Policy Statement
ILMA University is Committed to Promoting Gender Equity and Ensuring Inclusive Participation of Women at All Levels of the University. This Policy Outlines the Framework for Addressing Women's Applications, Acceptance/entry, and Participation at the University, in Alignment With Our Core Values of Diversity, Equality, and Excellence in Education.

Policy Objectives:

Promote Gender Equity
ILMA University Aims to Create an Equitable and Inclusive Environment Where Women Have Equal Opportunities to Access, Participate in, and Excel in Higher Education Programs.

Increase Women's Participation:
The University is Dedicated to Increasing the Representation of Women in All Academic Disciplines and Administrative Roles.

Eliminate Gender Barriers:
ILMA University Will Actively Identify and Eliminate Barriers That May Hinder Women's Applications, Acceptance, and Participation.

Key Policy Measures

Access and Participation Plan
ILMA University Will Establish and Maintain an Access and Participation Plan Dedicated to Promoting the Inclusion of Women in All Aspects of University Life. This Plan Will Be Periodically Reviewed and Updated.

Recruitment and Admissions
The University Will Implement Proactive Measures to Attract and Encourage Female Applicants. Admissions Procedures Will Be Transparent, Gender-neutral, and Focused on Merit.

Support Services
ILMA University Will Provide Academic and Non-academic Support Services to Address the Unique Needs of Female Students, Including Mentorship Programs, Counseling, and Childcare Facilities.

Awareness and Training
The University Will Conduct Awareness Campaigns and Training Programs for Staff and Students to Foster an Environment of Respect, Inclusivity, and Gender Sensitivity.

Representation
ILMA University will actively work towards achieving a balanced gender representation in decision-making bodies, academic leadership, and administrative roles.

Monitoring and Reporting
The University Will Regularly Monitor and Report on Gender-based Statistics, Including Application Rates, Acceptance, and Participation, to Assess Progress and Identify Areas for Improvement.

Review and Evaluation
ILMA University Will Periodically Review and Evaluate the Effectiveness of This Policy and the Associated Initiatives to Ensure Its Alignment With the University's Commitment to Gender Equity and Inclusivity.

Accountability
The Responsibility for the Implementation and Monitoring of This Policy Lies With the Office of Gender Equity and Inclusive Participation, Which Will Collaborate With Relevant Departments and Stakeholders to Achieve the Policy Objectives.

Review and Amendments
This Policy Will Be Reviewed Every 2 Years to Ensure Its Relevance and Effectiveness. Amendments May Be Made in Response to Changing Needs and Circumstances.

Previous Version: ILMA/PM/10-20/HR/X65
New version: ILMA/PM/20-30/HR/XX65
Policy Created: March 12, 2010
Policy Reviewed: March 14, 2022

AIM
ILMA University Maintains a Steadfast Commitment to Upholding Gender Equality and is Dedicated to Adhering to Policies That Champion the Rights and Well-being of Women in All Spheres of Life. The University Fosters an Organizational Culture That Promotes Equality, Inclusiveness, and Social Responsibility. Ilma University's Primary Objective is to Provide a Safe and Supportive Learning and Working Environment for Individuals of All Genders. To Realize This Vision, the University Has Taken Various Measures to Prevent Gender-based Discrimination and Has Implemented Flexible, Inclusive Policies for Its Students and Employees. These Measures Include Awareness Campaigns, Gender Sensitivity Training, and Fostering a Campus Environment That Respects Diversity in All Its Forms.

Scope of Policy
This Policy Against Discrimination Towards Women Applies to All Females, Including Prospective Students, Alumni, Academics, Administrators, Students, Visitors, Researchers, and All Other Members of the Ilma University Community. It Also Extends to Cover All University-affiliated Events, Both on and Off-campus, to Ensure That a Commitment to Gender Equality is Upheld Throughout All University Activities.

