminated.
1.2: Market based Challenge
The biggest challenge females are facing is that they have not given opportunities to
go to market or to have practical exposure of this field. Organizations even do not consider
females for market-based job and trash their CV’s. a respondent clearly mentioned that:
“This stereotypical mindset are everywhere that ok if she is a female she will not go in
market field”
Another respondent also said that
“Yes it’s a strong stereotype that females should not go or can not go to market”
So according to them this is the biggest challenge they are facing because of
stereotypical mindsets. They want to have exposure of market but do not get this opportunity.
1.3:Gender Based Wage Gap
This is another challenge females are facing. Males get promoted while females stay
on same position for years so there is a wage gap in their salaries in comparison to men.
1.4: Gender Discrimination
Females agreed upon that they have faced gender discrimination in every field of their
life and job. A respondent said that

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“if there is a foreign trip, so those who do not have targets achieving job can go, even from
supporting department. Those who have completed their targets they are going because they
have earned it. But people from supporting department all go , so being a female we lag
behind like that stereotype that how a woman can go in this trip”
1.5: Slow Female Growth
Females are not given opportunities as male are given in this sector. A respondent
clearly stated that
“You can say that it’s a male dominating sector. Personally I feel that females growth here is
too slow only those progress who are already at top positions otherwise at lower rank girls
are not encouraged.”
There is much resistance for females. They are not promoted as males are promoting
because females are not given opportunities. Even if female is liable to get promotion, they
are not promoted while on the other hand males get promotion even after six months.
Respondents also shared their perception keeping in view all these discrimination. That
“it’s true they give more preference to males over females”
1.6: Inequality
Females have perception that manufacturing sector do not take males and females on
the same scale. They do not consider males and females equal because of their stereotypical
mindsets.
1.7: Isolation
Female feel isolated in this patriarchy sector, because only one or two females are
working with them. So dealing with this situation is a challenge for them.
As a respondent said that
“Because you can see that we have lot of men, and females even do not feel comfortable if
she is alone with the ninety men or the hundred men.”

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1.8: Gender Segregated work setting
According to females there is nothing females cannot do and there is no gender
segregated work setting, this segregation built because top level mindsets and personality.
1.9: Double Bind
Females work twice as men to be recognized in this sector. So, it’s a challenge for
them to stay consistent and making double efforts and still do not get as much promotion as
men are enjoying. They are doing it with a hope that one day they will be recognized.
Theme 2: Formation of Stereotypical Mindsets
There are many stereotypes in this sector that females are facing and make their
survival here much difficult. The most common stereotype is explained by a respondent as
“they think that we train them spend money on them and finally they will leave As. Hardly
they will work two-three years and after their marriage or some other issue they will leave.”
2.1: Male dominating sector
Females consider manufacturing sector as a male dominating sector. Most of the time
they responded by saying that it’s a male dominating sector as a female said that
“to change the stereotypical mind-sets, I do not think so its possible ever, it will take
generations because we all know the male-dominating society here”
Females are habitual of all the challenges they are facing in this sector by simply
saying that it’s a male dominating sector.
Another women responded that
“Off course yes, it’s a male dominating society, so if a female dictates them, then off course
they will mind and they actually mind”
So they have prepared their mindsets as well.

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2.2: Academic Background
Females believe that this stereotypical mindsets is because of academic background of
top level people because top management is experienced but have not gone through co-
education to learn equality. So they hinders females hiring. New batches of MTO's come
from co-education universities where they are taught equality of both male and females. But
when they came in manufacturing sector culture, they start absorbing that culture and trapped
in that culture stereotype. When they move to top management, they move with the same
mentality that top-level management already have. so this is how stereotype embed in this
sector culture.
Theme 3: Coping Strategies
Perceptions do not change easily because it is embedded in the roots of this male
dominating sector. It makes female survival difficult in this sector but still they are facing all
the challenges.
Subtheme1: used by female employees
Females have accepted it a male dominating sector. Besides raising voice, they rather
suggest staying quiet. There is a need to raise voice through proper channels. Inculcate to
senior bosses about their issues. Raise their issues to top management. Only then his problem
be solved. today’s bold decision can correct "male dominating sector" stereotype, and this
sector can also be become gender discrimination free. Two coping strategies emerge
including patience and ignorance.
3.1: Ignorance
Solution of all females problem is ignorance, this is what females in manufacturing
sector suggests
A respondent said that

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“if they thinks like that, let them think, basically this is the formula you can apply otherwise
you cannot survive and these things you learn time to time that to stay quite is good to
survive.”
So besides raising their voice they suggest staying quite because if they do raise their
voice company will simply fire them.
3.2: Patience
Females suggested that to survive in this sector you need to keep patience. Patience
on your salary, patience that you are not promoting, patience that you are not recognizing
even if you are working hard. So the second coping strategy they use is patience.
Subtheme 2:Coping strategies used by management
The efforts organization are making to change stereotype is so little that to change
stereotypical mindsets will take generations.
3.3: Giving good perks
They are retaining females by giving them good perks and these perks are same for
both male and females but good in comparison with other organizations.
3.4: Work Flexibility
Females responded that work flexibility is good for females as compare to males. A
female responded as
At this point, there is an edge to females, that they can go when they have completed their
assigned task. Females at this point are given more flexibility that they do not stop you.
Theme 4: Strategies suggested by females
There is a need to change people’s mindset and for this initiative steps should be
taken.
Few categories emerged out of it includes, equal treatment irrespective of gender,
more hiring of females and need to raise voice.

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4.1: Equal treatment irrespective of gender
Females suggested that there should be equal treatment in every perspective
irrespective of gender. It may help to reduce stereotype among males.
4.2: More hiring of females
Respondents argue that when females will be hired more, everyone will get the
experience of working with females so may be the challenges they are facing will decrease. A
respondent also mentioned that
“Might be when we were about to equal even 20% of male employees then it might come that
okay what organization is doing to reduce gender discrimination”
4.3: Need to raise voice
Females suggested that there is a need to raise our voice unitedly. There is only a
solution to break the ice by raising voice may be top management consider females plea.
Females said that
‘They should themselves raise voice that I am doing extra work and I should be promoted.
But when you become used to it becomes an issue for you”

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Conclusion
The study aimed to understand gender specific challenges faced by women and
coping strategies used by them in manufacturing sector of Pakistan. The findings of this study
revealed different challenges that women are facing in Pakistani manufacturing sector
includes market-based challenges, male bosses do not know how to talk to a girl,
stereotypical mindsets and isolation challenge. It comes from top management and that
strongly impact even those who come from co-education universities where they have learned
equality. So, perception of top management badly affects the overall culture and people
working there.
Most importantly females have accepted it a male dominating sector. They are
suggesting strategies, but they are not acting on it. The only strategy they are using is
ignorance and patience and consider it a solution of all problems. If females stick to these
coping strategies, it will not take generations to change stereotypical mindsets, rather become
impossible. So, instead of becoming habitual, there is a need to raise voice through proper
channels.
Need for future research
Researcher suggested that challenges that women are facing, and their coping strategies
can be explored in banking sector or some other sector where female’s ratio is high. It can
also be seen in comparison with public sector verses private sector industry to know more
coping strategies and challenges that women are facing in gender perspective.

