Central Idea

• Recent data reveals that despite more Muslim women than men enrolling in higher education courses, the number of Muslims in higher education has decreased. Additionally, Muslim women’s employment rates are still lagging behind, in line with the secular trends of low female labour force participation rates and increasing unpaid labour.

The Current Scenario: Women’ Labour force participation

• The PLFS reports show three disturbing secular trends:

1. The female labour force participation (FLFP) rate has stagnated at very low levels in our country.
2. Women’s employment is seen as a supplemental source of income, and that is only activated in dire times for the family.
3. The share of women employed in unpaid labour has increased even for highly educated women. In 2017-18, 6.2 per cent of women (age 15-59) with graduate (or higher) level of education worked as unpaid helpers. By 2021-22, this share had increased to 11.2 per cent.

Female labour force participation rate of Muslim women

• The female labour force participation rate of Muslim women in the country is 15 per cent, as compared to 26.1 per cent for Hindu women.
• Over the past three years, Muslim women have had the lowest LFP rate amongst all religious groups in the country, while the gender gap in participation has also been the widest for the community except for the Sikh community.
• While salaried work is perhaps the more stable source of income, only 12.4 per cent of working Muslim women the lowest of all communities are salaried as compared to 16.2 per cent of Hindu women.
• Research shows that Muslim women face significant discrimination in hiring at entry level roles.

Why women labour force participation is low in India?

• Cultural and social norms: Traditional gender roles and stereotypes often view women as responsible for domestic work and caregiving. Women are expected to prioritize their role as wives and mothers over their careers.
• Lack of educational opportunities: Women from rural areas or lower socio-economic backgrounds may not have access to quality education or vocational training, limiting their employment opportunities.
• Lack of safe and flexible work environments: Many women face challenges in finding safe and secure work environments, especially in fields that require mobility or working late hours. Women with children also face challenges in finding work that accommodates their caregiving responsibilities.
• Discrimination and bias: Women face discrimination and bias in the workplace, including lower wages and fewer opportunities for advancement. Muslim women may also face additional discrimination based on their religion.
• Legal barriers: Some laws and policies, such as restrictions on working night shifts, may limit women’s employment opportunities.
• Patriarchal norms in family and society: Patriarchal norms often limit women’s decision-making power within the family and restrict their mobility outside of the home, further limiting their employment opportunities.

Why the female labour force participation rate of Muslim women Is low?

• Educational attainment: Muslim women, particularly those living in rural areas, have lower levels of educational attainment compared to women from other communities. This limits their access to better-paying and more skilled jobs, making it more difficult for them to enter the workforce.
• Traditional gender roles: Muslim families, particularly those in conservative areas, have traditional gender roles where women are expected to prioritize household work and child-rearing over paid employment. This social norm is a significant barrier to women’s labor force participation.
• Religious and cultural factors: Some Muslim women may face discrimination in the workplace due to religious and cultural stereotypes, which can limit their opportunities for employment.
• Lack of safe and accessible transportation: Many women, particularly those from conservative communities, may face safety concerns when traveling alone. This limits their ability to commute to work and makes it difficult for them to access job opportunities outside of their immediate neighbourhoods.
• Lack of support from family and community: Women may face resistance from their families and communities when they seek employment, particularly if it is seen as a threat to traditional gender roles or cultural norms.

Women’s low participation in the labour force and impact on society and the economy

• Economic loss: The low participation of women in the labour force leads to an economic loss for the country. Women’s potential contributions to the economy are not utilized, leading to a loss of output and income.
• Gender inequality: The low participation of women in the labour force perpetuates gender inequality. It limits women’s access to economic opportunities and reduces their bargaining power, leading to their exclusion from decision-making processes.
• Social welfare: The low participation of women in the labor force also affects social welfare. It limits the resources available to women and their families, leading to a lack of access to education, healthcare, and other basic services.
• Demographic imbalance: The low participation of women in the labor force also leads to a demographic imbalance. It limits the number of women in positions of power and decision-making, which affects the representation of women in different sectors of the economy.
• Poverty: The low participation of women in the labor force also affects poverty reduction efforts. It limits the number of women who are able to earn a living and provide for their families, which affects poverty reduction efforts in the long run.

Way ahead: To increase inclusive women’s LFP

• Society and Families must create supportive and sharing ecosystem: Society and families need to prioritize women’s employment as a means of contributing to the economic growth of the country. The stereotype of men being the sole breadwinner of the family puts a lot of pressure on them. Women can and should be brought in to share this burden while men share the burden of housework. It is essential to create a supportive ecosystem for women from all communities.
• Providing skills training: Women should be provided with skills training and education to improve their employability. This could be achieved through vocational training programs, apprenticeships, and mentorship programs.
• Employers must take intersectional approach: Employers need to ensure that they incorporate mechanisms to address unconscious biases in hiring. This can be done by designing inclusive networking opportunities and company events, promoting cultural awareness, creating an inclusive schedule for employees with faith-related needs, and offering compassion and support. Employers must work on women’s inclusion in the workplace and take an intersectional approach.
• Policymakers must enable ecosystem for employment of women: The government and policymakers need to make those jobs available that women want and create ecosystems that are supportive of employed women. This involves creating space for women from all communities in policy conversations. There needs to be an emphasis on women’s employment as a means for them to have agency, express themselves, and expand their sources of happiness.
• Encouraging entrepreneurship: Women entrepreneurs could be encouraged through access to credit, mentorship programs, and business incubators.

Conclusion

• India needs more women in the workforce to increase the size of the economic pie. Addressing the issue of Muslim women’s employment could significantly contribute to India’s economic growth. To bridge the gap, employers, policymakers, families, and society must work together and create a supportive ecosystem for women from all communities.

Mains Question

Q. The recent data suggests that Muslim women have had the lowest Labour force participation (LFP) rate amongst all religious groups in the country. Enumerate the reasons and Discuss overall impact of women’s low LFP on society and economy along with suggestions to improve women’s LFP .

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