Gender equality at workplace

Gender Equality at
Workplace
Semester Project Report
A survey has been conducted on “Gender Equality at Workplace”, to highlight the issues related to
gender discrimination among associates. The objective behind the conducted survey is to highlight the
issues related to gender discrimination among the associates at workplaces.

0

“Gender Equality is not a woman’s issues, it is a human issue. It affects us all.”

Acknowledgement
Apart from the efforts which I put in the completion of this project, the success of any project depends
largely on the encouragement and guidelines of many others.
First of all, I would like to thanks Allah for HIS guidance and help in completing this project. Then I would
like to show my greatest appreciation to Mr. Yaseen Ahmed Meenai. I can’t say thank you enough for his
tremendous support and help. Without his encouragement and guidance this project would not have
materialized.
I would like to express my gratitude towards my parents, friends and family, for their kind co-operation
and encouragement which help me in completion of this project.
I would like to express my special gratitude and thanks to industry persons for giving me such attention
and time.

Executive Summary
The nature’s business is total depends on equality, without it everything will face a disaster. Mankind is
part the same nature so the quality of equality is inherited into mankind from nature. Maintaining
gender equality in life is required to function properly. Now a day, we cannot see equality between man
and woman. The roots are grownup from, when families give more importance or attention to their sons
and neglecting daughter’s basic necessities.
Islam is a religion who talks about Equality in every tread of life. It gives equal rights to man and woman
in the society. Women are allowed to receive education, to work to support families, to participate in
everyday business.
My study is basically related to gender equality at workplace. Women are working since the spread of
Islam. Hazrat Khatija (RA) was the first business women in the history of Islam. Lot of examples is written
with golden words in the Islamic History. Now a day, women are exceling in every field from civil work to
space sciences. Society is accepting women can perform well and they can do whatever they do with full
dedication towards work. Inspite Women feels the dedication towards work may misbalance their family
life, but still women are trying to maintain balance between work and family.
Gender equality is not purely associated with woman. It’s a reality through which man and woman can
both suffer from it or sometimes one of them due to other gender dominance.
The study is conducted via online survey forms which was available over internet. The link is here Click
here. The survey was filled by 77 respondents working in different sectors with different designation
level.
The study reveals that the mindset of society is changing, with the analysis of data collected through
online survey in July 2013, I come to know that man and woman are treated equally at workplace, the
immediate supervisor don’t discriminate between male or female while assigning work. Organizations
are trying to promote gender equality. Respondents think they are getting equal benefits and
opportunities in the workplace.

Table of Content
1

Introduction .......................................................................................................................................... 1

2

Literature Review .................................................................................................................................. 1

3

Hypothesis............................................................................................................................................. 4

4

Research Methodology ......................................................................................................................... 4

5

Sample Design ....................................................................................................................................... 5
5.1

Age ................................................................................................................................................ 5

5.2

Gender .......................................................................................................................................... 6

5.3

Work Experience ........................................................................................................................... 7

5.4

Designation ................................................................................................................................... 8

6

Assumption and Limitations ................................................................................................................. 8

7

Interpretation........................................................................................................................................ 8
7.1
7.2

What is the major Age Group answered the survey? ................................................................. 10

7.3

Job experiences of the respondents are? ................................................................................... 11

7.4

Sectors which covered in the survey?......................................................................................... 13

7.5

Does it difficult for both genders to get promotion? ................................................................. 14

7.6

Does Female receive less salary then Male? .............................................................................. 15

7.7

A question was asked, do you treated equally? ......................................................................... 16

7.8

Does Supervisor discriminate between gender while assigning task ......................................... 18

7.9

Do You Think People Lost Job Due To Opposite Gender? .......................................................... 19

7.10

Do you think Female boss is more understanding? .................................................................... 20

7.11

Do You Think Equal Opportunities Are Available For Both Genders? ........................................ 21

7.12

Does Bosses bifurcate between Gender for crucial work ........................................................... 22

7.13

Benefit comparison between both genders ............................................................................... 23

7.14

Does Organization Promote Gender Equality ............................................................................. 24

7.15

Seeking Advice From ................................................................................................................... 26

7.16

Satisfied with Issue Handled ....................................................................................................... 27

7.17
8

How many respondents fill out the survey? ................................................................................. 9

Treated Favorably ....................................................................................................................... 28

Conclusion ........................................................................................................................................... 30

8.1

Test between Gender vs. Is Treated Equally............................................................................... 30

8.2

Test between Gender vs. Boss Discriminating ............................................................................ 31

8.3

Test between Gender vs. Ever Lost Job ...................................................................................... 32

8.4

Test between Gender vs. Opportunity for Opposite Gender ..................................................... 33

8.5

Test between Gender vs. Boss Assign Crucial Work ................................................................... 34

8.6

Test between Gender vs. Less Benefit Offered........................................................................... 35

8.7

Test between Gender vs. Is Organization Promoting Gender Equality ...................................... 36

8.8

Test between Gender vs. Is Any Less Favorable Situation .......................................................... 37

Table of Figures
Figure 5-1 : Sample Design by Age ................................................................................................................ 5
Figure 5-2 : Sample Design by Gender .......................................................................................................... 6
Figure 5-3 : Sample Design by Work Experience .......................................................................................... 7
Figure 5-4 : Sample Design by Designation................................................................................................... 8

Table of Graphs
Graph 7-1 : Total Number of Respondent .................................................................................................... 9
Graph 7-2 : Age wise Data........................................................................................................................... 10
Graph 7-3 : Overall Work Experience ......................................................................................................... 11
Graph 7-4 : Gender wise Work Experience ................................................................................................. 12
Graph 7-5 : Gender wise Sectors Coverage ................................................................................................ 13
Graph 7-6 : Gender wise Designation Distribution ..................................................................................... 14
Graph 7-7 : Gender wise Salary Distribution .............................................................................................. 15
Graph 7-8 : Treated Equally at Workplace .................................................................................................. 16
Graph 7-9 : Gender wise Issues Faced in Workplace .................................................................................. 17
Graph 7-10 : Graph showing Supervisor discriminating while job assignment .......................................... 18
Graph 7-11 : Lost job rate due to Opposite Gender ................................................................................... 19
Graph 7-12 : Female Boss vs. Male Boss..................................................................................................... 20
Graph 7-13 : Opportunities available for Male & Female........................................................................... 21
Graph 7-14 : Crucial work assigned ............................................................................................................ 22
Graph 7-15 : Male vs. Female Benefit Comparison .................................................................................... 23
Graph 7-16 : Organization Promoting Gender Equality .............................................................................. 24
Graph 7-17 : Organization Providing Opportunities ................................................................................... 25
Graph 7-18 : Seek Advice From ................................................................................................................... 26
Graph 7-19 : Satisfied with Issue Handled .................................................................................................. 27
Graph 7-20 : Treated less Favorably ........................................................................................................... 28
Graph 7-21 : Options might employee use ................................................................................................. 29

1 Introduction
Nature has divided human beings into two halves and both are given responsibilities which suit them,
along with assigning the responsibilities, nature has very clearly stated the rights of both on each other.
Gender discrimination is a practice which we faced when both the genders show the desire of
substituting their duties without giving and due credit to each other. In such scenario the powerful
became aggressor and other the victim of aggression. Basically when we think that women are not
equal to men and are not capable of doing anything worthy then gender discrimination comes into
composition.
For a balance society maintaining gender equality is essential. Giving everyone equal opportunity to
participant in the development of society gives each one the sense of ownership and responsible
towards their duties. Without discriminating other one rights.
The roots of discrimination are planted, when parents discriminate between their children necessities
and give less attention to girl’s education with respect to boys are the initial steps towards gender
inequality.
With time the roots become trees and society experiences the gender inequality at every walk of life
starting from home to school, from universities to workplaces. We can see inequality do exist in our
society.

