Two P@SHA ICT Awards, One Clear Message: Purpose-Driven Culture Wins

We have some news that we are incredibly proud to share.

At the P@SHA ICT Awards 2026 – Pakistan’s most prestigious technology industry recognition, LantroTech received not one, but two Merit Awards: one in the Gender Diversity category and one in Corporate Social Responsibility (CSR).

Winning a P@SHA award once is a milestone. Winning two in the same year, in categories that sit at the heart of who we are as a company, feels like something more than that. It feels like validation that the culture we have spent years building, quietly and intentionally, is real, measurable, and worth recognizing.

What P@SHA Means to Pakistan’s Tech Sector

The P@SHA ICT Awards are organized by the Pakistan Software Houses Association, the country’s leading tech industry body. The awards recognize organizations pushing the boundaries of innovation, impact, and inclusive growth across Pakistan’s technology landscape. Being named a Merit Award winner in any category places you among the best in the industry.

Winning in Gender Diversity and CSR in the same year isn’t just a double win. It reflects two sides of the same coin: how we treat our people, and how we show up for the world beyond our office walls.

The Gender Diversity Award: Six Years in the Making

When we look at our numbers today, we feel proud. But the numbers didn’t happen overnight. They are the result of a six-year commitment that started when LantroTech was founded in 2021, with inclusion written into the company’s DNA from day one.

Today, our 52-member core team includes 48% women. Pakistan’s IT industry average, as benchmarked by P@SHA, sits at 17%. We are operating at nearly three times that benchmark.

But representation at the team level was never the whole story. What we are even prouder of is what has happened in leadership.

Women now lead 57% of LantroTech’s core business functions. Four of our seven teams, including Engineering & Design, HR & Operations, and MarCom & Design. In our Estimation and Design department, a technical STEM function delivering international telecom and infrastructure projects, 42% of the team is female, with 11 female STEM professionals working directly with international clients.

Those female engineers have also traveled onsite to the United States to represent LantroTech in client meetings, project walkthroughs, and technical planning sessions. All travel, accommodation, and logistics were fully company-sponsored because equal access to global exposure should not be conditional on personal means.

The Policies Behind the Numbers

Numbers without policies are just luck. What makes LantroTech’s gender diversity story sustainable is the infrastructure we have built to support it.

• Paid Menstrual Leave. We introduced this policy because we believe employee wellbeing cannot be gender-neutral in practice, even if it is in aspiration. This is a pioneering policy in Pakistan’s tech sector, offered without questions asked, rooted in dignity and care.
  
• On-Site Daycare and Hybrid Work. When we analyzed why talented female professionals leave tech companies after maternity leave, the answer was almost always practical, childcare barriers, inflexible hours, and the impossible arithmetic of two demands on the same clock. We removed the primary barrier by offering on-site daycare and hybrid flexibility for parents. The result: 100% post-maternity retention across the organization.
  
• Bi-Annual Pay Equity Audits. Equal pay should not be aspirational, it should be audited. We conduct bi-annual salary audits across equivalent roles to ensure our commitment to equal compensation is not a policy on paper but a practice we can prove.
  
• Confidential HR Check-Ins and Mental Health Initiatives. Annual breast cancer screenings for female employees. A zero-tolerance anti-harassment framework with transparent grievance procedures. Psychological safety protocols that are enforced, not just listed.

These are not perks. They are the baseline we have set for what a gender-responsive workplace actually looks like.

The CSR Award: Esaar’s Story

The second Merit Award in Corporate Social Responsibility belongs to Esaar, our CSR program whose name translates to “sacrifice” or “giving priority to others”.

Esaar was not created to win awards. It was created because we believe that a company that earns from a community has a responsibility to give back to it. Every initiative under Esaar starts with a genuine question: where can we make a real difference?

Over the years, that question has led us to SOS Children’s Village, where we spent time with the orphans and imparted knowledge. It led us to Interior Sindh, where we supported flood affectees in the aftermath of devastating floods. It led us to F-9 Park in Islamabad, where our team planted over 250 trees in partnership with the Capital Development Authority to address the city’s worsening air quality. It led us to Hunza, where we donated 100+ books and stationery items on International Literacy Day to help build a new library for children aged 3 to 19. 

And it led us to build something long-lasting. Through Esaar Digital Futures, we are investing in the next generation’s ability to thrive in a digital world with an age-tiered curriculum for students aged 8 to 18 that takes them from digital literacy and internet safety all the way through to AI, coding, cybersecurity, and technology entrepreneurship. Because giving back, for us, has always meant opening doors and the most meaningful door we can open today is access to the skills that will define tomorrow.

The Esaar program today runs with 96% employee participation, meaning almost everyone at LantroTech is personally involved in our CSR work, not just aware of it. That level of engagement is not manufactured. It comes from people who believe in what they are building together.

What These Awards Mean to LantroTech

We want to be honest about something: we did not build any of these programs because we were chasing an award. We built them because we genuinely believe that companies have a responsibility to their people, to the communities they operate in, and to the industry they are part of.

But awards like these matter for a different reason. They create a record. They tell the industry and Pakistan’s broader tech ecosystem that gender parity and social responsibility are not nice-to-haves that small companies cannot afford. They are choices. And LantroTech just proved that twice.

For us, these awards are a milestone, not a destination. Our roadmap through 2030 includes a 50:50 parity target across all departments including Software Development, a 6-month STEM Leadership Accelerator to prepare senior female engineers for executive roles, and expanded CSR partnerships with universities and academic institutions to open STEM access for the next generation of female engineers in Pakistan. 

We have come a long way and we are not done yet.

A Note of Gratitude

None of this would exist without the LantroTech team. The engineers, designers, marketers, and HR professionals who show up every day and make this culture real. And to every woman at LantroTech who chose to bring her career here, trust our environment, and do extraordinary work: this recognition belongs to you.

To our CSR partners: SOS Children’s Village, Chal Foundation, IEI Libraries, Recycle and Reduce, CDA, Shaukat Khanum, and all the organizations who have worked alongside us through Esaar, thank you for trusting us to show up meaningfully.

And to P@SHA: thank you for recognizing that how a company treats its people, and its community, is just as important as what it builds.

We are proud. We are grateful. And we are just getting started.