The ILO Pakistan Gender Pay Gap Report 2025 reveals that Pakistan has the widest gender employment gap in South Asia, a finding highly relevant to Gender Studies. Male employment stands at 79.2%, while female employment is only 23.2%, showing little improvement over a decade. Women make up just 13.5% of wage employees and are mostly concentrated in informal or family-based work. Even when women hold better educational qualifications and more permanent, professional, or public-sector roles, they still earn 25–30% less than men. Monthly wages show a 30% gap, mainly due to fewer paid working hours caused by household responsibilities. The disparity is larger among older workers, low-educated groups, informal sectors, private enterprises, and agriculture/manufacturing. In contrast, the public sector shows smaller gaps due to greater compliance with labour laws. Much of the pay gap remains unexplained, pointing to structural discrimination, occupational segregation, and non-transparent pay systems, which hinder gender equality and economic growth.

Urdu Translation

آئی ایل او کی جینڈر ایمپلائمنٹ گیپ رپورٹ 2025 کے مطابق پاکستان میں جنوبی ایشیا کا سب سے بڑا جینڈر ایمپلائمنٹ گیپ پایا جاتا ہے۔ مردوں کی ملازمت کی شرح 79.2% جبکہ خواتین کی صرف 23.2% ہے۔ خواتین کی اکثریت غیر رسمی یا خاندانی کاموں میں شامل ہے، اور اجرت لینے والی خواتین کا تناسب صرف 13.5% ہے۔ بہتر تعلیم یافتہ اور مستقل سرکاری/پیشہ ورانہ ملازمتوں کے باوجود خواتین 25 سے 30 فیصد کم تنخواہ حاصل کرتی ہیں۔ کم تعلیمی، غیر رسمی اور نجی شعبوں میں فرق زیادہ ہے۔ مجموعی طور پر تنخواہوں کا بڑا حصہ غیر واضح رہتا ہے جو امتیاز، پیشہ وارانہ تقسیم اور قوانین پر عدم عملداری کی طرف اشارہ کرتا ہے۔

Main Points

     1.         Largest gender employment gap in South Asia — Men 79.2%, Women 23.2%.

     2.         Women form only 13.5% of wage employees, mostly in informal work.

     3.         Gender pay gap: 25–30%, rising to 30% in monthly wages.

     4.         Gap is higher among older, less educated, informal, private-sector workers.

     5.         Structural discrimination and occupational segregation remain major causes.

Idioms

     1.         The devil is in the details – Hidden structural biases deepen inequality.

     2.         An uphill battle – Women face continuous struggle for equal pay.

Facts & Figures 

     •          Male Employment: 79.2%

     •          Female Employment: 23.2%

     •          Female Wage Employees: 13.5%

     •          Gender Pay Gap: 25–30%

     •          Monthly Wage Gap: 30%

     •          Pay Gap for Low-Education Women: 40%+

     •          Gap higher in agriculture, manufacturing, private sector

     •          Gap lower in public sector, highly educated groups

A Mind-map for Quick Revision!

Gender Gap in Pakistan 

→ Employment Gap

    •⁠  ⁠79.2% men vs. 23.2% women

    •⁠  ⁠Only 13.5% women in wage jobs

→ Nature of Work

     •⁠  ⁠Informal, unpaid, family-based work

     •⁠  ⁠Part-time due to domestic responsibilities

→ Pay Gap

    •⁠  ⁠25–30% lower wages

    •⁠  ⁠30% monthly gap

→ Where Gap is Higher

   •⁠  ⁠Private sector

   •⁠  ⁠Agriculture / Manufacturing

   •⁠  ⁠Older / low-educated women

→ Reasons

   •⁠  ⁠Discrimination

   •⁠  ⁠Occupational segregation

   •⁠  ⁠Weak labour law enforcement

   •⁠  ⁠Non-transparent pay systems

→ Better Outcomes

   •⁠  ⁠Public sector

   •⁠  ⁠Higher education levels

Expected Essay and Key Questions Asked by FPSC in CSS Exam:

            Essay Topic: 1. The Gender Pay Gap: A Reflection of Structural Inequality, Not Individual Choice.

            2. Women’s Work, Women’s Worth: Rethinking Labour, Care Economy, and Gender Justice in Pakistan.

            3.         From Equality to Equity: Can Pakistan Close Its Gender Employment Gap Without Transforming Social Norms?

Gender Study Key Questions

            1.         How does the gender employment gap reflect the social construction of gender and patriarchal division of labour in Pakistan?

            2.         Using feminist theories (Liberal, Marxist/Socialist, Radical), explain the root causes of Pakistan’s gender pay gap.

            3.         How can GAD and WID frameworks help reduce structural discrimination in Pakistan’s labour market?