By: Kashif Nawab
In 2020, Shireen Aslam, a lecturer of Political Science, was selected to merit at Women Degree College, Attock. Her journey, however, took an unfortunate turn as she encountered discrimination and harassment within the college environment.
Shireen’s first encounter with discrimination unfolded when colleagues marked her cup with a conspicuous ‘C,’ highlighting her Christian identity. She felt isolated and marginalized, a stark reminder of the challenges faced by religious minorities.
Transferred to Women College Fateh Jung, Shireen’s situation worsened. She became a target of harassment by a male Muslim colleague, Fayyaz. Persistently invading her personal space in the staff room, Fayyaz questioned Shireen’s choice to wear a hijab, arguing it was a Muslim practice. Shireen, firmly rooted in her Eastern Christian values, defended her decision, but her pleas for intervention to the college administration fell on deaf ears.
Fayyaz’s harassment escalated, and despite Shireen changing her lecture timings to avoid him, the administration failed to address the issue. He even went to the extent of suggesting a union based on their shared Abrahamic faith, offering material possessions to sway her. Shireen, resolute in her religious values, rejected his advances and multiple offers to change her religion to Islam.
The situation took a dangerous turn when, during her commute home, a group of college students fired bullets at Shireen’s rickshaw. Fortunately, she narrowly escaped unharmed. In a chilling call, Fayyaz claimed responsibility for the attack, asserting his dominance and issuing threats against her safety if she refused his advances.
Shireen reported the incident to the college principal, only to be met with apathy. The administration disclaimed responsibility for her safety outside the college premises, leaving Shireen in a vulnerable position.
In the face of escalating harassment and the administration’s lack of action, Shireen made the difficult decision to resign from her job. Fearing for her and family’s safety, she left the city temporarily to evade the clutches of her harasser. Due to threats to her and her family, lower financial sources and weaker background she lacked courage to take legal action against harasser, she kept quiet and remained into trauma for a longer period of time. This incident highlights the dire consequences of workplace discrimination and harassment faced by the women from religious minorities in Pakistan.
Advocate Zahida Malik, specializing in harassment cases, offers a nuanced perspective on the recent amendments to the Protection against Harassment of Women at the Workplace Act, 2010, in Pakistan.
While acknowledging the positive strides made through amendments in 2022, Advocate Malik points out a crucial gap in the legislation – the absence of a detailed definition of “gender.” This oversight may undermine the nuanced challenges faced by diverse gender identities within the workforce.
In her analysis, Advocate Malik highlights the legislation limited scope, particularly concerning workplaces such as bar associations and medical practitioner groups. The silence on child labor issues remains a concern, exposing minors to potential harassment without adequate legal protection.
Implementation hurdles loom large in Advocate Malik’s assessment, with many institutions failing to constitute mandated Inquiry Committees and neglecting to display the essential Code of Conduct. The persisting patriarchal mindset within organizations further obstructs the effective execution of these regulatory measures.
On the issue of underreported cases, Advocate Malik underscores the lack of support for victims within workplaces, creating a deterrent for women to come forward. Despite the relatively lenient criteria for oral evidence before the Ombudsperson, the reliance on corroboration poses challenges, particularly in securing reliable evidence.
Advocate Malik notes that women’s hesitancy to file complaints often stems from fears of backlash, where poor work performance is unfairly linked to false accusations. Additionally, a general lack of awareness and guidance on crafting effective complaints contributes to missed crucial details, hindering the establishment of offenses under the law.In conclusion, Advocate Zahida Malik emphasizes the need for further refinement in the legal framework, specifically in defining gender, addressing child labor concerns, and ensuring robust implementation to create a more inclusive and supportive workplace environment for all.
Christian women’s rights activist, Zara Amoon Gill, reflects on the unfortunate tale of Shireen Aslam as a distressing example of the “Silent Struggle” endured by hundreds of women from religious minorities. Gill emphasizes the resilience displayed by these women who face daily challenges, highlighting the often-overlooked aspect of their limited resources in coping with such hardships. A significant number of these cases go unreported and unaddressed, fostering an environment where harassers act with impunity, subjecting marginalized women to ridicule.
In her view, Gill underscores the critical need for government intervention. She calls on authorities to appoint special women officers in police stations dedicated to registering and prioritizing complaints from women, particularly those from religious minorities. Gill advocates for systemic reforms aimed at reducing discrimination against women in public workplaces. She proposes the establishment of mandatory complaint cells for harassment within government offices and the creation of a dedicated panel to assess these complaints, complete with stronger penalties for offenders.
Gill concludes by asserting that addressing the struggles faced by marginalized women is integral to societal well-being. She contends that a stronger response from the government, marked by specific initiatives and policy changes, is crucial to breaking the cycle of silence and ensuring a safer and more equitable environment for women from religious minorities. He also stressed upon the awareness of parents through media and clerics to encourage the legal actions in such cases of harassment.
