New report: Pakistani and Bangladeshi women locked out of best jobs

Dubai: Pakistani and Bangladeshi women in London remain significantly underrepresented in the workforce despite increasing levels of education, according to a new report commissioned by the Greater London Authority (GLA).

The report titled ‘Bangladeshi and Pakistani Women in Good Work’ delivered by the National Institute of Economic and Social Research (NIESR), reveals that women from these communities face some of the highest barriers to securing well-paid, stable employment in the capital. Systemic racism, inflexible workplaces, and cultural stereotyping are among the key factors limiting their access to “good work”, defined as fairly paid, secure employment with opportunities for progression.

“It is unacceptable that experienced Pakistani and Bangladeshi women are still being passed over for promotions, or feel compelled to change their names to secure interviews,” said Dr Debbie Weekes-Bernard, Deputy Mayor for Communities and Social Justice. “These stories reveal the resilience of these women, but also the urgency of dismantling the barriers that hold them back.”

In 2022, nearly half (48.1%) of Pakistani and Bangladeshi women in London were economically inactive, compared to 15.3% of men from the same communities.

The unemployment rate for these women stood at 16.9%, three times higher than their male counterparts (5.5%).

The gender pay gap is most stark for Pakistani women in London, who earn approximately 60% less than men, the widest gap across all ethnic groups.

These disparities persist despite Pakistani and Bangladeshi women’s rising levels of educational achievement. Many are highly qualified, yet continue to be excluded from senior roles or professions that match their skills.

The report draws on interviews with 32 women who candidly shared their experiences of discrimination, exclusion, and resilience.

Khadeja, a British Pakistani solicitor in her 30s, recalled how the £14,000 Legal Practice Course (LPC) was financially out of reach without family support,

“I was saving really hard to finance it. When I explained my dad is a taxi driver, they just looked at me blankly. For others, it was easy, their parents could just pay.”

Farzana, a British Bangladeshi community worker, recounted blatant bias at her workplace.

“My colleague with over 10 years of experience was passed over for a promotion that went to a ‘white woman’ who could not manage the team.”

Amna, a Pakistani teacher who moved to London recently, described how her accent became a barrier during interviews.

“They said my accent would confuse students. They told me that ‘our accents’ were not matching.” Others noted how wearing a hijab led to presumptions about their capability:

“When we wear hijab, they treat us differently, like, can she really work?” said Mahmuda, a Bangladeshi volunteer.

Balancing family responsibilities with career ambitions remains another major hurdle. Many women struggle with the lack of affordable childcare and inflexible work options.

“If I put my children into childcare so I could do a longer workday, most of my pay would go towards it. It’s not feasible,” said Zayna, a British Bangladeshi administrator.

Even those who break through often credit targeted initiatives.

Anisa, a British Pakistani policy manager, said: “I only got my start through a diversity internship. Otherwise, I would not really be here. The field is very ‘white’ and very elite.”

The report also urges employers to create inclusive workplace cultures that recognise and respect religious practices and offer flexible work arrangements. Local authorities and national government are encouraged to invest in tailored employment support and community outreach.

“Economic growth and reducing inequality must go hand in hand,” Dr Weekes-Bernard emphasised. “No community should be left behind.”

Despite the challenges, many of the women interviewed showed remarkable determination to succeed, if only they are given a fair chance.

“We are qualified, we are capable, but we are invisible in the higher positions,” one participant said. “It feels like the glass ceiling is even thicker for us.”