Policy Statement

• ILMA University is Wholeheartedly Committed to Eradicating All Forms of Gender Discrimination and Bias Against Women. We Recognize That Diversity is a Source of Strength and Innovation, and We Value the Unique Perspectives and Contributions That Women Bring to Our Academic Community.
• The following Principles Underpin the Non-discrimination Policy Against Women:
• All University Facilities and Services Are Accessible to All Relevant Staff and Students, Irrespective of Their Gender. This includes, but is Not Limited to, Access to Classrooms, Laboratories, Libraries, and Recreational Areas.
• University Promotional Activities Are Designed to Encourage and Support Women's Participation in All Fields, Including Those in Which They Have Been Historically Underrepresented. We Actively Seek to Create Role Models and Mentors for Female Students, Inspiring Them to Pursue Their Passions and Aspirations Without Limitations.
• Admission Criteria for All Programs and Other Application-related Processes at the University Must Be Administered Without Any Form of Discrimination Against Women. Admissions Committees Will Assess Applications Based on Merit, Recognizing the Importance of Diversity in Our Academic Community.
• the Procedure for Reporting Incidents of Prejudice or Discrimination Against Women is Consistent With the Guidelines Outlined in the University's Anti-discrimination and Anti-harassment Policy. We Encourage Anyone Who Experiences or Witnesses Such Incidents to Come Forward, and We Commit to a Fair and Confidential Investigation Process.
• Rules and Regulations Addressing Discrimination Against Women Will Be Prominently Displayed on University Campuses and Communicated Through Digital Means, Such as Email and the Official Website. We Also Provide Information on Support Services and Resources Available to Address Issues Related to Discrimination.
• A Selection Board, Consisting of Impartial and Knowledgeable Individuals, Will Investigate All Allegations of Discrimination Against Women, Ensuring a Fair and Transparent Process.

Definition
Discrimination: Refers to the Mistreatment of an Individual or Group Based on Preconceived Beliefs, Resulting in the Unjust Treatment of Such Individuals. Discrimination Can Take Various Forms, Including but Not Limited to, Verbal, Physical, or Psychological Abuse, as Well as Systemic Biases That Hinder Equal Access to Opportunities.

ILMA University is a Steadfast Advocate of Gender Equality, and Through Its Global Educational Consultants Society (GEC), It Actively Strives to Create a Level Playing Field in Education, Transcending Cultural, Gender, and Religious Barriers. The Mission of GEC is to Empower Women With Equal Opportunities, Mirroring the University's Dedication to Fostering a Diverse and Inclusive Learning Environment. By Adhering to This Universal Principle, Ilma University Plays a Pivotal Role in Nurturing a More Equitable and Harmonious Society Worldwide.

ILMA University Remains Committed to Inspiring and Supporting Women in Their Pursuit of Higher Education, Recognizing Their Vital Role in Driving Economic and Social Progress. The University Hosts a Myriad of On-Campus and Off-Campus Events That Feature Accomplished Female Speakers and Mentors. These Influential Figures Share Insights on Critical Topics, Including Female Representation in Business, Entrepreneurship, and Fields Where Women's Participation is Traditionally Limited. These Events Are Designed to Enlighten and Motivate Female Students, Unveiling the Vast Potential and Opportunities Across Diverse Fields.

Furthermore, ILMA University's Admission Department, Student Affairs Department, and Faculty Members Are Equipped With Specialized Training to Encourage and Mentor Female Students in Academic Areas Where Their Participation Has Been Historically Limited. These Dedicated Individuals Are Not Only Trained but Also Deeply Motivated to Dispel Any Misconceptions or Uncertainties That May Hinder Women From Pursuing Their Educational and Career Aspirations. Through Mentorship and Guidance, the University Aims to Bolster the Number of Female Graduates and Ensure That They Are Well-prepared to Make Significant Contributions in a Variety of Fields.

ILMA University is Committed to Creating a More Inclusive Educational Landscape Where Gender is Not a Barrier, but Rather a Source of Strength and Diversity. With These Concerted Efforts, We Are Taking Substantial Steps to Ensure That Women Are Empowered to Reach Their Full Potential, Making a Lasting Impact on Our Society and the World at Large.

Policy Statement
ILMA University is Committed to Creating an Inclusive, Respectful, and Supportive Academic Environment That Upholds the Rights and Dignity of All Individuals, Including Transgender People. This Transgender Non-discrimination Policy is Designed to Promote Equality, Prevent Discrimination, and Provide Guidance on the Treatment of Transgender Individuals Within Our Institution.

Scope
This Policy Applies to All Members of the Ilma University Community, Including Students, Faculty, Staff, Visitors, Contractors, and Anyone Engaging With the University in Any Capacity.

Non-Discrimination Principle
ILMA University Prohibits Discrimination, Harassment, and Exclusion of Transgender Individuals based on Their Gender Identity or Expression. Transgender Individuals Will Be Treated With Dignity, Respect, and Fairness, and Their Rights to Privacy and Self-identification Will Be Upheld.

Gender Identity and Expression
ILMA University recognizes that an individual's gender identity and expression may not necessarily align with their assigned sex at birth. We acknowledge that gender identity is a deeply personal aspect of an individual, and we respect each person's right to define and express their own gender.