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Heath, R., & Mushfiq Mobarak, A. (2015). Manufacturing growth and the lives of
Bangladeshi women. Journal of Development Economics, 115, 1–15.
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Heilman, M. E., & Eagly, A. H. (2008). Gender Stereotypes Are Alive, Well, and Busy

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Producing Workplace Discrimination. Industrial and Organizational Psychology, 1(04),
393–398. https://doi.org/10.1111/j.1754-9434.2008.00072.x
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Appendix A
NODES
Name Description
Challenge Different types of challenges women are facing because of being
female
Academic
Background
Educational Background has a strong impact on mentality of
people
Chinese Stereotype Stereotype built by Pakistani people
Demotivated females because not promoted
Double bind making double efforts
Gender based wage
gap
Gender
Discrimination
Gender Segregated
work setting
Females are only hired in HR or planning department while
males have given target based jobs
Hiring process
discrimination
Females are not hired in this sector and this is the reason that
only 8-9 % females are working in this sector
inequality
Isolation because number of females are less
Male Dominating
Sector
now it becomes a Stereotype in the mindset of females because
male are preferred more
Manufacturing
sector for females
is considered not a good sector for females growth
Market based
Challenge
Females because of being female are not give market
opportunities although they want to explore it
Slow Females
Growth
no opportunity, slow growth even worked for years
more preference in promotions

18
to males
Opportunities Females are willing to grow in career but not given
opportunities to them
Resistance for
females
Stereotype is the main resistance that hinders growth of females
Stereotype Manufacturing Sector is Patriarchy. Females are not specifically
given market or target based opportunities. and there is slow
growth of females
Top level
Stereotype
Experienced but not gone through co-education
Coping Strategy Different coping strategies. learning is your concern
deal with mentality understand people mentality and deal accordingly
Hire more females It may help to to change Stereotype of people by working more
with females
ignorance ignorance si considered the best solution by females
Patience Females are habitual of gender based discrimination. the only
thing they do is patience
need to change
perception
boosted by males Stereotype is mainly boosted by males
Changes in trend hiring and promotion of females is on a way to improve
Habitual Females are now become habitual of their slow growth and
gender based discrimination
Hope Should work hard, one day will be recognized
Organization strategies
retaining women
Work Flexibility there is work flexibility irrespective of gender
Strategies to reduce
gender discrimination
Strategies suggested by females
need to raise voice But females do not raise voice because they become habitual of
this discrimination

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Observing and
adapting new trends
University people-
solution
they come from co-education, may be they help to change
Stereotype
WORD CLOUD
Word cloud is clearly depicting that major stereotype females are facing is market
based and this stereotype is based on multiple stereotypes that need to be eradicated from its
roots.

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MEMOS
15 May 2019
STREREOTYPICAL MINDSETS: BOSS STEREOTYPE
Interviewee boss has worked in Honda for about 30-40 years. And trend of hiring females started 2 years back. so her boss has not worked with
females before that. so he do not know how to treat a girl, how to talk to her, he has the same stereotype that do not raise female to higher
position, or even hire female. so he do not take her to meetings, give her opportunities to progress in her career , or opportunities to learn more.
and that is the reason, still females are only 7-8, although trend has started 2 years back.
15 May 2019
CULTURE TRAP: NEW GENERATION ACCEPTING STEREOTYPICAL MINDSETS
New batches of MTO's come from co-education universities where they are taught equality of both male and females. But when they came in
manufacturing sector culture, they start absorbing that culture and trapped in that culture stereotype. When they move to top management, they
move with the same mentality and top level management already have. so this is how stereotype embed in this sector culture.
15 May 2019
STEREOTYPE FORMATION: TYPICAL MINDSET OF TOP LEVEL MANAGEMENT

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Stereotypes in this sector started because top management is experienced but have not gone through co-education to learn equality. So they
hinders females hiring. Society has formulated the stereotype that females are sensitive, although they are but more professional. So this also
create obstacle on their way that how can they handle top level decisions so stay them on the same lower level. Secondly how can they handle
target based job or market based job where they have to deal with dealers. It is considered in this sector that females can only be hired in HR
department. Again not at top level position.
16 May 2019
PERCEPTION ABOUT FEMALES: TAKE GENERATIONS TO CHANGE
The efforts organization are making to change stereotype is so little that it’s true that to change stereotypical mindsets, it will take generations.
Besides, females have accepted it a male dominating sector. Besides raising voice, they rather suggest to stay quiet and considers that ignorance
is the best solution to deal with these stereotypical mindsets. But how can this be a solution to change stereotypical mindsets. If females stick to
these coping strategies, it will not take generations, rather become impossible. There is a need to raise voice through proper channels. Inculcate
to senior bosses about their issues. Raise their issues to top management. Only then his problem be solved. today’s bold decision can correct
"male dominating sector" stereotype, and this sector can also be become gender discrimination free.
17 May 2019
STRATEGIES AGAINST STEREOTYPE: SUGGESTED BY FEMALES

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There is a need to change people’s mindset and for this initiative steps should be taken. But again who will take these initiative steps in this male
dominating sector where females are only 5-6 where females are not hired much. When especially top management do not consider women.
There is only a solution to break the ice by raising voice may be it help females and top management consider their plea. One two initiative will
not foster females growth, raising voice is important.
18 May 2019
PROBLEM: HOW TO CHANGE PERCEPTION
Perceptions do not change easily because it is embedded in the roots of this male dominating sector. But again this is a main sigh of females to
change perception. It comes from top management basically and that strongly impact even those who come from co-education universities where
they have learned equality. So, perception of top management badly affect the overall culture and people.
18 May 2019
PROBLEM: DEALERS STEREOTYPE
Dealers are immature to talk to females. That may be the reason that females are not given opportunity to go to market. But this is not a solution
to not to send females to market.. There is need to change mindsets of dealers, and that can only be change if organizations start sending females

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to market. Start would be difficult after that dealers will also instuitionalized this fact that females can do market task as well. So, there is a need
to unfreeze their internalized stereotype.
18 May 2019
SOLUTION TO DEAL STEREOTYPICAL MINDSETS: IGNORANCE
Solution of all females problem is ignorance, this is what females in manufacturing sector suggests
18 May 2019
MOTIVATION TO FEMALES: APPRECIATION
Females need to be motivated in this male dominating environment. They should even be intrinsically motivated by giving them appreciation.
And this motivation makes them motivated to work hard and enthusiastically. but when females are not even appreciated for their extra work, the
become demotivated and just doing what has written in their JD even that work they do not put their enthusiasm in that work
18 May 2019
EMERGENT THEME: MARKET STEREOTYPE
There is stereotype that if she is a female send her to HR department. Even if she is willing to go to market. But in this sector market is
considered totally of male’s job. This is the main stereotype in this sector. HR jobs come off and on they hire less females. Again stereotype: at
top positions to take rational decisions, females are not promoted. Overall Honda just have 7-8 women that are working. So the combined
stereotypes make this sector male dominating sector.

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21 May 2019
CHALLENGE: FEW OPPORTUNITIES
Females are actually not given opportunities to progress in their career. Even if they work enthusiastically hardly, still organizations resist to
invest on them, resist to promote them.

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Key Learnings
 Throughout this semester, I have learned a great deal of qualitative research. And I have been now more interested in conducting
qualitative research.
 I have conduct interviews that has enhanced my interviewing skill a lot. And which mistake I did in first interview, I did not replicate it
in second one. So, I should say that my interviewing skills has enhanced too much.
 Previously I was afraid of probes that if I can make in during interviews or not, this research makes me out of this fear as I have done
many probes during interview.
 I have made interview guide by myself, so now I can say that I know how to prepare interview guide.
 I have learned Nvivo 11 software, and explored it more than in class.
 The findings of this research is a contribution to a society.

