Oshaz Fatima
Invisible bias is a silent, systemic force that shapes every facet of society, often without conscious recognition. It operates beneath the surface, influencing attitudes, decisions, and policies in ways that perpetuate inequality. It assumes men as the default and women as deviations, leading to policies, research, and opportunities designed without women in mind. This invisible bias has led to centuries of exclusion for women—excluding them from education, the workforce, leadership, and even fair representation in medical research. It has stifled their potential, denied them agency, and perpetuated cycles of economic and social disadvantage.
One of the most glaring manifestations of this bias is in medical research. For decades, clinical trials have overwhelmingly focused on men, under the assumption that their results could be generalized to women. This oversight has had dire consequences. For example, heart attacks in women often present with different symptoms than in men, such as nausea, fatigue, or neck pain, but diagnostic tools and treatments are still largely based on male-centric data. Women are 50% more likely to be misdiagnosed during a heart attack than men. Similarly, medications such as aspirin, Ambien, and certain cholesterol-lowering drugs metabolize differently in women, leading to adverse side effects or reduced effectiveness. The lack of research on women-specific health conditions—like endometriosis, which affects 10% of women globally—further underscores this bias. Women are not only excluded from the research process but are also left to bear the consequences of a healthcare system that doesn’t fully account for their needs.
The bias isn’t confined to research; it extends to societal norms, policies, and workplaces. In Pakistan, this bias is deeply entrenched, reinforced by cultural and systemic barriers. Only 22% of Pakistani women participate in the labor force, and those who do often face unequal pay, harassment, and limited opportunities for advancement. According to the World Bank, closing the gender gap in the workforce could increase Pakistan’s GDP by 30%. However, the exclusion of women from economic participation robs the nation of their potential contributions. It also traps women in cycles of financial dependence, making it difficult for them to leave abusive relationships or assert control over their lives. Financial autonomy is directly linked to empowerment, yet invisible bias keeps women shackled to traditional roles that deny them this power.
This exclusion also perpetuates systemic inequality. When women are not part of decision-making bodies, their needs and perspectives are overlooked. In Pakistan, women make up less than 6% of board members in corporate leadership. The role of women in decision-making bodies cannot be overstated. Equal representation on Boards of Governors, corporate leadership teams, and policymaking forums is essential. This disparity means that issues like maternity leave, workplace harassment, and gender pay gaps often remain unaddressed. Globally, research shows that companies with gender-diverse leadership are 21% more likely to outperform their peers. Women leaders bring unique perspectives, empathetic decision-making, and an emphasis on inclusion, which fosters safer and more innovative environments. When women lead, they often prioritize policies that benefit other women—be it in healthcare, workplace safety, or education.
In countries like Rwanda, where women hold 61% of parliamentary seats, gender-focused policies have transformed healthcare, education, and social welfare. Similarly, in Norway, gender quotas require corporate boards to have at least 40% women, resulting in more inclusive decision-making and better company performance.
Slavic countries, particularly in Eastern Europe, have made notable strides in addressing gender inequality by implementing policies that encourage women’s participation in the workforce and decision-making roles. For instance, in Poland, women now make up 44% of the workforce, contributing significantly to the nation’s economic growth. Slovakia has actively promoted gender balance by implementing parental leave policies for both men and women, increasing women’s workforce participation rate to 63.2%, one of the highest in the region. Similarly, Slovenia has been a frontrunner in gender equality, ranking 8th globally in the 2023 Global Gender Gap Report. The country mandates equal pay for equal work and has introduced quotas to ensure women hold at least 40% of seats on corporate boards and in parliament. These measures have not only enhanced women’s empowerment but have also boosted the GDP of these nations, demonstrating the tangible economic benefits of gender-inclusive policies. By adopting similar strategies, other nations can unlock the immense potential of their female population.
Pakistan can and must learn from these examples. Establishing quotas for women in leadership, mandating equal representation on Boards of Governors, and incentivizing women-led organizations can create an environment where women’s voices are heard and valued.
The lack of women in the workforce doesn’t just affect GDP; it has profound social implications. When women are excluded from economic participation, they are more likely to remain dependent on male family members. This dependence often traps them in abusive situations, as they lack the financial means to leave. According to the Pakistan Demographic and Health Survey, 28% of women in Pakistan have experienced domestic violence, yet only a fraction report it due to fear of stigma and financial insecurity. Empowering women through education and employment can break these cycles. Financially independent women are more likely to invest in their children’s education, improve household living standards, and challenge societal norms that perpetuate gender inequality.
Education is the cornerstone of empowerment, yet millions of Pakistani girls are denied this basic right. Over 22 million children are out of school in Pakistan, the majority of them girls. Holding women back from education or employment should not only be condemned but criminalized. Governments must implement laws that make it illegal to prevent women from pursuing education or careers. Dedicated helplines and support groups should be established to address these issues, providing women with legal, emotional, and financial support.
Initiatives like Kamyab Jawan and Ehsaas can be expanded to include targeted programs for women, such as scholarships, skills training, and startup grants. Encouraging women-led businesses and providing tax breaks for companies that employ women can further incentivize inclusion. Additionally, public awareness campaigns that challenge stereotypes and highlight the success stories of Pakistani women—like Malala Yousafzai, Dr. Sania Nishtar, and Ameena Saiyid—can inspire societal change. These women have defied the odds to excel in their fields, proving that when given opportunities, women can achieve extraordinary things.
To Be Continued
