Global lessons to boost women’s participation in workforce

Women in India have been a part of the workforce since the colonial era; however, their roles have historically been limited in scope. Although the Constitution provides for equal rights to women, societal norms have often restricted their employment opportunities primarily to specific sectors such as education, healthcare, or clerical jobs.

The economic expansion of the 1980s and 1990s began to open new pathways for women, extending beyond traditional clerical roles. The onset of the 21st century marked a transformative era, with a significant increase in women pursuing education in STEM (Science, Technology, Engineering, and Mathematics) fields. Supportive legislation and government initiatives have further empowered many women to engage with the workforce.

Despite these advancements, countless working women in India encounter numerous challenges that hinder their ability to thrive in their careers.

• Safety concerns in the workplace and during commutes, often compel women to leave their jobs.
• Deep-rooted patriarchal values continue to dictate societal expectations, frequently positioning family responsibilities as a priority over professional ambitions, particularly after marriage.
• Struggle for equal pay remains pervasive, as many women still struggle to get equal compensation as their male counterparts, despite possessing similar qualifications and experience.

In India, the female labour participation rate is around 37%, lower than the global average. One in two women remains outside the workforce owing to household responsibilities. India must have a significant number of women in the workforce to achieve an 8% GDP by 2030. Industry experts suggest that the addition of 68 million women in the workforce could help India surpass its projected GDP for 2025 by 60%.

Valuable lessons India can learn from other countries

Some of the initiatives undertaken by other countries to drive women's participation in the workforce include:

The WING initiative in Bangladesh, a partnership between UNDP, UN Women, and UNCDF, has helped over 30,000 women secure formal employment by providing them with training and financial support.

In the United States, the number of women in law enforcement has improved public safety and created more job opportunities.

Malaysia offers tax cuts to companies that hire women. Moreover, those returning to work after a two-year career gap are exempted from tax for 12 consecutive months.

Vietnam’s female working-age population has been in the labor force for at least two decades, one of the highest in Asia and the world, all because of its strong laws regarding gender discrimination, childcare, etc.

How can India implement these global lessons according to its economic and social landscape?

While India’s socio-economic landscape is distinct from that of these other nations, several strategies can be tailored to enhance women's participation in the workforce.

• Companies can implement more flexible working arrangements, such as remote work and on-site childcare support.
• Vocational training and career counselling particularly in high-growth sectors like technology and healthcare, can help women access better job opportunities.
• Safer public transport, initiatives to encourage more women to join the labour force, and the expansion of police force, particularly in high-risk areas, can help boost female strength in the workforce.
• Collaborative efforts between governments and businesses to offer tax breaks and other benefits to companies that hire more women, particularly in non-traditional roles or leadership positions can also boost the participation of women employees.

Reference data from PIB, DGE, KPMG, UNDP, IMF

(Kathryn Moore is Head of Women’s Empowerment, Lodha Foundation)