2 Literature Review
Various publications/surveys have been published on highlighting the issue of gender discrimination at
workplace. Emphasizing that women don’t have equal opportunities to job markets, employers
sometimes targeting the specific gender even though if they hired they are not paid equal to males. But
still hopes are in the sky, and societies are exercising gender equality and giving equal opportunities to
both.
According to the study of Organisation of Economic Co-operation and Development (OECD) in 2008,
found that female employment rates have expanded and gender employment and wage gaps have

Gender Equality at Workplace

Hira Mannan – CM 12

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narrowed nearly everywhere, on average women still have 20% less chance to have a job and are paid
17% less than men1.
Another survey conducted by UNDP in 2007 says on 13% of the females get employment in nonagricultural sector. In 2009, UNDP’s Gender Empowerment Measure (GEM) which measures the extent
to which women participate in economic and political life through tracking the share of seats in
parliament held by women; the number of female legislators, senior officials and managers; the number
of female professional and technical workers; and the gender disparity in earned income - ranked
Pakistan 99th out of 109 countries.
Microsoft has conducted a survey in-house on International Women Day, which reveals that 71% of
females feel there are barriers to promotion in the workplace with 29% of women saying that gender
discrimination is the biggest barrier for them. While 28% said that prioritizing of home life was the most
significant obstacle to their promotion.
An interesting fact has been seen when JobStreet.com survey in Malaysia in May 2013, found major of
the respondent said they didn’t experience gender discrimination in their workplace. They also don’t
care if their boss was male or female. Majority of respondents believe their workplace practices gender
equality when it comes to delegating job assignments and salary distribution. 61% of respondents feel
there is no salary gap among the same position level for male and female staff in their organization. The
data suggests Malaysian employers today have a more open attitude towards working mothers, which is
a good indicator towards boosting women in Malaysia’s labor force to 55% by 20152.

Women Right’s in Pakistan
Under the ordinance of 1947, Women’s of Pakistan were granted suffrage rights and they were
reaffirmed the right to vote in national elections in 1956 under the interim Constitution. The provision of
reservation of seats for women in the Parliament existed throughout the constitutional history of
Pakistan from 1956 to 1973. In the constitution of 1973, 10% seats in National Assembly and 5% seats in
Provisional Assembly were allocated for women with no restriction of contesting on it3. With time

1

http://www.oecd.org/employment/emp/40937574.pdf
http://www.jobstreet.com.my/aboutus/growing-gender-equality-malaysian-workplace.htm
3
http://en.wikipedia.org/wiki/Women_in_Pakistan
2



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various ordinances and laws were incorporated to safeguard the rights of women in Pakistan. In 2010
Parliament has endorsed a bill on “Protection against Harassment of Women at Workplace - Bill 2009”4.

Women Rights around the Glob
Women’s of United States of America started the movement for the rights of suffrage after June 1848
and with the continues struggle of more than 50 years, the Women of America achieved the rights after
the passage of 19th Amendment, which states “The right of citizens of the United States to vote shall not
be denied or abridged by the United States or by any State on account of sex.”5. The United States of
America introduced “Title VII of the Civil Rights Act of 1964”, to safeguard the rights of female
professionals6.
The Representation of the People Act 1928, gives the rights to women of UK to participate in the
parliamentary election. The movement for Women’s suffrage in the United Kingdom started in 18727,
where two groups are very active one is suffragists and other is suffragettes8.
European countries such as Finland (1906), Norway (1913), and Denmark and Iceland (1915) granted
women the vote early in the 20th century. Other continental powers were quick to accord women the
right to vote at the end of World War I. The Union of Soviet Socialist Republics and the Netherlands
granted suffrage in 1917; Austria, Czechoslovakia, Poland, and Sweden in 1918; and Germany and
Luxembourg in 1919. Spain extended the ballot to women in 1931, but France waited until 1944 and
Belgium, Italy, Romania, and Yugoslavia until 1946. Switzerland finally gave women the vote in 1971,
and women remained disenfranchised in Liechtenstein until 1984.
In Canada women won the vote in Alberta, Manitoba, and Saskatchewan in 1916; after federal suffrage
was achieved in 1918, the other provinces followed suit, the last being Quebec in 1940. Among the Latin
American countries, national women's suffrage was granted in 1929 in Ecuador, 1932 in Brazil, 1939 in El
Salvador, 1942 in the Dominican Republic, 1945 in Guatemala, and 1946 in Argentina. In India during the
period of British rule, women were enfranchised on the same terms as men under the Government of
India Act of 1935; following independence, the Indian Constitution, adopted in 1949 and inaugurated in

4

http://www.dawn.com/wps/wcm/connect/dawn-content-library/dawn/news/pakistan/04-zardari-signs-womenprot-bill-qs-08
5
https://en.wikipedia.org/wiki/Women's_suffrage_in_the_United_States
6
http://smallbusiness.chron.com/womens-rights-workplace-706.html
7
http://en.wikipedia.org/wiki/Women's_suffrage_in_the_United_Kingdom
8
http://www.parliament.uk/women



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1950, established adult suffrage. In the Philippines women received the vote in 1937, in Japan in 1945,
in China in 1947, and in Indonesia in 1955. In African countries men and women have generally received
the vote at the same time, as in Liberia (1947), Uganda (1958), and Nigeria (1960). In many Middle
Eastern countries universal suffrage was acquired after World War II. In some countries, such as Saudi
Arabia, there is no suffrage at all, and in others, such as Kuwait, it is very limited and excludes women
completely9.

3 Hypothesis
Ho: Gender inequality doesn’t exist
H1: Gender inequality do exist

4 Research Methodology
To collect the views from people working in different sectors, a brief survey were designed which was
available online to facilitate the respondent to be anonymous while sharing their views. The survey was
comprises of 25 questions which were further divided into quantitative and qualitative categories. 200
working professional were targeted into which 100 were males and 100 were females, working in
different fields with different level of job description.

9

http://teacher.scholastic.com/activities/suffrage/history.htm



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5 Sample Design
Data sampling has been done on the basis of Age, Gender, Working experience, Designation.

5.1 Age
As mentioned above the sample size is of 200 individuals which are further divided into following
junctions.

Sampling by Age
20
20

Axis Title

20

15
15

15
15

15

10
10

10

10

10

10

10
10

10
10

10
5
0

30 - 34

35 – 39

40 – 44

45 – 49

50 – 54

55 – 59

60 – 64

Female

20

15

15

10

10

10

10

65 Above
10

Male

20

15

15

10

10

10

10

10

Female

Male

Figure 5-1 : Sample Design by Age



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5.2 Gender
Both Male and Females genders are targeted audience of this survey with the proportion of 50% 50%.

Sampling by Gender
100
100

Axis Title

100
50
0
Female

Male

Sample Size

Female
100

Male
100

Figure 5-2 : Sample Design by Gender



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5.3 Work Experience
It is considered to collect data from those individuals who have atleast 1 year and atmost 17 years of
working experience.

Sampling by Experience
25
25

20
25

25
25

20

20
20

Axis Title

20

10

15

10

10
Male

5
0
Female
Male

Female
1-4
20

5-8
25

9 -12
25

13 - 16
20

17 - Above
10

20

25

25

20

10

Figure 5-3 : Sample Design by Work Experience



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5.4 Designation

Sampling by Designation
35
30
40

35
25

30
Axis Title

25

30

10
20

10
Male

10

Female
0
Female
Male

General
30

Junior Mgt
35

Middle Mgt
25

Top Mgt
10

30

35

25

10

Figure 5-4 : Sample Design by Designation

6 Assumption and Limitations
It was assume that more than 200 responses will be receive easily as the survey was designed keeping in
mind that it should be close ended so that respondent don’t face any difficulty while doing the survey.
But there are certain limitations people might show rigidness in filling up the survey, either they didn’t
want to discuss their issues openly, or they might be scared their views can be used against them, might
be they don’t like career oriented females. It is also possible that, the respondent didn’t even knew what
is gender discrimination and what are their rights their own in the legislation.

7 Interpretation
As mentioned above survey was conducted online, 77 respondents have responded the survey. Below
are the findings on the data collected till 24th July, 2013 whereas survey was started from 8th July, 2013.
Respondents are reached via Emails, posting link on Social networking sites like fb, linkedin, g+.



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7.1 How many respondents fill out the survey?

Total Number of Respondents
Female,
24, 31%
Male, 53, 69%

Female

Male

Graph 7-1 : Total Number of Respondent

The survey was filled by Both Male and Female respondents with 69% Males and 31% Females.



