Pakistani women in the United Kingdom, particularly in London, face some of the toughest barriers to securing fair and well-paid employment, despite high levels of education, according to a new report commissioned by the Greater London Authority (GLA).
The study, Bangladeshi and Pakistani Women in Good Work, highlights how women from these communities are disproportionately excluded from meaningful careers due to structural inequalities, discrimination and inflexible working conditions.
Figures reveal a stark divide. In 2022, nearly half of Pakistani and Bangladeshi women in London (48.1 per cent) were economically inactive, compared to just 15.3 per cent of men from the same backgrounds. Their unemployment rate stood at 16.9 per cent, more than three times higher than the 5.5 per cent recorded for men. The pay gap is even more alarming, with Pakistani women in London earning on average 60 per cent less than men, the widest disparity among all ethnic groups.
London’s Deputy Mayor for Communities and Social Justice, Dr Debbie Weekes-Bernard, described the findings as deeply concerning, stressing the need to dismantle barriers that prevent women from progressing in their careers.
The research included interviews with 32 women who shared their experiences of workplace discrimination, financial struggles, and cultural barriers.
A British Pakistani solicitor described the financial obstacles she faced while qualifying, including the high cost of the legal practice course and the lack of financial support compared to peers from wealthier backgrounds. Another woman, a British Bangladeshi community worker, recalled seeing her highly experienced colleague overlooked for promotion in favour of a less qualified candidate.
Others reported facing discrimination linked to their accents or visibly Muslim identities, with one Pakistani teacher rejected after being told her accent would confuse students, and another woman noting how wearing the hijab often led to assumptions that she lacked ability.
Childcare costs were also highlighted as a major barrier. Several women said that most of their income would be consumed by childcare fees, making full-time work financially unfeasible.
Despite these obstacles, many participants displayed resilience and determination. Some managed to advance their careers only through diversity schemes or internships, while others stressed the importance of more inclusive recruitment and progression policies.
The report calls for urgent reforms, including blind recruitment, recognition of overseas qualifications, affordable childcare and targeted career progression schemes for Pakistani and Bangladeshi women.
Dr Weekes-Bernard emphasised that economic growth and tackling inequality must go hand in hand, urging businesses, local authorities and City Hall to create inclusive workplaces that reflect London’s diversity.
The testimonies highlight the ongoing challenges Pakistani and Bangladeshi women face in accessing equal opportunities. As one participant put it, they remain qualified and capable, yet invisible in senior roles, with the glass ceiling often feeling even thicker for them.
