Gender Biased Perceptions At Work Places Mrs S. Rizwan Higher Education Commission, Pakistan in Change in climate? Prospects for gender equity in universities.

Gender Biased Perceptions At Gender Biased Perceptions At Work PlacesWork Places

Mrs S. RizwanMrs S. RizwanHigher Education Commission, Higher Education Commission,

PakistanPakistanin Change in climate? Prospects in Change in climate? Prospects for gender equity in universities for gender equity in universities –Aus. Technical Network Women –Aus. Technical Network Women

Exec Dev Program & UNISAExec Dev Program & UNISAAdelaide 11-13 April 2006Adelaide 11-13 April 2006

IntroductionIntroduction

Importance of the studyImportance of the study Literature ReviewLiterature Review Need For the studyNeed For the study

ImportanceImportance This research is unique because it This research is unique because it

incorporates men’s perspectives, insights, incorporates men’s perspectives, insights, and understandings alongside those of and understandings alongside those of women talking about the different or women talking about the different or shared realities of their work-life shared realities of their work-life relationships. The assumption is that relationships. The assumption is that gaining insight into how professionals gaining insight into how professionals perceive gender relations in the workplace perceive gender relations in the workplace can help us to more fully understand what can help us to more fully understand what is involved currently in organizations and is involved currently in organizations and can improve efforts to end systemic can improve efforts to end systemic gender-based discrimination. Not only gender-based discrimination. Not only such improvements will help women such improvements will help women achieve equality, but also they will help achieve equality, but also they will help men feel more comfortable working with men feel more comfortable working with women. women.

Literature ReviewLiterature Review The main theme of this research The main theme of this research

was taken from the American Public was taken from the American Public Administration Review, which was Administration Review, which was published in 1999published in 1999

Some of the questions are based Some of the questions are based upon the “Women Workplace upon the “Women Workplace Culture Questionnaire” Culture Questionnaire”

Policy Regarding Women By Ministry Policy Regarding Women By Ministry of Women , Government of Pakistanof Women , Government of Pakistan

The statistics are quoted from data The statistics are quoted from data available by the statistics available by the statistics department, Higher Education department, Higher Education Commission, Government of Commission, Government of Pakistan, and statistical Bureau, Pakistan, and statistical Bureau, GOP.GOP.

Articles & Journals Articles & Journals reviewed……reviewed……

American Public Administration Review, (1999)American Public Administration Review, (1999) The Impact of Male Work Environment & The Impact of Male Work Environment &

Organizational policies on Women’s Experiences Organizational policies on Women’s Experiences of Sexual Harassment by James E. Gruber, Gender of Sexual Harassment by James E. Gruber, Gender & Society, Vol.12,No.3 (June 1998),301-320& Society, Vol.12,No.3 (June 1998),301-320

Communication & Education by M.M. Lewis, Communication & Education by M.M. Lewis, British Journal of Educational Studies, British Journal of Educational Studies, Vol.1.No.1(Nov.1952), 28-32Vol.1.No.1(Nov.1952), 28-32

Work Satisfaction & Age: Some Evidence for the Work Satisfaction & Age: Some Evidence for the “Job Change” Hypothesis by James D.Wright, “Job Change” Hypothesis by James D.Wright, Richard F.HamiltonRichard F.Hamilton

Social Forces, Vol.56, No.4 (June,1978), 1140-Social Forces, Vol.56, No.4 (June,1978), 1140-11581158

Women At Work, Aroura By DAWN publications, Women At Work, Aroura By DAWN publications, Paksitan.Paksitan.

Need of the study/ UsageNeed of the study/ Usage

The knowledge generated by this The knowledge generated by this research will be useful toresearch will be useful to

1.1. Administrators and Managers who Administrators and Managers who want to understand the factors that want to understand the factors that impede women’s advancement;impede women’s advancement;

2.2. Researchers working to identify the Researchers working to identify the factors that perpetuate gender factors that perpetuate gender inequality in organizations;inequality in organizations;

3.3. Policy/Decision makers who want to Policy/Decision makers who want to initiate a process for constructive initiate a process for constructive change. change.

