Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
ISSN 1990-9233
IDOSI Publications, 2013
DOI: 10.5829/idosi.mejsr.2013.17.06.11981
Abstract: The purpose of the research is to study literature on different work force diversity dimensions of
Pakistan. The objective of this conceptual analysis is to discuss methodology, findings and identify limitations
in research work under review and point towards unresolved issues, if any that can pave the way for further
research in the field of work force diversity management in Pakistan. Workforce of Pakistan is not delivering
effectively, which, among other factors, may be attributed to lack of desired level of diversity in terms of age,
culture and gender. Corporations are experiencing problems due to the absence or in-adequate application of
diversity management policies while maintaining relationship with different stakeholders (including colleagues,
customers, suppliers etc). Establishing a clear differentiation between the public and private sector
organizations in Pakistan is also an area lacking due research coverage in the past. Research gap is evident from
the fact that not a single study has been conducted to analyze and compile a critical review of workforce
diversity literature in Pakistan. Why work force diversity management is not effectively applicable in all types
of organizations in Pakistan? Why gender diversity in work force is not given due consideration to improve
organizational effectiveness? This is a qualitative study involving review of previous literature on work force
diversity in Pakistan. For this purpose, relevant rules, laws, ordinances, notifications, reports and scholarly
research papers have been analysed to better understand and assess the need for a diversified work force. The
data has been accessed from authentic sources and indicated accordingly. The conclusions have been drawn
using deduction method. In private organizations, female employees are discriminated more than the male
employees as compared to public sector organizations. Heterogeneity in workgroup is a key deriver in making
more innovative and effective decision. Owners and managers with sound educational background and
commitment work for diversity.
Key words: Workforce diversity
Management
Gender diversity
Culture
INTRODUCTION
Performance
Public sector
Pakistan
780
Phase 2
Phase 3
Description
First examination of
literature of no relevance
No. of findsRemaining
109
43
32
No. of studies
References
(Bashir, Jianqiao, Abrar, & Ghazanfar, 2012); (Baig & Sattar, 2001);
(Learned); (Qureshi & Raja);(Shamim & Abbasi, 2012);
(Hussain & Yousaf, 2011);(Abdullah, Boyle, & Joham, 2010);
(Zafar, 2011)
13
(Syed, 2008)
Key Points
Article 25
All people are equal in the eyes of law and to make ensure that no gender discrimination will made.
Article 27
All citizens should not be discriminated in hiring at public sector organizations on the basis of race,
religious believes, caste, gender.
Article 38
It says that welfare of the people should be ensured without discriminating on the basis of sex, caste,
creed or race, by bringing equity in the rights of both the employer and employee.
Data Sources
Key Findings
Research gaps
Learned (2007)
the society.
Abdullah, Boyle
and Joham (2010)
different ethnicities.
There is a need to triangulate the research.
Channar, Abbassi
management mechanism.
It is a qualitative cum
quantitative research.
It is a qualitative research.
technique.
Swamy (2003)
It is a qualitative research.
786
Data Sources
Key Findings
Research gaps
Kahloon (2011)
ambiguities.
It is a qualitative research.
leaders.
Iqbal, Afzal
and Inayat (2012)
and surveys
Abbas, Hameed,
is concerned.
It is a qualitative research.
It is a qualitative research.
as well.
It is a qualitative research.
Labour Force
Rank
Country
(Million)
CHINA
812.7
INDIA
46.7
BANGLADESH
72.5
10
PAKISTAN
55.8
33
NEPAL
18
56
SRI LANKS
8.1
2008-2009
Total
51.78
53.72
Male
40.82
41.91
Female
10.96
11.81
787
2005
155,772
2010
173,383
2015
192,262
2020
211,397
2025
229,337
2030
246,272
0-4
5-9
10-14
15-19
20-24
25-29
30-34
35-39
40-44
45-49
50-54
55-59
60-64
65-69
70-74
75+
9,562
10,047
10,130
9,897
7,885
6,240
5,077
4,460
4,042
3,465
2,796
2,035
1,543
1,199
841
921
11,886
9,287
9,936
10,047
9,767
7,729
6,099
4,957
4,349
3,926
3,331
2,633
1,854
1,341
973
1,077
12,429
11,631
9,210
9,878
9,958
9,655
7,627
6,008
4,869
4,249
3,795
3,155
2,416
1,625
1,100
1,271
12,711
12,205
11,554
9,161
9,801
9,859
9,555
7,536
5,919
4,770
4,120
3,609
2,911
2,133
1,346
1,482
12,350
12,513
12,133
11,503
9,089
9,706
9,763
9,459
7,440
5,812
4,637
3,932
3,346
2,587
1,782
1,796
12,062
12,180
12,446
12,084
11,428
9,001
9,617
9,673
9,354
7,320
5,664
4,440
3,662
2,992
2,179
2,315
TOTAL
80,140
89,190
98,874
108,670
117,849
126,417
MALES
Sector
2007-2008
-----------------------------------------------------------------Total
Male
Female
2008-2009
--------------------------------------------------------------------------Total
Male
Female
Agriculture
Manufacturing
construction
Transport
Services
Others
44.6
13.0
6.3
5.5
13.7
2.3
36.9
13.3
7.8
6.8
14.4
2.9
75
11.8
0.4
0.2
10.6
0.2
45.1
13.0
6.6
5.2
13.66
0.10
37.3
13.3
8.3
6.6
11.1
2.9
74.0
11.9
0.4
0.2
11.6
0.3
Total
100.00
100.00
100.00
100.00
100.00
100.00
Area/Province
Employed
------------------------------------------------------------------------------------------------------------------------------------------------------------------------2007-2008
2008-2009
-----------------------------------------------------------------------------------------------------------------------------Total
Male
Female
Total
Male
Female
Pakistan
Rural
Urban
Punjab
Sindh
Khyber Pakthoonkhua
Balochistan
49.09
34.48
14.61
28.97
12.26
5.73
2.13
39.06
25.79
13.27
22.07
10.43
4.65
1.91
10.03
8.69
1.34
6.9
1.83
1.08
0.22
50.79
35.54
15.25
29.95
12.72
5.97
2.15
40.04
26.46
13.59
22.68
10.67
4.77
1.92
10.75
9.09
1.66
7.27
2.05
1.2
0.23
CONCLUSION
7.
8.
9.
10.
11.
12.
13.
14.
15.
REFERENCES
1.
2.
3.
4.
5.
6.
16.
17.
18.
19.
789
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