The Female Labour Force Participation Rate (FLFPR)

The Female Labour Force Participation Rate (FLFPR) in India remains significantly below the global average, indicating several barriers to women’s participation in the workforce. According to the Periodic Labour Force Survey for 2022-23, the FLFPR for women in the prime working age group (15 years and above) stands at 37%, with rural areas having a higher participation (36.6%) compared to urban areas (23.8%).

Factors Contributing to Low FLFPR:

1. Unpaid Care Work: Women are primarily responsible for unpaid domestic work, which is not recognized as economic activity and limits their ability to engage in paid employment.
2. Societal Norms: Traditional gender roles dictate that women focus on household duties and child-rearing, while men are expected to be the primary breadwinners.
3. Education: Although more women are pursuing higher education, societal expectations may result in women leaving the workforce after their studies.
4. Access to Education: Gender-based disparities in education, early school dropout rates, and limited access to skills development hinder women’s employability.
5. Health and Age: Health-related issues or the aging population of women also restrict their participation in the workforce.
6. Job Opportunities: Gender discrimination in the job market and limited opportunities in high-paying sectors like technology and finance contribute to the lower FLFPR for women.
7. Safety Concerns: Women’s fear of harassment and violence, both in the workplace and during commuting, further discourage them from seeking employment.
8. Lack of Supportive Policies: India’s lack of policies like parental leave, flexible work hours, and other social support structures limit women’s ability to balance work and family responsibilities.

Government Initiatives to Improve FLFPR:

1. Beti Bachao Beti Padhao Scheme: Focuses on promoting female education and improving the sex ratio.
2. National Education Policy (2020): Ensures equitable access to quality education, particularly for marginalized groups.
3. Working Women Hostel Scheme: Aims to provide safe accommodation for women with daycare facilities for children.
4. One Stop Centre (OSC) and Women Helpline: Provides support for women affected by violence, including emergency response and legal assistance.
5. Labour Codes: Codification of labour laws aims to create a more transparent, fair, and flexible job market.
6. Maternity Benefit (Amendment) Act (2017): Increases maternity leave to 26 weeks and mandates crèche facilities in large workplaces.
7. Sexual Harassment of Women at Workplace Act (2013): Ensures protection against workplace harassment.

Measures to Improve Female Work Participation:

1. National Women’s Urban Employment Guarantee Act (WUEGA): Advocates for decentralized management, childcare, free public transport, and local work opportunities for women.
2. MGNREGS: Women should be encouraged to take on women-centric works, and efforts should be made to bridge wage disparities.
3. Niche Sectors: Identifying sectors with potential for female workforce participation, such as healthcare and social work, can create more job opportunities for women.
4. Flexible Work Options: Encouraging part-time, remote work, and parental leave policies can help women balance their professional and personal lives.
5. Investment in Care Infrastructure: Providing solutions for childcare, elder care, and domestic work can improve women’s ability to participate in the workforce.

Conclusion:

Incorporating these strategies can contribute significantly to achieving various Sustainable Development Goals (SDGs) such as SDG 1 (end poverty), SDG 3 (health and well-being), SDG 4 (inclusive education), and SDG 5 (gender equality). Improving FLFPR will not only empower women but also stimulate economic growth and create a more inclusive workforce.