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Tech-Driven Apps are Empowering Thousands of Pakistani Women

by Ayesal A
written by Ayesal A
  • Tech-driven apps are helping women earn income and offering flexibility and are empowering beauticians like Saima Victor in Karachi.
  • Beyond financial gains, apps like Helpp reshape societal norms, with husbands taking on unconventional roles to support their wives’ careers.

Saima Victor, a resilient beautician in Karachi for over two decades, found herself at a crossroads—balancing a meagre Rs40,000 monthly income with the demands of a 10-hour salon job and a cumbersome commute.

June 2022 marked the turning point when she embraced Helpp, a Singapore-based home services app, as her bridge to financial independence and a harmonious work-life equilibrium.

Financial Independence for Women Through Online Apps

Working for beauty salons, where fixed salaries and arduous working hours were the norm, Helpp emerged as a revolutionary game-changer. Saima’s income, once confined to Rs40,000, witnessed a remarkable surge, doubling to a thriving Rs80,000.

What set Helpp apart was the financial boost and the autonomy it granted her. Direct client bookings through her mobile phone became the new norm, offering unparalleled flexibility. Other apps providing opportunities to women include Foodpanda, InDriver and Careem.

 

Also Read:
This Women-Led Online Platform Provides Legal Assistance to 500,000 Pakistani Women

Saima Breaks Societal Norms with Tech-Driven App

This shift extended beyond individual empowerment to a dynamic restructuring of societal roles. Joseph, Victor’s husband, transitioned from a daily wage earner to her dedicated driver. Breaking free from traditional norms, he played a pivotal role in ensuring his wife’s seamless navigation through work commitments. Together, they forged a unique path, debunking stereotypes and establishing a modest yet empowering income.

Naveeza Kamran, another beautician on the platform, witnessed her income surge from 20,000 to over 50,000, sharing the financial burden of household expenses.

Asra Anwar-ul-Haq, Helpp’s category head, emphasized, that such apps have more than just economic relief. With flexible working hours, Helpp elevated incomes 5 times more than compared to the conventional salon market. Beauticians could not work full time and could enjoy flexibility, earning as per their convenience.

Also Read:
Paypal Pakistan: Benefits, Setting Up Your Account & More

Vision for the Future: Empowering Thousands of Pakistani Women

Looking beyond immediate gains,  tech-driven apps could impact the lives of 100,000 women in Pakistan within the next five years. The vision extended beyond financial independence to empowering women through their innovative “salon-at-home” services. For Kamran, once a dreamer, technology became the conduit for turning aspirations into reality. No longer constrained by unfulfilled desires, she shared her newfound ability to afford luxuries, signifying a life transformed through technology’s empowering touch. Other

In the bustling cityscape of Karachi, Saima Victor’s journey stands as a testament to the transformative power of technology, offering not just economic stability but a profound shift in societal roles and the freedom for individuals to dream beyond limitations.

Other apps like indriver, careem and Foodpanda are all giving women an equal opportunity to earn money as riders and drivers, paving a path for women to obtain work through various online platforms.

Follow WOW360 for more.

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WhatsApp Image 2023-08-11 at 4.35.08 PM
CultureLEADHers

Independence Day : The Pioneering Women of Pakistan, LEADHers

by Farhat Kapadia Mehboob
written by Farhat Kapadia Mehboob

On this Independence day, as Pakistan turns 76,  we reflect back on those that took on challenges in the early years, working with selfless dedication to build the nation. When we look back at the early pioneers of the nation, the words of the Quaid-e-Azam reverberate.

“ No nation can rise to the heights of glory unless your women are side by side with you “

Whilst there are many women who have made the nation proud, there are 3 who stand tall in the early history of Pakistan.

In the 1st episode of LEADHers , we will talk about Mohtarma Fatima Jinnah, Begum Ra’ana Liaquat Ali Khan and Begum Shaista Ikramullah.

How did they inspire those around them? To what extent did they use their sphere of influence to empower others? How did they come through victorious when faced with challenges?

Muneeza Shamsie, writer, critic and journalist talks about how Begum Raana Liaquat Ali Khan embodies someone with the most amazing sense of courage, a vision for the future and was never deterred by even the most drastic of tragedies. Her grand daughter Samia Liaquat Ali Khan recalls that her grandmother had a vision to help women improve their livelihoods and the steps she took to empower them and her focus on children’s education.

