Female Employment to Counter Unemployment

Source-This post on Female Employment to Counter Unemployment has been created based on the article “Focus on female employment to counter unemployment” published in “The Hindu” on 22 July 2024.

UPSC Syllabus-GS Paper-3- Indian Economy and issues relating to Planning, Mobilization of Resources, Growth, Development and Employment.

Context –The Lokniti-CSDS pre-poll survey highlighted that unemployment and inflation shaped the Lok Sabha Elections 2024. The article proposes tapping into the underutilized potential of female employment, especially in rural areas, to enhance economic outcomes and empower women.

What are the recent trends of unemployment in India?

The India Employment Report (IER) 2024, published jointly by the Institute for Human Development and the International Labour Organization, provides important insights into India’s labor market:

a) Unemployment Rate: The unemployment rate rose from around 2% in 2000 and 2012 to 5.8% in 2019, then declined to 4.1% in 2022, while time-related underemployment remained high at 7.5%.

b) Labor Force Participation Rate (LFPR): The labor force participation rate declined from 61.6% in 2000 to 49.8% in 2018, partially recovering to 55.2% in 2022.

c) Female LFPR: The labor force participation rate in rural India showed a significant upward trend, rising from 24.6% in 2018 to 36.6% in 2022. In urban areas, it increased by about 3.5% from 20.4% in 2018. However, these rates are still low compared to the world average of 53.4% (2019), having decreased from 38.9% in 2000 to 23.3% in 2018.

d) Male LFPR: Employment rates saw a slight increase of 2% in rural areas but remained largely unchanged in urban areas

e) Unpaid Family Labor: In 2022, 36.5% of females were involved in unpaid family work, contrasting with 9.3% of males. This gender gap in unpaid family labor was significantly wider in rural areas at 31.4% compared to 8.1% in urban areas.

Read More- Women-dependency of Indian agriculture: Gender discrimination in farms

What are the issues with women’s participation in the labor force?

1) Urban Female Workforce Participation -The slower rise in urban female LFPR from 2018 to 2022, as per IER 2024, indicates fewer opportunities for women in cities. Starting businesses was tough due to limited capital access and societal norms, especially in communities dominated by men in trades such as tie and dye.

2) Traditional Occupations- Women stick with traditional occupations like bandhani and embroidery despite their lower income potential because these jobs align with local gender norms and help balance household chores with earning money. However, these occupations don’t address strategic gender needs such as challenging regressive norms.

3) Gendered Occupational Choices-Women’s job decisions are shaped by local gender norms. For ex- in many tribal villages, women are prohibited from ploughing or netting in ponds due to these norms.

What should be the way forward?

1) Collectivization: Forming self-help groups (SHGs) and federations can benefit women in traditional occupations. SHGs provide training for new skills, while federations connect women directly to markets for improved returns. For ex-The Kutch Mahila Vikas Sangathan (KMVS), Lakhpati Didi Programme etc.

2) Creating New Opportunities: Women entering male-dominated workplaces may increase competition for jobs traditionally held by men. To address this, creating opportunities in neglected sectors is important. For ex- expanding canal irrigation during the summer slump season has empowered women by providing more agricultural opportunities when men are less engaged.

3) Market Access: Improving women’s access to markets for input and tools empowers them by increasing their engagement in markets. For ex- In the Upper Gangetic Plains (Uttarakhand and Uttar Pradesh), women’s have become empowered when less dominant irrigation sources like groundwater are expanded.

4) Workplace Improvements: Ensuring safety and basic facilities such as toilets and childcare (crèches) in workplaces is essential. These facilities should be mandated in small and medium manufacturing or business units to prioritize the well-being of employees.

Question for practice

What are the issues with women’s participation in the labor force?