LONDON: Pakistani women in London continue to face significant barriers to securing well-paid and meaningful employment, despite achieving high levels of education, according to a new report commissioned by the Greater London Authority (GLA). The study, titled “Bangladeshi and Pakistani Women in Good Work,” highlights that women from these communities are disproportionately excluded from professional opportunities due to structural inequalities, discrimination, and inflexible workplace practices.
Statistics from the report illustrate a troubling disparity. In 2022, nearly half of Pakistani and Bangladeshi women in London, around 48.1 percent, were economically inactive, compared with just 15.3 percent of men from the same backgrounds. Their unemployment rate stood at 16.9 percent, more than three times higher than men’s 5.5 percent. The gender pay gap is equally stark, with Pakistani women earning on average 60 percent less than men, representing the widest gap of any ethnic group in the city.
London’s Deputy Mayor for Communities and Social Justice, Dr Debbie Weekes-Bernard, described the findings as “shocking,” noting that many experienced Pakistani and Bangladeshi women are still passed over for promotions or feel compelled to change their names to secure job interviews. She stressed that these experiences underline the resilience of these women while highlighting the urgent need to dismantle barriers that impede their career progression.
The report includes testimonies from 32 women, providing personal insight into the challenges faced. One solicitor, Khadeja, spoke about financial hurdles in accessing professional qualifications, describing how socioeconomic background affected her opportunities.
Farzana, a British Bangladeshi community worker, recounted being overlooked for a managerial position despite having over ten years of experience, which was instead awarded to a less experienced White colleague. Amna, a Pakistani teacher who recently moved to London, reported facing discrimination due to her accent, while Mahmuda, a Bangladeshi volunteer, described prejudices faced when wearing a hijab.
Balancing family responsibilities with work further compounds these barriers, with affordable childcare emerging as a key concern. Zayna, a British Bangladeshi administrator, highlighted that most of her salary would be spent on childcare if she extended her work hours, making it unfeasible to advance professionally. Despite these challenges, many women displayed determination. Anisa, a Pakistani policy manager, noted that her career began only through a diversity internship in a field dominated by White and elite professionals.
The report calls for urgent reforms, including blind recruitment processes, recognition of overseas qualifications, affordable childcare, and targeted career progression schemes for Pakistani and Bangladeshi women.
Dr Weekes-Bernard emphasized that economic growth and reducing inequality must go hand in hand, urging business leaders, local authorities, and City Hall to create inclusive workplaces that reflect London’s diversity. The testimonies underscore the reality faced by Pakistani women: they are qualified, capable, but often remain invisible in senior roles, with the proverbial glass ceiling appearing even thicker.