Mr Liaquat Merchant, Lawyer, Founder & Managing Trustee of the Jinnah Foundation talks about the strong and inspiring personality of Mohtarma Fatima Jinnah. When Jinnah’s wife died in 1929 she left her dentistry career to stand by her brother and stood by him for 19 years after. Later on she also became a Presidential candidate and founded the first ladies technical and industrial home to impart vocational training.

Begum Ikramullah although she had a public life as a parliamentarian she was a great literary figure and was the first muslim woman to get a Phd at the time.

Watch the full episode :

 

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LEADHers is our exclusive video series on the eminent women of Pakistan. It covers prominent female leaders across various industries highlighting their success stories, challenges and the impact they have created.

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Sarwat Gilani final 2023-05-08 at 5.06.13 PM
Women in Leadership

Women in Leadership: Strong Female Role Models Create Leaders, Sarwat Gilani

by Ayesal A
written by Ayesal A

Image credits:  Sarwat Gilani – WOW360.pk

As an actor, we have seen Sarwat Gilani in some impactful roles. She has portrayed strong female characters, different to the norm in the popular web series ‘Churails’  and ‘ Qatil Haseenaon Ke Naam “.  She also starred in Saim Sadiq’s film Joyland, which breaks gender stereotypes and was selected for the Cannes Film Festival and won the jury prize in the Un Certain Regard sidebar. It was also the first Pakistani film to be shortlisted for the best international feature film Oscar.

She is an artist, entrepreneur and a vocal activist and supporter of women’s rights. Married to prominent plastic surgeon Fahad Mirza, Sarwat is the mother of two beautiful children.

In addition to advocating social issues, she is the ambassador for Special Olympics Pakistan and Indus Hospital Health Network,

Given her dynamic personality and expertise, we were able to gain some interesting insights and perspectives on women in an interview with Sarwat as part of our Women in Leadership series.

Leadership: An Innate Quality

Sarwat Gilani believes that leadership comes from within, and while you can train yourself to some extent, you are born a leader.

In her reel life, we have seen Sarwat Gillani portray influential roles based on women who defy norms and step out of the cliché roles. She enjoys taking up strong feminine roles in projects like ‘Churails’ and ‘Qatil Haseenaon ke Naam’ because they are hardly ever penned down. She loved working with directors like Asim and Meenu because they let you be and hire you not to represent a thought but because you have thought yourself.

“I feel that a few times in my career in the Pakistani television industry, whenever I was given a strong woman portrayal, I got excited and I wanted to do that character with all my love and effort and manufacture the character with a lot of hard work because I felt like that was very ‘me’.” She shared.

On the other hand, in real life, she considers herself a leader and likes to lead and have things organized and executed (go) a certain way.

The Greatest Challenge Women Face in Obtaining Leadership Positions According to Sarwat Gilani

The single biggest challenge women face in obtaining leadership positions is that their male colleagues  undermine their multi – tasking abilities as a mother, wife , household figure. 

According to Sarwat Gillani, a woman may be disregarded when it comes to leadership positions as people assume that they will not be able to do justice in executing tasks because of her other responsibilities. The fact that she may need to take maternity leave or days off because of her regular cycles may also be considered a hindrance.

Also Read:
“Enabling Ecosystems Build Leadership” Fatima Arshad, Unilever

Relatable, Inspirational Role Models: Telling the Untold Narratives of Pakistani Women

Pakistani dramas and films can portray unbelievable women who are around us, and many of them are just unsung heroes. There are many women whose achievements, struggles, journeys, and stories have never been told.

I’ve been constantly saying in a lot of interviews that we need to reach out to those women who are around us who we know and sometimes don’t even know what know of their work.

According to Sarwat Gillani, we need to show these success stories because they are real and they are exemplary examples around us and our youth.

Our younger generation needs to see how a woman or a girl in Pakistan fights for her rights and fights for a position in her life where she’s appreciated, acknowledged, and given her due respect.

It’s very important to see inspirational figures and not derogatory figures that are centred around jealousy, scheming and extramarital affairs. There are exceptional women around us and we need to tell these stories instead, she stressed.

The Qualities of a Good Leader: Self-Awareness, Confidence, and Self-Acceptance

Sarwat Gillani believes that if a leader is self-aware and comfortable in their skin. Knowing that you can make mistakes and learn from them are qualities leaders should have.

Leaders should be able to take critique and be able to critique other people without offending them or a situation. A leader is somebody who is very grounded and has great faith.