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Appendix B
Letter for Interview
Understanding Challenges faced by women and exploring the coping strategies used by them in Manufacturing Sector of Pakistan: A
Gender Perspective
You are invited to participate in this research study, conducted by Fatima Maqbool, a student of MPhil, under the supervision of Dr.
Sidra Irfan, at Institute of Administrative Sciences, University of the Punjab. The purpose of this research study is to explore gender specific
challenges faced by women and how they are coping with these challenges in manufacturing sector of Pakistan. This research study may be
helpful for organizations to know about challenges faced by women and how they are surviving under these challenges that helps organization to
formulate different strategies and polices to protect women rights as well as to lessen gender segregation in manufacturing sector as well as in
other industries of Pakistan. This may also create consciousness and realization for the organizations and the society as whole to appreciate and
recognize women on their work, education, knowledge and passion irrespective of their gender.
This interview will take 45min to 1hour of your precious time. Moreover, this research ensures privacy of participants as well as
confidentiality of data. Your interview will be audiotaped by your consent and will be placed in some secure location so no one would have
access to that. This study will keep the privacy of you by assigning pseudonyms. The results of this study will be shared with you upon your
request.

28
You will be given transcription of your interview for member checking that is to ensure that this study has transcribed your interview
correctly. You will be given freedom to withdraw from the interview and study at any time. You are also free to not to answer any question.
Address: Institute of Administrative Sciences, University of the Punjab, Canal Bank Road, Lahore, Punjab
Mob# 0320-4009593
Email: fatimamaqbool_iba@yahoo.com
You will be given the copy of this consent form for your records.
Sign below if you agree to participate in this study
___________________________________
Date______________________________

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Interview Protocol
1. For how long you have been working here?
2. Tell me about your work experience here?
3. How do you feel being women in this sector?
4. What has been the most difficult challenge you faced being as women here?
5. What type of hurdles did you face as women to get this job (to be on this position)?
6. Tell me about the efforts being a female you are putting to have access to top positions?
7. What type of work flexibility your organization provide you?
8. Have you ever experienced gender bias during your career?
9. Do you think men in this sector still has stereotypical mindsets (Prompt: that they can not report to female boss or women should not
work?)
10. What type of mentorship do you receive from your seniors and colleagues?
11. What do you think about gender-based wage gap (Prompt: is it affects women performance?
12. What do you think how women cope with these gender specific challenges?
13. What type of gender specific hindrance you find in pursuing your career path?

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14. As number of females in manufacturing sector are less compared to men, so, have you ever feel isolated or difficulty in mixing with
men?
15. According to your opinion, why there exists gender segregated work settings in organizations?
16. How do you perceive manufacturing sector for females for their career growth?
17. What do you think which industry is most suitable for women?
18. What motivates you to stay or to go in some other industry?
19. What type of efforts organization is making in retaining women?
20. How your organization is making and implementing policies to reduce gender discrimination?
21. How organizations are protecting women rights at workplace?
22. What strategies do you think organizations should adopt to reduce gender discrimination at work?
23. Suggest any practical implications in reducing gender discrimination at workplace?

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Transcription 1
Date: April 22, 2019
Company: Atlas Honda
Time duration: 50min
Fatima: Tell me something about your work experience here?
Sadia: I m (Anonymous) and I see after sales department and its been one and a half year that I m on this sales post. different Honda’s
department come under my supervision which are five sub-categories of after sales. 1st one deals in bike spare parts ……
Fatima: How do you feel being women in this sector?
Sadia: at the start, first of all, let me tell you I m the only women in after-sales department and in each of the department, they allocated one
women for the purpose of planning, for planning purpose basically. And I am the first one in after-sales because this department is not as
developed as sales firm. Because off course company faces the bike not the back-ends of parts like spare parts, general services, these all are on
the small things. The big one is product that is basically the bike. So, they started it and I feel much privilege working here, they gave me
favours, they gave me respect, each and everything which I need. So I do not have any issue working here right now.

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I do not think so at the start, I felt like it would be a more difficult and competitive for me but because I m a LSC student and I did MBA and
my MBA is from there, so I think so they helped me a lot in terms of building the confidence by dealing with other people and I also worked one
years before my MBA too. So it was much easier for me to adapt according to their environment. So, sometimes I feel that I m all alone, but
they are very cooperative with me and they basically do not give me the feel that I am the alone female here in this department.
Fatima: Its easy for you to mix easily with all the men and staff around you?
Sadia: Yes I do not have any issue in this regard.
Fatima: What has been the most difficult challenge you face being as a female here?
Sadia: Yes, in terms of few opportunities that I think so I should avail. But they consider it that you are a woman, you can not do it all these
stuff. Our company has not built that image just like they are always into hiring the women in the planning section not in the practical field.
That’s what I think so is the biggest one.
And we also have schemes on quarterly basis like for foreign tours for their dealers who perform well and some of the management people also
go with them, so they do not consider a woman to send woman with them basically. They think that you are the only women, what you can do,
because everybody knows that the dealer are not mature enough to deal even everyone even in this company there are the few people they do not
know how to respect a woman because they did not work in that type of environment. Environment matters a lot and I m the first one to be in my
department so I think so that’s the difficulty.

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Fatima: So, have you ever feel isolated or difficulty in mixing with you male staff?
Sadia: No, because sales and after-sales department works together and I do make friends from sales department, so, it like if I am sitting here,
my friend will be sitting behind me. So it did not feel like that. And we are also in the same office, so it does not matter.
Fatima: What types of hurdles did you face as a women to get this job? (prompt: as you know this industry has few females)
Sadia: Yeah. First of all, I always want myself to do something which I can even evaluate myself. Like in terms of planning we do not have any
such kinds of targets like if they are giving me a target to sell this number of bikes per month so I know that what I am going to do but right now
my job description is basically doing analysis , it is not target based job. So, I feel myself that as first gap here is I can not evaluate myself what
type of work I am doing. Off course I am the only one doing this kind of work and then my bosses are satisfied with me because there is no one
to compare with. First point is this. Secondly, I think so the biggest hurdle is, I also want to go to market, so that I can make my career, long-
term planning career do much better because I know in this job field, first of all I got my job luckily because I think so my placement office send
my CV to Atlas Honda and they conducted my interview first before the test and then I gave the entry test. So, its all depend on Allah that how
he gave me this job. But I think so in this type of job market like we are doing here, only reference first. If you have a strong referencing of any
of the company, you do not need a prestigious institute degree, you do not need anything. You just need a reference. And it also happens here
too, I am not saying that this is totally unbiased organization, Although I should have say this, but no. everywhere reference matters so I think
so, here also matters too.

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I am more into going to market. I need my more target based job because I think so I am loyal to my work that’s why I need something to
evaluate myself to see where I am going because right now the kind of job I am doing is so simple that anybody can do it. This is what I feel
although my boss has different reflections about me. So, it also depends from time to time, that how I am going to plan my career. If I am going
to plan my career in operations side then this job perfectly suits me but I want to avail more the opportunities from the other multinationals too,
that’s why I am towards catering into more practical fields. And I am trying this too to get into the practical field in terms of institutional sales,
or in terms of going to market because there is a stereotype that girls can not do this sales type work and this market is not for girls because the
dealers have also this kind of mentality. We also have dealers convention and at this stage you are like ‘ who you are, from where you come,’
that they have not seen you before. Off course they have this kind of mentality because we have five different categories of dealers. So, every
category is different and 70% of our dealers are metric pass, so you can imagine their level too. Even in Pakistani society everyone knows.
Fatima: How you deal with these stereotypical mindsets?
Sadia: I try to break it whenever I get any chance just like I told you I am the first one, so, there was a launching ceremony last year of some of
the bike parts and I am the all alone in my department. Even I can not invite my friends from sales department to come with m. although sales
department is the largest one, so they invite all other departments to come and attend the event. So, what happened I voluntarily start with by
doing hosting thing, so this was the first time in after-sales department somebody did that, and I hosted the event with my regional manager parts
Lahore. So, It was the first one. I know dealers were also like, what has happened and all that like how has she come, but I do say that my
immediate boss although he was not my immediate boss, but you can say that he is the mentor one, like if you come to new environment, one