MethodMethod

Research ToolResearch Tool SampleSample Extension of the Sample SizeExtension of the Sample Size

Research ToolResearch Tool

Face to face interviewsFace to face interviews Tape RecordedTape Recorded Video RecordedVideo Recorded Written CommentsWritten Comments

SampleSample

IntroductionIntroduction Why Only Public Sector Why Only Public Sector

Organizations?Organizations? Sample SizeSample Size Sample CharacteristicsSample Characteristics

This study explored how This study explored how professional men and women in professional men and women in “public-sector” workplaces perceive “public-sector” workplaces perceive the relationship between gender and the relationship between gender and their ‘lived’ work experiences. The their ‘lived’ work experiences. The data are based on interviews with data are based on interviews with

University Teachers University Teachers Public Administrators, Public Administrators,

conducted initially from April-Sep conducted initially from April-Sep 2005 after wards extended the 2005 after wards extended the sample size from Oct-Mar 2006 sample size from Oct-Mar 2006

Why Only Public Sector Why Only Public Sector Organizations?Organizations?

The gender mix in public sector The gender mix in public sector universities and government universities and government organizations differ from private organizations differ from private workplace arenas; both are heavily workplace arenas; both are heavily male-dominated and are assumed to male-dominated and are assumed to be typical of workplaces in terms of be typical of workplaces in terms of gender relations, narrow-gender relations, narrow-mindedness, and stereotype.mindedness, and stereotype.

Sample sizeSample size

The participants included 60 men and womenThe participants included 60 men and women Women (32)Women (32)

2 Vice Chancellors2 Vice Chancellors 20 Faculty20 Faculty 10 Public Administrator10 Public Administrator

Men (28)Men (28) 8 Vice Chancellors8 Vice Chancellors 10 Faculty10 Faculty 10 Public Administrator10 Public Administrator

Sample CharacteristicsSample Characteristics Age Group 30- 60 Age Group 30- 60 ProfessionProfession

20 faculty members20 faculty members 10 Vice Chancellors from public sector 10 Vice Chancellors from public sector

universities from Major universities situated in universities from Major universities situated in four provinces of Pakistan four provinces of Pakistan

20 of the participants were public service 20 of the participants were public service administrators and bureaucrats from administrators and bureaucrats from government agencies (Ministry of Planning, government agencies (Ministry of Planning, Ministry of Finance etc.) selected on Quota Ministry of Finance etc.) selected on Quota system coming from all over Pakistan. system coming from all over Pakistan.

PhasesPhases 11stst Phase Phase

Brain StormingBrain Storming Out comesOut comes

22ndnd Phase Phase Interview guidelinesInterview guidelines

33rdrd Phase Phase Conducting Face to face InterviewsConducting Face to face Interviews Conducting Second interviewsConducting Second interviews

44thth Phase Phase Compiling ResultsCompiling Results

Phase 1Phase 1

Brain StormingBrain Storming OutcomesOutcomes

ThemesThemes Extract guidelines for Extract guidelines for

interviewsinterviews

Phase 2Phase 2

Interview Guide linesInterview Guide lines Developed QuestionsDeveloped Questions

QuestionsQuestions1.1. Men and women experience different gender issues in their Men and women experience different gender issues in their

workplace interactions?workplace interactions?2.2. How women’s place in the workforce, their economic status, and How women’s place in the workforce, their economic status, and

the increased competition affects men and women as a whole?the increased competition affects men and women as a whole?3.3. Men’s and women’s interactions in organizations affect Men’s and women’s interactions in organizations affect

systemic discrimination? Do you agree?systemic discrimination? Do you agree?4.4. How cultural values and overt practices can lead to inequality, How cultural values and overt practices can lead to inequality,

harassment, and discrimination (whether it is based on sex, age, harassment, and discrimination (whether it is based on sex, age, race, or physical ability). race, or physical ability).

5.5. Do you think that women have fewer opportunities than men for Do you think that women have fewer opportunities than men for professional development at a workplace?professional development at a workplace?

6.6. Do you think that woman receive more unfair judgment of their Do you think that woman receive more unfair judgment of their work performance than men.work performance than men.

7.7. Do you think that man receive more organizational support and Do you think that man receive more organizational support and trust than women.trust than women.

8.8. In your situation: Do you think that the way you have been In your situation: Do you think that the way you have been addressed at work by management and superiors has been addressed at work by management and superiors has been influenced by a negative attitude towards you because you are influenced by a negative attitude towards you because you are women.women.

