Pakistan has officially released its Gender Pay Gap Report and introduced a National Action Plan to tackle wage inequalities between men and women. This important step is aimed at ensuring equal pay, increasing women’s involvement in the workforce, and promoting inclusive economic growth.
The report, created by the Ministry of Overseas Pakistanis and Human Resource Development (MOPHRD) with support from the International Labour Organization (ILO), takes a deep dive into wage inequality and outlines strategies to narrow the gender pay gap.
The findings show that women in paid jobs earn 25–30% less than men. However, in the informal sector, the gap is even wider, reaching 40% due to weak enforcement of laws and lack of protections. Key factors contributing to this pay gap include occupational segregation, informal employment, and discriminatory practices. Surprisingly, a large portion of the gap can’t be explained by differences in education or experience, pointing to systemic inequality.
During the launch event, a diverse group of stakeholders — including government officials, employers, labor representatives, labor inspectors, academics, and wage board members — gathered to create a roadmap for legal and policy reforms. These reforms aim to align Pakistan’s labor laws with international labor standards, including ILO Convention No. 100 on Equal Remuneration and Convention No. 111 on Discrimination.
Nadeem Aslam Chaudhry, the Federal Secretary of MOPHRD, emphasized Pakistan’s commitment to achieving wage equality and called the launch of the report “a critical step” toward breaking down the barriers that prevent women from fully participating in the economy.
Geir Tonstol, the ILO Country Director, praised the launch for moving Pakistan “from diagnosis to action.” He added that the ILO is ready to assist in creating fair, transparent wage systems and more formal job opportunities for women.
Experts from the ILO highlighted global best practices and stressed the importance of structural changes, including skill certifications, career-oriented employment, and flexible work options to ensure women’s inclusion and growth in the workforce.
The National Action Plan outlines specific measures to acknowledge women’s economic contributions, particularly in caregiving roles, while also pushing for the formalization of work, upskilling, and gender-responsive wage-setting practices.