Gender Bias and Its Effects on Job Satisfaction in Banking Industry of Pakistan

Comparison Between Public and Private Sector

Currently the issue of gender bias is well highlighted globally at every level of an individuals
life ranging from the personal day to day life to professional achievements. It may be defined as
Discrimination based on gender, especially discrimination against women. Its the outcome of
the phenomenon that male and female qualities are not distributed evenly in terms of advantaged
and staffing positions. Stake holders are struggling construct an appropriate work place
environment to cater the balanced work place atmosphere as due to Pakistans is facing
fluctuations in its economy for approximately last twenty years producing more vacancies for
females to sustain the challenges of daily. In addition in Pakistan women are also inclining
towards the job seeking behavior to utilize their academic achievements and becoming a part of
mainstream job market. Evidence suggests that females are subject to be undermined during the
process of procurement and promotions as a sequela there is less utilization of their efficacy at
work place. There is a strong acceptance that gender discrimination from the supervisors, and
managers make an employee less satisfied to perform the everyday tasks assigned to show the
professionalism. It is a common factor that in rewards based employees performance has visible
impact on the present and prospective performances. Research shows that an employer has to lay
out an unbiased gender policy to achieve the expected outcome from an employ to satisfy
individuals work based needs and expectations.

Job satisfaction has high relevance to the gender discrimination. As compared with males
females are more prone to end up finding another job due to dissatisfaction in terms of sexual
harassments and job prosperity at their current jobs. One study shows that females are less
satisfied then males as there are less opportunities of support from males colleagues to extend
their help towards their female colleagues which might help them to have better performances at
job. It is a common practice to assign tasks of lower level to women which does not match with
their antecedents.

In one study it is manifested that in public organization in Pakistan women are more prone
towards gender bias let alone persistent discrimination in both public and private organizations.
There is a clear indication of less job satisfaction due to gender bias. Due to factor of gender bias
lack of commitments towards the job is also evident more in females.

To my knowledge it is difficult to find studies on which there is a comparison of public and

private sector banking industry on gender bias. This study will fill the existing gap of knowledge
to establish evidence based knowledge on comparative basis for public and private banking
sectors of Pakistan.

Study Objective:
1. To study the situation of gender bias in public and private banks of Pakistan.
2. To study the level of job satisfaction due to gender bias public and private banks of
Pakistan
3. To compare the level of gender bias and level of job satisfaction in public and private
banks of Pakistan
Materials and methods:

Study design: Cross sectional

Sample size: 250 participants

Study setting: Branches of public and private banks of Karachi

Inclusion criteria: Women employee of public and private banks of Pakistan.

Exclusion criteria: Men employee of public and private banks of Pakistan.

Data collection tool: Semi structured questionnaire through interview by the candidate