35
boss helps you because I am directly reporting to General Manager, and National Manager, below them in hierarchy is regional manager. Mostly
Rm guides me to do this analysis or to do work like this. So, he was one I think so my immediate boss to whom I am not reporting, but he is
guiding me, giving me the knowledge kind of which I required because I have zero knowledge about parts even the bike too. I do not have a bike
at my house when I came to this job even after doing my job. I remember they asked me a question about 4Ps and I do not know even what is the
price of city 70, I just guessed and later I can to know that I was wrong. So, I learned everything here like what is battery, piston kit and all those
parts, and steadily my knowledge enhanced.
Fatima: What type of Mentorship you receive…….
Sadia: So, if you have a good support, and a person also motivates you, also you receive appreciation, then this kind of work environment
becomes helpful to survive. For me, appreciation is the biggest point, if do not get appreciation, I would demotivated, even I do not like to work
in that environment.
Fatima: So, this type of mentorship and encouragement you receive from your boss. And this the way you handle the stereotypical
mindsets, in simple words you are saying ignorance?
Sadia: Yeah, you can say that, because you do not have any other option, because when you are working in a department, everyone talks about
you, and you cannot be answerable to everyone that’s why you talked about me like this, if they thinks like that, let them think, basically this is
the formula you can apply otherwise you cannot survive because sometimes, I myself listen to these gossips and your boss is the only one who

36
formulate your personality in your organization and the point is you know what gossips they are spreading about you, but you can nt do
anything, because if you came to know about certain gossip made by someone about you, you can not confront them that I came to know you
have said this about me. So, ignorance is the solution of all these problems.
Fatima: What type of hurdles did you face to be on this position being as a female?
Sadia: Right now, I do not have any opportunity to go to market. I would say that I have been struggled been as a female in this job or position
because I have already told you that senior management prefers to hire females for the planning position and in every sub-department of Honda
there is one female. So, I do not think so there is any struggling thing inside this job, like I have to make presentations or I always prefer to make
a change the format of every quarter, every year so they do not resembles the last one, that is the little thing to bring innovation. This is the kind
of struggle.
Fatima: Is there any leg pulling?
Sadia: No, not such things.
Fatima: Taking about wage gap…?
Sadia: On the basis of salary, I am not satisfied at all because I am LSC graduate, average per month salary of being LSC graduate is almost Rs.
60,000 and when I joined it was far less than that. So, I am not satisfied with my salary. Although all other people are satisfied because they are

37
from PU, GC and all but from my MBA circle all other people get more than Rs. 60,000/- . someone is also getting 6-digits like above Rs.
100,000/- so, I was also expecting more.
Fatima: What do you think about gender-based wage gap?
Sadia: No, there is no gender-based wage gap.
Fatima: Tell me about the efforts being a female you are putting to have access to top positions?
Sadia: I think so, whatever I can make, its of no use until or unless my boss wants me to reach upper management level, because when I joined
here, my boss was some other GM( general manager) and he basically motivated me at every step and he took me in every meeting with him. So,
that I can know hoe the things are handled at the top most level. Even I know the things already in meeting with top level management.
But after six months on my joining, my boss changes and now he does not take me to any meeting. Like I am doing what I was doing by sitting
on the computer. Before that my knowledge enhanced much, like I knew that I have read this in book that at this level, in this way strategy
formulates, now how strategies are practically formulates. So, your knowledge enhancement depends totally on your boss. If they say me to do
this, I will say Okay because I do not have any other option to say no as they also now that I am full of energy, passion and I can do my work
with full enthusiasm.
Fatima: So, are you making any kind of effort to convince your present boss to take you to meetings?

38
Sadia: Yeah, there are some events that where gender distinction exist as I told you that when there are trips or other market opportunities where
females are not as such preferred but still it all depends on your boss, if he wants to he can take you to any meeting where all GM’s are allowed
only, he can take me here too, like the policy is flexible but it all depends on you boss. So, here I am not happy with my GM boss.
Fatima: What do you prefer male boss or female boss over you?
Sadia: I do not have any experience until now with a female boss. So, I can not say anything because each time I get a male boss.
Fatima: Do you think you present boss has stereotypical mind-set?
Sadia: Yeah, even from my point of view I think so. He do not even know hoe to treat a girl because he has spent 30-40 years here, and as 2-
years back trend of hiring girls started, still they hired 7-8 girls only. A woman who is in Customer Care has spent 2-3 years otherwise girls were
not appointed before that. Now, steadily girls are hired too. So, that the reason my people do not know how to talk to a girl or with which tone
we should talk to her as well as how to take care of a girl. Even if a girl commit some mistake so, there is a way to say it rather than directly or
rudely say it. But from my point of view, my first boss was so respectable, I am myself saying this, but my 2nd GM as in comparison is not. Off
course when you get an experience only you can compare too. So, my current GM specifically I do not think so, he knows how to treat a girl or
respect her.
Fatima: What type of mentorship you receive from your male colleagues and male seniors?

39
Sadia: First of all, knowledge, because there is a culture here, if someone has knowledge he tries to share with others but as I have already told
you I have not learned anything from my NM (National Manager), I have learned everything fro my first GM just because he took me to
meetings so, I get know how things are going and how to handle them. After my first G<. what I have learned is from my RM (regional
Manager).
Fatima: What type of work flexibility your organization provides you?
Sadia: Work-flexibility is too good. Like in a year or quarter, I have to go because my father live sin Saudi-Arabia and whenever he has come to
Pakistan or go to Saudi-Arabia, I have to take leave as per flight timings. So, they did not stop me for doing that whenever I say I have to take
leave, they always allow me.
Fatima: Have you ever experiences gender discrimination during your career?
Sadia: Yeah, so many times, like I told you about my present GM. He have not worked with female, so, most of the time he used to say that you
do not work, Although everybody knows my speed of work. Because I am too famous for that here. Besides this, if there is a foreign trip, so
those who do not have targets achieving job can go, even from supporting department. Those who have completed their targets they are going
because they have earned it. But people from supporting department all go , so being a female we lag behind like that stereotype that how a
woman can go in this trip. They can make you to work alone but can not make you to go in foreign trip.

40
I they transfer a person to different region, they will compensate with disturbance allowance. So, being a female, no body is open to transfer a
girl to the other city. So, on this point there is a gender based gap on wage because they are transferred to different region and their salaries are
also increased 50-60% but we are promoted only on yearly basis.
Fatima: Do you think men in this sector still has a stereotypical mind-set like they can not report to a female boss?
Sadia: Yeah, because at the start I was directly reporting to GM and he game me authority to talk to at-least 8 RM’s in every region, Honda
divided Pakistan into 8regions, so I have to talk to every RM and I used to ask them to send me this and that reports, and they were like ‘What
this yesterday girl tries to teach us’, even this happens at NM level too, that they talk about how she knows everything and why we do not. So,
these things you learn time to time that to stay quite is good to survive.
Sadia: With my first GM, I had an authority that even I can send email to NM to me that report, so it depends on situation to situation and if we
look into deep, this is something everyone thinks in, in every situation you face these all.
Fatima: How we can reduce stereotypical mind-sets from organizations? What you suggest?
Sadia: I think so, just to hire more females, so, that they will get use to in terms of working in a female oriented environment.
Fatima: Besides this, can you suggest some other strategy because this what they should do on merit basis, do not they?

