Challenges of women labour force in India
World Economic Forum's 2022 Global Gender Gap Report, India ranks 135 out of 146 countries.
Its in terms of economic participation and opportunity for women.
This means that Indian women are significantly underrepresented in the workforce and face a number of barriers to economic success.
Some of the key challenges,
Lack of education and training: Women are less likely than men to have access to education and training, which limits their employment opportunities and earning potential.
Gender stereotypes and discrimination: Women are often stereotyped as being less capable than men in the workplace, and they may face discrimination in hiring, promotion, and pay.
Unpaid care work: Women are disproportionately responsible for unpaid care work, such as childcare and eldercare, which can limit their ability to participate in the workforce.
Sexual harassment: Sexual harassment is a major problem in the Indian workplace, and it can deter women from participating in the workforce or from seeking advancement.
Solutions
The Indian government has taken a number of steps,
Passing laws against sexual harassment.
Providing financial incentives to employers who hire women.
Ensuring women have equal opportunities to participate in the Indian workforce and achieve their full economic potential.
Improve access to education and training for women.
Expanding girls' education programs, providing scholarships to women from low-income families,
Solutions
Reduce the burden of unpaid care work on women.
Create a safe and supportive work environment for women.
By taking these steps, India can create a more equitable and inclusive workforce for women and achieve its full economic potential.
Added Points
In 2022-23, there has been a decrease of 5% in the female labour rate among married women aged 25 to 49 years.
The decline in the female labour rate (LFPR) is primarily concentrated within the age of 25-29.
Initiatives such as the National Creche Scheme for the Children of Working Mothers.
The implementation of such schemes is imperative in both the public and private sectors.
The implementation of work settings that prioritise the needs and well-being of women.
The provision of secure transportation options, and the expansion of part-time job possibilities.
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