Abstract:
This study is a basic research and its main aim is to increase the existing body of knowledge
and understand the role of HR department in the private sector universities of Islamabad and
Rawalpindi with respect to female gender discrimination policies. Therefore, this research work
can become a launching pad for other similar studies and researches of the future. HR policies
adopted by private sector universities of Islamabad and Rawalpindi remains the main focus of
attention of this study especially with respect to implementation of EEO. The study has been
limited to private sector universities of Islamabad and Rawalpindi as it is assumed that these
universities are not obliged to certain policies of quota system for ensuring a balance mix of both
the genders as defined in various legislations ensuring minimum or no discrimination in
employment opportunities.
This study relies on both primary and secondary data sources. The collection of primary data
has been done through personal visit to private sector universities. Whereas, the collection of
secondary data from the literature and government sources has been very difficult to collect due
to its limited availability. Few data sources like the report on Pakistan Employment Trends for
Women 2009, the Constitution of Pakistan 1973 and various ILO conventions are available in
the Pakistan’s context addressing the discrimination being done at various levels in Pakistan.
Moreover, limited number of secondary sources including books and journals on the relevant
topic could be located using the tertiary and electronic data retrieval methods. This can be
substantiated by the fact that a bill for Protection against harassment of women at the work place
act 2010 has recently been passed by the National Assembly of Pakistan, whereas this should
have been passed much earlier. Therefore, the study being carried out addressing the
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discrimination at private sector universities in the twin cities of Pakistan is probably the first of
its kind ever conducted.
The purpose of the present study is to investigate a context-specific perspective on the role of
HR managers and those who matter in the decision making loop in providing gender equality
while carrying out their duties in private sector universities of twin cities of Pakistan. Since all
individuals irrespective of gender have an equal opportunity for employment and advancement
within an organization as Equal Employment Opportunity (EEO) prohibits discrimination against
anyone on any pretext before, during and after employment. Human Resource Managers (
