Part-Time Employment: A Catalyst for Boosting Women’s Workforce Participation

Context:
India’s female labour force participation rate (FLFPR) remains low at 37% (2022-23), driven by caregiving responsibilities and limited availability of structured part-time employment. Structured part-time work is a potential solution to improve women’s participation in the workforce.

Need to Enhance Women’s Workforce Participation

1. Economic Growth:
   • Higher participation can unlock untapped productivity, contributing to GDP growth.
   • A McKinsey report estimates India could add $700 billion to GDP by ensuring gender parity in the workforce.
2. Reduced Poverty:
   • Dual-income households achieve better financial stability, reducing poverty rates.
3. Social Empowerment:
   • Women’s employment challenges gender stereotypes and fosters gender equality.
4. Skill Utilization:
   • Educated and skilled women often remain unemployed due to structural and societal barriers.

Current Scenario of Female Labor Force Participation

1. Global Comparison:
   • In developed nations, fewer than 40% of the working-age population is outside the labour force.
   • In India, nearly 60% of the working-age population is outside the labour force.
2. India’s FLFPR:
   • Increase in FLFPR (PLFS Data): Rose from 23.3% (2017-18) to 37% (2022-23).
   • Rural FLFPR: Increased from 24.6% to 41.5%, primarily due to self-employment in agriculture.
   • Urban FLFPR: Marginal growth from 20.4% to 24.5%, indicating challenges in engaging skilled women in urban areas.

Advantages of Part-Time Employment for Women

1. Flexibility:
   • Enables women to balance work with caregiving responsibilities.
2. Increased Work Opportunities:
   • Offers job options to women constrained by household responsibilities.
3. Access to the Labor Market:
   • Provides a bridge for women re-entering the workforce without full-time commitments.

Challenges in Part-Time Employment for Women

1. Lack of Legal Framework:
   • India’s labour laws inadequately define part-time work.
   • The Minimum Wages Act (1948) does not address part-time roles.
2. Absence of Regulation:
   • No job security, regulated wages, or guaranteed work hours for part-time employees.
3. Employer Discretion:
   • Part-time roles are often unstructured, with inconsistent schedules and conditions.
4. Exploitation Risks:
   • Without protections, women may face unfair treatment in terms of wages and work conditions.

Other Challenges

1. Urban-Skilled Job Gap:
   • Urban areas lack sufficient job opportunities for skilled women.
2. Social Stigma:
   • Part-time work is often undervalued, leading to societal biases.

Way Forward

1. Policy Reforms:
   • Introduce comprehensive laws addressing part-time work with provisions for fair wages, job security, and regulated hours.
2. Job Creation in Urban Areas:
   • Develop jobs aligned with the education and skills of urban women.
3. Awareness Campaigns:
   • Educate employers and employees on the benefits of part-time work to encourage adoption.
4. Employer Incentives:
   • Offer tax breaks or subsidies to businesses creating structured part-time roles with fair compensation.
5. Work-Life Balance Support:
   • Implement childcare support, flexible leave policies, and other measures to ease caregiving burdens.