41
Sadia: I do not face such kind of mentality actually here, because to whom I have to deal or I have a contact in organization I do not see this.
Because they know if job description says this, so she has to do this. So, this is what I do. so they do not have any issue because my boss always
supports me in front of them because I am also doing my bosses work. So they have to listen me. If boss has demanded some report from NM, so
NM has to end me that report without any question because its an order from upside. So, to change the stereotypical mind-sets, I do not think so
its possible ever, it will take generations because we all know the male-dominating society here. Even if your organization is so supportive, there
always come a point where they say being a female they should lag behind.
Fatima: It is considered that Manufacturing sector is specifically male dominating sector where females can not progress, is it so?
Sadia: Yeah the same happens. Even if you look at some other companies, they as well do not prefer females like why we send females to
market. It depends on female to female. It might be possible that 30% women ready to go to market as they may think that they can do it. Rest
70% boost the stereotype that Okay woman cannot go to practical field. Although Nestle has different programs in which they send women like
to market, so, it all depends on girl to girl whether they want to go to market or not and how much your boss give female an opportunity.
Fatima: Basic reason is that organizations are not willing to give opportunities to female?
Sadia: Yes, even here I am facing this challenge and them off course you have to move in your organization according to them. Like in my
organization if I want something, then I have to repeat it like 6 to 9 months before, so, that the person mentally prepares his mind that this girl

42
want this kind of change, so, those who comes to hierarchy, they talk to them about what we want. So, there is a need to show them that we also
want to go to market, only then it might be possible.
Fatima: How women in this sector cope with these gender-specific challenges?
Sadia: By keeping quite. Because you can not say anything. Even if you say something they will give you one or a half an hour motivational
lecture and that’s fine and then you get out of that room by accepting that Okay it will go like this.
This is too difficult specially in our organization where females do not get opportunities because it depends on you whether you are going to
market or not but still there is a resistance for females. They know about our dealers, so, they do not send us to market. Okay not every girl is
willing to go to market, but those who are willing, organizations should give them platform, might be that girl will excel in it. At-least once they
should give us a platform. If someone else is saying you to go to market, you cannot because your boss ahs given you too much work which you
need to do on time.
Fatima: Do you think there is a glass ceiling effect in this sector?
Sadia: Yes, if she is a girl, she will remain in planning because I feel that many job opportunities come in market and mostly are of sales nature.
In my current position this job type opportunities are few and do not come off and on as market or sales based jobs. But I do not find any type of
learning in my career in short term or even in long term planning like I have learned all from this job in previous 6months. Now it’s so boring for
me. That I am doing repetitive work from past one year. All the knowledge based things I learned, now this job is boring for me.

43
Fatima: According to your opinion, why there exists gender segregated work settings in this sector?
Sadia: According to my opinion, as I have already told you its depends on mindsets and personality, even here are some bosses who in be
mocking mood, says to females something that female do not like or even they do not have sense that female can mind what they have said. This
is because they do not have worked with female before. So they do not know how to deal or treat a girl because only in Lahore region 2-3
females work or in Karachi plant, no women work in other regions. So, this is because people do not have manners how to talk to a girl.
Off course girls have different problems, they have different issues in comparison with men and we cannot really express them so openly. So, it
becomes too much difficult.
Fatima: So, how gender segregated work settings can be reduced?
Sadia: I think so, it depends on us. You must at least once try yourself, might be we will excel in that one. Because we have the ability to show
them that we can do it. We are motivated enough to do things. So, it’s the only one that we can do it. And rest I think so 30% depends on your
boss. Its only the decision that he can make. Although, CEO always tries to give sales opportunity to at least one girl every year, because sales
marketing is easier than after sales marketing. Because in sales marketing you deal only with parts which are 5 to 6. But in after sales marketing
is very broad like we have 12-parts portfolio, so taking order of which part, issues in parts and like that, becomes difficult. Because for market
point of view, and from my point of view, its quite easy for the girls to be in the sales market.
Fatima: How do you perceive manufacturing sector for females for their career growth?

44
Sadia: But manufacturing in terms of what? Specifically an industry?
Fatima: Yes, specifically as industry, because as you are saying that there is a glass ceiling effect here, and also this industry is
considered as male dominating industry, so how you perceive this industry for females for their career growth?
Sadia: I think so, at the backend its not a good industry. Because you can see that we have lot of men and females even do not feel comfortable
if she is alone with the ninety men or the hundred men. So it depends on situation to situation like if its some multinational then off course they
have some big plants and giant plants. Even there you do not find any female in machinery side. If they are an engineer then it might be
possibility but here those who are at plant area, gets more protocol than people working here because, there are only few girls like nine-ten are
there on plant side and total number of employees are almost 3000, including the workers. So, they want some protocol like madam is please do
this and that, even break hours are extended for them. But here rules are same for both men and females, and there at plant side, females have
1.5hour long break even. Again, area difference, that area is Sheikhupura and this is Lahore. So there an area gap too, might be there bosses have
not any issue with their extended breaks, here our bosses have issues that either we are following companies rules or not.
So, for females may be HR field is much better here because there is also a stereotype that if she is girl, then she should be in HR department ,
they can do office based job only not market going job.
Fatima: Do you think men in this sector still has stereotypical mindsets (Prompt: that they can not report to female boss)

45
Sadia: Yes, that exists but depends on how female boss is dealing with her team. If she always say okay you can like then she is good. But again
he she say no to any suggestion from any member of her team, he will say my boss is not good. So it depends on person to person. I cannot
answer collectively on everyone’s behalf.
Fatima: What motivates you to stay in this industry?
Sadia: I do not think so anything motivates me (laughter). I here because, I do not have anything to do at home so I just came here and started
my job just for kidding the time. Then I become some career oriented and decided okay go to some sales field so that I can avail more
opportunities from market. If some better opportunity comes in market, then I should be able enough to apply at least. Whenever I go for an
interview either to some multinational or local company, they always ask, so you have this kind of planning experience, how are you going to
able to do it in market? . And this stereotype is everywhere not only in Honda because they always ask me the same question in every interview.
And I reply that I have 1 year sales experience and yes off and on I go to market as well to observe what is market field, how it works. So, this
stereotypical mindsets are everywhere that ok if she is a female she will not go in market field and they are they are female so they will only go
Hr department and only there their career will grow otherwise not.
Fatima: You suggest females should keep quite on this issue. Why should women not raise their voices on this issue?
Sadia: I do not think so raising voice will ever help, because if you raise your voice then they will say you have to leave our company. Because
they think that females do not have enough stamina to deal with the problems their dealers have and anything like that. But every female is

46
different, different in terms of behaviour, in terms of dealing with people and in terms of giving the respect, so I think so, every female is
different but the consider female all in one category because they think that we do not have stamina to do this.
Fatima: And one women cannot raise her voice only
Sadia: Yes exactly
Fatima: What type of efforts organization is making in retaining women?
Sadia: Yeah they are retaining their employees giving them good ratings, offer them foreign trips which I am also against it like does not come
from unbiased thing like if someone is married here and you are giving opportunity only to that lady then this is totally biased and I do not prefer
this kind of retention ever.
Fatima: What your organization is doing to retain you and other females to not to go to like in other manufacturing sector or other
industry?
Sadia: Nothing.
Fatima: How your organization is making and implementing policies to reduce gender discrimination?
Sadia: I do not think so specifically they are doing anything because I have told you earlier that number of hiring females somehow increased 1
or 2years back. Might be when we were about to equal even 20% of male employees then it might come that okay what organization is doing to

47
reduce gender discrimination. Presently, they always give protocol to male employees. And male employees say that oaky these are females
that’s the reason they are give more protocol. Yes, in terms of comparing with other organization, females here have given more ease but
compare to men it is not. But when women’s day come. Honda celebrates this day properly then male employees say that why there day is
celebrated why there is no men’s day like that. It depends on situation to situation like in every organization, women week is celebrated as well,
so it depends. But here only women’s day is celebrated.
Only GM in sales prefer females that they also have a right to grow up in their career so that retention of female employees increase. Otherwise
mostly females leave.
Fatima: As you told me, that females hiring is also increased somehow, so may be it’s a good omen or sign?
Sadia: Yeah, you even see here some bosses who prefer females hiring, and they agree as well that females should be hired but the main point of
not hiring females is that they can not work overtime, some bosses even make them work late but not too much late. They just want to complete
you assigned task.
Fatima: How organizations are protecting women rights at workplace?
Sadia: I can not say anything, because nothing till now happens here. But stereotype is everywhere because they cannot be comfortable while
travelling with female and vice versa. Because there are even executive level employees who even have not did their bachelors. And being as a
female we also learn ho to deal with every employees here according to their mentality.

