‘Women from Pakistani backgrounds in the UK earn 60% less than men says study

August 18, 2025

By Ahmed Saeed

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LAHORE

Pakistani women working in London, earn on average 60 percent less than their male counterparts, making them face the most severe pay disparity of any ethnic group in the United Kingdom. The results have come forth after a study by the Greater London Authority (GLA) titled ‘Bangladeshi and Pakistani Women in Good Work’.

The shocking gap – more than double the national gender pay gap of 14.3% – exposes systemic inequalities in hiring, promotion, and workplace discrimination that have left highly qualified women trapped in low-paid, insecure roles.

Experts warn the crisis stems from a “triple penalty” – of gender, race, and religious bias – with Muslim women facing particular barriers, from hijab discrimination to being passed over for promotions in favour of less experienced white colleagues. The findings come as campaigners demand urgent government and employer action to close the gap, calling for mandatory ethnicity pay gap reporting and targeted investment in skills and childcare support.

It was found that over 40% of Pakistani women in work are concentrated in low-paid sectors like care, retail, and administration, with over just 3% reaching managerial roles, versus 12% of white women.

With Pakistani and Bangladeshi women’s employment rates still 20% below the national average, activists say the data proves “business as usual isn’t working”.

The study, which interviewed dozens of women from these communities, reveals a troubling pattern of exclusion, from biased recruitment practices to workplace racism and a lack of affordable childcare.

In 2022, almost half of Pakistani and Bangladeshi women in London (48.1pc) were economically inactive, compared to just 15.3pc of men from the same background. Their unemployment rate stood at 16.9pc, which is more than three times higher than men’s 5.5pc.

The most alarming is the gender pay gap. Pakistani women in London earn on average 60pc less than men, the widest disparity of any ethnic group.

Calling the findings ‘shocking’, London’s Deputy Mayor for Communities and Social Justice, Dr Debbie Weekes-Bernard, said that it was ‘unacceptable’ that experienced Pakistani and Bangladeshi women are still being passed over for promotions, or feel compelled to change their names to secure interviews. These stories reveal the resilience of these women, but also the urgency of dismantling the barriers that hold them back.

According to the report, many second-generation British Bangladeshi and Pakistani women cited a lack of professional networks and financial resources as major hurdles, particularly in elite sectors like law, creative industries, and policy.

“In design, if you didn’t know people, you wouldn’t get far,” says Runa, a British-Bangladeshi worker in the public sector who was interviewed for the study. “As a Bengladeshi woman from a non-affluent background, I didn’t have those connections.”

For those pursuing law, the cost of qualifications was prohibitive. Khadeja, a British-Pakistani solicitor, recalled how her peers suggested that she ask her parents to pay the hefty fee of a legal course.

“When I said I was saving to pay for my £14,000 legal course, I was asked, ‘Why don’t your parents pay?’ My dad’s a taxi driver—he couldn’t,” said Khadeja.

Unpaid internships further exacerbate inequalities, though some women, like Anisa, a policy manager, credited targeted schemes for breaking barriers.

“My field is notoriously elite and white dominated,” she said. “A BME internship was my only way in.”

Recent migrants struggle with visa restrictions, language bias, and unrecognized qualifications. Marziya, a British-Pakistani teacher, said,“ Companies reject me solely because I need visa sponsorship—even when they’re licensed sponsors.”

Others faced blatant discrimination. “A school said they wouldn’t hire me because of my accent. They claimed students ‘wouldn’t understand’ me,” Amna, unemployed after migrating from Pakistan, shared with the researchers of the study.

Racism persists in hiring and promotions. Rubi, an NHS administrator, changed her surname to sound “less Bengali” to secure a job. Farzana, a community worker, witnessed repeated bias. “A Bengali colleague with 10 years’ experience was passed over for a White junior who couldn’t manage the team. It keeps happening,” Farzana said.

Muslim women wearing hijabs reported being stereotyped as “less capable”.

“White colleagues act like I can’t work or speak properly just because of my scarf,” says Mahmuda, a Bangladeshi volunteer.

Balancing work and family life was a universal struggle for Pakistani and Bangladeshi women in London. “If I paid for childcare, most of my salary would vanish. How is that feasible?” said Zayna, an NHS administrator.

Migrant mothers, like Mehak, faced added exclusion due to their immigrant status which restricts public funding. “I pay taxes but get no childcare support because I’m not British. How is that fair?”

Alcohol-centric socialising also alienates many Muslim women. Shakira, a finance worker, lost a promotion to a white male colleague who bonded over drinks.

“I was told the role was mine—until the team went drinking. Suddenly, I was told to ‘look elsewhere,” she told researchers of the study.

Some employers acknowledged their sectors’ homogeneity. A marketing software executive admitted: “We don’t have connections to Bangladeshi or Pakistani communities. Our recruitment relies on referrals—which excludes people.”

The report calls for urgent reforms such as blind recruitment, recognition of overseas qualifications, affordable childcare as well as targeted progression schemes for Pakistani and Bangladeshi women.

“Economic growth and reducing inequality must go hand in hand, so no community is left behind,” Dr Weekes-Bernard emphasised.

Business leaders, local authorities and City Hall must redouble efforts to build inclusive workplaces that reflect London’s diversity. The testimonies of Pakistani women reveal the depth of the challenges.

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