If a leader has great faith, worldly things don’t affect them.

Diversity & Representation in Leadership

Gillani suggests that we can address the lack of diversity and representation by speaking up, knowing the laws that protect us, and being aware of the rules and regulations that protect us.

Sisterhood is very important, especially in Pakistan where there are a lot of patriarchal mindsets. She encourages speaking up for oneself and for those who cannot speak for themselves and having a mindset of elevating and evolving together rather than just solely or individually.

Be the change you want to see

It’s essential to accept that Pakistan is a diverse country where a lot of religions and cultures live together, says Sarwat Gillani. Until we do not come together as a nation, as a community, and as a society, we will always be segregated and bifurcated by our differences.

We should appreciate our differences and work with our differences using them as a strength and not considering them our weaknesses.

Contributions of Social Attributes Towards Gender Equality & Women Empowerment

Sarwat Gillani believes that although there has been some progress in accepting women as leaders, there is still a pervasive sense of inferiority towards women. Many people don’t like taking instructions from women and have an innate feeling of superiority towards men.

However, it’s worth noting that many women in leadership positions have received support from their male family members, such as spouses, fathers, or brothers. This support from family members is often critical in helping women become leaders, as it creates a foundation of acceptance and encouragement from a young age.

In her opinion, parents play a vital role in shaping attitudes towards gender equality. Mothers, in particular, can use their role as a parent to teach their sons that women and men, boys and girls, are all equal. This kind of mentality starts at home, and the more we talk about it at our dining tables and in the content we expose our kids to, the better chance we have of creating a more equal society.

Also Read:
Women in Leadership: Leading with Confidence & Compassion

The Role of Men in Advancing Gender Equity

As a mother of two boys, Sarwat Gilani emphasizes the importance of teaching gender equality at home, especially to sons, from an early age. Parents need to discuss the significance of gender equality with both genders.

She also highlights the need for families, particularly fathers, to recognize and acknowledge the achievements of their daughters.

instead of calling their daughters “brave sons,” parents should proudly say, “she’s our daughter, and we are very proud of her.” This small change can make a significant difference in promoting gender equality.

Disclaimer

The articles, podcasts, and impact videos by WOW360 (in strategic partnership with SEED Ventures ) serve as additional learning material for the British Council Women in Leadership (WIL) Programme.

These materials provide a local context that is essential for participants to have a deeper understanding of the content they have learned. They also offer diverse perspectives on how leadership is reflected at the grassroots level, and at higher management and are designed to benefit both facilitators and participants of the WIL Programme

 

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Leadership
Women in Leadership

WOW360 Impact Stories: Understanding Leadership by Addressing Existing Perceptions

by Ayesal A
written by Ayesal A

Sonal Dhanani is a trauma facilitator and the founder of Parindey, a youth-led leadership initiative She is also a facilitator for the British Council and SEED Ventures initiative ‘Women in Leadership’ (WIL) programme that supports Pakistani women in unlocking their potential so that they can make the most of their role and get a career boost.

Understanding Leadership & Existing Perceptions Through Insights

According to Dhanani, we need to address the pre-existing notions of leadership.The Women in Leadership Programme used insights to address how can one tackle and change a certain perspective a person has when it comes to describing a leader.

It is important to understand that leadership has different forms and can allow a journey regardless of background, circumstances, or even gender.

Also Read:
Impact Stories: Zainab Khan’s Journey, Housewife to Karate Champion

There is a very common perspective around leadership, shares Dhanani,  that this is considered a role for those who are in a certain mature age bracket and have over a decade or so of experience, however, throughout the training sessions and workshops, we realized that leadership is an everyday role.

It is not something one experiences in a certain situation, or once in a blue moon, it is an ongoing process be it in organisations, our homes, or any other setting.

The most important lesson one can take from here is that being a leader is not dependent on ‘personality style’ – an introvert and soft-spoken person can also be a leader if they have the tools and are great decision-makers for the community.

The diversity offered in the WIL programme, having women from different backgrounds and fields not only added a fresh perspective of what or who a leader is but also shows that women are now getting opportunities or want to take up roles in their respected organizations that are associated with leadership.

Watch the Interview with Sonal Dhanani Below:

https://www.facebook.com/watch/?v=530728752608699

Have any thoughts? Share them with us in the comments below.

