Women's professional mobility in Pakistan: cultural and psychological barriers

Over the past two decades, Pakistan has witnessed a remarkable rise in the number of women enrolling in universities. In many urban institutions, female students even outnumber their male classmates. Yet despite this progress, only a small portion of these educated women manage to enter or stay in the workforce.

For many, professional life ends before it truly begins. The transition from education to employment is often blocked by family expectations, workplace discrimination, and limited mobility. More powerful than any policy, however, is the quiet social pressure of “what will people say.” These barriers do not just limit career choices; they also affect how women see themselves and their ability to make independent decisions.

The Psychology of Ambition and Expectation

The psychological tension starts early. Girls are encouraged to study and earn good grades, but rarely is the same support given when they want to pursue a full-time career. In many families, modesty and obedience are praised more than ambition or independence.

This creates an emotional conflict between personal goals and social approval. Some women feel guilty for wanting professional success, while others are told that ambition makes them less feminine. Over time, this struggle erodes confidence and shapes how society continues to view women’s roles.

New Barriers in Urban Spaces: The “Biological Clock” Narrative

In urban areas, where higher education for women has become more common, new pressures are emerging. As more women graduate, the question has changed. It is no longer “Should she study?” but “Will she still have time to marry and have children?”

Many young women hear that if they focus too much on their careers, they might “miss their time” for marriage or motherhood. Some families set conditions, saying a girl should get engaged or married before she starts working. In this way, permission to work becomes tied to her marital status.

The authority to decide whether a woman should take a job has gradually shifted from her parents to her husband. Even educated women often find that their independence remains limited, only in new and subtler forms.

As gender-rights activist Nighat Said Khan, director of the ASR Resource Centre in Lahore, says: “Educating women has not yet meant empowering them. Society still defines the purpose of women’s education within marriage and family, not personal choice.” This contradiction, where education is valued but its use is restricted, represents the modern face of gender bias in Pakistan.

Rural and Urban Divide: Different Worlds, Same Struggle

Women in cities may face glass ceilings and workplace discrimination, but those in rural areas deal with more basic barriers like safety, transport, and opportunity. In many villages, working outside the home is still seen as defiance of tradition.

When rural women move to cities for work, they often face culture shock and loneliness. They must adjust to new environments while still carrying the expectations of their families. For them, career progress is not just professional advancement; it is also an emotional and social balancing act.

Organizational and Social Challenges

Workplace culture adds another layer of difficulty. Many organisations still lack gender-sensitive policies, flexible hours, or childcare support. Harassment and unequal pay remain common, making it difficult for women to sustain long-term careers.

Without a sense of psychological safety or real inclusion, even capable and educated women often leave their jobs early. Each exit is not just a personal loss but also a national one, as Pakistan continues to underuse the potential of half its population.

Towards Change: Building Empowerment and Inclusion

Breaking these patterns requires both social and institutional change. Families must understand that a woman’s financial and emotional independence strengthens the household, not weakens it. Schools and universities should provide career counselling that challenges gender stereotypes and builds confidence.

Employers also need to create workplaces that are flexible, respectful, and safe. Mentorship programs, childcare support, and anti-harassment policies should be basic requirements, not luxuries.

At a deeper level, women need opportunities to redefine ambition on their own terms. True empowerment begins with self-belief understanding that pursuing a career does not mean rejecting one’s culture but enriching it through participation and leadership.

Conclusion

The story of women’s professional mobility in Pakistan is one of potential limited by perception. Women do not lack education, commitment, or skill. What they often lack is the freedom and social permission to use them.

Progress will come when ambition is no longer seen as rebellion, and when every woman, whether from Islamabad or a small village like Mohra Moradu located in Taxila, can move confidently between education, work, and home with dignity and choice.