Page |9

7.2 What is the major Age Group answered the survey?

Age wise Data
21
25
Axis Title

20

19

18
10

15
10

1

5
0
Female
Male

2

4

1
Male
Female

1

25 - 29
18

30 - 34
4

35 - 39
1

40 - 44

21

19

10

45 - 49
1

2

55 - 59
1

Graph 7-2 : Age wise Data

Majority of respondent’s age lies between 25 – 29 years whereas 30 – 34 years of Males also replied to
the survey.



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7.3 Job experiences of the respondents are?

Overall Work Experience
9 - 12 years
17%

1 - 4 years
35%

5 - 8 years
32%

13 - 16 years
17 - above 9%
7%
Graph 7-3 : Overall Work Experience

The survey was filled by 35% of the people who have just started their career (1 – 4 years), 32% are
those who are in the initial 5- 8 years of their career life. 17% are those who are about to enter it their
mid of professional life. Rest 9% are in the middle and 7% are at the highest.



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Gender wise Work Experience
17

Axis Title

15
20
15
10
5
0
Female
Male

11

12

7

8

3
2

2

1-4
years
12

5-8
years
8

9 - 12
years
2

13 - 16
years

17 above
2

15

17

11

7

Male
Female

3

Graph 7-4 : Gender wise Work Experience

The data explains that 12 Females have 1-4 years of experience, 8 Females have 5 -8 years, and 4 have
more than 9 years of working history. In comparison of Females, Males which have 1 – 4 years of
experience are 15, 17 Males have 5 -8 years, 11 males are those which have 9 -12 years of career life.
While 10 are those who have more than 13 years of experience.



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7.4 Sectors which covered in the survey?

Gender wise Sector Distribution
27

30

1

1 31

1

1

2
Consultanting Services

10

Construction and Energy

20

2

1

2

1

1

4

1 4

5

3
1

6
21 21 21

Female

Telecommunication

Science and Technology

Public Service

Other

Non Profit organizations

Media and Technology

Logistics and Transport

Information Technology

Health and Medicine

Food, Retail and Services

Education

Communication and Transport

Banking and Financial Services

Agriculture and Manufacturing

0

Male

Graph 7-5 : Gender wise Sectors Coverage

As the survey was conducted generally, different sectors of the respondent filled the survey form. In
which majority belongs to IT sector the total respondent from IT sector are 31. 6 respondents are
working in Telecommunication Sector, 2 are from Agriculture side, 4 from Banking and Finance, 10 from
Communication considering Media and communication as one broad sector. 2 are from the field of
Education, 1 from Health, 2 from Retail Services, 4 respondents are from Ngo Sector, 4 are working in
consulting firms, 3 are working in Science and Technology, and 3 are working in public sector.



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7.5 Does it difficult for both genders to get promotion?

Gender wise Designation Distribution
20
20
15
10
5
0

11

11
9

4

11

7

4

Male
Female

Junior
management

Middle
management

Senior
management

9

Non management
(General Staff)
7

Female

4

Male

11

20

11

11

4

Graph 7-6 : Gender wise Designation Distribution

The survey was filled by 18 people (7 F, 11 M) who are working as Non Managerial staff, 15 (4 F, 11 M)
working as Junior Management Staff, 29 (9 F, 20 M) as Middle Management and 15 (4 F, 11 M) were in
the Top Management.
The data table shows that, the concentration of Females at Middle and Top Management are less than
Males.



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7.6 Does Female receive less salary then Male?

Gender wise Salary Distribution

20

17 13

12
9

15

6

5

10
2

5
0

1400,000

Female

13

3

400,000 - 500,000 - 800,000 - 1,300,00
500,000 800,000 1,300,00
00
1,800000

17

Male

1

2
6

4
1

1
9

5

1
1,800,00
02,200,00
0

2,200,00
02,600,00
0

3,500,00
04,000,00
0

7,000,00
099,999,9
99
1

1

4

1

2

3

12

2

1

Graph 7-7 : Gender wise Salary Distribution

With the analysis of data shown above, it is cleared that majority of Females have annual salary range
not more than 400,000 PK Rs., whereas few (7 F) are getting upto 1800,000 PK Rs. Per annum. Whereas
Males have higher salary distribution, keeping in mind that the above salary slabs are from Budget 2013
- 2014.



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7.7 A question was asked, do you treated equally?

Treated Equally at Workplace
38
15
Axis Title

40
20
0

Male

18
6

Female

Female

No
6

Yes
18

Male

15

38

Graph 7-8 : Treated Equally at Workplace

A question was asked to all respondents that, “Do you think you are treated equally at workplace?
[Q8]”. Most of the Females think they are treated equally with comparison to Male coworkers. 6
Females think they are not along with 15 Males also think the same.



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Gender wise Issues Faced in Workplace
11
7

Axis Title

15

3

10

3

2

5
0

3

Low Salary

4

2

3
0

Female

2

Gender
Discriminati
on
3

Male

3

11

Unequal
workplace
treatment
4

Lower
chance of
promotion
3
3

Female

Sexual
harassment

7

Male

2

0

Graph 7-9 : Gender wise Issues Faced in Workplace

So when I asked, how you think you are not treated equally, what sort of issues you are facing. 5
respondents (2 F, 3 M) says they are having low salary issue, 14 (3 F, 11 M) says they are somehow
discriminated in the office, 11 (4 F, 7 M) says they are treated unequally, 6 respondent says (3 F, 3M)
they have lesser chance of promotion and 2 Males says they are sexually assaulted in the workplace.



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7.8 Does Supervisor discriminate between gender while assigning task

Supervisor Discriminating
30
23

Axis Title

30
20

14

10

Male

10
Female
0
Female

No
14

Yes
10

Male

30

23

Graph 7-10 : Graph showing Supervisor discriminating while job assignment

When I asked the respondents, does your supervisor discriminate between genders when assigning the
job? 14 Females responded with NO, and 10 say YES while 30 Males responded with NO and 23 with
YES.



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7.9 Do You Think People Lost Job Due To Opposite Gender?

Lost Job Rate due to Opposite Gender
49

50
Axis Title

40
22

30

4

20

Male
2

10
0
Female

No
22

Yes
2

Male

49

Female

4

Graph 7-11 : Lost job rate due to Opposite Gender

A question was asked to every respondent, “Do you ever lost your job due to opposite gender?” 2
Females says YES, they lost job because of opposite gender, while 22 says they never lost job due to the
asked reason. Inspite 49 Males says NO too but 4 Males are those who lost job because of opposite
gender.



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7.10 Do you think Female boss is more understanding?

Female Boss vs Male Boss
43

Axis Title

50
40

10

30
20

18
Male

6

10
0
Female
Male

Female
Female Boss
6

Male Boss
18

10

43

Graph 7-12 : Female Boss vs. Male Boss

Most of the respondents think Female bosses are less understanding than Male bosses. The data table
shows the same result when I asked to respondent, “Do you prefer a Female Boss or a Male Boss?” 18
Females and 43 Males say Male Boss while 6 Females and 10 Males chooses to have a Female as their
Boss.



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7.11 Do You Think Equal Opportunities Are Available For Both Genders?

Opportunties available for Male / Female

Axis Title

31
22

35
30
25
20
15
10
5
0

20
Male

4
Female

Female

No
4

Yes
20

Male

31

22

Graph 7-13 : Opportunities available for Male & Female

Another question was asked, “Do you think more opportunities are available for opposite gender than
yours?” 20 Females and 22 Males think opposite gender have more opportunities available while 4
Females and 31 Males think NO.



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7.12 Does Bosses bifurcate between Gender for crucial work

Crucial Work Assigned
46

50
Axis Title

40
30

7

20

17
Male

7

10
0
Female
Male

Female
No
7

Yes
17

7

46
Graph 7-14 : Crucial work assigned

A question was asked to every respondent, “Does your boss consider you for assigning any crucial
work?” 17 Females and 46 Males say YES, while few (7 F, 7 M) says NO.
When a question is asked to those who say NO, what is the reason behind this? They said following are
the reasons might restrict their bosses to assign crucial work to them:
1. Male staff can stay late and female staff has to leave on time.
2. Less experience
3. May be he thinks that I can supersede him in competency
4. They give us a low opportunity for career growth
5. Because my boss think I am not eligible



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7.13 Benefit comparison between both genders

Male vs Female Benefits Comparison
35

Axis Title

40

18

30

17

20

Male

7

10

Female

0
Female

No
17

Yes
7

Male

35

18

Graph 7-15 : Male vs. Female Benefit Comparison

When I asked to each respondent, “Do you think you get less benefit with comparison to your opposite
gender peer coworker?” 17 Females and 35 Males say they don’t think like this. Whereas 7 Females and
18 Males think difference exists between both genders.