Stay tuned to WOW360.pk

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fatima arshad
Women in Leadership

“Enabling Ecosystems Build Leadership” Fatima Arshad, Unilever

by Ayesal A
written by Ayesal A

Image credits: WOW360 – Fatima Arshad, Head of Sustainable Business and Communications at Unilever

Women in Pakistan face unique challenges in their professional lives ranging from limited access to education to gender biases that hinder their growth and progress. However, as we continue to celebrate the successes of women in leadership and break down barriers, we contribute to a brighter future for all women in the workforce.

As a part of our Women in Leadership series, we spoke with Fatima Arshad, Head of Sustainable Business and Communications at Unilever to provide her insights and experience.

Overcoming Roadblocks: Challenges Women Face in Leadership Positions

We asked Fatima about some of the challenges women face when they assume leadership roles. She feels that experiences may be incredibly diverse, but there are certain challenges that we all share in our professional lives.

Often these challenges start early, sometimes at home, when the value of investing in a girl’s education is questioned or when sociocultural norms hinder women’s access to and right to work. Unfortunately, many talented and ambitious women are lost to these roadblocks.

Inherent biases may sometimes affect people’s perceptions of women as leaders, and in such cases, it is essential to remember the incredible accomplishments and qualifications of women in the workforce. Their growth and promotion are not just due to quota hiring but are based on their undeniable merit.

 

Building an Inclusive Ecosystem

An enabling ecosystem is at the heart of any effective strategy.

One major contributor is the fact that women in leadership roles may not always be provided with an equitably enabling environment, and there is a need to accommodate their diverse needs, roles as parents or primary caregivers, and the need for safe and secure working conditions.

It is also important to recognize that sometimes women hold themselves back, perhaps by not asking for the support they need to succeed or doubting their ability to explore leadership roles. While impostor syndrome is a genuine concern, we must work together to address it, empowering women to believe in their capabilities and seize opportunities and recognize their undeniable merit.

Read More:
Closing the Gender Gap: Shaista Ayesha Talks About British Council’s Women in Leadership Programme

From Bias to Balance: Changing Attitudes Towards Women in Leadership

Fatima mentions that societal attitudes toward women in leadership roles have evolved over the years. Having experienced a positive attitude, she is conscious that this could lead her to share a biased view.

We owe this in part to the incredible examples women leaders and women in the workforce have set, which have swung the scales even if not balanced.

The other fact is the changing societal dynamics with evolving millennial and GEN Z roles shaping the new workforce and attitudes at home; we have observed a rise in the challenge of diversity and inclusion entering the public consciousness, sometimes unconstructive and, at other times, positive ways.

 

Read More:
“Leadership is a Quality You Can Work On” Dr. Ayesha Mian

The Art of Negotiation: Tips for Successful and Collaborative Deal-Making

Self-advocacy begins with self-belief

“It is important to understand that our perceived value often reflects our believed value. Often women tend to dismiss their own abilities, and this impacts our likelihood of exploring new opportunities and putting ourselves out there. I have worked on a profile which outlines my strengths, and unique skills and highlights examples of successful projects.

She has observed the success of women leaders who invest in building strong relationships with stakeholders, as this often converts stakeholders into effective sponsors. It also helps to brush up and actively work on one’s communication skills.

“A big part of advocacy is putting oneself into situations that can feel uncomfortable at first, but inevitably help build better careers over time as the important piece is to grow one’s circle of influence as a leader.”

Bridging the Gap: Ensuring Fair Pay for Women in Leadership Positions

It falls upon employers to ensure that there is fair pay for women. It is important to identify, address and solve explicit and hidden inequities within the organisation.

“Frequent audits can also find pay gaps and ensure that one is aware of the blind spots. There are some industries, and functions, where the gap is wider and deeper, often in specialist roles and an audit, can help one know better and as a result, do better.

“Similarly, gender-related pay gaps are sometimes carried over time as women may often start their careers at a lower salary. This is where companies can ensure that growth over time and related compensation are equitable and encourage women to become more comfortable with asking for compensation that is due to them.

Prioritising Equity: From Hiring to Promotion in Organizations

Fatima finds herself fortunate to work at Unilever where the values of diversity and inclusion are embedded into the DNA.

“In fact, now it has evolved into Equity, Diversity and Inclusion- ED&I, which is now discussing how, equity more than equality, considers the different needs of different groups and empathizes with and solves the diversity of those challenges. The reason for its success is that it exists at the very top of the organisation and by, design is translated into policies, behaviours and actions across the length and breadth of the company.

