Importance of Female labor force participation

27 Apr Importance of Female labor force participation

THIS ARTICLE COVERS ‘DAILY CURRENT AFFAIRS’ AND THE TOPIC DETAILS OF ”Importance of Female labor force participation”. THIS TOPIC IS RELEVANT IN THE “SOCIETY” SECTION OF THE UPSC CSE EXAM.

Why in the news?

In a significant ruling on Monday, the Supreme Court, led by Chief Justice of India D Y Chandrachud, emphasized the fundamental importance of women’s participation in the workforce. The bench underscored that this participation is not merely a privilege but a constitutional right safeguarded by Article 15 of the Constitution. 

The case pertained to a plea by an assistant professor at Government College, Nalagarh, who was denied childcare leave (CCL) to care for her child with a genetic condition. Despite provisions entitling women government employees to two years of CCL per child until they turn 18, the employer contended that adoption of such policies was at the discretion of the state.

 However, the judgment emphasized that Article 15 not only prohibits gender-based discrimination but also empowers states to enact special provisions for women. This ruling underscores the state’s obligation as a model employer to address the unique concerns of women in the workforce.

Important highlights

At a juncture where discussions about the subdued involvement of women in the job market are widespread, the ruling emerges as a timely response. It arrives amidst growing recognition from both state and central administrations regarding the imperative role of childcare provisions in bolstering women’s engagement in formal employment. 

In a societal landscape where caregiving duties are predominantly seen as women’s responsibilities, the verdict underscores a crucial shift in perspective. It elucidates that both the government and employers bear the onus of facilitating an environment conducive for women to enter and sustain their careers.

In India, women shoulder a disproportionate burden of managing household chores, caregiving responsibilities, and paid employment, often with little support. According to the Time Use Survey of India (2019), women spend significantly more time than men on unpaid domestic and care work, highlighting the unequal distribution of labor within households. This burden is even heavier for socially and economically marginalized women.

Furthermore, working women often encounter obstacles such as “marriage penalties” and “motherhood penalties,” which can force them to temporarily withdraw from the workforce due to marital obligations or pregnancy. Consequently, it’s not surprising that female workforce participation in India remains low, standing at a mere 37 percent according to the Periodic Labour Force Survey (PLFS) of 2022.

Moreover, the employment landscape for women in India is characterized by a high proportion of self-employment, with 60 percent of women being self-employed. However, a significant portion of these self-employed women—53 percent—work as unpaid family helpers, reflecting the challenges they face in accessing formal employment opportunities. Many women opt for flexible employment options close to home to juggle their multiple responsibilities, further perpetuating the cycle of limited workforce participation.

These intertwined outcomes stem from both a lack of opportunities in the labor market and the necessity for women to seek flexible employment arrangements that allow them to balance their domestic and professional duties. Addressing these challenges requires comprehensive policy interventions aimed at creating a more inclusive and supportive environment for women in the workforce.

Reasons for low female labor force participation rates 

The low participation of women in the labor force in India can be attributed to various factors, each of which impacts women’s employment opportunities and their ability to engage in economic activities. Here are some explanations with examples:

1. Social and Cultural Norms: Deep-rooted societal expectations often confine women to domestic roles, limiting their participation in the workforce. For instance, in many Indian households, women are expected to prioritize caregiving and household duties over pursuing a career. This expectation is reinforced by cultural beliefs that view a woman’s primary role as that of a homemaker. As a result, women face pressure to conform to these norms, which can deter them from seeking employment outside the home.
2. Lack of Education and Skills: Limited access to education and vocational training opportunities disproportionately affects women in India. In rural areas, where educational infrastructure is often lacking, girls may have lower enrollment rates and higher dropout rates compared to boys. Without adequate education and skills training, women are less likely to qualify for well-paying jobs or positions in sectors that require specialized expertise. For example, in regions with poor access to schools and training facilities, women may be unable to pursue careers in fields such as technology or healthcare.
3. Occupational Segregation: Women in India are often concentrated in low-paying and informal sectors such as agriculture, domestic work, and cottage industries. This occupational segregation limits their access to higher-paying jobs in sectors traditionally dominated by men. For instance, while men may dominate roles in engineering or manufacturing, women are more likely to be employed in roles such as garment workers or domestic helpers, where wages are lower and job security is precarious.
4. Gender Wage Gap: Women in India frequently encounter wage discrimination, receiving lower wages than their male counterparts for similar work. This wage gap persists across various sectors and occupations, exacerbating economic inequalities between men and women. For example, studies have shown that women in the agricultural sector earn significantly less than men for performing similar tasks, despite making substantial contributions to agricultural production.
5. Unpaid Care Work: Women in India often bear the burden of unpaid care work, including household chores, childcare, and eldercare. The expectation that women will assume these responsibilities can limit their ability to pursue paid employment outside the home. For example, in rural areas where access to childcare facilities is limited, women may have to forego employment opportunities to care for their children, further reducing their participation in the labor force.

Steps taken by Government 

The Government of India has implemented several policy measures aimed at increasing women’s participation in the labor force and addressing gender disparities in the workforce. Some of these policy initiatives include:

1. Maternity Benefit Act (2017): The Maternity Benefit Act mandates paid maternity leave of 26 weeks for women working in the organized sector, with provisions for extended leave in certain cases. This policy aims to support women’s participation in the workforce by providing them with adequate maternity benefits and job security during pregnancy and childbirth.
2. Pradhan Mantri Matru Vandana Yojana (PMMVY): PMMVY is a maternity benefit scheme that provides financial assistance to pregnant and lactating women for their first live birth. Under this scheme, eligible women receive cash incentives for maternity-related expenses, aiming to improve maternal health outcomes and support women’s employment.
3. National Policy for Skill Development and Entrepreneurship (2015): This policy framework emphasizes skill development initiatives tailored to the needs of women, including training programs in non-traditional sectors and entrepreneurship development. By enhancing women’s skills and entrepreneurial capabilities, the government aims to promote their economic empowerment and increase their participation in the labor force.
4. National Rural Livelihoods Mission (NRLM): NRLM includes provisions for promoting women’s self-help groups (SHGs) and livelihood opportunities in rural areas. Through NRLM, women are provided with access to financial services, training, and support for income-generating activities, aiming to enhance their economic independence and participation in productive employment.
5. Stand-Up India Scheme: Stand-Up India is a government scheme aimed at promoting entrepreneurship among women, Scheduled Castes (SCs), and Scheduled Tribes (STs) by providing them with access to bank loans for starting new ventures. By facilitating access to credit and entrepreneurial support, the scheme aims to empower women entrepreneurs and promote their participation in the formal economy.
6. Gender Budgeting: The Government of India has adopted gender budgeting as a strategy to mainstream gender concerns in the budgetary process. Gender budgeting entails analyzing government budgets to assess their impact on women and allocating resources to address gender disparities. By prioritizing investments in areas such as education, healthcare, and social protection, gender budgeting aims to promote women’s welfare and economic inclusion.

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Ankit Kumar

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