9.9. Do you think that it is more difficult for women than men to be Do you think that it is more difficult for women than men to be them selves at work?them selves at work?

10.10. Do you think that men have greater employment security than Do you think that men have greater employment security than women?women?

11.11. Do you think that women contributions are perceived Do you think that women contributions are perceived differently, that is do men fail to pay attention to what women differently, that is do men fail to pay attention to what women say at meetings?say at meetings?

Continued …. (Questions)Continued …. (Questions)12.12. Do you think that women had to be more accomplished in Do you think that women had to be more accomplished in

their work than men in order to be promoted?their work than men in order to be promoted?13.13. Do you think that women receive enough organizational Do you think that women receive enough organizational

support in order to mange their professional work and their support in order to mange their professional work and their domestic responsibilities?domestic responsibilities?

14.14. How do you perceive your self and how others perceive you How do you perceive your self and how others perceive you in your workplace?in your workplace?

15.15. Which gender is more emotional and aggressive in your Which gender is more emotional and aggressive in your work place.work place.

16.16. which gender is more powerful in being heard, doing work which gender is more powerful in being heard, doing work and getting things done? and getting things done?

17.17. Have you ever faced Harassment or any tension working Have you ever faced Harassment or any tension working with cross gender?with cross gender?

18.18. Generally speaking if you experience a particular difficulty, Generally speaking if you experience a particular difficulty, have you some where or somebody to speak openly about it have you some where or somebody to speak openly about it will?will?

19.19. ask if you have ever thought about leaving your job because ask if you have ever thought about leaving your job because of gender related problems.of gender related problems.

20.20. Do you think that your organization or people at the top Do you think that your organization or people at the top hierarchy have different standards to judge the hierarchy have different standards to judge the qualification of men and women?qualification of men and women?

21.21. Do you prefer to work in team with cross gender? Or the Do you prefer to work in team with cross gender? Or the same gender?same gender?

22.22. Which gender seems to be more comfortable to deal with?Which gender seems to be more comfortable to deal with?

Phase 3Phase 3

Conducting face to face InterviewsConducting face to face Interviews Conducting second interviewsConducting second interviews

Phase 4Phase 4

Compiling ResultsCompiling Results FindingsFindings

FindingsFindingsThe findings revealed the following major The findings revealed the following major

issuesissues:: Identity & self-efficacyIdentity & self-efficacy Emotion and AngerEmotion and Anger Power and powerlessnessPower and powerlessness Harassment &TensionHarassment &Tension DiscriminationDiscrimination TrustTrust CommunicationCommunication Shared ExperienceShared Experience

1. Identity & Self Efficacy1. Identity & Self Efficacy

(means self judgment  based on (means self judgment  based on socialization process by which socialization process by which individuals incorporate assumptions, individuals incorporate assumptions, perceptions, stereotypes and perceptions, stereotypes and misperceptions and make judgments misperceptions and make judgments about them selves based on the way about them selves based on the way they perceive other judge them.)they perceive other judge them.)

Quoted Statement…..Quoted Statement…..

““When ever assigning any major task, my When ever assigning any major task, my senior males) always ask each other, ‘Is senior males) always ask each other, ‘Is this going to be important to her? Do we this going to be important to her? Do we

need to include her... because she’ll make need to include her... because she’ll make things miserable for us If she is excluded?”things miserable for us If she is excluded?”

-University professor-University professor When ever there is an issue of decision making When ever there is an issue of decision making they( male peers) use to exclude me or ignore my they( male peers) use to exclude me or ignore my comments..... and whenever there is an issue of comments..... and whenever there is an issue of taking responsibility they unilaterally make me taking responsibility they unilaterally make me

responsible..., what a justice they do!....... responsible..., what a justice they do!....... -Public Administrators-Public Administrators

Quoted Statements…..Quoted Statements…..

““[[I’m seen as] responsive, I always I’m seen as] responsive, I always get things done... and solve any sort get things done... and solve any sort

of work related issues. I’m of work related issues. I’m perceived as very strong, perceived as very strong,

independent and competent. .. easy independent and competent. .. easy to work with… But men in our to work with… But men in our

society….you know...are perhaps society….you know...are perhaps threatened by it.”threatened by it.”

-Public Administrator-Public Administrator

2. Emotion and Anger2. Emotion and Anger

(Emotionality involves both the (Emotionality involves both the expression of feelings and intensity expression of feelings and intensity of feelings provoked).of feelings provoked).