Equity is not an HR agenda, it is a company agenda

Men: Equal Supporters for Advocating Gender Equality

“I was in a session recently where Dr Bari Khan from the Indus Hospital was speaking at our office. And he shared that it is said that behind every successful man is a woman, and then went on to say that in his case, I say, it is beside and not behind every successful man is a woman.

Men can be allies and champion the cause. Male leaders have the most important role to play in this space as they are often in positions of influence which can address the lack of representation; and inequities.”

Breaking Stereotypes and Debunking Common Misconceptions

“There are many, and most of them stem from the expectation that women in leadership are supposed to emulate the behaviours of male leaders.

Another misconception arises when “Being compassionate or empathetic is frequently confused with not being assertive enough or lacking leadership skills. Perhaps there is merit in redefining the outdated notion of leadership skills because women statistically bring skills like creativity, collaboration, problem-solving and empathy more than others.

“Some of the other stereotypes that women leaders face are, unfortunately often perceived lack of commitment due to their responsibilities are caregivers; spouses or parents. This is never the case with male colleagues in similar roles and should now be accommodated as part of the new developing understanding of equity.”

Read More:
Women in Leadership Series: Navigating the Path to Equity & Success

Empowering the Future

“It is important to invest in women’s confidence and skill-building and advance them through the pipeline through structured and streamlined interventions designed around their growth.

Women should be mentored and provided opportunities to learn and develop leadership skills along with exposure opportunities for their development.

Addressing the Lack of Diversity and Representation of Women in Industries and Fields

It is important to present strong female role models to young women in their early education years or careers so that they have good examples to follow in their lives.”

It is also important to create a work environment that values and supports diversity and offers enough flexibility to the women in such fields as they may also struggle from a sense of lack of belonging.

“Abroad, we see companies and governments investing in grants to bring more women into the fold to help reduce the barriers for women to enter a particular field.

Empowering women to believe in their capabilities and advocating for themselves, can lead to meaningful change in our organizations and communities.

Disclaimer:

The articles, podcasts, and impact videos by SEED Ventures (in strategic partnership with WOW360pk) serve as additional learning material for the British Council Women in Leadership (WIL) programme participants. These materials provide a local context that is essential for participants to have a deeper understanding of the content they have learned. They also offer diverse perspectives on how leadership is reflected at the grassroots level, and at higher management and are designed to benefit both facilitators and participants of the WIL Programme.

Read More:
Justice Mussarat Hilali to Become First Female Peshawar High Court Chief

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Women in Leadership Faiza Kapadia
LEADHersWomen in Leadership

LEADHers x Women in Leadership: Challenging Misconceptions

by Ayesal A
written by Ayesal A

WOW360 received the opportunity to talk to Faiza Kapadia Raffay, Head of Legal & Company Secretary about women in leadership roles.

In 1991, The Hub Power Company Limited (HUBCO) was established as the first Independent Power Producer in Pakistan and continues to remain the largest energy producer of its kind in the nation.

Prior to joining HUBCO, Faiza was associated with Philip Morris(Pakistan) Limited as Legal Counsel. Faiza has over 25 years of experience in corporate and legal affairs. She graduated with a distinction in L.L.B. from S.M. Law College.

During the conversation, we asked Faiza about the challenges women face when it comes to procuring a role in leadership. To this, Faiza replied by saying that in society, asides from asking a woman about a qualification, she is often asked if she is married, or has children.

Read More:
Pakistan’s Leading Psychiatrist Dr Ayesha Mian Talks About COVID, the Impact of Social Media, Eating Disorders, & Parenting in Nuclear Family Units

As unfortunate as it is, these are the factors an employer also takes into consideration despite the fact that the woman may be highly capable of carrying out that role. This creates barriers for women who wish to pursue a career, not just at an organisational level but at a societal level as well.

Faiza believes that until this is changed at the grassroots level, it will not change, however, companies have now started to slowly embrace equity and are providing the necessary tools for women to climb the leadership ladder.

Strategies to Increase Women in Leadership Roles

According to Faiza Kapadia Raffay, there has been a shift post-COVID-19, remote working has become a norm now and a lot of companies are offering employees this option, which has able to give them time to spend with families, and juggle between commitments.

Companies have also worked towards providing a safe and secure environment for their male and female employees, and strict policies and actions have been set in place in case of a mishap. These steps nurse out the stigmas that society usually has about how a woman cannot work in certain environments, especially if she has a lot of male colleagues.