Access to Facilities and Services
Transgender Individuals Have the Right to Access All University Facilities and Services That Align With Their Gender Identity. This Includes, but is Not Limited to, Restrooms, Changing Facilities, Housing, and Academic Programs. The University Will Provide Gender-neutral Facilities Where Possible to Accommodate the Needs and Preferences of All Students and Staff.

Names and Pronouns
ILMA University Is Committed to Using the Names and Pronouns That Individuals Specify. Students and Employees Have the Right to Be Addressed by Their Preferred Name and Pronouns. The University Will Update Records and Documents Accordingly to Reflect These Preferences.

Privacy and Confidentiality
The Privacy and Confidentiality of Transgender Individuals Will Be Respected and Protected. Any Information Related to an Individual's Gender Identity or Transgender Status Will Be Treated With the Utmost Discretion, and Disclosure Will Occur Only With the Individual's Informed Consent.

Complaints and Reporting
ILMA University Encourages Anyone Who Believes They Have Experienced Discrimination or Harassment Based on Their Gender Identity to Report Such Incidents. Complaints Will Be Handled in a Prompt, Confidential, and Supportive Manner.

Training and Awareness
The University Will Provide Training and Awareness Programs for Faculty, Staff, and Students to Promote Understanding, Respect, and Sensitivity Towards Transgender Individuals and Issues.

Review and Amendment
This Transgender Non-discrimination Policy Will Be Reviewed Regularly to Ensure Its Alignment With Evolving Legal Standards and Social Awareness. Amendments May Be Made as Necessary.

ILMA University is dedicated to creating an environment where transgender individuals are valued, supported, and free from discrimination. This policy underscores our commitment to diversity, inclusion, and respect for all members of our academic community.

ILMA University is Committed to Supporting Women's Participation in Academia by Providing Comprehensive Maternity and Childcare Policies. These Policies Are Designed to Create a Supportive and Inclusive Environment That Allows Employees and Students to Balance Their Academic and Family Responsibilities Effectively.

Maternity Policy

Maternity Leave
ILMA University Offers a Generous Maternity Leave Policy to Female Employees and Students. Expectant Mothers Are Entitled to Take a Specified Duration of Paid Maternity Leave to Ensure Their Well-being During Pregnancy and the Early Postpartum Period.

Flexible Scheduling
Expectant Mothers Have the Option to Request Flexible Work or Academic Schedules to Accommodate Their Changing Needs During Pregnancy and Early Motherhood.

Family Support Services
The University Offers Access to Resources and Support Services to Help Expectant Mothers Navigate the Challenges of Work or Academics and Parenthood. These Services May Include Counseling and Parenting Workshops.

Awareness and Training
Ilma University Conducts Awareness and Training Programs to Educate Employees and Students About Their Maternity Rights and Responsibilities. These Programs Aim to Create a Supportive and Inclusive Culture That Values Family and Work-life Balance.

Confidentiality
The University is Committed to Maintaining the Confidentiality of All Maternity Matters and Will Not Discriminate Against Employees or Students Based on Their Family Choices.

Review and Amendment
• This Maternity and Childcare Policy Will Be Reviewed Periodically to Ensure Its Alignment With Evolving Legal Standards and Societal Needs. Amendments May Be Made as Necessary to Provide the Best Support for Women's Participation in Academia.
• ILMA University is Committed to Supporting Its Faculty, Staff, and Students in Balancing Their Academic and Professional Responsibilities With Family Needs. Recognizing the Importance of Accessible and Reliable Child Care, the University Has Established a Child Care Policy Aimed at Creating a Family-Friendly Environment That Values the Well-being of Children and Provides Resources for Parents.

The objective of the Policy
• The Primary Goals of the Ilma University Child Care Policy Are to
• Assist Parents in Managing Their Child Care Needs, Enabling Them to Focus on Academic and Work Commitments.
• Foster a Supportive, Inclusive Environment That Recognizes the Challenges Faced by Working Parents and Students With Children.
• Enhance Retention and Productivity of Faculty, Staff, and Students by Alleviating Child Care Concerns.

Child Care Support Services
To Support the Needs of Parents, Ilma University Offers the Following Services and Resources

On-Campus Child Care Facility
The University Provides an on-campus Child Care Center for Children of Faculty, Staff, and Students. This Facility is Equipped With Safe, Age-appropriate Play Areas, Learning Spaces, and Trained Caregivers.

