Dr Qadir Bakhsh, MBE
A new report published by the National Institute of Economic and Social Research (NIESR) highlights that in 2022, economic inactivity among Bangladeshi and Pakistani women in London was 48.1%, which is far higher than that of men from the same communities (15.3%) and other racial minorities or White British women.
The unemployment rate was found to be 16.9% for women, approximately three times higher than the 5.5% rate among men.
The report also points out glaring pay gaps, with Pakistani women earning 60% less than men and Bangladeshi women 50% less.
The study aimed to understand the biggest barriers preventing access to ‘good work ‘, and what can be done.
The work was commissioned by the Greater London Authority’s Workforce Integration Network (WIN), which seeks to tackle disparities in employment.
Due to the high rates of economic inactivity in London, they chose to focus on Bangladeshi and Pakistani women, as well as to understand better the barriers faced by those already in or trying to enter the workforce.
The researchers found a lot of quantitative evidence showing that Pakistani and Bangladeshi women were among the least represented in the labour market, with a view to exploring how they can be better supported to re-enter and thrive in work.
Emphasising the external barriers, the report distinguishes between structural and cultural (internal barriers. Women reported discrimination in
i) Recruitment.
ii) Overseas qualifications are not being recognised and dismissed.
iii) Pressure to anglicise names, and
iv) Inflexible workplace practices, particularly hard for those with caring responsibilities.
Moreover, visa restrictions, lack of culturally appropriate childcare, and limited professional networks were reported by the participants.
The real obstacles were found to be systemic: bias in the labour market, rigid policies, and workplaces that don’t reflect women’s realities.
Unlike many previous reports, the research shifted attention away from blaming the cultural or religious practices of Muslim women. While these play a significant role, no doubt, the bigger issue lies with employers and policies that produce barriers.
Employers can influence workplace cultures, and local authorities can develop supportive policies; this is where real change must occur, the authors of the report claim.
Community voices at the heart of research
GLA wanted the research shaped by women themselves, so a Community Research Fellowship with seven researchers was created from diverse backgrounds. They helped design interviews, analysed findings, and shaped recommendations. The methodology was also about embedding lived experience and building research skills.
Including community researchers in the research design made the project more ethical and inclusive. It centred on marginalised voices, and gave skills and empowerment while ensuring the findings and analysis reflected lived realities.
The participatory approach was considered vital. The community researchers helped design sensitive questions, build trust, and include women who are often excluded from research. This qualitative work captured the real experiences of women. The report found that sectors like media, law, and tech present significant barriers. Beyond the lack of networks, women noted that much of the informal networking happens around alcohol, which excludes many and highlights the need for more inclusive practices.
The women interviewed were underrepresented in higher-paid professions like tech and law, and rarely progressed into managerial roles due to limited mentoring and role models. At the same time, there was an overrepresentation in low-paid, insecure work such as cleaning, retail, hospitality, and care, with few progression opportunities.
The report emphasised that involving communities in designing and shaping solutions would lead to stronger, more cohesive policies and a fairer society.
The report authors aspire that if findings are implemented, it could transform the situation.
I) The women could fully use their skills.
II) Progress in their careers, and
III)Build confidence.
As a result, the families would gain financial security and inspire future generations. The society at large would also benefit: employers accessing untapped talent, creating stronger businesses, a dynamic economy, and a fairer society.
Removing barriers would mean greater independence and financial stability for women, leading to better integration and more contributions across society. It would inspire young girls and future generations to pursue opportunities, creating lasting change.
Recommendations include:
1. Blind recruitment to reduce name-based discrimination.
2. Recognition of overseas qualifications for migrant women.
3. Affordable, culturally-sensitive childcare facilities.
4. Targeted career progression programs and inclusive workplace cultures offering flexibility.
5. GLA and local authorities should invest in community outreach, tailored employment support, and Jobcentre Plus training in intercultural competency.
