The Hindu Editorial Analysis- 26th October 2023 | Current Affairs & Hindu Analysis: Daily, Weekly & Monthly - UPSC PDF Download

Women, marriage and labour market participation

Why in News?

• Patriarchal Social Norms:
  • Deep-rooted patriarchal traditions and traditional gender roles can restrict women's access to education and employment opportunities.
  • Societal expectations often prioritize women's roles as caregivers and homemakers, discouraging their active involvement in the workforce.
• Gender Wage Gap:
  • Women in India frequently encounter wage disparities compared to men for similar jobs.
  • According to the World Inequality Report, 2022, men in India earn 82% of labor income, while women earn only 18%.
  • This wage gap may dissuade women from pursuing formal employment opportunities.
• Unpaid Care Work:
  • The burden of unpaid care and domestic responsibilities disproportionately falls on women, limiting their time and energy for paid employment.
  • Married women in India spend over 7 hours per day on uncompensated care and household tasks, while men spend less than 3 hours.
  • This pattern is consistent across income levels and caste groups, resulting in a significant gender disparity in domestic roles.
• Social and Cultural Stigma:
  • In certain communities, there may be a social stigma or resistance associated with women working outside the home, leading to lower labor force participation rates.

What are the Statistics Regarding Unpaid Care of Women?

• Female Labor Force Participation Rate (LFPR): Over the past two decades, India has experienced a decline in its Female Labor Force Participation Rate (LFPR), dropping from 30% to 24%, despite a notable increase in girls' enrollment in Class 10.
• Domestic Work's Impact: A significant factor contributing to the low LFPR among Indian women, even those with education, is the burden of domestic work.
• Comparison with Other Countries: India's female LFPR (24%) is the lowest when compared to BRICS nations and selected South Asian countries. In contrast, China, which has the highest female population, boasts the highest female LFPR at 61%.
• Impact on Women's Employment: Women who are not part of the labor force spend a substantial amount of time, approximately 457 minutes (equivalent to 7.5 hours) per day, on unpaid domestic and caregiving tasks. Even employed women follow closely, devoting 348 minutes (around 5.8 hours) per day to such chores, affecting their capacity to engage in paid work.

How can Higher Women Labor Participation Impact the Society at Large?

• Economic Growth: The active involvement of women in the workforce is directly connected to economic expansion, as a significant portion of the female population being underutilized results in lost productivity and economic output.

• Poverty Reduction: Offering income-generating opportunities to women can elevate households out of poverty, thereby improving living standards and the well-being of families.

• Human Capital Development: Educated and economically active women can have a positive impact on the education and health of their children, leading to long-lasting benefits across generations.

• Gender Equality and Empowerment: Increased female workforce participation challenges traditional gender roles and norms, promoting gender equality. It empowers women to have more control over their lives, decision-making, and autonomy.

• Fertility and Population Growth: Research indicates that as women's participation in the workforce rises, fertility rates tend to decrease, a phenomenon known as the "fertility transition." This is associated with improved access to education, healthcare, and family planning, leading to more sustainable population growth.

• Reduced Gender-Based Violence: Economic empowerment enhances women's ability to negotiate and reduces their vulnerability to gender-based violence and abusive relationships.

• Labor Market and Talent Pool: Boosting women's participation in the labor force can address skill shortages and labor market imbalances, leading to a more efficient allocation of talent and resources.

Way Forward

• Gender equality discussions should move beyond compartmentalizing women's lives into work and life and recognize the comprehensive valuation of all kinds of work, both formal and informal, that women do.
• Policy solutions must be derived from women's own negotiations within their cultural context, focusing on increasing autonomy and flexible work options.
• Promoting and supporting higher women's labor force participation is not only a matter of gender equality but also a crucial driver of societal progress and development.
• By unlocking the full potential of women in the workforce, societies can reap the benefits of economic growth, poverty reduction, improved human capital, and more inclusive and equitable communities.