ROLE OF HUMAN RESOURCE MANAGERS FOR PROVIDING EQUAL EMPLOYMENT OPPORTUNITY - A Case of Gender Bias towards Women in Pakistan

M.Phil Captain Munawwar AHMAD PN ()
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M.Phil Captain Munawwar AHMAD PN: The Department of Management Sciences, Bahria Institute of Management and Computer Sciences, Bahria University, Islamabad

Global Journal of Strategies, Governance & Applied Economics, vol. 2, issue 2, 103-110

Abstract: All individuals irrespective of gender have an equal opportunity for employment and advancement within an organization. Equal Employment Opportunity (EEO) prohibits discrimination against anyone on any pretext before, during and after employment. Despite a plethora of laws prohibiting discrimination EEO principles have proven to be an enormous challenge for those charged with this responsibility. Notwithstanding, discrimination in employment continues in both western and nonwestern countries. EEO is relatively a new concept in Pakistan’s corporate sector. Pakistan’s constitution of 1973 puts a ban on discrimination. The question often asked is who should exercise this role in an organization. Not surprisingly, there has been a call for HR managers to become the guardian of EEO in organizations. Even if the EEO principles are observed in an organization, certain conditions of acceptability are often used as a cover up for inappropriate discrimination in our society. Effect of discrimination is more pronounced for women due to a host of factors including feudal and patriarchal nature of society and misinterpretation of religion. This paper discusses the phenomena of EEO in Pakistan’s predominantly male set-up and thereafter proposes certain roles and requirement or otherwise for a curriculum or training which might be necessary for implementation at some decision making level by HR managers.

Keywords: Equal Employment; Employment Discrimination; Gender Bias; Work force Diversity. (search for similar items in EconPapers)
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