Furthermore, companies have taken a step further in opening in-house daycares for working moms so that they can tend to their children and carry out their roles simultaneously, and not drop out of the workforce.

The advocation of Women in Leadership Roles

Faiza believes that companies can at the base level make sure that there is at least a 30% women workforce to start with. this not only encourages women who have left the force to re-join but also helps fresh grads looking for opportunities to explore these areas. It is all the more important to give women decision-making roles to allow them to bring a balance and a certain aspect of diversity into the company.

Equality for All

Faiza believes it is important for companies to bring about a policy change and give equal salaries to both men and women who are at the same level. Moreover, when hiring, the positions should be considered for both males and females uniformly rather than giving more leverage to a man because he can be expected to stay back and work longer hours, or because he doesn’t have to spend time juggling his in-laws and children.

Tools for Justice

Organizations can invest in tools that will ensure fair promotions and roles when it comes to merit. These tools will not only help women get the leadership roles they deserve but also give women across all levels an equal opportunity to get what they deserve.

Watch the Interview with Faiza Kapadia Raffay Below:

Read More:
“Leadership is a Quality You Can Work On” Dr. Ayesha Mian

Disclaimer:

The articles, podcasts, and impact videos by SEED Ventures (in strategic partnership with WOW360pk) serve as additional learning material for the British Council Women in Leadership (WIL) programme participants. These materials provide a local context that is essential for participants to have a deeper understanding of the content they have learned. They also offer diverse perspectives on how leadership is reflected at the grassroots level, and at higher management and are designed to benefit both facilitators and participants of the WIL Programme.

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Digital Skills
BusinessTechnology

Resolution Passed to Empower Women & Girls with Digital Skills

by Ayesal A
written by Ayesal A

The Senate of Pakistan has recently passed a resolution that calls for the government to prioritize digital education (digital skills) for women and girls in the country.

The resolution was passed unanimously and is aimed at providing a gender-responsive approach to innovation, technology, and digital education.

The resolution was moved by Seemee Ezdi and others, and it calls for the government to equip women and girls with digital skills by prioritizing education in Information Communication Technology subjects.

It also asks the government to allocate separate funds through Public Sector Development Programme projects on the digital empowerment of women.

According to the resolution, bringing women and other marginalized groups into technology results in more creative solutions and innovations that meet women’s needs and promote gender equality.

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NADRA
Social Issues

NADRA Slammed for Declaring Men ‘Head of Family’ by Netizens

by Ayesal A
written by Ayesal A

Twitter users have criticized a policy approved by The National Database and Registration Authority (NADRA) as sexist after a user shared a screenshot of a message from the government organization stating that her husband was designated as the head of the household.

The user criticized NADRA for not recognizing her as the head of the household and expressed concern about the policy’s implications for women attempting to escape abusive relationships, as their private information is being sent to their spouses without their consent.

Other women also criticized NADRA for refusing to acknowledge female agency and noted how the policy isolates single-parent households, particularly women who have escaped abusive relationships.

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DIOR
Fashion

DIOR & UNESCO Partner for Gender Equality, Women Empowerment

by Ayesal A
written by Ayesal A

Dior and UNESCO recently organized the UNESCO & Women@Dior Global Conference to coincide with International Women’s Day.

The event, which took place at the UNESCO headquarters in Paris, focused on celebrating education, equal opportunities, inclusion, and gender equality, which are all at the core of the Women@Dior mentoring and educational program.

The Women@Dior program, which was initiated in 2017 by Emmanuelle Favre, Senior Vice President of Human Resources at Christian Dior Couture, has provided support for female students in almost 60 countries.

The program is designed to empower a new generation of women who are eager to create a more sustainable world. In 2020, Dior joined the Global Coalition for Education, which was created by UNESCO, to further support this commitment.

Around 400 young women benefit from mentoring each year, focusing on Dior’s core values of self-awareness, empowerment, inclusion, creativity, and sustainability.

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DIOR X UNESCO 2023

The event culminated in the presentation of the winners of the Dream for Change Project, where five teams presented their projects to encourage the independence of girls in their local communities.

The prestigious jury was chaired by Maria Grazia Chiuri, Dior Artistic Director for Women’s collections, and included documentary filmmaker Loïc Prigent.

The young mentorees and their mentors had the opportunity to dialogue with leaders from LVMH, Maison Dior, and UNESCO. Franco-Iranian actress Mina Kavani and Hafsat Abiola, President of the Women in Africa organization, shared inspirational messages about their commitments.

