The plight of women in the workforce is a global issue that remains alarmingly persistent. Despite progress in various sectors, women are still often seen as secondary participants. They are limited by cultural and systemic barriers that stymie their growth. In India, this disparity is even more profound, where women face consistent challenges of being underpaid, overlooked, and restricted to certain job roles.
UN data shows that globally, women remain less likely than men to participate in the labour force. Since 1990, the employment gap between men and women has stayed around 30%, with about 80% of men working compared to just 50% of women. In 2022, the employment disparity among women and men aged 25-54 was even more troubling. 90.6% of men in this age group were working or actively looking for work, while only 61.4% of women did the same. This gender gap shows that fewer women are involved in the labour force compared to men, even in their prime working years.
Due to this employment gap, one in every ten women (10.3%) lives in extreme poverty. If current trends continue, by 2030, about 8% of women and girls worldwide, or roughly 342.4 million people, could still live in extreme poverty, earning less than $2.15 a day.
Women in the workforce: Usually employed in low-paid work
Women around the world consistently earn less than men for similar work. They often find themselves clustered in low-paying sectors, particularly in services where jobs are easier to access but come with minimal wages and job security. A significant number of women work in “informal” jobs, which often fall outside labour regulations and leave them vulnerable to exploitation.
In developing nations like India, many women are also employed in the informal sector. Hence, they are missing out on the benefits of formal employment, such as steady wages, maternity benefits, job security, and legal protections. An ILO report reveals that women working in the informal sector earn 40% to 50% less than men in the same industry.
The plight of women in the workforce: The India story
In India, women street vendors, domestic workers, and construction workers lack adequate protective policies and social security benefits. While some benefits exist for widows and the elderly, there are no provisions to support workers in case of accidents or injuries on the job.
When it comes to other industrialised countries, women make up 65 to 90% of all part-time workers. The primary reason women hold part-time jobs is that full-time positions are hard to find due to gender bias. Childcare responsibilities and household duties further complicate their employment situations.
Women in the workforce in India: Far from being inclusive
India has about 510 million women and 530 million men over the age of 14 who are legally eligible to work. However, not all of these adults are employed, as factors like old age and disability keep some out of the labour force. Most importantly, there is a clear gender gap in workforce participation.
The labour force includes people who are either employed or actively seeking work. Those who are not participating in paid work are considered out of the labour force, even though they are of legal working age.
Women in the workforce: Labour stats from India
India’s most recent labour statistics show that while eight out of ten men participate in the labour force, only three out of ten women do. This means that out of an estimated 590 million people in the Indian workforce, only 190 million are women. The situation is even worse in urban areas. In urban India, fewer than 50 million women participate in the labour force.
So, what are the remaining women doing? Women not in the labour force are still working, but their work often goes unrecognised in the economy. Many of these women are doing unpaid care and domestic work. In fact, about 330 million women who are out of the labour force primarily focus on childcare and managing household responsibilities.
There is also a group of women who work in household businesses engaged in activities like crop cultivation, milk and livestock production, selling snacks, or small-scale manufacturing. However, most of the time, they do not receive payment for their work. In Indian labour statistics, these women are classified as “unpaid helpers in household enterprises.” Although some men also engage in this unpaid work, women are twice as likely to take on these roles.
Occupational segregation in various sectors
Even when women do participate in the formal sector workforce, gender imbalances persist across various occupations. Women continue to work in traditionally feminine roles in many fields. For example, nursing and childcare professions have exceptionally high female representation, often exceeding 90%. Teaching, particularly in primary and early childhood education, also sees a strong presence of women. Similarly, women make up a large percentage of workers in occupations related to cooking and cleaning, as well as in clerical and librarian roles.
According to the latest available data, women make up 67% of the global care workforce. In countries like Seychelles, Belarus, Slovakia, and Georgia, at least 80% of people in care jobs are women. Even when women enter male-dominated professions, they often choose or are directed toward lower-paying areas within those fields.
On the other hand, high-risk occupations, such as locomotive engine driving, heavy machinery operation, and ship deck crews, typically show a minimal ratio of working women. Many plant and machine operator roles, as well as trades and labour positions, also have low working women representation.
The plight of women in the workforce: The pay gap
Generally, male-dominated occupations also tend to pay better than those dominated by women. Unfortunately, this is true even when both require similar levels of education and skill. For example, women medical school graduates disproportionately enter specialities like paediatrics, obstetrics, and gynaecology. These fields generally offer lower salaries compared to other medical specialities, such as surgery, ortho, or cardiology.
Whether part-time or full-time, women’s jobs often remain the least secure. It leads to the unfortunate reality that they are frequently the last to be hired and the first to be let go. This cycle keeps women trapped in precarious employment while society wonders why they can’t climb the corporate ladder.
The final thoughts on the plight of women in the workforce
The biggest issue in India is that not enough women are in the workforce, whether formal or informal. Most working women are in rural areas, where opportunities are limited, and education levels are low. However, the main barrier is cultural and gender bias. Societal norms must change for women to participate more in the workforce. Improving education accessibility, ensuring safe transportation, and providing childcare are essential steps. However, they won’t be enough without changing deep-rooted norms about gender roles.
At Changeincontent.com, we believe that true empowerment comes from the stories that shed light on the real challenges women face. We strive to bring these voices forward, not just to highlight the issues but to catalyse change. We are committed to supporting narratives that encourage inclusive and fair workplaces where women can thrive, contribute meaningfully, and help shape the future of business and society alike. Only by addressing these challenges head-on can we foster a genuinely equitable workforce that empowers all.
Data Sources
UN Women: Facts and figures: Economic empowerment
Our World in Data: Women’s Employment
Abhishek Waghmare (2024), ‘Women and work in India.’ Published on Data for India.
AAUW Fast Facts: Occupational Segregation
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
