Pakistani, Bangladeshi women in London face toughest job barriers
New report highlights systemic bias, inflexible workplaces, and pay gaps holding back qualified women from stable, well-paid roles.
Pakistani and Bangladeshi women in London remain among the most underrepresented in the workforce despite rising levels of education, according to a new report by the Greater London Authority (GLA).
The study, conducted by the National Institute of Economic and Social Research (NIESR), reveals that systemic racism, inflexible workplaces, and cultural stereotyping continue to limit access to “good work” — defined as secure, fairly paid jobs with opportunities for progression.
In 2022, nearly half of Pakistani and Bangladeshi women in London were economically inactive, compared with just 15% of men from the same communities. Unemployment stood at 16.9% for these women, more than triple the rate for men. The gender pay gap is also stark, with Pakistani women in London earning around 60% less than men — the widest gap of any ethnic group.
These disparities persist even as educational achievement rises. Many women are highly qualified, yet remain excluded from senior roles or professions matching their skills. For some, financial barriers begin early. Khadeja, a British Pakistani solicitor, recalled struggling to fund the £14,000 Legal Practice Course: “When I explained my dad is a taxi driver, they just looked at me blankly. For others, their parents could just pay.”
Others described blatant workplace bias. Farzana, a British Bangladeshi community worker, said a promotion went to a less-experienced white colleague. Amna, a Pakistani teacher, noted her accent was used against her in interviews, while Mahmuda, a Bangladeshi volunteer, said wearing a hijab led to doubts about her capability.
Workplace inflexibility compounds the problem. Many women highlighted the lack of affordable childcare and rigid schedules as barriers. “If I put my children into childcare so I could do a longer workday, most of my pay would go towards it. It’s not feasible,” said Zayna, a British Bangladeshi administrator.
Some who did progress credited targeted initiatives. “I only got my start through a diversity internship. Otherwise, I would not really be here,” said Anisa, a British Pakistani policy manager.
The GLA report urges reforms including blind recruitment processes, recognition of overseas qualifications, affordable childcare, and targeted career development programmes. Employers are also encouraged to foster inclusive workplace cultures that respect religious practices and support flexible work arrangements.
Dr Debbie Weekes-Bernard, Deputy Mayor for Communities and Social Justice, said: “It is 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 show resilience, but also highlight the urgency of dismantling barriers.”
Despite the challenges, the women interviewed expressed determination to succeed if given fair opportunities. “We are qualified, we are capable, but we are invisible in the higher positions,” one participant said. “It feels like the glass ceiling is even thicker for us.”
