Pakistan has long struggled with gender inequality and the underrepresentation of women in leadership roles. A recent report suggests women hold only 4.5% of senior, managerial, and legislative positions. However, Taleemabad has 38% of women heading their departments. So, what sets this apart and allows us to achieve such high levels of gender diversity in leadership?
Firstly, Taleemabad implements specific policies and practices aimed at promoting gender diversity. It includes unconscious bias training for hiring and promotion decisions, diverse interview panels, mentorship programs, flexible work arrangements and equal pay. The leadership team at Taleemabad believes all these specific decisions aim at supporting women’s career advancement in the company. By actively supporting female employees, Taleemabad creates a more inclusive workplace culture that values diversity.
Unconscious bias training: Taleemabad provides training opportunities for employees, including hiring managers, to help them recognize and overcome unconscious biases. Our training emphasizes the importance of avoiding assumptions about candidates based on factors like gender, race, or ethnicity. We encourage evaluating candidates based on their skill set and natural abilities, regardless of gender.
Diverse interview panels: We prioritize diversity by ensuring that interview panels include people from different backgrounds, genders, and races. We also provide at least one female interviewer’s presence in every meeting.
Mentorship programs: Taleemabad has established mentorship programs for female employees to provide guidance and support for career advancement. We pair female employees with experienced mentors who can offer advice and help them develop new skills.
Flexible work arrangements: We offer flexible work arrangements to support work-life balance for employees, particularly for working parents. Options like remote work and flexible scheduling go a long way in helping with employee morale.
Equal pay: Taleemabad pays all employees fairly and equitably, regardless of gender. We conduct regular pay audits to identify and address any gender-based pay disparities.
Secondly, the nature of the industry in which the company operates. Ed-tech is a relatively new and rapidly growing sector. There are fewer entrenched gender biases and stereotypes to overcome. Additionally, the skills and expertise required for ed-tech roles are less gendered than in other industries making it easier for women to reach leadership positions. Competition based on physical attributes is not relevant to this industry. This is evident in the meetings held between departments throughout the company. Every individual feels valued when discussing a solution, no matter their gender or cultural background they have.
Thirdly, research has consistently shown that gender-diverse leadership teams are more effective and better able to drive innovation and growth. The company recognized this long ago and intentionally finds female leaders to benefit from their unique perspectives and insights. At Taleemabad, we are aware of the nature of business. Product insights and empathy go hand in hand in providing the best possible solution.
Finally, it is worth noting that the company’s success in promoting gender diversity in leadership is self-reinforcing. As more women succeed at Taleemabad and get promoted to leadership roles by contributing to the company’s success, this helps us break down stereotypes and create a more welcoming environment for other female employees. This transformation cycle attracts more talented women to the company and increases gender diversity at all levels. Looking for the best individual to perform a specific role is Taleemabad’s foremost goal.
While it is heartening to see Taleemabad achieving such high levels of gender diversity in leadership, it is paramount to note that this is just one example out of a few. Plenty of work remains to address gender inequality and underrepresentation in leadership positions across Pakistan. A sustained effort from all stakeholders, including the government, civil society and private companies, will help this initiative. By working together to promote gender diversity and inclusivity, we can create a more equitable and prosperous society for all.