The event was marked by the power of sisterhood, and Chantal Gaemperle, LVMH Group Executive Vice President of Human Resources and Synergies, Emmanuelle Favre, and Stefania Giannini, Assistant Director-General for Education at UNESCO, all shared their visions of the empowerment of women.

Mob Vandalizes Upscale Karachi Restaurant Angeethi

Charles Delapalme, Managing Director of Christian Dior Couture and Monika Figlewicz, President of Christian Dior Couture China, discussed the role of men as allies for the success of women in both professional and personal domains. Maria Grazia Chiuri spoke with Karishma Swali, Artistic Director of the Chanakya Ateliers and founder of the Chanakya School of Craft, about the themes of feminism, creativity, and craft.

Successful women entrepreneurs Hyojeong Kim, founder of NomadHer, and Maud Caillaux, creator of Green Got, were also among the guest speakers, offering insights on creating businesses with a positive social impact.

The day ended with mentees and professors from prestigious schools, including the Institut Français de la Mode (IFM) and EFAP (L’École des Nouveaux Métiers de la Communication), creating a collective work of art to be passed on to future cohorts. The duo Ibeyi provided musical entertainment during the conference.

What are your thoughts on Dior’s initiative? Share them with us in the comments below.

Stay tuned to WOW360.

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Dr Ayesha Mian
FeaturedWomen in Leadership

“Leadership is a Quality You Can Work On” Dr. Ayesha Mian

by Ayesal A
written by Ayesal A

Image credits: WOW360 – Dr. Ayesha Mian Founder & CEO Synapse, Pakistan Neuroscience Centre

Working towards women in leadership is crucial for building a more equitable and sustainable future. Women have historically been underrepresented in leadership positions, both in the public and private sectors with far-reaching consequences, including perpetuating gender disparities in pay, education, healthcare, and political representation.

WOW360 spoke one-on-one with Dr. Ayesha Mian, a renowned adult, child, and adolescent psychiatrist trained in the United States and the Founder and CEO Synapse, Pakistan Neuroscience Centre.

She is a  trailblazer who established Pakistan’s first child and adolescent psychiatry fellowship training program and is a strong advocate of women leading change, gender equity and building the capacity of women in academia.

Women in Leadership – A Staggering Number

We asked Dr. Mian about her thoughts on the limited number of women in leadership roles, and the possible reason behind this. In response, she shared that this issue is not just in Pakistan, but is global.

“It’s a worldwide phenomenon which is important to understand that there might be different reasons in different places, in different parts of the world.”

However, Pakistanis are influenced by their own sort of patriarchal culture which has been widely promoted. Men are encouraged to go to work while women are traditionally expected to stay home and take care of the family.

Understanding Internalized Patriarchy with Dr. Ayesha Mian

Ayesha Mian added that there is also a lot written about a phenomenon called ‘internalized patriarchy’ which refers to how women think about patriarchy and how they internalize it.

So it is not just men who create barriers and restrictions for their counterparts, women also restrict themselves and others by thinking that they are incapable or not meant for a particular space. Women, therefore, don’t seek leadership opportunities.

Leadership: Opinion or Mindset?

According to Dr. Mian, a vast majority of people consider ‘leadership’ as something that you either have or don’t or that you are born with it.

It’s actually a moving quality like a verb,  which you can work on, which you can acquire. It’s not based on a position or a title, but on the work that you do, your actions, and qualities or that skill set that come with leadership”

Importance of Self-Awareness in Leadership Development

Dr. Ayesha Mian shares that self-awareness is essential and one must ask themselves, What is it that you’re bringing to the table? What are my cultural roots? What is my ancestry? How connected do I feel with them?

“All of those things are important for us to understand as we think about leading or being a leader. Because if you don’t have an awareness of self, then you are just being a puppet to a manual that’s passed on to you that this is what leadership looks like.”

Adaptability is Key

The biggest skillset you need to have today is flexibility and adaptability because every 10 years you may need to change your profession. The world is changing so rapidly, the kind of skills you need to have as a leader is also evolving rapidly. Covid has shown us that skills that were deemed to be great in the 80s and 90s on strategic thinking and authoritarian leadership are not relevant. Now compassion, collaboration, kindness and a focus on climate change have become important.

Understanding Unconscious Bias & its Impact

When we asked Dr. Ayesha Mian about her take on collaborating with organisations to increase female representation in leadership spaces, she shared that the first step is to understand ‘unconscious bias’.