48
Fatima: So do you think these stereotypical mindsets are because of their academic background?
Sadia: Yeah, that’s the main reason.
Fatima: What strategies do you think organizations should adopt to reduce gender discrimination at work?
Sadia: I think so they should have some kind of ratio that we have to hire this number or percentage of females. And by hook or by crook
company have to follow this kind of policy. Like most of the time I feel isolated when my only female friend leaves the office and I have to stay
at office. There is no two girls together in the same department.
Fatima: Do not you think so that recruitment should be on merit bases?
Sadia: But they are not hiring on merit basis as you see number of females here.
Fatima: Within organization, what strategies you suggests to reduce gender discrimination?
Sadia: There must be a policy that performance of an employee should be measured irrespective of gender. Even I have seen if I commit some
mistake, I was not so much rudely treated but if male commit a small mistake, he would be treated harshly. My point is to deal both male and
female equally. Because my colleague will argue with me or talk to some other that boss have not said her anything on this mistake like that. Off
course they will not say to upper management, that you have not treated her rudely and you treated me like this on this little mistake. My boss is

49
cooperative some how. If he is busy in anything and gave me some task at 5:00pm, then he also know that 5:00pm is the off time, so he say at
5:30pm to give you work to that person. Now , to whom I will give my work will also be angry that we have to do her task too.
So the point is it as well boost stereotype. Stereotype is not that they are preferring males over females, because if you take an interview with a
male, they will say that only females are preferred here. So it depends. So my suggestion is there should be a criterion on which every employee
performance should b measured regardless of gender.
Fatima: It is considered that females are sensitive, they can not be treated too much harshly……
Sadia: Yes this is the mindset of senior level employees, and they on the basis of this ask you to hand over your task to this male colleague of
yours.
Fatima: So you are saying that females are not sensitive?
Sadia: No, but in professionalism we should not portray these kind of things. Like a stereotype that a girl start crying, everyone will say okay
she overcome the argument by simply crying. She is using her play card like this and that. Because for me, professionalism is very essential. And
I myself do not cross professionalism boundary. There are different girls who are doing this to get more attention and this kind of things to get
good evaluation from boss but I am more loyal to my own rules like I only do my work enthusiastically and efficiently for prominence and
nothing more than that. And it exists in every organization. And there is biasness that who is boss favourite, gets good evaluation and promotion
as well. And this is for both male and female. But females get more preference.

50
Fatima: This separate treatment also boosting stereotype?
Sadia: Yes, as I have given you an example that if its 5:30pm and I am giving my task to other, they will say its better to not to have females. If
there would be some male, then he will do his task by own. That stereotype as well vary situation to situation. In some areas may be there is no
concept that female can as well work in organizations, so stereotypical mindsets depends on area to area. And taking about market, if they send a
female to market, it will be there responsibility to take care of her. As well they have to send some male employee with that female to market.
Because there is a fear that if something happen, company will be responsible for that. So they prefer male to go alone to market.
And if I late from my job, my mother ask me to leave job and all that. So, stereotype is not only inside the organization but also outside.
Fatima: Summing up all this, the main problem is…..
Sadia: Yeah, the main problem is stereotypical mindsets inside and outside the organization. And males have decision making power, so they do
not face as much challenges as female are facing.
Fatima: Suggest any practical implications in reducing gender discrimination at workplace?
Sadia: Again, there should be equal treatment in every perspective irrespective of gender. It may help to reduce stereotype among males.
Besides this, this is a long chain starts from our own houses that starts from this stereotype that women should not work and ends no where. And
here is a problem, that males complain that they have much work to do, in comparison females have not as much work to do so they learn less
and progress less. I even tried to increase my job description but nothing done.

51
Fatima: So this is a challenge that there is no exposure.
Sadia: Yes exactly and this is what I think.

49
Transcription 2
Timespan Content Speaker
1 0:00.0 - 0:47.8 For how long you have been working here? Fatima
2 0:47.8 - 0:49.9 3 years Hira
3 0:49.9 - 0:52.9 On which position you are here? Fatima
4 0:52.9 - 0:56.1 I am senior executive here. Hira
5 0:56.1 - 0:58.9 Tell me something about your work experience here? Fatima
6 0:58.9 - 1:37.4 How it can be with Chinese people. (laughter). Sometimes this job is too tough to carry, sometimes easy. It
depends how you treat or deal with your work. Main hurdle here is when you do not understand Chinese
English properly and when you did analysis of any required project and you also try to make them understand
how you analyzed this or that report. When we submit our analysis, Pakistani HOD (Head of department) and
Chinese HOD sit together to check our analysis. Hectic time starts when you have to tell them how you made
that analysis, its because of language barrier.
Hira
7 1:37.4 - 2:27.7 Here,my job is task-based,even everyone has task-based job here, once you have completed your task, you are
free to go to anywhere. So ,they give me reports analysis, different tasks, and if I am working efficiently all the
Hira

50
task and completed them before time, i am free to go to do even some personal work of mine. There is no as
such restrictions here. But at the end of year, or changing seasons come, then Chinese people even talk to you
on WeChat at 2:00am midnight to make this or that analysis and you need to respond them. So it depends that
if season changes,they require you to do extra work.
8 2:27.7 - 2:53.9 All females leave the office at 5:00pm or maximum limit is 7:00pm but on the other hand, males have no exact
time to leave the office. Specially, when planning about future sales come, males have to stay late in office. But
being female we leave office at 5:00pm or maximum 7:00pm, but when you reach home, Chinese people again
start messaging you, to prepare this analysis or this report. Even we worked late at 3:00am at our home. It badly
damages our personal life as we did not balance our work routine and family commitments. This all mostly
happens on changing seasons days or at the end of year, otherwise routine is smooth.
Hira
9 2:53.8 - 3:09.3 How do you feel being women in this sector? Fatima
10 3:09.3 - 3:13.9 You can say that it’s a male dominating sector. Personally I feelthat females growth here is too slow only those
progress who are already at top positions otherwise at lower rank girls are not encouraged. Like we have a
female in marketing department, named (anonymity), she has been working here for almost 14 years. She has
been stuck on the same level for the last 6years.
Hira

51
11 3:52.6 - 5:00.3 She has not given opportunity to promote. Although the trend here changed much, they even promote
females to HOD level, 6 females are currently working here yet they still resist to hire females. This is
because of Chinese people think that, we train females, invest on them, give them growth, but later
they will marry and leave our organization that will hurt our company badly. So, that’s the reason they
resist to hire females, if they do like six females are working, they will not promote them. So they
have prepared their mindset. My last two years I have seen very slow growth of females here. But now
some how they are promoting women as well, as our HOD is Chinese Female and our manager is
Pakistani female.
Hira
12 5:03.0 - 5:12.7 So do you find any glass ceiling effect here? Fatima
13 5:12.7 - 5:57.3 No its no like that but yes the growth of females is too much slow. Yearly increments are not given to
everyone specially females. Because they have given option to our most senior in hierarchy, like to
select 3 out of 10 employees or 5 out of 10 employees, so there are different proportions that vary
department ton department. So HOD’s prefer males over females. Or sometimes like, we have
promoted female once, now skip their 2-3 promotions and promote males rather than female. Males
are even promoted after 6months or a year, not years. They are promoted every year.
Hira