Flexible Working and Class Schedules
Faculty and Staff Members With Young Children Are Encouraged to Discuss Flexible Working Hours With Their Supervisors Where Possible. Student Parents May Also Seek Assistance in Scheduling Classes to Accommodate Child Care Needs.

Eligibility and Enrollment

Eligibility
The on-campus Child Care Facility is Open to Children of All Current Ilma University Faculty, Staff, and Students, With Priority Given to Full-time Members.

Enrollment Parents Interested in Enrolling Their Children Must Complete an Application Process, Including Medical and Emergency Information Forms. Enrollment is Subject to Availability, and Places Are Allocated on a First-come, First-served Basis.

Health and Safety Standards
ILMA University Ensures That the Child Care Facility Maintains the Highest Standards of Health and Safety.

Staff Training
All Child Care Staff Are Trained in Child Development, First Aid, and Emergency Response Procedures.

Cleanliness and Sanitation
The Facility is Cleaned and Sanitized Regularly to Provide a Healthy Environment.

Emergency Protocols
Clear Protocols Are in Place for Emergencies, With Staff Trained to Handle Medical and Safety Situations Efficiently.

Fees and Subsidies

Fee Structure
Child Care Fees Are Structured to Be Affordable for Ilma University Employees and Students. Subsidies Are Available for Low-income Staff and Students, With Partial Financial Support Options Based on Need.

Scholarships and Assistance
ILMA University Also Offers Child Care Scholarships to Eligible Student Parents, Ensuring That Financial Barriers Do Not Hinder Their Academic Pursuits.

Review and Feedback
The Child Care Policy Will Be Reviewed Periodically to Assess Its Effectiveness and Ensure It Meets the Needs of the Ilma University Community

Feedback Mechanism
Parents Are Encouraged to Provide Feedback on the Child Care Services to Help Improve the Quality and Efficiency of Care.

Policy on Alumni Mentoring & Scholarships ILMA University is Committed to Promoting Equal Opportunities and Fostering an Inclusive Environment That Supports Women’s Education and Empowerment. The Women Access Scheme Aims to Encourage and Facilitate Women's Enrollment in Higher Education by Providing Financial Support, Mentorship, and Resources Designed to Help Female Students Achieve Academic and Professional Success. This Policy Outlines the Key Components of the Scheme, Including Alumni Mentoring and Scholarship Opportunities Objectives of the Women's Access Scheme

The Primary Objectives of the Women Access Scheme Are

• To Increase Access to Quality Higher Education for Women From Diverse Backgrounds.
• To Provide Financial Assistance to Women Who Demonstrate Financial Need or Exceptional Academic Potential.
• To Offer Mentorship Through the Alumni Mentoring Program, Connecting Female Students With Successful alumni for Guidance and Career Development.
• To Foster a Supportive Environment That Encourages Personal Growth, Professional Skills Development, and Leadership Among Female Students.

Scholarship Opportunities for Women

ILMA University is Committed to Providing Scholarships and Financial Aid to Support Women's Education. Scholarship Provisions Include
• Merit-based Scholarships: Awarded to Outstanding Female Students Who Demonstrate Exceptional Academic Performance.
• Need-based Scholarships: Available to Female Students From Low-income Families or Economically Disadvantaged Backgrounds.
• Women Empowerment Grants: These Are Partial or Full Tuition Grants Aimed at Supporting Women Who Have Shown Resilience, Leadership, or Community Engagement.

Application Process
• Interested Candidates Are Required to Submit an Application Form, Academic Transcripts, and a Personal Statement Outlining Their Goals and How the Scholarship Will Aid in Achieving Them.
• Scholarships Are Awarded on a Rolling Basis, With Priority Given to Those Demonstrating the Highest Need or Merit.

Alumni Mentoring Program for Women
The Alumni Mentoring Program is a Key Component of the Women Access Scheme, Designed to Connect Female Students With Experienced Alumnae for Guidance, Career Advice, and Personal Growth. The Program Includes
• One-on-One Mentorship: Female Students Are Matched With Alumnae Who Have Achieved Success in Their Respective Fields. Mentors Provide Career Guidance, Insight Into Industry Trends, and Networking Opportunities.
• Workshops and Networking Events: Regular Workshops, Seminars, and Networking Events Are Organized to Enhance the Skills of Female Students, Covering Topics Such as Leadership, Personal Branding, and Workplace Challenges.
• Career Coaching and Internship Support: the Alumni Mentoring Program Also Provides Support in Finding Internships, Job Placements, and Resume-building Skills.

