Workplace harassment

Harassment by bosses in Pakistan's public offices is systemic, harming employees and perpetuating abuse.

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In Pakistan's public offices, harassment by bosses is an all-too-common reality. Far from being isolated incidents, these acts of intimidation and abuse are systemic, thriving in an environment that rewards power and protects the powerful. This culture of unchecked authority and impunity has created workplaces where fear and silence are the norm, and subordinates - both male and female - suffer without recourse.

Harassment in the workplace often goes beyond sexual misconduct. It encompasses verbal abuse, psychological pressure, public humiliation and excessive demands designed to exhaust and subjugate employees. In Pakistan, specifically, male bosses frequently use these tactics to consolidate their control and silence dissent. Unfortunately, the hierarchical structures of public offices, coupled with a pervasive "boss is always right" mentality, make it nearly impossible for employees to challenge such behaviour.

Female employees face gender-specific challenges, including objectification, inappropriate remarks and unwanted advances. Male employees are not exempt either: they endure unwarranted criticism, being set up for failure, or public ridicule. In both cases, the goal is the same: to assert dominance and ensure obedience. Adding to this toxic dynamic is the silence of bystanders. Colleagues, often witnesses to the abuse, choose self-preservation over intervention.

A significant hurdle in addressing workplace harassment is the narrow interpretation of what constitutes harassment. Until recently, the Protection Against Harassment of Women at the Workplace Act, 2010 defined harassment solely as sexual in nature. This limitation was highlighted in the 2021 Supreme Court case Nadia Naz v. President of Pakistan & Others, which ruled that non-sexual harassment - based on race, religion, or ethnicity, for example - was not covered by the Act. This gap in the law was addressed in 2022, when Parliament amended the Act to expand the definition of harassment. The revised law now includes conduct that creates a hostile or abusive work environment, offering broader protection for victims. However, while these legal advancements are commendable, their implementation remains inconsistent, particularly in the public sector.

For many employees, reporting harassment is not a viable option. Investigations, if conducted at all, are often superficial, and complainants are frequently dismissed or subjected to retaliation. The fear of losing one's livelihood outweighs the desire to seek justice. Women, in particular, face unique challenges. They often find themselves navigating a workplace where their presence is either resented or misunderstood. Misogyny takes many forms: some view women in the workforce as morally compromised, while others exploit a progressive façade to justify harassment. In both cases, women are left to endure a workplace culture that sees their silence as compliance.

Although Pakistan lacks comprehensive anti-discrimination legislation akin to the Civil Rights Act in the United States, Article 25 of the Constitution of Pakistan ensures that all citizens are entitled to equal protection under the law. This provision explicitly prohibits discrimination based on sex. The Statement of Objects and Reasons of Act 2010 emphasises equal opportunity for both men and women, affirming their constitutional right to earn a livelihood free from discrimination.

The consequences of unchecked harassment are far-reaching. Beyond the personal trauma experienced by victims, toxic work environments erode morale, stifle creativity and hinder productivity. Talented individuals often leave public service disillusioned by an atmosphere that prioritises hierarchy and patronage over fairness and merit. Moreover, when perpetrators face no accountability, their behaviour becomes normalised, creating a cycle of abuse that perpetuates itself.

Harassment by bosses in Pakistan's public offices is more than a workplace issue; it reflects deeper systemic failures in governance and accountability. Without urgent action, this culture of abuse will continue to harm individuals and institutions alike. Reforming these toxic environments requires collective effort - from lawmakers and civil society to the employees themselves.