52
14 5:57.3 - 6:02.2 Is that create conflict between male and female? Fatima
15 6:02.2 - 7:03.8 Actually tasks are same, Chinese are not concern either you are a male or females , they just need
assigned task completed on time. So females here do their work completed before 5:00pm and then
leave office. They do not willing to take extra work, even they assigned some task on their leaving
time, they will not stop because every action has a reaction. They are not promoting or paying well to
females, so females in return do not work enthusiastically. When company is not paying them good
salary then why they expect more work from them. We being female also make comparison that I and
a male joined organization together, but I am still on this position and being a male he promoted to
higher position. And you know making comparison is natural. So, it enhance negativity.
Hira
16 7:03.8 - 7:13.6 What has been the most difficult challenge you faced being as women here? Fatima
17 7:13.5 - 8:21.0 As I have already told you, it a male dominating society, so women survival we can say that is a
challenge here. Because everyone tries to let you down, only few helps you out. But its you can say a
trend here that you need to complete your tasks or what you want by yourself. We our self have to
show that yes we can do this. Besides this, I and my senior manager who is also a female encourage
our top most people to revise HR policies in way that give incentives to those who are not promoted
Hira

53
for a year or years. They pretty revise their policies. Yes issues exist but it will take time to change.
18 8:21.0 - 8:37.9 What type of hurdles did you face as women to get this job? Fatima
19 8:37.9 - 9:30.1 Personally, I did not face any difficulty (laughter), three years back they have started MTO’s program.
In which, they go to universities, hire people, there is also entry test, interview then hire people for
MTO’s job. In MTO’s first batch here, I and my friends took entry test, by chance there was a vacancy
at Logistic department, then I had an interview there and got selected. They have not hired any female
at MTO position. They have done with three batches of MTO’s, but have not hired even a single
women. They hired me just to fill the vacancy.
Hira
20 9:30.1 - 9:32.8 What is the reason they do not hire any female at MTO position? Fatima
21 9:33.9 - 9:42.5 I have already told you they think that we train them spend money on them and finally they will leave
As. Hardly they will work two-three years and after their marriage or some other issue they will leave.
Hira
22 9:42.5 - 9:45.5 In short we can say that there is no merit based selection? Fatima

54
23 9:45.5 - 10:03.2 Off course, if you look 2nd or 3rd batch of MTO’s, there were many females who got high scores in
entry tests, interviews, but they are not selected. They ignored them, and choose males who scores
lowers than females.
Hira
24 10:03.1 - 10:09.0 Oh, It means job is unbiased but selection is biased. Fatima
25 10:08.9 - 10:10.6 Yes, exactly. Hira
26 10:10.6 - 10:21.6 What type of hurdles did you face as women to be on this position? Prompt: in comparison with
males?
Fatima
27 10:21.5 - 10:53.1 For this, I have worked until 2:00 am at midnight (laughter). And also I leave office at 7:00pm or
8:00pm. Because I am not married so I manage it easily but off course further to carry on this routine
will be difficult for me. So, for this position, you need to work hard and work more, do extra work
besides your original assigned task, only then you get prominent somehow.
Hira
28 10:53.1 - 10:56.9 So, you have made double efforts to prove yourself in comparison with men in your
organization?
Fatima

55
29 10:56.9 - 10:59.4 Yes, off course you need to do so, otherwise stay on the same position for years. Hira
30 10:59.3 - 11:09.7 Tell me about the efforts females are putting to have access to top positions besides making
double efforts, because may be its difficult for every women to double bind to their work?
Fatima
31 11:09.7 - 11:44.4 Off course many females do not put double efforts because of their family commitments or other
issues. So, then the only effort they can make is patience. Patience on their position and salary like
things. Main reason of working here is, they give you benefits that is attached benefits with our salary
is much more, so females still work here.
Hira
32 11:44.4 - 11:49.5 What type of work flexibility your organization provide you? Fatima
33 11:49.5 - 12:33.5 At this point, there is an edge to females, that they can go when they have completed their assigned
task. Females at this point are given more flexibility that they do not stop you. But taking leaves is an
issue here and difficult too, they need your presence even for 2 hour, 4hours but presence is
compulsory and essential that you come in the morning, do your daily tasks and then go. When you
apply for many leaves together, they give you at the end but with much difficulty. And it’s a same
Hira

56
criteria for both males and females.
34 12:33.5 - 12:43.6 But in some case if you need to go to home at some emergency, but your given task is not yet
completed, at that point what you do?
Fatima
35 12:43.6 - 13:03.4 In that case you hand over your task to someone else and then can leave. Again it depends that other
person is either willing to do your task or not.
Hira
36 13:03.3 - 13:17.4 Have you ever experienced gender bias during your career? Fatima
37 13:17.4 - 13:37.7 Yes off course, if you look at other companies may be there is no gender discrimination. But here its
true they give more preference to males over females.
Hira
38 13:37.7 - 13:41.5 Please elaborate that “Preference” Fatima
39 13:41.4 - 14:09.3 Preference in terms of promotion, career growth, hiring like these. And females here are too much
used to it that they do not raise their voice. They mostly demotivated when they deserve promotion but
not promoted. But again they know they are receiving good perks and benefits so they ignore or keep
patience. You know what’s the issue here, those who are at the top management, they are all
Hira

57
experienced people, no one at top position is due to their education. So when they hire MTO’s, they
are educated people, comes from co-universities, so I think so, it helped a lot to change this
environment. At top position they do not consider female much but at lower rank there is no as such
gender segregation. So changes need to come but God know when this gender discriminated
environment change.
40 14:09.3 - 14:25.1 Do you think men in this sector still has stereotypical mindsets (Prompt: that they can not report
to female boss or they should not go to market)
Fatima
41 14:25.1 - 15:15.2 Yes it’s a strong stereotype that females should not go or can not go to market. Besides they have to
report to females boss, if it’s a decision from upside.
Hira
42 15:15.2 - 15:29.3 Yes, they have to report, but if men think why female boss, why not men? Fatima
43 15:29.3 - 15:37.8 Off course yes, it’s a male dominating society, so if a female dictates them, then off course they will
mind and they actually mind. Like, in marketing department, their head is Chinese female, when she
dictates, a tension creates in that department like a Female dictates us, so they do not like this. But
Hira

58
again he has an edge because she is Chinese, at the end you have to do what she say.
44 15:37.8 - 15:46.2 As you are also at top position some what, so people under you have also this stereotype? Fatima
45 15:46.2 - 16:11.3 Yes off course. If I speak humbly then they will give me required reports or sometimes say okay
madam I will give you after some time. So sometimes I have to talk to them rudely that this task or
report must be completed till this or that time. They answer you back rudely, mam we cannot provide
you, tell to HOD even. Then I softly say okay HOD will talk to you about this. Then they say miss it’s
a request to give us some more time to do this task. Once the stereotype that embed in them comes out
like who is she to say this, but when they are warned that HOD will handle this matter, then the say
madam please.
Hira
46 17:24.6 - 17:33.9 What type of mentorship do you receive from your seniors? Fatima
47 17:33.9 - 18:34.0 Until or unless you want, nothing change. Here you have to reiterate to your seniors to teach me this
and that. No one help you until you ask to teach you again and again. Because if I want to learn, its my
duty to remind them again and again. If I learn anything here, I learned it only this way. If a female
repeatedly remind them to teach me this, the will honestly mentor you but if they once say you that
Hira

