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Synthesis Matrix

Lower engagement of women in the Indian workforce has negatively impacted economic growth. The female labor participation rate has declined significantly from 35% in 2005 to just 26% currently. This declining trend has been caused by factors such as higher education enrollments, rising household incomes, and occupational segregation limiting job opportunities for women. If India were able to rebalance its workforce and increase women's participation to 30%, it could increase the country's GDP by an estimated 27%. Various initiatives have been implemented by the government to encourage greater female participation, promote diversity, and protect women workers, but challenges remain due to social conservatism. Improving gender balance in the workforce is important for India's inclusive long-term economic development and progression toward middle-

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Partho Mukherjee
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36 views4 pages

Synthesis Matrix

Lower engagement of women in the Indian workforce has negatively impacted economic growth. The female labor participation rate has declined significantly from 35% in 2005 to just 26% currently. This declining trend has been caused by factors such as higher education enrollments, rising household incomes, and occupational segregation limiting job opportunities for women. If India were able to rebalance its workforce and increase women's participation to 30%, it could increase the country's GDP by an estimated 27%. Various initiatives have been implemented by the government to encourage greater female participation, promote diversity, and protect women workers, but challenges remain due to social conservatism. Improving gender balance in the workforce is important for India's inclusive long-term economic development and progression toward middle-

Uploaded by

Partho Mukherjee
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as XLSX, PDF, TXT or read online on Scribd
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Buckets

Lower engagement of women in workforce

Impact on Indian Economy

Initiatives to improve

Biasis
Ujjwal Akash
Economist Livemint
women have been falling away at an alarming pace. India has some of the lowest levels of female labour
The female employment rate in India, counting both force participation in the world. Fewer than a quarter
the formal and informal economy, has tumbled from of adult women (23.4%) reported working or being
an already-low 35% in 2005 to just 26% now. In that available for paid work in the 2011-12 National
time the economy has more than doubled in size and Sample Survey Office (NSSO) survey on
the number of working-age women has grown by a unemployment.
quarter.

the declining participation of women in the job


market has several causes—from higher enrolments
in higher education to rising household incomes to
Imagine the repercussions. Were India to rebalance occupational segregation restricting job opportunities
its workforce in this way, the IMF estimates, the for women
world’s biggest democracy would be 27% richer. Its
people would be well on their way to middle-income
status.

The government has begun work on a


comprehensive policy to increase the
participation of women in the workforce over the
next five years to at least 30%, The Maternity
Benefit (Amendment) Act and the Sexual
Harassment of Women at Work Place
(Prevention, Prohibition and Redressal) Act of
2013 are meant to protect women workers.

Social mores are startlingly conservative. A girl’s first


task is to persuade her own family that she should
have a job. The in-laws she will typically move in with
after marriage are even more likely to yank her out of
the workforce and into social isolation
Tarini Partho
Economic Times India Briefing
A recent Deloitte report showed that women’s India’s labour market is the second largest in the
participation in the Indian labour force has fallen world, after China, with a working age population of
to 26% in 2018 from 36.7% in 2005, pointing out about 520 million people. While this positive
that 95% or 195 million women are employed in demographic growth should be advantageous for
the unorganised sector or in unpaid jobs. business, only a small portion of India’s working age
population is actually engaged in the formal
workforce. The primary reason being that barely one
in four women are part of the country’s workforce.

which states that increasing the female labour force


participation will grow India’s GDP by an estimated 27
percent. Contrast this with the projections made by
the government’s big idea reforms ‘Make in India’ and
‘Digital India’, which aim to boost India’s growth by 16
percent and 5 percent, respectively

India’s federal and state governments has


mandated several laws to encourage female
participation in the labour market and promote
diversity. These hold importance as India is still a
the government will seek to ensure a minimum conservative country, and women constantly fight
set of gender-sensitive provisions such as access to overcome stigmas and sexist attitudes, both at
to privacy, minimum wages and maternity home and in the workplace.
benefits as well as leave and grievance redressal
for female workers in the informal sector.

the gender imbalance in India’s workforce stunts


future prospects for inclusive growth in the country. It
deprives women and girls from role models in the
workplace, reduces their motivation to study further,
and perpetuates unhealthy socio-cultural attitudes.
Leaving out one half of the population from its
workforce will also prolong India’s status as a
developing country.
Vaishali
Indiaspend
For instance, three in four male and female
engineers working in India reported feeling the
need to prove themselves over and over again to
be seen as equally competent as their colleagues.
A similar number of women employed by
engineering firms in the United States reported
the same bias, compared to three in five white
men, found a similar study published in 2016,
also conducted by the Center for WorkLife Law
and the Society of Women Engineers.

Workplace biases put certain groups of employees


at a disadvantage, and the company suffers as
well. Where biases prevail, employees of a certain
gender or from a certain place or speaking a
certain language are more likely to be hired or
promoted. Essentially, hires and promotions are
based on artificial reasons. What’s best for the
company is for the most competent person to be
hired. If that doesn’t happen, of course the
company loses out.

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