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7.14 Does Organization Promote Gender Equality

Organization Promoting Gender Equality
31
22

35
30
Axis Title

25
20

13

11

15

Male

10
5

Female

0
Female

No
13

Yes
11

Male

22

31

Graph 7-16 : Organization Promoting Gender Equality

When I asked to responder, “Does your organization promote Gender Equality?” 13 of the Females
responders say NO while 11 say YES. When the same question was asked to Male, 22 of them say NO,
and 31 say YES.



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Organization Providing Opportunities
6

Your suggestion/advices are
valuable for management

15

8

Have equal level of benefits

Female

27

Have equal chance for
Promotion/trainings/further
education

Male

8
27
0

5

10

15

20

25

30

Graph 7-17 : Organization Providing Opportunities

Further I asked them, what sort of measures your organization is taking to promote Gender Equality.
They said:
1. They said their suggestions are valuable to management (6 F, 15 M)
2. They have equal level of Benefits (8 F , 27 M)
3. Both of them got equal chance for promotion, professional training, and pursuing further
education (8 F, 27 M).



P a g e | 25

7.15 Seeking Advice From

Seek Advice From
Top Management

6

No Where

7

6

HR Manager

20
8

2

Department Head
Coordinator for Harassment Cases

10

15

3

Male

Female

Graph 7-18 : Seek Advice From

When I asked another question to the responder, “Who will be the first person whom you go for
advice?” 26 people (6 F, 20 M) replied “No Where”, 10 (2 F, 8 M) replied to “HR Manager”, 13 (6 F, 7 M)
replied to “Top Management”, 25 people (10 F, 15 M) replied to “Department Head”, 3 Males replied to
“Coordinator for Harassment Cases”.



P a g e | 26

7.16 Satisfied with Issue Handled

Satisfied with Issue Handling
35
40

18

30

19

Female

20

0

Male

5

10

Male

Female

Female

No
5

Yes
19

Male

18

35
Graph 7-19 : Satisfied with Issue Handled

When I asked the responder,” Are you satisfied with the way your issue has been resolved?” 54 people
(19 F, 35 M) answered with YES, that they are satisfied the way their issues has been addressed and
solved by the management, while 5 Females and 18 Males are not satisfied with the solution.



P a g e | 27

7.17 Treated Favorably

Treated less Favorably
37

Axis Title

40

16

30
20

14

10

10
0

Male
Female

Female

No
14

Yes
10

Male

37

16

Graph 7-20 : Treated less Favorably

A question was asked to a responder, “Do you think of an occasion when you were treated less
favorably / discriminated?” Majority of the responders answered NO they never treated less
discriminated while fewer think they were sometimes.



P a g e | 28

Options Might Employee Use
4

Start looking for new job

2
3

Compromise

1
9

Discuss with line manager / HoD

7
0

2

4

Male

6

8

10

Female

Graph 7-21 : Options might employee use

In the continuation of the above question, another question was asked to those who think they are
treated less favorably. What they did to highlight this discrimination? 7 Females and 9 Males say they
discussed with line Manager or Department Head, 6 of them say they start looking for new job while 4
of the responders say they had to compromise with the situation.



P a g e | 29

8 Conclusion
8.1 Test between Gender vs. Is Treated Equally

Case Processing Summary
Cases
Valid
N

Missing

Percent

Gender * istreatedequally

77

N

100.0%

Total

Percent
0

N

.0%

Percent
77

100.0%

Gender * istreatedequally Crosstabulation
Count
istreatedequally
No
Gender

Yes

Female

Total

6

38

53

21

Total

24

15

Male

18

56

77

Chi-Square Tests
Asymp. Sig. (2Value
Pearson Chi-Square
Continuity Correction
Likelihood Ratio

sided)

sided)

a

1

.763

.001

1

.980

.092

1

.762

.091
b

Exact Sig. (1-

sided)

df

Exact Sig. (2-

Fisher's Exact Test
N of Valid Cases

1.000

.496

77

a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 6.55.
b. Computed only for a 2x2 table

The result of above test shows that the p -value (0.763) is greater than 0.05
which means the Ho has been accepted and as the data is insignificant there is
no need of doing research.


P a g e | 30

8.2 Test between Gender vs. Boss Discriminating

Cases
Valid
N
Gender * bossdiscriminating

Missing

Percent
77

N

Total

Percent

100.0%

0

N

.0%

Percent
77

100.0%

Gender * bossdiscriminating Crosstabulation
Count
bossdiscriminating
No
Gender

Yes

Total

Female

14

10

24

Male

30

23

53

44

33

77

Total

Chi-Square Tests
Asymp. Sig. (2Value
Pearson Chi-Square
Likelihood Ratio

sided)

sided)

a

1

.887

.000

1

1.000

.020

1

.887

.020
b

Exact Sig. (1-

sided)

df

Exact Sig. (2-

Fisher's Exact Test
N of Valid Cases

1.000

.544

77





P a g e | 31

8.3 Test between Gender vs. Ever Lost Job
Cases
Valid
N
Gender * lostjob

Missing

Percent
77

N

100.0%

Total

Percent
0

N

.0%

Percent
77

100.0%

Gender * lostjob Crosstabulation
Count
lostjob
No
Gender

Yes

Total

Female

22

2

24

Male

49

4

53

71

6

77

Total

Chi-Square Tests
Asymp. Sig. (2Value
Pearson Chi-Square
Likelihood Ratio

sided)

sided)

a

1

.905

.000

1

1.000

.014

1

.906

.014
b

Exact Sig. (1-

sided)

df

Exact Sig. (2-

Fisher's Exact Test
N of Valid Cases

1.000

.613

77

a. 2 cells (50.0%) have expected count less than 5. The minimum expected count is 1.87.




P a g e | 32

8.4 Test between Gender vs. Opportunity for Opposite Gender
Cases
Valid
N

Missing

Percent

Gender * oppforopsgen

77

N

100.0%

Total

Percent
0

N

.0%

Percent
77

100.0%

Gender * oppforopsgen Crosstabulation
Count
oppforopsgen
No
Gender

Yes

Female

Total

4

22

53

35

Total

24

31

Male

20

42

77

Chi-Square Tests
Asymp. Sig. (2Value
Pearson Chi-Square
Likelihood Ratio

sided)

sided)

a

1

.001

10.029

1

.002

12.543

1

.000

11.655
b

Exact Sig. (1-

sided)

df

Exact Sig. (2-

Fisher's Exact Test
N of Valid Cases

.001

.001

77


The result of above test shows that the p -value (0.001) is less than 0.05 which
means the Ho has been rejected.



P a g e | 33

8.5 Test between Gender vs. Boss Assign Crucial Work
Cases
Valid
N

Missing

Percent

Gender * crucialwork

77

N

Total

Percent

100.0%

0

N

.0%

Percent
77

100.0%

Gender * crucialwork Crosstabulation
Count
crucialwork
No
Gender

Yes

Total

Female

7

17

24

Male

7

46

53

14

63

77

Total

Chi-Square Tests
Asymp. Sig. (2Value
Pearson Chi-Square
Likelihood Ratio

sided)

sided)

a

1

.093

1.857

1

.173

2.670

1

.102

2.828
b

Exact Sig. (1-

sided)

df

Exact Sig. (2-

Fisher's Exact Test
N of Valid Cases

.116

.089

77

a. 1 cells (25.0%) have expected count less than 5. The minimum expected count is 4.36.




