Engage Women Solutions


The participation of women in professional organisations in Pakistan and the Middle East is significantly lower than other parts of the world. The challenges for organisations that recognise the value of increasing the gender diversity in their organisation are significant. Apart from the normal challenges companies in Pakistan and the Middle East have to overcome: those being the deeply held cultural and societal values in many cases hinder the advancement of women participation in the workplace.

Organizations have realized that a heterogeneous workplace in terms of gender is the best workplace when it comes to effectiveness, creativity and problem solving. Hence they are now are investing in Gender Diversity Research to learn how to engage and drive the female workforce. The business case for gender diversity asserts that organizations that develop and advance women will reap the benefits of gender equality.

Over the years, Engage Consulting has been focused in providing the best HR solutions to our clients. Now, from the platform of Engage Women we extend our focus to providing solutions that make a real difference to women who are aspiring to, or are already in, leadership and management positions.

We offer end-to-end solutions and the resources to organizations that recognize the value of enhancing gender diversity, and to help companies on their journey to increase the opportunities for women and to create a more balanced workforce in Pakistan and the Middle East.

Diversity & Inclusion Model

We are using an adopted version of the Diversity and Inclusion Model of Julie O’Mara and Allan Richet in our Engage Women consulting practice. We have adjusted the model to reflect the specific external challenges of enhancing diversity in Pakistan and the Middle East by adding Societal Support and Family Support.

The foundation tenet is used to build and driver your gender diversity initiatives. The internal tenet focuses primarily on systems and processes that strengthen how the organization operates and how the effectiveness of people is increased, whereas the external tenet indicates how the organisation interacts and influences the external world to create an environment that is conducive for women to participate in the workplace. The bridging tenet ensures that you measure progress and communicate your diversity initiatives across all stakeholders.