Answer

The Periodic Labour Force Survey (PLFS) 2023-24 reports a rise in Female Labour Force Participation Rate (FLFPR) to 37%, up from 23.3% in 2017-18. Additionally, the Worker Population Ratio (WPR) for women, indicating the proportion of employed women in the population, has improved from 22.0% in 2017-18 to 40.3% in 2023-24. However, gender disparities persist, with women concentrated in informal, low-paying jobs. The Global Gender Gap Report 2023 ranks India 129th out of 146 economies.

The Periodic Labour Force Survey (PLFS) 2023-24 highlights a steady rise in female workforce participation

• Growth in Workforce Participation Rate (WPR): Women’s WPR increased from 22% in 2017-18 to 40.3% in 2023-24, reflecting improved job availability and economic engagement.
  For example: Government initiatives like PM Kaushal Vikas Yojana (PMKVY) have enhanced women’s skill development, making them employable across diverse sectors.
• Rural Women Leading the Increase: Rural areas saw a 23 percentage-point rise (from 23.7% to 46.5%), while urban employment rose by 8 percentage points (from 18.2% to 26%).
  For example: The MGNREGA scheme has provided consistent employment opportunities for rural women, contributing to their increasing participation.
• Higher Education and Employment Readiness: More women are pursuing higher education, equipping them with skills for long-term careers, leading to a shift toward formal jobs.
  For example: Female enrollment in higher education rose from 46% in 2015-16 to 49% in 2022-23, increasing their employability in high-skilled jobs.
• Government Policies Facilitating Inclusion: Measures such as extended maternity leave, mandatory crèche facilities, and women’s hostels have improved women’s workforce retention.
  For example: The Labour Ministry’s 2024 advisory recommended setting up Working Women Hubs to reduce commute time and offer childcare support.

Remaining Significant Gender Disparities

• Gap in Workforce Participation: Despite improvement, female WPR (40.3%) remains significantly lower than male WPR (76.3%), highlighting persistent gender imbalances in employment.
  For example: PLFS 2023-24 shows that women’s participation in urban employment is still just 26%, compared to 46.5% in rural areas. 
• Disparities in Sectoral Representation: Women are overrepresented in informal and low-paying jobs, while their participation in STEM, manufacturing, and leadership roles remains limited.
  For example: Women constitute only 16% of STEM graduates in India, affecting their representation in high-tech industries and innovation-driven sectors.
• Wage Inequality and Economic Disempowerment: Women continue to earn significantly less than men for the same work, reducing their economic independence and bargaining power.
  For example: The Global Gender Gap Report 2023 states that women in India earn only 72% of what men earn for equal work, violating Article 39(d) of the Indian Constitution
• Low Urban Workforce Growth: Urban female employment grew only by 8 percentage points, indicating limited opportunities, safety concerns, and social constraints in cities.
  For example: Limited safe public transport and high urban crime rates discourage women from taking up jobs in metropolitan areas.
• Unequal Domestic Responsibilities: 43% of women cite childcare and domestic work as the primary reason for non-participation, leading to career breaks and early exits.
  For example: Women in dual-career households perform 5X more unpaid domestic work than men, restricting their ability to engage in full-time employment.

Key Barriers to Women’s Employment in India

• Childcare and Domestic Responsibilities: Women shoulder a disproportionate burden of unpaid care work, forcing many to leave or reject jobs.
  For example: The PLFS 2023-24 highlights that 43.04% of women cited household duties as a key reason for not working, emphasizing the need for childcare support.
• Limited Flexibility and Workplace Policies: Rigid work schedules, lack of maternity benefits, and absence of remote work options hinder women’s workforce retention.
• Social and Cultural Norms: Traditional gender roles discourage women from pursuing full-time careers, especially in male-dominated sectors like manufacturing and technology.
  For example: Only 18% of India’s entrepreneurs are women, largely due to societal expectations and financial dependence on male family members.
• Lack of Safe and Accessible Workspaces: Concerns over workplace harassment, inadequate transport, and unsafe commuting options limit women’s job choices.
  For example: Over 60% of working women in India cite safety as a primary concern, impacting their willingness to work late or in remote areas.
• Weak implementation of Laws: The Vishaka v. State of Rajasthan (1997) case laid the foundation for POSH (Prevention of Sexual Harassment) Act, 2013, but implementation remains weak in many sectors.
• Limited Skill Training and Career Advancement: Many women lack access to upskilling programs, restricting their ability to transition into high-paying, growth-oriented roles.
  For example: Less than 30% of beneficiaries of skill development programs like PMKVY are women, limiting their career mobility in high-growth industries.

Policy Measures to Enhance Women’s Workforce Participation

• Strengthening Childcare and Family Support: Expand affordable crèche facilities, incentivize paternity leave, and promote shared domestic responsibilities to ease women’s burden.
  For example: Countries like Sweden and Canada offer subsidized daycare programs, allowing higher female workforce participation and better work-life balance.
• Flexible Work Arrangements: Encourage hybrid work, compressed workweeks, and part-time employment options, enabling women to balance career and caregiving.
  For example: Global firms like TCS and Infosys have adopted hybrid work models, leading to higher female employee retention rates.
• Enhancing Workplace Safety and Mobility: Strengthen POSH (Prevention of Sexual Harassment) compliance, improve public transport safety, and create gender-sensitive workspaces.
  For example: Delhi’s Pink Bus initiative provides women-only public transport services, ensuring safer commutes for working women.
• Boosting Women’s Representation in High-Growth Sectors: Provide STEM scholarships, leadership training, and gender-specific hiring incentives in emerging industries.
  For example: The Women in Science & Engineering (WISE) initiative promotes female participation in AI, robotics, and deep tech sectors.
• Expanding Financial and Entrepreneurial Support: Facilitate easier credit access, mentorship programs, and tax benefits for women-led enterprises to boost economic independence.
  For example: The Pradhan Mantri Mudra Yojana (PMMY) has sanctioned over ₹9.5 lakh crore in loans to women entrepreneurs, fostering self-employment and business growth.

Bridging the gender employment gap demands a multipronged approach robust labour law reforms, gender-sensitive workplace policies, and improved childcare infrastructure. Expanding digital skilling, promoting entrepreneurship, and enforcing equal pay can unlock women’s economic potential. A future-ready India must embrace inclusive growth, ensuring that no woman’s career is curtailed by systemic barriers.

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