P a g e | 34

8.6 Test between Gender vs. Less Benefit Offered

Cases
Valid
N

Missing

Percent

Gender * lessbenefit

77

N

Total

Percent

100.0%

0

N

.0%

Percent
77

100.0%

Gender * lessbenefit Crosstabulation
Count
lessbenefit
No
Gender

Yes

Total

Female

17

7

24

Male

35

18

53

52

25

77

Total

Chi-Square Tests
Asymp. Sig. (2Value
Pearson Chi-Square
Likelihood Ratio

sided)

sided)

a

1

.677

.024

1

.878

.175

1

.676

.173
b

Exact Sig. (1-

sided)

df

Exact Sig. (2-

Fisher's Exact Test
N of Valid Cases

.795

.444

77





P a g e | 35

8.7 Test between Gender vs. Is Organization Promoting Gender Equality
Cases
Valid
N

Missing

Percent

Gender * orgpromoting

77

N

100.0%

Total

Percent
0

N

.0%

Percent
77

100.0%

Gender * orgpromoting Crosstabulation
Count
orgpromoting
No
Gender

Yes

Total

Female

13

11

24

Male

22

31

53

35

42

77

Total

Chi-Square Tests
Asymp. Sig. (2Value
Pearson Chi-Square
Likelihood Ratio

Exact Sig. (1-

sided)

df

Exact Sig. (2sided)

sided)

a

1

.302

.618

1

.432

1.065

1

.302

1.067
b

Fisher's Exact Test
N of Valid Cases

.332

.216

77





P a g e | 36

8.8 Test between Gender vs. Is Any Less Favorable Situation
Cases
Valid
N

Missing

Percent

Gender * lessfavorably

77

N

100.0%

Total

Percent
0

N

.0%

Percent
77

100.0%

Gender * lessfavorably Crosstabulation
Count
lessfavorably
No
Gender

Yes

Total

Female

14

10

24

Male

37

16

53

51

26

77

Total

Chi-Square Tests
Asymp. Sig. (2Value
Pearson Chi-Square
Likelihood Ratio

sided)

sided)

a

1

.324

.528

1

.468

.957

1

.328

.973
b

Exact Sig. (1-

sided)

df

Exact Sig. (2-

Fisher's Exact Test
N of Valid Cases

.436

.232

77





P a g e | 37

APPENDIX A: SURVEY FORM

Page 1

Q1: SINGLE-SELECT LIST
Select your Gender
1
2

Female
Male

Select your Age Group
1
2
3
4
5
6
7
8
9

25 - 29
30 - 34
35 - 39
40 - 44
45 - 49
50 - 54
55 - 59
60 - 64
65 - above

Are you a Working Professional?
1
2

Yes
No

Page 2

How many years of experience(s) you have?
1
2
3
4
5

1 - 4 years
5 - 8 years
9 - 12 years
13 - 16 years
17 - above



P a g e | 38

In which sector you are currently working?
1
2
3
4
5
6
7
8
9
10
11
12
13
14

Agriculture and Manufacturing
Construction and Energy
Communication and Transport
Education
Health and Medicine
Media and Technology
Public Service
Food, Retail and Services
Banking and Financial Services
Consultation Services
Non Profit organizations
Information Technology
Telecommunication
Other, please specify: [Open-ended answer]

Specify your current working designation?
1
2
3
4

Non -management (General Staff)
Junior management
Middle management
Senior management

Please specify your annual income scale (PK Rs)
1
2
3
4
5
6
7
8
9
10
11
12

1 - 400,000
400,000 - 500,000
500,000 - 800,000
800,000 - 1,300,000
1,300,000 - 1,800000
1,800,000 - 2,200,000
2,200,000 - 2,600,000
2,600,000 - 3,000,000
3,000,000 - 3,500,000
3,500,000 - 4,000,000
4,000,000 - 7,000,000
7,000,000 - 99,999,999

Page 3



P a g e | 39

Do you think that you are treated equally at work place when compared with the opposite gender?
1
2

Yes
No

Page 3 Logic
- By default go to Page 5
- BRANCHING 1
- GO TO Page 4
- IF Q8:No is selected
Page 4

Q9: MULTI-SELECT LIST
What sort of problem you face in your workspace?
1
2
3
4
5
6

Low Salary
Gender Discrimination
Unequal workplace treatment
Lower chance of promotion
Sexual harassment

Page 5

Does your supervisor consider gender in delegating job assignment?
1
2

Yes
No

Colleagues would treat you differently because of my gender?
1
2

Yes
No

Do you prefer boss as?
1
2

Male Boss
Female Boss

Have you ever lost a job, just because of opposite gender?
1

Yes


P a g e | 40

2

No

Page 5 Logic
- BRANCHING 1
- GO TO Page 6
- IF Q13:Yes is selected
Page 6

What were the reasons for quitting the job?
1
2
3

Due to workload
Conflicts with boss

Page 7

Do you feel there are more opportunities for opposite gender rather than yours?
1
2

Yes
No

Does your boss consider you, for an assignment which is crucial for your organization?
1
2

Yes
No

Page 7 Logic
- BRANCHING 1
- GO TO Page 8
- IF Q16:No is selected
Page 8

Q17: COMMENT BOX
Specify the reason, why he/she did not consider you for the above assignment?
Page 9


P a g e | 41

Do you think you get less benefits with compared to your colleague of opposite gender?
1
2

Yes
No

Do you think your organization is promoting gender equality amongst coworkers?
1
2

Yes
No

Page 9 Logic
- BRANCHING 1
- GO TO Page 10
Page 10

Q20: MULTI-SELECT LIST
If your organization promoting gender equality. What are they doing?
1
2
3
4

Have equal chance for Promotion/trainings/further education
Have equal level of benefits
Your suggestion/advices are valuable for management

Page 11

If you were ever unfairly treated, discriminated against or oppressed due to your gender, where you
went for help and advice?
1
2
3
4
5

Department Head
HR Manager
Coordinator for Harassment Cases
Top Management
No Where

Were you satisfied with the way your issue was handled and resolved?
1

Yes


P a g e | 42

2

No

Did you think of an occasion where you feel you were treated less favorably or discriminated due to
your gender?
1
2

Yes
No

Page 11 Logic
- By default go to Thank You Page
- BRANCHING 1
- GO TO Page 12
Page 12

How did you resolve it?
1
Discuss with line manager / HoD
2
Discuss with hr manager
3
Start looking for new job
4
Thank You Page

Thank you for participating!
We greatly value your opinion.
Terminate Page

Thank you for participating!
Unfortunately you do not qualify for this survey.



P a g e | 43

APPENDIX B: ONLINE SURVEY FORM HITS ANALYSIS

Source

Started Currently Completed

Were

Did not

Avg. Survey

Survey

In Survey

Survey

Terminated

Finish

Length

Survey Link

100

0

63

0

37

0:42:44

Facebook

10

0

7

1

2

1:13:20

Google

2

0

2

0

0

0:07:27

LinkedIn

7

0

5

0

2

0:06:11

Email

1

0

0

0

1

0:00:00

Totals

120

0

77

1

42

0:25:56



P a g e | 44

APPENDIX C: RESPONSES RECEIVES AGAINST SURVEY
Sources

Comments

Manager Project

As everyone has their own perceptions but this thing needs

Operations at

to be not based on perceptions as Islam, Quran have already

Interactive Group

decided few things.

Sibtain Jawed -

LinkedIn

Person – Designation –
Company
Irfan Ur Rehman -

Dear Hira

You should read Quran and Islam instead of asking people.

Manager MIS at
International Textile

In my point of view your survey is not bias and we had to

Limited

select the one option out of two there must the more than
two and with remarks as well. E.g. I do not have any issue
with male or female boss then which one i can select there is
no options for any one or both.

Second example is that gender equality is not possible in
many issues or task most of the task can be done by female
or male specifically so can't differentiate that. Please review
your survey and add more options as well.
Myself replied Sibtain

Thanks for giving suggestion, but its general perspective

Jawed

people have issues with female bosses n male bossed ... as I
faced the same issue. Obviously, boss differentiates when
important task has to be done.

Sibtain Jawed -

I have no idea because I worked with both of them and

Manager MIS at

didn't find any difference if you have good command and

International Textile

expertise on your job. Then boss will not be any issue. I have

Limited

no idea about your experience with male or female?
You must add the option of any or both instead of select only
one either male or female.
It’s not choice or marriage or bf/gf then we need only one
option. :-)



P a g e | 45

APPENDIX D: DATA COLLECTED
Q5

Q6

Q Q Q9
7 8 _1

1 M 3
5
3
9

Y

9
1
2
yr
s.