Quoted Statement……Quoted Statement…… ““I suspect male colleagues . I suspect male colleagues . . . . perceive . perceive

me as . me as . . . . . overly emotional...overly emotional... To be To be emotional is considered unacceptable by emotional is considered unacceptable by [them]. [them]. ... ... I’ve been told. I’ve been told. .. .. by one male by one male

colleague that I risk losing my credibility colleague that I risk losing my credibility on the faculty. He...said...one of my on the faculty. He...said...one of my

female colleagues already has lost her female colleagues already has lost her credibility because she has dared to be credibility because she has dared to be

emotional . emotional . . . . about professional . about professional matters. matters. . . . . . . You start feeling you can’t You start feeling you can’t

win.” win.” --University ProfessorUniversity Professor

Quoted Statements…..Quoted Statements…..

““I think all the females in my I think all the females in my department see me as distant department see me as distant and manipulative. . . [and] as and manipulative. . . [and] as

somebody who has to be somebody who has to be handled. . . who needs to be handled. . . who needs to be approached gently....[They] approached gently....[They] don’t trust me very much.” don’t trust me very much.”

- University ProfessorUniversity Professor

3. Power and Powerlessness3. Power and Powerlessness

(Which gender is more powerful? (Which gender is more powerful? Male or female)Male or female)

Quoted Statements…..Quoted Statements….. ““I have (female] colleagues who won’t I have (female] colleagues who won’t stand up for their rights [or] speak up in stand up for their rights [or] speak up in meetings when it’s necessary... You’ve meetings when it’s necessary... You’ve got to establish that ‘I deserve to be got to establish that ‘I deserve to be

there. there. --University professorUniversity professor

““I feel today women are much more I feel today women are much more powerful than men at work places as they powerful than men at work places as they

are much louder and bold than ever are much louder and bold than ever before. One of the dilemmas and conflicts, before. One of the dilemmas and conflicts,

seems to be that smart women…tend to seems to be that smart women…tend to threaten their male peers.” threaten their male peers.”

--University ProfessorUniversity Professor

4. Harassment &Tension4. Harassment &Tension

(With reference to communication- (With reference to communication- cross gendercross gender

Quoted Statements….Quoted Statements…. ““That conversation [provoked me to think]. . .Am I more That conversation [provoked me to think]. . .Am I more

comfortable doing business with a woman because I have a comfortable doing business with a woman because I have a sense of power or superiority, whether it’s there or a sense of power or superiority, whether it’s there or a

perception of that, or is there. . . a general attraction to the perception of that, or is there. . . a general attraction to the opposite sex that makes me comfortable in that kind of social opposite sex that makes me comfortable in that kind of social

relations,.” relations,.” --Administrator Administrator

““I am afraid of working in close doors with my peers!....... I am afraid of working in close doors with my peers!....... because you never know who turns out to be of which nature? because you never know who turns out to be of which nature? Even a wrong eye-gesture can effect your work….. that is why Even a wrong eye-gesture can effect your work….. that is why I try to finish my work in time and avoid staying back for long I try to finish my work in time and avoid staying back for long

hours after the office timings are over.”hours after the office timings are over.”-Public Administrator-Public Administrator

5. Discrimination5. Discrimination

(Different standards to judge the (Different standards to judge the qualification of men and women)qualification of men and women)

Quoted Statements….Quoted Statements…. ““When I was hired...I was assured, ‘We want you to know that When I was hired...I was assured, ‘We want you to know that

we didn’t select you because you were a woman but because we didn’t select you because you were a woman but because you were qualified. We didn’t have to hire a woman this time, you were qualified. We didn’t have to hire a woman this time, and we hired you anyhow.’ Still, everyday.., there was always and we hired you anyhow.’ Still, everyday.., there was always

that question...Did she get hired because she was a woman that question...Did she get hired because she was a woman or... the best qualified for the job?”or... the best qualified for the job?”

-University Professor-University Professor

‘‘My wife’ is a faculty member...who1 can’t get promoted. The My wife’ is a faculty member...who1 can’t get promoted. The question of why I could get promoted with no questions, with question of why I could get promoted with no questions, with

probably less credentials. probably less credentials. . . . . and she [with] more credentials. and she [with] more credentials. . . . . can’t get promoted, bothers me. can’t get promoted, bothers me. . . . . . . In that sense, I think the In that sense, I think the

academic world is much harder. The glass ceiling is much academic world is much harder. The glass ceiling is much more difficult to break.” more difficult to break.” --University Professor University Professor

Quoted Statements…..Quoted Statements…..