59
you cannot do this and you yourself assumes that okay I cannot do this, no one will mentor you. And
you are only learning what you are doing nothing more than that. So it also effects your career growth.
48 18:34.0 - 18:37.5 What type of mentorship do you receive from your colleagues? Fatima
49 18:37.5 - 19:20.6 My colleagues are almost all MTO’s, all from co-universities, so they have no as such stereotypical
mind-sets. My colleagues are so cooperative and of helping nature. At top level, they do not mentor
you much as well as there is no loyalty among them even. While at my level, there is loyalty as well as
they mentor you well and with full honesty. You can say it a generation gap.
Hira
50 19:20.6 - 19:30.5 so. You do not find any stereotypical mind-set among your colleagues? Fatima
51 19:30.5 - 20:05.1 No its not like that. Because not everyone teach you everything. Like everyone tries to keep their big
fish (talent) with them. They say I cannot teach you this because in this company only I know this so
mu importance enhances due to this work. Everyone do the same. Specially most seniors have this
issue irrespective of gender.
Hira
52 20:05.1 - 20:30.5 What do you think about gender-based wage gap? Have you observed it in your organization? Fatima

60
53 20:30.5 - 20:49.5 yes, males are promoted more so their salaries are also good than females. Females get on and off
promotions while males get promotion after 6months or a year.
Hira
54 20:49.5 - 21:03.8 If a female is working too hard and double bind to the company, then will she be promoted? Fatima
55 21:03.8 - 22:00.8 Actually, there is a person to make PPC’s(Personal Business Commitments) of every employee. If you
PR’s is good then okay. But if not, even then he do not show you your PR’s and directly send them to
Audit. Then. According to your department requirement top people are promoted who have good
PR’s. if you rank lower then your chances of promotion are also less. How much work effort you are
putting, it depends on that person who is making your PR’s. those who have good terms with that
person, he adjusts PR’s of that person.
Hira
56 22:00.7 - 22:06.5 So being female you do not have such terms, is it so? Fatima
57 22:06.5 - 22:51.0 Yes, if he helps me, everyone will start thinking that why he helped me. Secondly, company do not
consider male and female equal. While preparing PPC’s, male and female are on the same level. When
Hira

61
we measure their performance we measure with same scale even female has played some extra role
beyond their JD’s (job description). They only consider your PPC’s. so you can say that this is a gap.
58 22:51.0 - 23:07.4 Do female gets opportunities? Prompt: if they work beyond this domain they will be given some
incentive or promotion?
Fatima
59 23:07.4 - 23:45.1 It was not like before, but now yes, they give some of opportunities to females. But where “Market”
factor comes, they do not consider female. They have prepared their mind that female can not go to
market so that’s why they do no consider them even separated their CV’s for market positions. And
you are unassisted. But if job comes at office level, then you can apply. And it depends on your
interview that either you are selected or not.
Hira
60 23:45.1 - 23:56.6 What do you think how women cope with these gender specific challenges? Fatima
61 23:56.6 - 24:24.3 I think so we should do our work enthusiastically with a hope that my work will blossom sooner or
later. You have to learn everything by yourself. If no one is willing to teach you, learn it by yourself
because your learning is your concern that help you in you career. When you learn yourself, work hard
and work too much, then somewhere you will be prominent.
Hira

62
62 24:22.8 - 24:37.3 When you reached to senior executive position, there would be gossips about you, your position,
then how you deal with this?
Fatima
63 24:37.3 - 24:43.9 Simply by ignorance. I think so, to focus on your work only. Hira
64 24:43.9 - 24:48.5 Can you suggest some other solution besides ignorance? Fatima
65 24:48.5 - 25:07.6 actually people’s job is to speak, so we should not bother them and do our work with full
concentration. They will gossip to certain time extend and they will also fall silent.
Hira
66 25:07.6 - 25:20.1 What type of gender specific hindrance you find in pursuing your career path? Fatima
67 25:20.1 - 27:27.0 Actually, perception about females becomes your hindrance. People perceive females or look at them only at
one extreme of continuum not the other. Perception must not be based on others perception or generalization.
You know what how and why Chinese perception about females formulate, because they themselves have not
made this perception, they have seen female at upper level as well as at lower level. And our people made the
perception about females in Chinese mind-sets and now this stereotype positioned in Chinese mind-sets. Even I
learned to know that Haier have hired many females many years ago, 15- 16 females at a time work at our head
Hira

63
office. But now that stereotype positioned in them, that females will leave when they will get married, and our
investment and effort go in water. Although, today’s female do not leave even after their marriage. Even there
are two-three females,who currently got married but they have not left the company and all the females
continue. But their mindset builds in such a way that they will get married and will leave. And literally we can
not do anything to change their mindsets. And this mindset is boosted mostly by males.
In process of hiring, two opinions are considered while selection process as there are two interviews, one
conducted by Pakistani HOD and other by Chinese HOD so two opinions. When Pakistani HOD select that
candidate then it goes to Chinese one. If Pakistani HOD says this or promote this stereotype, then Chinese who
have already positioned this stereotype will recall and say okay you are right.
68 27:27.0 - 27:35.9 As number of females in manufacturing sector are less compared to men, so, have you ever feel
isolated or difficulty in mixing with men?
Fatima
69 27:35.9 - 28:16.5 Off course you feel some how, like if your two female colleague leaves the office you start feeling
isolated. But now you easily mix with males. At the start this was an issue. Because one female leaves,
other is busy in her work, then at that time we think that yes females should be hired more.
Hira
70 28:16.5 - 28:46.1 According to your opinion, why there exists gender segregated work settings in organizations? Fatima

64
Prompt: only males are hired at market, or MTO positions
71 28:46.1 - 29:27.9 Because of mindsets. Now university people are hired so they have different mindsets like they have come from
co-education. No they do not have any stereotype that what will she say or he say. A lady sitting besides me is
my girlfriend, there is no such type of mindsets of new hiring’s.
People at top level are not as such educated,they are only experienced. They are slowly adopting things. Off
course showing resistance but things are changing slowly.
Hira
72 29:27.9 - 29:30.1 But if female will be given opportunity to got to market, then will they go? Fatima
73 29:30.1 - 29:39.5 I do not think so, anyone say that they will not go. But the thing is they should at least consider us. Hira
74 29:39.5 - 29:50.8 Because female themselves tries to explore but do not get opportunity. Fatima
75 29:50.8 - 29:56.3 Yes exactly. Hira
76 29:56.3 - 29:58.7 How do you perceive manufacturing sector for females for their career growth? Fatima
77 29:58.7 - 30:25.3 Yes, only if your opinion is considered and promoted. And you give opinion only when you are Hira

65
considered. To consider them, it is important to promote them to higher level. So that they can as well
create or arise their voice. Now those few females who are at senior level, only through them some
voice raise. Now the female recently raised to manager level. Because of her, HR policies changes in
terms of equal employees benefits, incentives are increasing. So there is an essential impact of female
everywhere. But again there is a need to change perception about females and they should be
considered.
78 30:25.3 - 30:32.7 There are mostly males or females at top level? Fatima
79 30:32.7 - 30:42.4 Few are Pakistani and few are Chinese Hira
80 30:42.3 - 30:55.7 How those few Pakistani females have earned top positions? Fatima
81 30:55.6 - 31:17.5 Here females are used to these perceptions and slow growth. they do not take pain that either they are
promoting or not. When they do not get promoted, they are demotivated for a day or two and again
back to normal routine. Females even do not raise their voices because they are not only used to slow
growth but also their ease that they are not given too much work to do. They should themselves raise
voice that I am doing extra work and I should be promoted. But when you become used to it becomes
Hira

Understanding Challenges faced by women and exploring the coping strategies used by them in Manufacturing Sector of Pakistan: A Gender Perspective

Understanding Challenges faced by women and exploring the coping strategies used by them in Manufacturing Sector of Pakistan: A Gender Perspective

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Understanding Challenges faced by women and exploring the coping strategies used by them in Manufacturing Sector of Pakistan: A Gender Perspective