Telecomm
unication

SM

N

2 M 2
5
2
9

Y

5
8
yr

Media and
Technology

M
M

3 M 3
0
3
4

Y

5
8
yr

Telecomm
unication

M
M

4 F

2
5
2
9
5 M 2
5
2
9

Y

1
4
yr

Constructio GS
n and
Energy

Y

1
4
yr

Media and
Technology

GS

Q
1
0

Q
1
1

Q
1
2

Q
1
3

N

Y

M
B

Y

Y

Y

Y

Y

6 M 3
0
3
4

Y

5
8
yr

Non Profit
organizatio
ns

M
M

800,000 - 1,300,000

R Q Q Q Q
I 1 2 3 4
D

Q9_2

Q9_3

Q9_5

Q9_6

Q
1
8

Q
1
9

Q20_1

Q20
_2

N

Y

Y

Y

Y

Have equal
chance for
Promotion/train
ings/further
education

Hav
e
equ
al
level
of
ben
efits

M
B

N

N

Y

Y

N

N

M
B

N

N

Y

N

Y

Have equal
chance for
Promotion/train
ings/further
education

Y

M
B

Y

Y

Y

N

Y

N

M
B

N

N

Y

N

Y

Have equal
chance for
Promotion/train
ings/further
education
Have equal
chance for
Promotion/train
ings/further
education

N

Y

M
B

N

N

Y

Y

N

1,300,000 1,800000

Y

Q
1
6

Y

Lower
chanc
e of
prom
otion

Q
1
5

Y

Gender
Discrimi
nation

Q9_4

Q17

400,000 - 500,000

1 - 400,000

7,000,000 99,999,999

Y

Q14

800,000 1,300,000

N

Gender
Discrimi
nation

Uneq
ual
work
place
treat
ment



Page |1

Q24

N

Y

Discus
s with
line
manag
er /
HoD

Y

Y

Discus
s with
line
manag
er /
HoD

Depart
ment
Head

Y

N

Y

N

HR
Manag
er

Y

N

Depart
ment
Head

Your
suggestion
/advices
are
valuable
for
managem
ent

Q
2
3

Top
Manag
ement

Hav
e
equ
al
level
of
ben
efits

Q
2
2

Depart
ment
Head

Your
suggestion
/advices
are
valuable
for
managem
ent

Q20_4

Q21

Top
Manag
ement

Hav
e
equ
al
level
of
ben
efits

Q20_3

N

Y

Discus
s with
line
manag
er /
HoD

Y

5
8
yr

Media and
Technology

JM

8 F

3
5
3
9

Y

5
8
yr

Media and
Technology

GS

9 F

2
5
2
9

Y

1
4
yr

Media and
Technology

GS

1 F
0

2
5
2
9

Y

5
8
yr

Media and
Technology

GS

1 M 2
1
5
2
9
1 F 2
2
5
2
9

Y

5
8
yr

Informatio
n
Technology

GS

Y

1
4
yr

Media and
Technology

N

JM

Gender
Discrimi
nation

Uneq
ual
work
place
treat
ment

M
B

N

Y

Y

N

Y

F
B

N

Y

N

N

M
B

N

Y

N

Y

Y

M
B

N

Y

N

Y

Lo
w
Sal
ary

N

Depart
ment
Head

N

N

N

Depart
ment
Head

N

Y

Start
lookin
g for
new
job

N

N

Depart
ment
Head

Y

Y

N

No
Where

N

Y

Y

They
Y
give us a
low
opportu
nity for
career
growth
Y

Discus
s with
line
manag
er /
HoD
Start
lookin
g for
new
job

N

M
B

N

Y

N

No
Where

N

Y

Y

Y

M
B

N

Y

Y

N

N

Depart
ment
Head

Y

Y

1 - 400,000

N

Y

N

500,000 - 800,000

7 M 2
5
2
9

1 - 400,000

Y

Gender
Discrimi
nation

1 - 400,000

N

Uneq
ual
work
place
treat
ment

Lower
chanc
e of
prom
otion

800,000 1,300,000

Y

1 - 400,000

N

Lo
w
Sal
ary

Gender
Discrimi
nation

Lower
chanc
e of
prom
otion



Y

male
staff can
stay late
and
female
staff
have to
leave in
time.
but they
dont
consider
that all
female
staff
also
come in
time.
Timings
issue.

Y

Y

Have equal
chance for
Promotion/train
ings/further
education

Page |2

Hav
e
equ
al
level
of
ben
efits

Your
suggestion
/advices
are
valuable
for
managem
ent

Start
lookin
g for
new
job
Discus
s with
line
manag
er /
HoD

Y

1
4
yr

Health and
Medicine

GS

1 M 4
4
0
4
4

Y

1
7
+

Informatio
n
Technology

GS

1 M 3
5
0
3
4

Y

5
8
yr

Media and
Technology

GS

1 M 3
6
5
3
9

Y

1
3
1
6
yr

Informatio
n
Technology

SM

1 M 3
7
5
3
9

Y

9
1
2
yr

Informatio
n
Technology

M
M

Y

Y

Y

M
B

N

N

N

Due to
care
about
gender
equality
.

N

Y

Y

N

N

M
B

N

Y

N

I did not
claim,
he/she
did not
consider
me for
assignm
ent. My
boss
always
give
relevant
assignm
ent to
relevant
person.

N

Y

Have equal
chance for
Promotion/train
ings/further
education

Y

Y

N

F
B

N

N

Y

Y

Y

Have equal
chance for
Promotion/train
ings/further
education

Y

N

N

M
B

N

N

Y

N

Y

Have equal
chance for
Promotion/train
ings/further
education

Y

N

Y

F
B

N

Y

Y

Y

Y

Have equal
chance for
Promotion/train
ings/further
education

1 - 400,000

2
5
2
9

500,000 - 800,000

1,300,000 - 1,800000

400,000 - 500,000

1,800,000 - 2,200,000

1 F
3



Page |3

Hav
e
equ
al
level
of
ben
efits
Hav
e
equ
al
level
of
ben
efits

HR
Manag
er

Your
suggestion
/advices
are
valuable
for
managem
ent

Hav
e
equ
al
level
of
ben
efits
Hav
e
equ
al
level
of
ben
efits
Hav
e
equ
al
level
of
ben
efits

Your
suggestion
/advices
are
valuable
for
managem
ent
Your
suggestion
/advices
are
valuable
for
managem
ent
Your
suggestion
/advices
are
valuable
for
managem
ent

Y

N

Our
Depart
organi ment
zation Head
try to
mainta
in
equal
quantit
y of
male
and
female
in each
depart
ment
with
equal
rights.
Coordi
nator
for
Harass
ment
Cases

Y

N

Y

N

No
Where

N

N

No
Where

N

Y

Start
lookin
g for
new
job

Informatio
n
Technology

GS

Y

1
3
1
6
yr

Informatio
n
Technology

GS

2 M 2
0
5
2
9

Y

1
4
yr

Science
and
Technology

JM

2 F
1

2
5
2
9
2 F 3
2
0
3
4
2 M 3
3
0
3
4

Y

5
8
yr

Agriculture
and
Manufactu
ring

M
M

Y

9
1
2
yr
9
1
2
yr

Consultanti
ng Services

SM

Telecomm
unication

SM

2 M 2
4
5
2
9

Y

5
8
yr

Consultanti
ng Services

M
M

N

N

M
B

N

Y

Y

Y

N

N

F
B

N

N

N

N

N

M
B

N

N

Y

N

Y

M
B

N

Y

N

N

M
B

Y

N

N

N

Y

500,000 800,000
1,300,000 1,800000

N

N

No
Where

Y

N

N

Y

Have equal
chance for
Promotion/train
ings/further
education

HR
Manag
er

Y

N

Y

N

Y

Have equal
chance for
Promotion/train
ings/further
education

Depart
ment
Head

Y

N

Y

Y

N

N

No
Where

Y

N

N

Y

Y

N

N

Top
Manag
ement

Y

N

M
B

N

N

Y

N

Y

HR
Manag
er

Y

N

F
B

N

Y

Y

N

N

No
Where

Y

N

Working
line
differnc
e.