““I want to be accepted... in I want to be accepted... in terms of my ability to terms of my ability to perform, but I am [not perform, but I am [not

accepted] into the social accepted] into the social climate of the organization. climate of the organization.

I’m not one of the men.”I’m not one of the men.”

-Public Administrator-Public Administrator

6. Trust 6. Trust ((Lack of trust between men and womenLack of trust between men and women)) The issue of trust involves a lack of trust The issue of trust involves a lack of trust

between men and women and risk aversion between men and women and risk aversion in talking about gender in organizations. As in talking about gender in organizations. As noted earlier, besides change in attitude noted earlier, besides change in attitude towards females ‘ still women feel that they towards females ‘ still women feel that they are just treated as symbol of attraction for are just treated as symbol of attraction for marketing purposes they are good but for marketing purposes they are good but for decision making they are not trust worthy at decision making they are not trust worthy at all. Women tended to link trust and all. Women tended to link trust and sexuality; that is, they believe that sexuality, sexuality; that is, they believe that sexuality, as well as potential threats of sexual as well as potential threats of sexual harassment, affects trust and bonding within harassment, affects trust and bonding within an organization. an organization.

Quoted Statements….Quoted Statements…. ““Bonding is slower between men and Bonding is slower between men and

women, Men feel that women are not women, Men feel that women are not trust worthy so they shouldn’t held trust worthy so they shouldn’t held responsible for any thing important responsible for any thing important as they back off at the eleventh hour as they back off at the eleventh hour always. always. .... .... Because [of this], it can Because [of this], it can

take a long time to get trust.”take a long time to get trust.”-Public Administrator-Public Administrator

““Trust is a double edge sword.”Trust is a double edge sword.”-University Professor-University Professor

7. Communication 7. Communication

(Importance of listening and need to (Importance of listening and need to understand and to be sensitive to understand and to be sensitive to others different perspectives)others different perspectives)

Quoted Statements…..Quoted Statements….. ““The biggest… issue is.... communication. The biggest… issue is.... communication.

What I might be saying to my male What I might be saying to my male counterpart must not be what he understands counterpart must not be what he understands

at all and vice versa.” at all and vice versa.” -University Professor-University Professor

““I’m constantly interrupted at faculty I’m constantly interrupted at faculty meetings. I can say something and it’s totally meetings. I can say something and it’s totally ignored, and the next minute somebody else ignored, and the next minute somebody else

will say it and it’s a great idea that never gets will say it and it’s a great idea that never gets attributed back to me... .1 often.. attributed back to me... .1 often.. . . have to have to

say, “I’m sorry, I’m not finished yet.” I say, “I’m sorry, I’m not finished yet.” I perceive that as meaning that I’m pretty perceive that as meaning that I’m pretty much irrelevant. much irrelevant. . . a marginal part of the a marginal part of the

department. department. ““-University Professor-University Professor

Quoted Statements…..Quoted Statements…..

““Its hard for women to work in closed doors Its hard for women to work in closed doors with men at workplaces, as they have to with men at workplaces, as they have to face lots of rumors from other people face lots of rumors from other people

around, specially when they are with their around, specially when they are with their seniors,….. You see in our society if a senior seniors,….. You see in our society if a senior

or even a peer from the opposite sex or even a peer from the opposite sex supports some one every body talks about supports some one every body talks about them having a wrong relationship so how them having a wrong relationship so how

can we communicate freely and can we communicate freely and fearlessly?.......”fearlessly?.......”

--University Asst. ProfessorUniversity Asst. Professor

8. Shared Experience8. Shared Experience

((Men & Women’s shared Men & Women’s shared experience, sense of invisibility and experience, sense of invisibility and isolationisolation).).

Shared experiences means the common Shared experiences means the common experiences that men & women experiences that men & women expressed in their work lives. The expressed in their work lives. The majority of women were particularly majority of women were particularly aware of common, everyday patterns of aware of common, everyday patterns of distancing and avoidance in their distancing and avoidance in their organizations. Some described their organizations. Some described their shared sense of isolation and invisibility.shared sense of isolation and invisibility.

