India is at a point where developing a strong care ecosystem has become essential. A care ecosystem refers to the network of services and support systems that take care of people’s well-being, especially for the elderly, children, and those with special needs. As the country faces rapid urbanization, an aging population, and changing family structures, the demand for reliable and accessible care services is growing. Creating a comprehensive care ecosystem will not only improve the quality of life for many but also provide employment opportunities and support the overall social fabric of the nation.
Tags:GS-2,GS-3, Issues Related to Women— Gender— Employment— Issues Relating to Development
Prelims: Women Participation In Workforce, Female Labour Force Participation Rate (LFPR), and Periodic Labour Force Survey (PLFS) Annual Report 2023-24.
Mains: Female Labour Force Participation in India: Current Status, Significance, Challenges, and Way Forward.
Context:
- According to the Economic Survey 2023-24, against a world average of 47.8% (2022), the FLFPR in India was 37% (2022-23).
- Although it increased from 23.3% in 2017-18, 37.5% of this share comprises “unpaid helpers in household enterprises”, that is, women who are not paid for the work they do, which is separate from domestic work.
About Female Labour Force Participation:
- Periodic Labour Force Survey (PLFS): The Periodic Labour Force Survey (PLFS) is conducted by the Ministry of Statistics & Programme Implementation (MoSPI) since 2017-18 to collect data on employment and unemployment in India.
- Labour Force Participation Rate (LFPR): Labour Force Participation Rate represents the proportion of individuals in the population who are either employed or actively seeking employment.
- Female Labour Force Participation Rate: According to the latest PLFS report, approximately 32.8% of women of working age (15 years and above) were part of the labour force in 2021-22, a significant increase from 23.3% in 2017-18, reflecting a 9.5 percentage point rise over this period.
- Female Labour Force Participation Rate in Rural Areas: The rise in female labour force participation was more pronounced in rural areas, where the rate increased by 12.0 percentage points. In rural regions, the participation rate grew from 24.6% in 2017-18 to 36.6% in 2021-22.
- Female Labour Force Participation Rate in Urban Areas: In urban areas, the female labour force participation rate rose from 20.4% in 2017-18 to 23.8% in 2021-22, marking a modest increase of 3.4 percentage points.
Current Status of Female Labour Force Participation in India:
- Current:
- As of March 2024, the female labour force participation rate (FLFPR) in India stood at 37%, reflecting a 4.2 percentage point increase from the previous survey in 2021–2022, according to the 2022–2023 Periodic Labour Force Survey (PLFS).
- Urban Areas:
- In urban regions, the FLFPR rose from 22.7% to 25.6% between January–March 2023 and January–March 2024.
- Education Levels:
- For women with post-graduate or higher education, the FLFPR increased from 49.2% to 52.2% between 2017–2018 and 2022–2023.
- During the same period, the FLFPR for women with secondary education surged from 10.3% to 30.7%, and for illiterate women, it grew from 29.1% to 48.1%.
- Rural Areas:
- In rural areas, the FLFPR for women aged 15 and older was 36.6% in 2021–2022, compared to 78.2% for men.
- For women aged 15–59 in rural areas, the FLFPR was 39.3%, while it was 82.1% for men.
Factors Responsible for Low Female Labour Force Participation in India:
- Society and Social Norms:
- Social norms dictate that women should be homemakers and men should be breadwinners, leading to low female labour force participation.
- About 3.4% of women are out of the labour force due to social expectations, with most engaged in home-based caregiving roles.
- Unpaid Care Work:
- ‘Time poverty’ among married women means they are occupied with unpaid domestic activities like childcare and household duties.
- Approximately 49% of women perform unpaid domestic work, including sewing, tailoring, and collecting goods for household use.
- Gender Biassed Social Norms:
- Women face societal, legal, and economic barriers to employment, including restrictions on working night shifts.
- According to a UNDP report, 92.39% of people in India justify intimate partner violence or believe women should not have reproductive rights.
- Caste Discrimination:
- Lower-caste women have higher labour force participation in the informal sector due to economic constraints and limited social mobility.
- Historically, lower castes have been expected to engage in manual and domestic work, leading to their higher participation in informal employment.
- Salary/Wage Disparity:
- In 2023, male self-employed workers earned 2.8 times more than females; male regular wage workers earned 24% more, and male casual workers earned 48% more than their female counterparts.
- Education Levels:
- Higher caste women, historically having better access to education, translate this into better employment opportunities.
- The pandemic disproportionately affected women globally, with 64 million losing jobs, as they are more likely to be in informal or part-time roles.
Significance of Increasing Female Labour Force Participation in India
- Economic Growth:
- Higher female labour force participation boosts productivity and economic growth. Women contribute diverse skills, enhancing innovation.
- For example, McKinsey Global Institute estimates that equal opportunities for women could add $770 billion to India’s GDP by 2025.