“I think one unconscious bias that we unconsciously think is that women will not do the job right or, are not able enough, or their CV wasn’t enough to be compared to a man. She explains further

If for example, I refer a patient of mine to a female surgeon, and if  an error occurs during the surgery, then I’m unlikely to refer another patient to that female surgeon. But, if the same thing happens with a male surgeon, I will say, ‘Oh, it was just an error, that happens all the time’ and will end up referring another patient to that surgeon.”

Making Institutes Women-Friendly

“If we need to see women actually do well in organizations and come up to leadership positions, then we have to put that into the design of that institution.

“In order to stop unconscious bias, you need to know, and for any organization to increase women, to leadership positions, the thing that works the best is having a woman leader at the top. That role modelling. Having a female role model is very heartening for other women and encouraging, they will look at her and say ‘I want to be there one day’, which is key.”

Dr. Mian shares that for any organisation’s tables to turn, they need at least 30% representation of women in the organisation, to begin with.

Importance of Focusing on Well-Being & Mental Health

Statistics have revealed that in Pakistan 1 in 4 people suffer from some sort of mental health issues. This is quite a high number, from a leadership perspective, how important is it to focus on mental health awareness?

“People come to me and ask; how do you manage work-life balance?  I don’t. I don’t think that you can ever balance it.

“It’s very hard to justify to yourself that I need time as well because culturally women are not raised like that. Women are raised to kind of help out in the household.  So, the idea that I have to take care of myself, it’s just it’s something that they put on the back burner for themselves all of their lives.

“If you are not well and by well, I mean psychologically, mentally, emotionally and physically well, then you’re not able to make your own mark.

“There’s a cost to mental illnesses,  which is why it’s so incredibly important for people in leading positions to be thinking about mental wellness and mental fitness. A mentally fit and emotionally fit boss is an asset and vice versa.”

Essential Skills for Women in Leadership According to Ayesha Mian

Authenticity is very important, to first know and understand what she can bring to the table. Secondly, she needs to understand that she doesn’t need to be a man to help run or drive things, there is no need to replicate those behaviours, don’t look at male bosses thinking this is what I need to bring.

Another very important thing is integrity, be who you are, there is no need to lie, or put up a face or front to hide vulnerability. Data has shown that women leaders let their people feel and allow their employees to talk about their vulnerabilities in order to function successfully because a psychologically safe space is then created.

“Jacinda Ardern for example talked about her vulnerability, she’s brought her child to work, she comes with her partner, she’s actually talked to her own nation from the couch, from her living room, because that is her authentic self. She didn’t want to lie and kind of put on a suit and say this is what I’m working on right now,  this is what I’m going to show.

“I think that motherhood is a very major essence of a woman, whether she has children or not. It’s important to embrace motherhood as a quality, so everything that was shamed, saying that you’re fragile, emotional, or a nurturer or you cry easily, are qualities that can be honed and re-wrapped as strengths and are brought to work.

“Being a team player is important, women do work better in collaborations and know that it is not a zero-sum game, so how can we bring it to the workplace without getting into that whole competitive and capitalistic place that leadership is generally been about.

Effect of Developing Leadership Skills on Women, Family, and Society

Women make up 50% of the population, says Dr. Ayesha Mian, so if you are a part of 50% of the population then there should be 50% of women in leadership, so it automatically means that at any given place, women need to be in positions where they can talk about the issues other women have because they’ve gone through it.

She continues to share that she has seen countless pictures of all-men panels, like 20 men at a conference for family planning, or mensuration, or puberty, or things like that. Men don’t understand those things like women do, we go through these things so why is it that men are taking decisions for women?

“It’s like organising an all-women’s conference on prostate cancer, it’s as ridiculous as that. When you don’t know what the other person goes through, who can you talk to about that?”

At the end of the day, you need to have representation in order to be able to give awareness and bring change and help put things in place for future women leaders with the help of the right voices, which will lead to improvement for women, their families, and society in a nutshell.

Disclaimer

This article is produced in a strategic partnership with SEED Ventures for the British Council’s Women in Leadership (WIL) Programme based on the Clore Social Modules. 

It is a comprehensive training and development initiative aimed at empowering and equipping women to reach their full potential as leaders in their respective fields.

The WIL Programme was designed to address the ongoing issue of gender inequality in the workplace and at home and to provide women with the tools and skills necessary to succeed as leaders in a rapidly changing world.

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