Pakistan Investment Competitiveness Project

Gender Diversity and Disclosure – Scorecard

The Gender Diversity and Disclosure Scorecard encourages business leaders in Pakistan to voluntarily participate in sharing best practices in gender diversity for the country's private sector. Participating companies will be evaluated and scored along 5 Gender Equity Principles (GEPs) that capture gender mainstreaming practices. These principles gauge the organization’s strategies and practices related to women’s empowerment.

For questions and comments on the Scorecard, please get in touch with Rajaa Bokhari, Programme Manager for D&I at the Pakistan Business Council:

To begin, please enter the information below.

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Account Information

Leadership and Accountability

Strategic Action

1a. Proof of commitment to gender equality and women's empowerment.

1b. Proof of gender strategy.

1c. Proof of gender assessment.

1d. Targets on gender equality.

Gender-responsive Due Diligence

1e. Integration of gender to the company’s Environmental, Social and Corporate Governance (ESG) process.

1f. *Gender-related rights impacts addressed?

Gender Diversity and Workplace Representation

Gender Equality in Workforce

2a. Proportion of women in the company’s workforce.

2b. *Policy or Strategy to support gender equality across.

Gender Equality in Leadership

2c. Proportion of women in company’s senior management.

2d. Proportion of women in company’s middle management.

Gender Pay Gap (Compensation and Benefits)

3a. Average/mean (organizational) pay gap.

3b. Details on gender pay gap analysis (for example like-for-like and/or organization-wide).

3c. Formal policy or strategy on remuneration.

3d. Specific pay equity objective as part of the remuneration strategy.

Optimal Workplace Culture

Parental Leave, Return to Work & Childcare Support

4a. Paid Maternity Leave.

4b. Paid Paternity Leave.

4c. Actions that promote the uptake of parental leave.

4d. Number of workers on maternal leave.

4e. Number of workers on paternal leave.

4f. Return-to-work rate of employees after maternity leave.

4g. Formal policy/strategy to support employees with family or caring responsibility.

4h. *Childcare support provisions.

4i. Provision of breastfeeding facilities/break.

4j. Provision of internal support network for women, or working parents.

Flexible Work

4k. Formal policy on flexible working arrangements.

4l. Provision of flexible working hours.

4m. Provision to flexible working locations.

Health & Well-being

4n. Health insurance coverage.

4o. Scope of coverage.

Respectful Workplaces

4p. Formal policy to address violence and harassment in the workplace.

4q. Mandatory training on bullying, sexual harassment and/or unconscious bias.

4r. Grievance mechanism(s) for employees to report violence and harassment.

4s. Details of the Grievance Mechanism(s) through which employees can raise complaints or concerns, including how these operate and how workers were consulted on the design of the mechanism(s).

4t. Number of grievances reported.

4u. Number of grievances remediated.

4v. Policy supporting employees facing domestic violence.

4w. *Support mechanisms to support employees facing domestic violence.

Coaching and Mentoring for Female Employees

5a. Professional development and women leadership programs.

5b. Strategy to develop a pipeline of women for leadership roles/positions.

5c. Formal mentorship or sponsorship program.

5d. High potential talent identification and development program for women.

5e. Employee Resource Groups (such as women’s network or working parents’ network).