Quoted Statements…..Quoted Statements…..

““I identified with what the other I identified with what the other women were saying. women were saying. . . . . . . that we’ll that we’ll

say something and it’ll be say something and it’ll be invisible. People will just go right invisible. People will just go right

past what we said, unless we say it past what we said, unless we say it againagain.” .”

--University professorUniversity professor

ConclusionConclusion The analysis shows that the following five The analysis shows that the following five

statements are likely true. statements are likely true. Men and women experience issues and Men and women experience issues and

interactions differently in the workplace. interactions differently in the workplace. Men and women experience different Men and women experience different

gender issues in their workplace gender issues in their workplace interactions. interactions.

Men and women experience the same Men and women experience the same interactions differently in their workplaceinteractions differently in their workplace. .

These emerging issues suggest different These emerging issues suggest different meanings for male and female public meanings for male and female public administration professionals. administration professionals.

Men’s and women’s interactions in Men’s and women’s interactions in organizations affect systemic organizations affect systemic discrimination. discrimination.

By listening to the men & By listening to the men & women, the following women, the following points have emerged;points have emerged;

Both men & women have expressed frustration with Both men & women have expressed frustration with visible & invisible signs of bias, discrimination & visible & invisible signs of bias, discrimination & inequality.inequality.

Both genders have emphasized on the factor of listening Both genders have emphasized on the factor of listening which ultimately will help for more communication and which ultimately will help for more communication and healthier work life relations.healthier work life relations.

The study also provides detailed explanation of why men The study also provides detailed explanation of why men are uncomfortable choosing women as a superior and are uncomfortable choosing women as a superior and why women fear about talking their experiences in public.why women fear about talking their experiences in public.

Women feels that most of men (especially their peers) Women feels that most of men (especially their peers) use to ignore their capabilities and are afraid that women use to ignore their capabilities and are afraid that women will over shadow them in the workplaces and get will over shadow them in the workplaces and get promoted. promoted.

The degree to which child hood and early adulthood The degree to which child hood and early adulthood socialization related to gender remains conscious and socialization related to gender remains conscious and plays out in later work place experiences.plays out in later work place experiences.

Women regardless of being much confident than ever still Women regardless of being much confident than ever still they don’t trust men at workplaces and avoid to work in they don’t trust men at workplaces and avoid to work in close doors and stay for longer time periods. close doors and stay for longer time periods.

RecommendationsRecommendations Make conscious efforts to improve communication & Make conscious efforts to improve communication &

social relationships within organizations.social relationships within organizations. Encourage group projects and assignments where Encourage group projects and assignments where

male and female representation is equal.male and female representation is equal. Women should be brave and speak up and confront Women should be brave and speak up and confront

disrespectful and unprofessional attitude and disrespectful and unprofessional attitude and behaviors.behaviors.

High level managers especially males should make High level managers especially males should make sure that every body is heard and equally given sure that every body is heard and equally given importance regardless of gender.importance regardless of gender.

Ensure equity in assignments, mentoring and training Ensure equity in assignments, mentoring and training opportunities.opportunities.

Support & reward a collegial environment.Support & reward a collegial environment. Equal employment opportunities to females should be Equal employment opportunities to females should be

supported especially at the decision making positions.supported especially at the decision making positions.

Last Word…..Last Word….. While this research study’s goal was to While this research study’s goal was to

elucidate themes, not to test hypotheses, elucidate themes, not to test hypotheses, one guiding hypothesis coming from this one guiding hypothesis coming from this research is that changing gender research is that changing gender inequalities in the management of public inequalities in the management of public organizations will require examination organizations will require examination not only of those aspects of not only of those aspects of interpersonal relations that can develop interpersonal relations that can develop and maintain the glass ceiling, and maintain the glass ceiling, but also but also those that can facilitate a more those that can facilitate a more cooperative and constructive working cooperative and constructive working environment. environment.