2,200,000 2,600,000
N
800,000 1,300,000

Y

Y

Y

1 - 400,000

5
8
yr

800,000 - 1,300,000

Y

500,000 - 800,000

1 M 3
8
0
3
4
1 M 3
9
5
3
9

Gender
Discrimi
nation

Uneq
ual
work
place
treat
ment



Have equal
chance for
Promotion/train
ings/further
education

Page |4

Hav
e
equ
al
level
of
ben
efits
Hav
e
equ
al
level
of
ben
efits

Hav
e
equ
al
level
of
ben
efits

Your
suggestion
/advices
are
valuable
for
managem
ent

Y

1
4
yr

Banking
and
Financial
Services

JM

2 M 2
6
5
2
9
2 F 3
7
0
3
4

Y

5
8
yr

Banking
and
Financial
Services

M
M

Y

5
8
yr

Science
and
Technology

M
M

2 M 3
8
0
3
4

Y

9
1
2
yr

Telecomm
unication

M
M

2 M 3
9
0
3
4
3 M 5
0
5
5
9
3 M 3
1
5
3
9

Y

5
8
yr

Communic
ation and
Transport

M
M

Y

1
7
+

Public
Service

SM

Y

1
4
yr

Consultanti
ng Services

Y

SM

N

N

F
B

N

Y

N

N

Y

No
Where

N

N

N

N

Y

F
B

N

Y

N

Y

N

No
Where

N

Y

Do
nothin
g

N

Y

F
B

N

Y

Y

N

N

Top
Manag
ement

Y

Y

Discus
s with
line
manag
er /
HoD

Y

Y

N

M
B

N

Y

Y

N

Y

Depart
ment
Head

Y

N

Y

N

N

M
B

N

Y

Y

N

N

No
Where

Y

N

Y

Y

M
B

N

Y

Y

N

N

Top
Manag
ement

Y

N

N

N

F
B

N

N

Y

N

Y

HR
Manag
er

Y

N

800,000 1,300,000

1 - 400,000

2
5
2
9

Uneq
ual
work
place
treat
ment

800,000 1,300,000

800,000 - 1,300,000

800,000 1,300,000

N

500,000 800,000

Y

Y
500,000 - 800,000

2 F
5



I am
inexperi
enced,
its been
6
months
i have
started
work
Because
there
are
'better'
options.

Have equal
chance for
Promotion/train
ings/further
education

Have equal
chance for
Promotion/train
ings/further
education

Have equal
chance for
Promotion/train
ings/further
education

Page |5

Hav
e
equ
al
level
of
ben
efits

Hav
e
equ
al
level
of
ben
efits

Hav
e
equ
al
level
of
ben
efits

Your
suggestion
/advices
are
valuable
for
managem
ent

Other

M
M

3 F
3

2
5
2
9
2
5
2
9

Y

1
4
yr

Public
Service

JM

Y

5
8
yr

Consultanti
ng Services

JM

3 M 3
5
0
3
4

Y

5
8
yr

Non Profit
organizatio
ns

M
M

3 M 3
6
0
3
4
3 M 3
7
0
3
4

Y

9
1
2
yr
9
1
2
yr

Agriculture
and
Manufactu
ring

M
M

Telecomm
unication

M
M

3 M 2
8
5
2
9

Y

1
4
yr

Informatio
n
Technology

M
M

N

M
B

N

N

Y

Y

N

N

M
B

N

Y

N

Y

Y

Y

F
B

N

Y

Y

Y

N

M
B

Y

dont
wan
t to
say
it.

Y

N

Y

M
B

Y

Conf
licts
with
boss

Y

N

M
B

N

N

M
B

1,300,000 - 1,800000

400,000 500,000
N
500,000 800,000

Y

N

Lo
w
Sal
ary

Gender
Discrimi
nation

Uneq
ual
work
place
treat
ment

Y
400,000 - 500,000

3 F
4

Y
1 - 400,000

1
4
yr

1 - 400,000

Y

N

N

N

N

Y

N

Y

Have equal
chance for
Promotion/train
ings/further
education

Y

Y

Y

Y

Have equal
chance for
Promotion/train
ings/further
education

N

Y

N

N

Y

Y

N

N

Y

because
of work
experie
nce

Coordi
nator
for
Harass
ment
Cases
Depart
ment
Head

Y

N

Y

N

Depart
ment
Head

Y

N

No
Where

N

Y

N

No
Where

N

N

Y

N

No
Where

N

Y

N

Y

Top
Manag
ement

Y

N

1 - 400,000

3 M 2
2
5
2
9



Have equal
chance for
Promotion/train
ings/further
education

Page |6

Hav
e
equ
al
level
of
ben
efits
Hav
e
equ
al
level
of
ben
efits

Hav
e
equ
al
level
of
ben
efits

Your
suggestion
/advices
are
valuable
for
managem
ent

Start
lookin
g for
new
job

Discus
s with
line
manag
er /
HoD

Y

5
8
yr

Telecomm
unication

JM

4 M 3
0
5
3
9

Y

Informatio
n
Technology

M
M

4 M 2
1
5
2
9
4 M 2
2
5
2
9

Y

1
3
1
6
yr
9
1
2
yr
1
4
yr

Informatio
n
Technology

M
M

Informatio
n
Technology

SM

4 M 2
3
5
2
9

Y

9
1
2
yr

Non Profit
organizatio
ns

SM

4 F
4

2
5
2
9

Y

1
4
yr

Banking
and
Financial
Services

M
M

4 F
5

2
5
2
9

Y

1
4
yr

Other

GS

Y

Y

M
B

N

N

Y

N

Y

Y

Y

M
B

N

N

Y

N

N

N

M
B

N

N

N

N

N

M
B

N

N

Y

N

Y

M
B

N

Y

N

N

M
B

Y

N

N

M
B

500,000 800,000

N

Sexual
harass
ment

500,000 800,000

Y

Y

Y

N

No
Where

Y

N

N

N

Depart
ment
Head

Y

N

Y

N

Y

Top
Manag
ement

Y

N

Y

Y

Y

Y

Have equal
chance for
Promotion/train
ings/further
education

Depart
ment
Head

Y

Y

N

N

Y

N

Y

Have equal
chance for
Promotion/train
ings/further
education

Top
Manag
ement

Y

N

N

Y

Y

N

Y

Depart
ment
Head

Y

N

1 - 400,000

1,300,000 - 1,800000

3,500,000 4,000,000

Y

Depart
ment
Head

i don't
know

Have equal
chance for
Promotion/train
ings/further
education

1 - 400,000

Y

Y
500,000 - 800,000

3 M 2
9
5
2
9



Page |7

Hav
e
equ
al
level
of
ben
efits

Hav
e
equ
al
level
of
ben
efits
Hav
e
equ
al
level
of
ben
efits
Hav
e
equ
al
level
of
ben
efits

Your
suggestion
/advices
are
valuable
for
managem
ent
Your
suggestion
/advices
are
valuable
for
managem
ent

