Note4Students: 

Prelims:  Employment and Unemployment Trends;

Mains: Women issues; Gender gap; Inequality;

Mentor comments:  The gender gap refers to the disparities between men and women in various aspects of society, including economic, social, political, and cultural dimensions. It encompasses differences in outcomes, opportunities, and treatment based on gender. 

As per the Periodic Labour Force Survey (PLFS) by the Ministry of Statistics and Programme Implementation (MoSPI) offers detailed data on employment, unemployment, and labour force participation. The latest PLFS report for 2022-23 shows a 3.3% unemployment rate for males and 2.9% for females. The Centre for Monitoring the Indian Economy (CMIE) noted a rise in the unemployment rate to 8.1% in April 2024. The PLFS also recorded a labour force participation rate (LFPR) increase to 41.4% in June 2024, with improvements for both genders. 

Let’s learn —

Why in the News? 

The Lokniti-CSDS survey cites job difficulty and inflation as key factors in the Lok Sabha Elections 2024 results. The India Employment Report (IER) 2024 notes unemployment rose to 5.8% by 2019.

Present Employment and Unemployment Trends:

• Unemployment Rates: Unemployment in India rose from just above 2% in 2000 and 2012 to 5.8% in 2019, but improved to 4.1% in 2022. Time-related underemployment remains high at 7.5%.
• Labour Force Participation Rate (LFPR): LFPR fell from 61.6% in 2000 to 49.8% in 2018 but partially recovered to 55.2% in 2022. Female LFPR, however, saw significant improvement, especially in rural areas, rising from 24.6% in 2018 to 36.6% in 2022.

Gender Disparities and Trends:

• Female LFPR vs. Male LFPR: Female LFPR in India remains low compared to the global average of 53.4% (2019) and decreased from 38.9% in 2000 to 23.3% in 2018. However, there was a 12% increase in rural areas from 2018-22, contrasting with the modest rise in male LFPR.
• Unpaid Family Labour: Females are more engaged in unpaid family labour (36.5% in 2022) compared to males (9.3%). The gender gap in unpaid family labour is significant, particularly in rural areas (31.4% difference) compared to urban areas (8.1% difference).

Gendered Employment Preferences and Opportunities:

• Traditional Occupations: Many women, especially in urban slums, prefer traditional home-based occupations (like bandhani and embroidery) due to their flexibility, despite the lower income. 
• Barriers to Enterprise Development: Women face challenges in developing their own enterprises due to limited access to capital and restrictive social norms.
  • Collectivising through self-help groups (SHGs) and federations can offer new skills and market access, as demonstrated by the Kutch Mahila Vikas Sangathan (KMVS).

The importance of market access:

• Empowerment through Market Interaction: Access to markets enhances women’s empowerment by enabling them to navigate and circumvent traditional gender norms, increasing their economic independence and decision-making capabilities.
• Reduction of Gender Norm Constraints: Market access allows women to bypass restrictive gender norms, such as prohibitions against certain types of labour, by facilitating the use of hired services and technology.
• Economic and Family Benefits: Women’s increased participation in income-generating activities contributes to family income and welfare, improving their position within the family and reducing economic vulnerability.
• Reduced Migration: Opportunities for women to engage in economic activities close to home reduce migration and dependency on male family members, leading to enhanced family welfare and stability.
• Vibrant Water Markets and Agency: In regions with vibrant water markets, women’s ability to influence agricultural input purchases increases, contributing to greater agency and empowerment in decision-making.

Way Forward: 

• Focus on External Work Participation: Need to Prioritize creating opportunities for women to work outside the home to directly impact their empowerment.
• Long-Term Strategy Required: The government should Implement long-term strategies to improve the work environment for women, including safety and basic facilities.
• Mandate Workplace Facilities: By ensuring public policy mandates the availability of essential facilities (e.g., toilets and crèches) in small- and medium-sized manufacturing or business units.
• Improve Female Labor Force Participation (LFPR): Enhancing female LFPR can lead to better overall employment rates and increased family income.