University University Statistics Statistics

YearYear Public/ Public/ Private Private

UniversitUniversitiesies

for Femalefor Female

UniversitieUniversities for s for

(Male/ (Male/ Female)Female)

Degree Degree Awarding Awarding

Institutions for Institutions for FemaleFemale

Degree Degree AwardingAwarding

Institutions Institutions for for

(Male/Fem(Male/Female)ale)

1947-661947-66 00 77 00 22

1967-861967-86 00 2121 00 33

1987-20061987-2006 55 8585 11 2626

0

20

40

60

80

100

120

1947-66

1987-2006

Male/Female

Femaleonly

University Vice Chancellors

Percentage of Population between Age Group 18 to 26 years, Enrolled at University Campus for Higher Education

Est. Pop Age Group Est. Pop Age Group 18 to 26 yrs.18 to 26 yrs.

Enrollment Enrollment Including Ph.D. Including Ph.D.

(Million)(Million)

Enrollment at Enrollment at University University

Campus (%)Campus (%)(Million) *(Million) *

YearYear MaleMaleFemalFemal

ee TotalTotal MaleMaleFemalFemal

ee TotalTotal MaleMaleFemalFemal

ee TotalTotal

2001-022001-02 11.9811.98 11.7411.7423.723.7

22 0.1750.175 0.1020.1020.270.27

66 1.461.46 0.870.87 1.161.16

2002-032002-03 12.2312.23 11.9611.9624.124.1

99 0.2040.204 0.1280.1280.330.33

22 1.671.67 1.071.07 1.371.37

2003-042003-04 12.2612.26 12.6312.63 24.924.9 0.2450.245 0.1790.1790.420.42

33 1.991.99 1.411.41 1.71.7

* Source: Economic Survey of Pakistan 2004-05 and Pakistan Statistical Year Book * Source: Economic Survey of Pakistan 2004-05 and Pakistan Statistical Year Book 2002-032002-03

SectorSector BachBacheloelorsrs

MastMastersers

MasteMaster (H)r (H)

M. M. PhilPhil

..

Ph.D.Ph.D. TotalTotal

Distance Distance LearninLearningg

99 110110 00 2222 4141 182182

PublicPublic 10591059 45254525 13191319 10191019 25492549 1047110471

PrivatePrivate 11511151 14801480 508508 284284 540540 39633963

OverallOverall 22192219 61156115 18271827 13251325 31303130 1461614616

Full Time Faculty Members classified by their Highest Qualification during 2003-04

SectorSector Full TimeFull Time Part TimePart Time TotalTotal

Distance Distance LearningLearning

182182 1762017620 1780217802

PublicPublic 1047110471 29752975 1344613446

PrivatePrivate 39633963 22172217 61806180

OverallOverall 1461614616 2281222812 3742837428

Number of Full and Part Time Faculty members by Public & Private Sector during 2003-04.

Faculty

SectorSector 2001-022001-02 2002-032002-03 2003-042003-04

MaleMale FemaleFemale MaleMale FemaleFemale MaleMale FemaleFemale

PublicPublic 141569141569 9083290832 162407162407 114077114077 199553199553 162575162575

PrivatePrivate 3293532935 1093810938 4127241272 1398913989 4496044960 1614816148

TotalTotal 174504174504 101770101770 203679203679 128066128066 244513244513 178723178723

Gender wise Enrollment at Public and Private Sector Universities/DAI (including Constituent Colleges) during the Period 2001-04

AreaArea 2001-022001-02 2002-032002-03 2003-042003-04

MaleMale FemalFemalee

MaleMale FemaleFemale MaleMale FemalFemalee

Federal Federal **

6218462184 4816048160 7587675876 6279562795 9792797927 9789397893

AJKAJK 11111111 516516 15271527 671671 16761676 708708

BalochiBalochistanstan

34253425 959959 36703670 10851085 44214421 13601360

NWFPNWFP 2281122811 71837183 2531025310 79767976 2754627546 91349134

Punjab Punjab 4036440364 2121821218 4853548535 2908829088 6222462224 4055740557

SindhSindh 4460944609 2373423734 4856148561 2645126451 5071950719 2907129071

TotalTotal 174504174504 101770101770 203672036799

128066128066 244513244513 178723178723

* = Including Distance Learning* = Including Distance Learning

Gender Wise Enrollment at Universities/DAI (including Constituent Colleges) by Area during the Period 2001-04

0%

5%10%

15%20%

25%

30%35%

40%45%

50%

1985 1989 1993 1997 2001 2005

Professor Associate Professor

Assistant Professor Instructor/Lecturer

What we have accomplished:

Comparison of percentage of women at faculty ranks 1985-2005

Thank You!Thank You!