Eligibility and Application
• Female Students Enrolled in ILMA University Are Eligible to Apply for the Alumni Mentoring Program.
• Applications Are Reviewed Based on Academic Performance, Career Goals, and Personal Aspirations.
• Program Evaluation and Improvement

To Ensure Continuous Improvement and Effectiveness, the Women Access Scheme Will Undergo Regular Evaluations. This Will Include
• Feedback Collection: Gathering Feedback From Participating Students, Alumni Mentors, and Other Stakeholders to Assess Program Impact.
• Annual Review: Conducting an Annual Review of the Program's Outcomes, Including Enrollment Rates, Academic Success, and Career Placements Among Female Graduates.
• Adjustments and Enhancements: Based on the Findings, Necessary Adjustments Will Be Made to Further Support and Empower Female Students at Ilma University.

Purpose and Commitment
At ILMA University, We Are Firmly Committed to Maintaining a Work and Academic Environment Where All Individuals, Regardless of Their Role, Are Treated With Dignity and Respect. Our Goal is to Cultivate a Culture of Inclusivity That Promotes Equal Employment and Educational Opportunities While Vigorously Prohibiting Any Form of Unlawful Discrimination or Harassment.

Reporting Discriminatory Behavior
ILMA University Encourages the Prompt Reporting of Any Suspected Cases of Discrimination or Harassment, Without Regard to the Identity or Position of the Alleged Perpetrator. Students, Faculty, and Staff Who Believe They Have Been Subjected to Such Behavior Are Encouraged to Voice Their Concerns to Their Immediate Supervisor, the Human Resources Department, or the Student Affairs Department.

Complaint Handling Procedure
Individuals Who Believe They Have Experienced or Witnessed Behavior Contrary to This Policy Should Promptly Contact Their Immediate Supervisor, the Human Resources Department, or the Student Affairs Department to Address Their Concerns. ILMA University places significant emphasis on the importance of early reporting and involvement in resolving actual or perceived instances of harassment or discrimination. Swift and constructive action is most effective in preventing any damage to relationships.

Investigation Process
Allegations of Harassment or Discrimination Will Be Thoroughly Investigated. This May Involve Individual Interviews With the Parties Involved and Any Potential Witnesses or Individuals With Relevant Information. Confidentiality Will Be Maintained Throughout the Investigation to the Extent Necessary for a Proper Inquiry and Corrective Action.

Protection Against Retaliation
ILMA University Strictly Prohibits Retaliation Against Individuals Who Report Harassment, Discrimination, or Assist in the Investigation of Such Claims. Acts of Retaliation Will Be Addressed Immediately and Will Result in Disciplinary Action as Deemed Appropriate.

Consequences for Misconduct
Any Misconduct That Amounts to Harassment or Discrimination Will Be Addressed by ILMA University. Responsive Actions May Include Training, Referral to Counseling, or Disciplinary Measures Such as Warnings, Reprimands, Interim Suspension Without Pay, Cessation of Promotions or Pay Raises, or Termination if Necessary.

Appeals
In the Event That a Party to a Complaint Disagrees With the Decision, They Have the Option to Appeal to the Senior Management of the University, including the Registrar or Vice-Chancellor.

False Allegations
False and malicious allegations of harassment, discrimination, or retaliation, as opposed to good faith complaints even if incorrect, may be subject to disciplinary action.

Title	Publications Partnerships	Journal Name	Articles
Large-scale Agricultural Investment and Female Employment in African Communities: Quantitative and Qualitative Insights From Nigeria	Covenant University, Ota, Nigeria	Land Use Policy	Article Link
Divine Guidance and Awareness: Understanding Family Planning Programs Among the Public in Pakistan	Shah Abdul Latif University, Khairpur Ghotki Campus; Mir Chakar Khan Rind University, Pakistan; Xi’an Jiaotong University, China	PalArch's Journal of Archaeology of Egypt/ Egyptology	Article Link
The Interaction Effect of Birth Spacing and Maternal Healthcare Services on Child Mortality in Pakistan	Kohsar University Murree, Pakistan	Children	Article Link
Shifting Sands: Pakistan's Strategic Culture Amidst Regional and Global Flux	University of Peshawar, Pakistan; Guangdong University of Foreign Studies, Guangzhou	Russian Law Journal	Article Link
Academic Performance of Children about Gender, Parenting Styles, and Socioeconomic Status: What Attributes Are Important	The University of Agriculture, Peshawar; University of Swabi, Khyber Pakhtunkhwa; Kohat University of Science and Technology, Khyber	PLoS ONE	Article Link

ILMA University has initiated a program to empower widowed women in Karachi through essential support, skill development, and awareness programs. Addressing discrimination, the program offers workshops and vocational training to promote self-reliance and independence. In its first year, the initiative reached 66 widows, aligning with SDG 1 (No Poverty) and SDG 5 (Gender Equality). Seventy percent of participants reported increased confidence, gaining skills to secure employment or start businesses. ILMA University is committed to expanding this initiative, fostering social responsibility and improving the lives of widowed women in the community.

