The Female Labour Force Participation Rate (FLFPR) has almost doubled over the past seven years, from 23.3% in 2017-18 to 41.7% in 2023-24, according to the Economic Survey for 2024-25. The latest Union Budget has set the target of 70% female workforce participation by 2047. The growth is great and so is the target. However, juxtaposed to that is also the challenge of an enabling environment for women at workplace. On Women’s Day, THE WEEK spoke to Sumita Dawra, secretary, Ministry of Labour and Employment, who highlights that laws and guidelines are in place, and their proper implementation is important. “ Society will evolve when we all move together – the government, industry, society - we are stakeholders in this and we have to move in tandem.”
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Reports suggest that the rise in Female Labour Force Participation is largely driven by more women entering the workforce in rural India, where farming is the primary economic activity. It’s also the region, which sees high migration to cities for men for employment avenues, leaving women to take care of the farms. Some reports also suggest many of these women are over-qualified for the work. How do you look at this scenario? Are we looking at a scenario of structural unemployment?
I see it differently, as the scenario also shows women and their capability to work.
However, if looking for a job, there are factors, such as their domestic and care responsibilities. The Periodic Labour Force Survey (PLFS) data shows that 44.5% of women were out of the workforce due to childcare and other commitments.
Now coming to the jobs in their vicinity. We’ve interventions there, such as the Model Career Centres, which connect job seekers to recruiters. They can go to their nearest MCC. For those who are digitally literate, they can go to the National Career Service portal. The NCS is also the place where we have brought in the Skill India Digital Hub, or SIDH. So if a woman in a rural area finds a job in her vicinity but thinks she needs more skilling, she can look up SIDH in the same portal to find which is the nearest skill centre.
So these are some of the interventions we have undertaken.
Despite rules in place, women's safety in the workplace is a constant issue. Is the government planning any interventions there?
We have laws and guidelines in place, proper implementation is very important. Labour is a concurrent subject, and when it comes to the safety of women in workspaces, these have been enabled by law.
So it’s either the Factories Act or the Shops and Establishment Act. Seven states have made the amendment to either one or both, enabling women with their consent to work the night shift.
So when it’s notified, the states also notify the precautions that have to be taken – the CCTV cameras, the path to the toilet should be well-lit, their entrance, safe transportation, all these should be in place.
It’s also the responsibility of every head of the institution to ensure that it’s done. And if not, it’s also the responsibility of the women to bring it to the notice. Today, social media is such a powerful tool, many of the issues and grievances are coming to us through it.
Also, the ownership of society is crucial as we all are responsible. Society will evolve when we all move together—the government, industry, society —we are stakeholders in this and we have to move in tandem.
Many women also leave the workforce after childbirth due to additional responsibilities. While there are maternity benefits in place, is the government looking at this, such as increasing the days of paternity leave or more flexible work models?
One amendment made to the Maternity Act in 2017 was 26 weeks of paid maternity leave, which is a very good intervention. But in some places, there may be some unintended consequences. These are violations of the law.
We also have to look at family support, especially in rural areas.
Some places have flexible work models, which is very beneficial.
We are currently looking at nurturing the care ecosystem, which is affordable and qualitative.