Discus
s with
line
manag
er /
HoD

Discus
s with
line
manag
er /
HoD

Y

5
8
yr

Informatio
n
Technology

JM

4 M 3
7
0
3
4

Y

Informatio
n
Technology

SM

4 M 3
8
5
3
9

Y

1
3
1
6
yr
1
3
1
6
yr

Informatio
n
Technology

SM

4 M 2
9
5
2
9

Y

1
4
yr

Informatio
n
Technology

M
M

5 F
0

2
5
2
9

Y

1
4
yr

Non Profit
organizatio
ns

M
M

5 M 3
1
0
3
4

Y

9
1
2
yr

Food,
Retail and
Services

GS

Y

N

Y

M
B

N

N

Y

N

Y

Have equal
chance for
Promotion/train
ings/further
education

Y

Y

Y

M
B

N

Y

Y

Y

Y

Have equal
chance for
Promotion/train
ings/further
education

Y

Y

N

M
B

N

N

Y

N

Y

Have equal
chance for
Promotion/train
ings/further
education

Y

N

N

F
B

N

N

Y

N

Y

Y

Y

M
B

N

Y

Y

Y

N

N

Y

M
B

N

N

Y

N

Y

1 - 400,000

N

Uneq
ual
work
place
treat
ment

2,200,000 2,600,000

Y



Have equal
chance for
Promotion/train
ings/further
education

Page |8

Hav
e
equ
al
level
of
ben
efits

Your
suggestion
/advices
are
valuable
for
managem
ent

N

N

Y

No
Where

Y

N

No
Where

Your
suggestion
/advices
are
valuable
for
managem
ent

Y

No
Where

Hav
e
equ
al
level
of
ben
efits
Hav
e
equ
al
level
of
ben
efits

Depart
ment
Head

Y

N

Depart
ment
Head

1 - 400,000

1,300,000 - 1,800000

2,200,000 2,600,000

1 - 400,000

4 M 3
6
0
3
4

N

Y

Depart
ment
Head

Y

N

Start
lookin
g for
new
job

Discus
s with
line
manag
er /
HoD

5
8
yr

Informatio
n
Technology

M
M

5 M 2
3
5
2
9

Y

1
4
yr

Informatio
n
Technology

JM

5 F
4

4
5
4
9

Y

1
7
+

Public
Service

SM

5 M 3
5
0
3
4

Y

1
4
yr

Informatio
n
Technology

GS

5 M 2
6
5
2
9
5 M 3
7
0
3
4
5 F 3
8
0
3
4

Y

1
4
yr

Informatio
n
Technology

SM

Y

5
8
yr

Informatio
n
Technology

M
M

Y

5
8
yr

Informatio
n
Technology

Y

M
M

N

N

M
B

N

Y

Y

N

Y

N

N

M
B

N

N

Y

Y

N

N

N

M
B

N

Y

Y

N

Y

Y

Y

M
B

N

N

Y

Y

Y

N

F
B

N

N

Y

Y

Y

M
B

N

Y

Y

N

Y

M
B

Y

Y

N

500,000 - 800,000

Y

N
1 - 400,000

5 M 3
2
0
3
4

Lo
w
Sal
ary

Gender
Discrimi
nation

Uneq
ual
work
place
treat
ment

Lower
chanc
e of
prom
otion

HR
Manag
er

Y

N

Depart
ment
Head

Y

N

Top
Manag
ement

Y

Y

Discus
s with
line
manag
er /
HoD

N

No
Where

N

Y

Discus
s with
line
manag
er /
HoD

N

N

Depart
ment
Head

Y

N

Y

N

No
Where

N

Y

live
with it

Y

Y

No
Where

N

Y

Keepin
g quite
and
focusin
g on
my
work

7,000,000 99,999,999

Y

Uneq
ual
work
place
treat
ment

1 - 400,000

400,000 500,000

N

Y

1 - 400,000

Gender
Discrimi
nation

N
1,300,000 - 1,800000

N

Gender
Discrimi
nation

Uneq
ual
work
place
treat
ment

Lower
chanc
e of
prom
otion


Conf
licts
with
boss


May be
he
thinks
that I
can
superse
de him
in
compet
ency

Have equal
chance for
Promotion/train
ings/further
education

Have equal
chance for
Promotion/train
ings/further
education

Have equal
chance for
Promotion/train
ings/further
education

Page |9

Hav
e
equ
al
level
of
ben
efits

Hav
e
equ
al
level
of
ben
efits

Hav
e
equ
al
level
of
ben
efits

Your
suggestion
/advices
are
valuable
for
managem
ent

Your
suggestion
/advices
are
valuable
for
managem
ent

Informatio
n
Technology

M
M

Y

1
4
yr

Informatio
n
Technology

M
M

Y

1
4
yr

Informatio
n
Technology

JM

6 M 3
2
5
3
9

Y

5
8
yr

Education

GS

6 M 2
3
5
2
9

Y

1
4
yr

Informatio
n
Technology

JM

6 M 2
4
5
2
9

Y

1
4
yr

Food,
Retail and
Services

JM

Y

Y

N

M
B

N

N

Y

N

N

No
Where

Y

N

Y

Y

Y

M
B

N

Y

Y

N

N

Depart
ment
Head

Y

N

Y

Y

M
B

Y

Y

Y

Y

Y

No
Where

N

Y

N

Y

M
B

N

N

N

I am
part
time

N

Y

Depart
ment
Head

Y

N

Y

1 - 400,000

1
4
yr

1 - 400,000

Y

N

N

M
B

N

N

N

beacaus
e i am
not
eligible

N

Y

Have equal
chance for
Promotion/train
ings/further
education

HR
Manag
er

Y

N

Y

N

N

M
B

N

N

Y

N

Y

Have equal
chance for
Promotion/train
ings/further
education

HR
Manag
er

Y

N

N

1 - 400,000

2
5
2
9
6 F 2
0
5
2
9
6 M 2
1
5
2
9

Lo
w
Sal
ary

Gender
Discrimi
nation

Lower
chanc
e of
prom
otion

work
more
salar
y
static

Gender
Discrimi
nation

salar
y

1 - 400,000

500,000 - 800,000

N

1 - 400,000

5 F
9



Have equal
chance for
Promotion/train
ings/further
education

P a g e | 10

Hav
e
equ
al
level
of
ben
efits
Hav
e
equ
al
level
of
ben
efits
Hav
e
equ
al
level
of
ben
efits

Your
suggestion
/advices
are
valuable
for
managem
ent

compr
omise

Y

5
8
yr

Informatio
n
Technology

JM

6 M 3
6
0
3
4

Y

9
1
2
yr

Informatio
n
Technology

JM

6 M 3
7
5
3
9
6 M 4
8
0
4
4

Y

Informatio
n
Technology

M
M

Media and
Technology

SM

6 M 2
9
5
2
9

Y

9
1
2
yr
1
3
1
6
yr
1
4
yr

Informatio
n
Technology

GS

7 M 3
0
5
3
9

Y

1
7
+

Informatio
n
Technology

SM

N

Uneq
ual
work
place
treat
ment

Y

M
B

N

Y

More Y
toug
h
work
ing
sche
dule,
More
toug
h
work
, long
work
ing
hour
s
Y

N

F
B

Y

Y

N

N

M
B

Y

Y

N

Y

Y

N

Y

Y

Y

Y

N

N

Y

Y

N

N

M
B

N

N

Y

N

N

M
B

N

N

N

Y

M
B

N

N

Y

500,000 800,000
7,000,000 99,999,999

N

Gender
Discrimi
nation

1 - 400,000

Y

N
400,000 500,000

Y

Y

1 - 400,000

800,000 - 1,300,000

6 M 3
5
0
3
4

Gender
Discrimi
nation

Sexual
harass
ment


Conf
licts
with
boss


non

Hav
e
equ
al
level
of
ben
efits

No
Where

N

N

Coordi
nator
for
Harass
ment
Cases
HR
Manag
er

Y

N

Y

N

N

Top
Manag
ement

N

Y

N

N

No
Where

Y

Y

N

N

Top
Manag
ement

N

N

P a g e | 11

Discus
s with
line
manag
er /
HoD
Discus
s with
line
manag
er /
HoD

2
5
2
9

Y

1
7
+

Other

SM

7 F
2

3
0
3
4

Y

9
1
2
yr

Science
and
Technology

SM

7 F
3

2
5
2
9
2
5
2
9

Y

1
4
yr

Education

M
M

Y

5
8
yr

Banking
and
Financial
Services

M
M

7 M 2
5
5
2
9

Y

1
4
yr

Informatio
n
Technology

GS

7 F
6

Y

5
8
yr

Informatio
n
Technology

GS

2
5
2
9

N

N

F
B

N

Y

Y

N

Y

Y

N

Y

M
B

N

Y

Y

Y

Y

Y

Y

Y

F
B

N

Y

Y

Y

Y

Y

Y

M
B

N

Y

Y

Y

N

N

F
B

N

Y

Y

N

Y

M
B

N

N

Have equal
chance for
Promotion/train
ings/further
education

Hav
e
equ
al
level
of
ben
efits

Y

N

Top
Manag
ement

Y

Y

N

Depart
ment
Head

Y

N

Y

N

Depart
ment
Head

Y

Y

Y

N

Y

Have equal
chance for
Promotion/train
ings/further
education

Top
Manag
ement

Y

N

Y

N

Y

Have equal
chance for
Promotion/train
ings/further
education

No
Where

Y

N

1 - 400,000

1 - 400,000

1 - 400,000

HR
Manag
er

1 - 400,000
1,300,000 - 1,800000

7 F
4

Y
500,000 - 800,000

7 F
1



P a g e | 12

Hav
e
equ
al
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Hav
e
equ
al
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ben
efits

Your
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Your
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ent

Your
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Your
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