- Women’s Empowerment:
- Increased labour force participation leads to financial independence for women, enabling them to make decisions about their lives and families.
- This empowerment challenges traditional gender roles and elevates women’s societal status.
- Global Recognition:
- A diverse workforce enhances global competitiveness and contributes to achieving Sustainable Development Goals (SDGs) like gender equality (SDG 5), decent work (SDG 8), and reduced inequality (SDG 10).
- Harnessing Demographic Potential:
- India’s large young population can be leveraged for sustained economic growth by ensuring women’s active participation in the workforce, maximising the demographic dividend.
Government Initiatives to Improve Female Labour Force Participation in India
- Codification of Labour Laws:
- The government has introduced four labour codes, including the Code on Social Security, 2020, which extends maternity leave from 12 to 26 weeks, mandates crèche facilities for establishments with 50+ employees, and allows night shifts for women with safety measures.
- Code on Wages 2019:
- This code prohibits gender-based wage discrimination for similar work, ensuring equal pay for men and women.
- Beti Bachao Beti Padhao Scheme:
- This scheme promotes the survival, safety, and education of female children, addressing gender disparities from an early age.
- For Safe and Convenient Accommodation:
- The Sexual Harassment of Women at Workplace Act, 2013 ensures safe working environments, while the Working Women Hostel scheme provides accommodation for working women in urban, semi-urban, and rural areas.
- For Supporting Women Affected by Violence:
- The One Stop Centre (OSC) and Women Helpline provide 24/7 emergency response for women affected by violence, ensuring their safety and well-being.
- Skill India Mission:
- The government enhances female workers’ employability through training at Women Industrial Training Institutes and National/Regional Vocational Training Institutes.
- MGNREGA:
- The Mahatma Gandhi National Rural Employment Guarantee Act mandates that at least one-third of the jobs generated under the scheme should be allocated to women.
Way Forward to Increase Female Labour Force Participation in India
- Improve Access to Quality Education:
- Enhancing access to quality education for all women, regardless of caste or economic background, is crucial.
- There is a U-shaped relationship between education level and female labour force participation, with 37.3% of women with postgraduate and higher education working.
- Combating Caste Discrimination:
- Affirmative action policies are needed to address caste-based discrimination and promote inclusivity in the formal sector, empowering women across all social strata.
- Role of SHGs in Women Empowerment:
- Self Help Groups (SHGs) like Mahila Arthik Vikas Mahila Mandal and UMED Abhiyan play a significant role in developing women’s entrepreneurship, driving women’s empowerment.
- Addressing Structural Rigidities:
- Reforms in manufacturing and service sectors are essential to create a more inclusive and flexible work environment.
- Formalising informal sector jobs would provide better job security and benefits.
- For instance, SEWA (Self Employed Women’s Association) organises self-employed women in the informal economy, assisting in their collective struggle for fair treatment.
- Vocational Training:
- Vocational training is key to economic growth by creating employment opportunities and enabling income generation for women.
- Promoting Gender-Neutral Social Norms:
- Media and educational programs should encourage positive portrayals of women in diverse roles.
- Prominent figures like Nirmala Sitharaman, Sudha Murty, and Kiran Bedi can serve as role models, showcasing women’s empowerment in India.
UPSC Civil Services Examination, Previous Year Question (PYQ)
Prelims
Q:1 Which of the following gives ‘Global Gender Gap Index’ ranking to the countries of the world? (2017)
- World Economic Forum
- UN Human Rights Council
- UN Women
- World Health Organization
Ans: (a)
Mains
Q:1 ‘’Empowering women is the key to control the population growth.’’ Discuss. (2019)
Source: TH
FAQs
Q: What is a care ecosystem?
Answer: A care ecosystem refers to a comprehensive network of services and support systems that provide care for people, especially the elderly, children, and those with special needs. It includes healthcare, childcare, eldercare, and support for caregivers.
Q: Why does India need to develop a care ecosystem?
Answer: India needs to develop a care ecosystem to address the growing needs of its aging population, support working parents, and ensure that vulnerable groups receive the care they need. As the population ages and more women enter the workforce, the demand for organized care services is increasing.
Q: How would a care ecosystem benefit society?
Answer: A well-developed care ecosystem would improve the quality of life for individuals who need care, provide relief and support for caregivers, and enable more people, especially women, to participate in the workforce. It can also lead to better health outcomes and reduce the burden on families.
Q: What challenges does India face in building a care ecosystem?
Answer: Challenges include a lack of infrastructure, trained caregivers, and affordable services. There’s also a need for policy support and public awareness. Many care services are still informal or unregulated, making it difficult to ensure quality and accessibility.
Q: What steps can be taken to develop a care ecosystem in India?
Answer: Steps to develop a care ecosystem include investing in care infrastructure, training caregivers, creating policies that support both caregivers and care receivers, and encouraging public-private partnerships. Raising awareness about the importance of care services and integrating them into community and health systems are also essential.
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