ILMA University Hosted a Seminar Titled From Awareness to Action: Implementing Effective Anti-Harassment Aimed at Raising Awareness and Providing Practical Tools to Combat Harassment on Campus. Expert Speakers Led Discussions With Active Participation From Faculty, Staff, and Students to Promote a Safe and Respectful Environment, Aligning With SDG 5 – Gender Equality. ILMA University Remains Committed to Implementing Policies That Ensure the Safety and Well-being of All Its Members, Empowering Individuals to Speak Up Against Harassment and Contribute to a Positive Campus Culture.

ILMA University Hosted a Multi-Sport Event Featuring Badminton, Table Tennis, and Arm Wrestling, With 36 Participants (12 Males and 14 Females in Badminton and Table Tennis, and 10 in Arm Wrestling). The Event Included Singles and Doubles Matches, Along With One-on-one Arm Wrestling Bouts, Leading to Exciting Finals. Winners and Runners-up Were Awarded Trophies and Medals During the Closing Ceremony. Aligned With SDG 5 – Gender Equality , the Event Highlighted Ilma University's Commitment to Fostering an Inclusive Environment for All Students.

ILMA University Organized a Breast Cancer Awareness Session Promoting SDG 3 (Good Health and Well-being) and SDG 5 (Gender Equality) . The Event Drew Over 150 Attendees, With 40% Male Participation, Highlighting Balanced Engagement. Workshops Focused on Early Detection, Prevention, Self-examination, and Treatment Options. A Fundraising Initiative Supported Local Breast Cancer Organizations, Reinforcing Ilma University’s Commitment to Public Health and Gender Equality. The University Remains Dedicated to Raising Awareness and Promoting Community Welfare.

ILMA University Recently Hosted a Highly Impactful Seminar on Women's Entrepreneurship, Aimed at Inspiring and Empowering Aspiring Female Entrepreneurs. The Seminar Brought Together Successful Women Business Leaders, Industry Experts, and Mentors Who Shared Their Journeys, Insights, and Strategies for Overcoming the Challenges Faced by Women in the Business World.

The Event Saw Enthusiastic Participation From Female Students Across Various Disciplines, Eager to Learn About Launching and Scaling Their Own Businesses. The Speakers Highlighted the Importance of Women’s Economic Empowerment and the Role of Female Entrepreneurs in Driving Innovation and Economic Growth. They Discussed Key Aspects of Starting a Business, Including Idea Validation, Business Planning, Accessing Funding, and Leveraging Digital Platforms for Marketing and Sales.

The Seminar Also Included Interactive Sessions Where Students Engaged in Discussions on Identifying Market Opportunities, Building Strong Networks, and Developing Sustainable Business Models. Special Emphasis Was Placed on the Unique Challenges Women Face in Entrepreneurship, Such as Limited Access to Finance and Gender Biases, and How These Can Be Addressed Through Resilience, Education, and Community Support.

Department	Job Role	Gender	Average Pay Scale (PKR)	Minimum Pay Scale (PKR)	Above/Below Minimum	Gender Pay Gap (%)
Administration	Office Assistant	Male	35,000	34,000	Above	0%
Administration	Office Assistant	Female	34,000	34,000	At Minimum	0%
Academic	Lecturer	Male	55,000	34,000	Above	5%
Academic	Lecturer	Female	52,250	34,000	Above	5%
Research	Research Assistant	Male	40,000	34,000	Above	2%
Research	Research Assistant	Female	39,200	34,000	Above	2%
Facilities	Maintenance Staff	Male	34,000	34,000	At Minimum	0%
Facilities	Maintenance Staff	Female	34,000	34,000	At Minimum	0%
IT	IT Support Specialist	Male	50,000	34,000	Above	8%
IT	IT Support Specialist	Female	46,000	34,000	Above	8%
HR	HR Manager	Male	75,000	34,000	Above	7%
HR	HR Manager	Female	69,750	34,000	Above	7%