South Asian women remain underrepresented in the workforce, with Pakistani and Bangladeshi women facing some of the greatest barriers despite rising levels of education.
A new report by the National Institute of Economic and Social Research (NIESR) highlights that in 2022, economic inactivity among Bangladeshi and Pakistani women in London stood at 48.1%, far higher than men from the same communities (15.3%) and other racially minoritised or White British women. The report also reveals stark pay gaps, with Pakistani women earning 60% less than men and Bangladeshi women 50% less, the largest disparities among all ethnic groups.
Asian Voice spoke to the researchers behind the study to understand how the project came about, the biggest barriers preventing access to good work, and what more can be done.
Explaining how the research came about and why it focused on Bangladeshi and Pakistani women in London’s workforce, Domiziana Turcatti said, “This work was commissioned by the Greater London Authority’s Workforce Integration Network (WIN), which seeks to tackle disparities in employment. They chose to focus on Bangladeshi and Pakistani women because of the high rates of economic inactivity in London, but also to better understand the barriers faced by those already in or trying to enter work. By ‘good work’ we mean jobs that match skills, pay fairly, embrace EDI, and offer progression opportunities.”
Anissa Butt added, “There’s a lot of quantitative evidence showing that Pakistani and Bangladeshi women are among the least represented in the labour market, so it was an appropriate and necessary group to focus on, particularly to explore how they can be better supported to re-enter and thrive in work.”
Systemic bias blocks women’s opportunities
On the biggest barriers preventing Bangladeshi and Pakistani women from accessing opportunities, Uroosa Syed explained, “The barriers are overwhelmingly structural rather than cultural. Women reported discrimination in recruitment, overseas qualifications being dismissed, pressure to anglicise names, and inflexible workplace practices, particularly hard for those with caring responsibilities. Visa restrictions, lack of culturally appropriate childcare, and limited professional networks also came up repeatedly. The real obstacles are systemic: bias in the labour market, rigid policies, and workplaces that don’t reflect women’s realities.”
Yasna Sarwar added, “It became clear through the interviews that most barriers are structural, not cultural. Women themselves helped shape the recommendations, rooted in their lived experiences.”
Turcatti emphasised, “This research shifts attention away from blaming cultural or religious norms. While these play a role, the bigger issue lies with employers and policies that reproduce barriers. Employers can control workplace cultures, and local authorities can shape supportive policies, this is where real change must happen.”
Community voices at the heart of research
Speaking about the methodology, Butt said, “We used datasets like Understanding Society, which follows individuals over time and includes an ethnic minority boost, allowing for robust analysis of Pakistani and Bangladeshi women in London. It also has attitudinal variables on gender roles, which made it ideal to supplement the qualitative research.”
Turcatti explained, “GLA wanted the research shaped by women themselves, so we created a Community Research Fellowship with seven researchers from diverse backgrounds. They helped design interviews, analyse findings, and shape recommendations. For us, the methodology was also about embedding lived experience and building research skills.”
Sarwar added, “Including community researchers made the project more ethical and inclusive. It centred marginalised voices, created trauma-informed spaces, and gave us skills while ensuring the analysis reflected lived realities.”
Syed said, “The participatory approach was vital. As community researchers we helped design sensitive questions, build trust, and include women who are often excluded from research. Numbers are important, but this qualitative work captured the real experiences and resilience of women.”
On industries with greater barriers or openings for women, Turcatti said, “Our 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.” Syed added, “The women I 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 opportunities for progression.”
“Removing barriers builds a fairer society”
On the opportunities that could be unlocked if barriers were removed, Turcatti said, “From a policy perspective, involving communities in designing and shaping solutions would lead to stronger, more cohesive policies and a fairer society.”
Syed added, “The impact would be transformative. Women could fully use their skills, progress in their careers, and build confidence. Families would gain financial security and inspire future generations, while wider society would benefit from industries accessing untapped talent, creating stronger businesses, a dynamic economy, and a fairer society.”
Sarwar said, “Removing barriers would mean greater independence and financial stability for women, better integration, and more contributions across society. It would inspire girls and future generations to pursue opportunities, creating lasting change.”
