Bangladeshi and Pakistani Women in Good Work: Barriers to Entry and Progression

Summary & aims

This project aims to support the Greater London Authority (GLA) and the Workforce Integration Network (WIN) to:

Understand the career aspirations of Bangladeshi and Pakistani women in London, the intersectional barriers they face in and out of the workplace to pursue and advance in good work, and the policies and practices needed to tackle these, particularly from the perspectives of Bangladeshi and Pakistani women but also those of employers in WIN’s growth sectors (Green Economy, Creative & Cultural Industries, Digital & Tech, Health & Hospitality).
Build long-term relationships with Pakistani and Bangladeshi communities in London.
Develop policies and practices grounded in lived experience to enhance Pakistani and Bangladeshi women’s access to, and progression in, good work, aligned with the values and objectives underpinning the Mayor of London’s Strategy for Social Integration.

Methodology

This project involved

a review of the substantial and extensive academic and grey literature on the barriers and enablers to labour market participation for Pakistani and Bangladeshi women
semi-structured interviews with Bangladeshi and Pakistani women in London to map out their career aspirations and barriers to accessing good work
focus groups with employers, particularly from the sectors interviewees wish to progress
co-design policy workshops with local policymakers and employers

This project adopted a participatory approach as it involves Bangladeshi and Pakistani women who will work on the project as community researchers. The community researchers on the project are:

Nazmina Begum
Subita Begum
Saman Khan
Yasna S. Khan
Hafijia Nipu
Salome Smith
Uroosa Syed

We also partnered with Wapping Bangladesh Association, a Bangladeshi-led charity based in Tower Hamlets tackling poverty, deprivation, and isolation. The project involved a diverse advisory board of Bangladeshi and Pakistani community leaders, distinguished academics, policy makers and practitioners. The advisory board will provide strategic advice, facilitate community outreach, and ensure the robustness of our participatory approach. Among others, the advisory board included:

Haasaan Jamil Anwari, Runnymede
Dr Suriyah Bi, SOAS
Professor Katharine Charsley, University of Bristol, UK
Jeremy Crook, Chief Executive, Action for Race Equality
Associate Professor Francesco Della Puppa, Università Ca’ Foscari Venezia, Italy
Arooba Hameed, Community Researcher
Associate Professor Humera Iqbal, University College London, UK
Lara Johnstone, Community Engagement Team, Greater London Authority
Heena Khaled, British Future & AVOW, UK
Professor Eleonore Kofman, Middlesex University, UK
Professor Mohammad Morad, Shahjalal University of Science & Technology, Bangladesh
Yamini Cinnamon Nair, Senior Research and Statistical Analyst, City Intelligence, Greater London Authority
Dr Alex Patrick, Middlesex University, UK
Mr Atikur Rahman, Centre Manager, Wapping Bangladesh Association
Neelam Rose, Advocacy Officer Muslim Women’s Network UK
Asma Shah, CEO of You Make It
Associate Professor Jasber Singh, Coventry University, UK

Privacy notice for interviewees

Privacy notice for focus group participants

Findings and Recommendations

Bangladeshi and Pakistani women face intersecting barriers to good work, including racism, religious and gender discrimination, and limited workplace flexibility. While cultural norms influence their employment experiences, their impact should not be overstated.

Pakistani and Bangladeshi women in London face multiple, overlapping barriers to good work. Many lack access to professional social networks and role models; and struggle to secure or afford further training, qualifications, unpaid internships and work experience.
Many women also struggled to find high-quality career advice and mentorship. Negative experiences with Jobcentre Plus and a lack of tailored employment support compounded their difficulties in finding secure work.
Pakistani and Bangladeshi women who migrated to London as adults face added barriers, including language, skills, and unrecognised qualifications. These barriers are shaped by women’s education, socioeconomic status, and migration experiences. Visa restrictions and uncertainty with employer-sponsored visas were key concerns, as they limited women’s ability to work or progress in their careers.
Racism and workplace discrimination profoundly affected Bangladeshi and Pakistani women’s confidence and career goals. Some women faced discrimination during recruitment, especially if they had ethnic or Muslim-sounding names. Others shared experiences of racism at work, especially for women who wear hijabs. Many noted that White British employees were more likely to be promoted than racially minoritised candidates, and to receive inadequate responses from HR or managers to complaints.
Pakistani and Bangladeshi women value diverse workplaces that respect religious practices, including providing halal food; appropriate prayer spaces and breaks; and leave or flexible hours for religious festivals. Diverse socialising practices are also important, as alcohol-centred events, especially outside work hours, often feel exclusionary, limiting women’s sense of belonging and hindering career progression
Cultural and religious norms, family expectations and caring responsibilities can limit Pakistani and Bangladeshi women’s access to work – impacts vary by age, education and migration. Local family support, access to flexible work and affordable childcare are essential to balancing these demands, sustaining and progressing in employment.
Employers identified key barriers to Bangladeshi and Pakistani women’s progression, including limited community awareness of opportunities, narrow recruitment practices, weak community links, non-inclusive workplace cultures, underrepresentation in senior roles, and biased appraisal processes. Structural issues such as short-term hiring also limit progression.

Recommendations

For Employers:

Work with community partners and local authorities to invest in targeted community and school outreach programmes.
Diversify and tackle bias in their own recruitment processes.
Offer and value flexible working.
Support Bangladeshi and Pakistani women’s career progression within their organisations.
Create workplace cultures that value and practice inclusion.
Develop and implement equality, diversity and inclusion (EDI) monitoring and reporting good practice.

For Local Authorities and the GLA:

Assess how well existing employment and skills provision benefits Bangladeshi and Pakistani women in London and work towards developing inclusive provision.
Diversify employer engagement to include employers from small, medium-sized and large enterprises (SMEs).
Encourage employers across sectors to enhance the access and progression of Bangladeshi and Pakistani women within their organisations.
Act as brokers facilitating connection, relationship building and partnership working among employers, education providers, and community organisations supporting Bangladeshi and Pakistani women.
Expand knowledge of local training and childcare provision among Bangladeshi and Pakistani women.

For National Government:

Develop a national training programme for Jobcentre Plus staff in intercultural competency; and build community partnerships to deliver tailored employment advice.
Increase provision of culturally sensitive, affordable childcare.
Support women re-entering the workforce through targeted programmes, apprenticeships and training.
Make local Get Britain Working plans more inclusive of equalities groups.
Devolve skills and employment budgets to local level via mayoral authorities.
Develop a process for recognising and translating international qualifications in the UK labour market.
Mitigate the intersectional impact of immigration reforms on migrant women.