The gender biasness and practices of HRM in small businesses in Pakistan

Dr. Allah Bux  Lakhan; Muzamil  Saeed; Rukhsana Waris  Baloch

Authors

Dr. Allah Bux Lakhan Assistant Professor (Economics), Shah Abdul Latif University, Ghotki Campus, Sindh, Pakistan. Author
Muzamil Saeed Campus Manager, Virtual University of Pakistan, Campus Ghotki, Sindh, Pakistan. Author
Rukhsana Waris Baloch Lecturer, Shah Abdul Latif University, Shahdadkot Campus, Sindh, Pakistan. Author

Keywords:

Gender bias, HRM practices, Small businesses, Pakistan, Workplace equity, Labor laws, Wage disparity, Career advancement

Abstract

Gender bias in Human Resource Management (HRM) practices continues to be a pressing issue, particularly in small businesses in Pakistan. The study explores how hiring, promotions, wage disparities, and workplace culture perpetuate gender discrimination. Socio-cultural norms, lack of formal HR policies, and weak enforcement of labor laws contribute to gender bias, limiting women's economic participation and career growth. To investigate these issues and suggest workable solutions, this study uses a mixed-methods approach, combining qualitative and quantitative data. The findings highlight that eliminating gender bias requires legal enforcement, cultural shifts, and HRM policy improvements to create equitable workplaces. The ongoing underrepresentation of women in corporate senior positions lowers organizational and individual productivity, which ultimately has an impact on society at large. This article presents the findings of a study. The study looked at how gender stereotypes affected the underrepresentation of female bankers in management positions within the banking sector in Pakistan. The impact of gender stereotypes, which are commonly acknowledged as preventing women from advancing professionally, was investigated using the whole "Gender, Organization, and System" model.

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