In India, the world of work is a fascinating reflection of societal constructs. Women are making strides, but the playing field isn’t reasonably level yet. Here, we dive into the surprising facts behind where women choose to work (government or private sector) and some of the challenges they face along the way. Our findings peel back the layers of the gender gap in Indian workplaces.
From the allure of stable government jobs to the career-climbing potential of the private sector, we’ll explore the trade-offs women make. We will also explore the hidden biases they encounter and why so many talented women take a step back after marriage and kids.
Here are some facts and relatable stories about the incredible women shaping India’s workforce!
Gender gap in Indian workplaces: Numbers tell a story
According to the Periodic Labour Force Survey (2020–21), a mere 25.1% of Indian women participate in the workforce, compared to a staggering 57.5% of men. This gender gap is even wider in the private sector, where women hold a smaller share of jobs compared to government positions. Here’s why:
Government Quotas: The Indian government reserves a portion of jobs for women, offering a level playing field during recruitment. This policy has demonstrably increased female representation in public service.
Government vs. private: A balancing act with uneven scales
For many women, government jobs symbolise stability. Fixed working hours, with an average of 47 hours per week compared to the private sector’s often longer hours, are a significant draw. Additionally, generous maternity leave (up to 6 months in some cases) is crucial in a country with limited childcare options. It translates to a better work-life balance, allowing women to manage their professional and personal lives more effectively.
The private sector, on the other hand, is a double-edged sword. It offers faster career growth and potentially higher salaries; a Wheebox India Skills Report (2023) estimates women’s employability to be at 52.8%, compared to 47.28% for men. However, this often comes at the cost of longer hours and less flexibility. It can be a dealbreaker for women juggling childcare and household responsibilities, which typically fall on their shoulders.
Balancing work and life: A tightrope walk
Fixed working hours and generous maternity leave make government jobs attractive for women who are juggling family responsibilities. However, many private companies, though improving, haven’t quite caught up in offering robust work-life balance benefits.
Beyond numbers: The gender bias
The story goes beyond raw statistics. Even in government jobs, women face subtle forms of bias. Seniority-based promotions might limit their advancement, and acceptable behaviours borne from defined gender roles disadvantage women participating in networking opportunities. Similarly, women cut down on travel and tours due to family commitments. That governs posting and promotion. Picture this: a woman with excellent ideas and skillsets being overlooked because the “important discussions” happen over chai breaks she can’t attend due to defined gender-based behaviour.
There are several other challenges. Women might be stereotyped into specific roles or overlooked for promotions in favour of male colleagues. Additionally, safety and harassment concerns can be a significant deterrent, especially for women working nights or travelling for work. Imagine a woman in a field job who is hesitant to take a site visit due to safety concerns or lack of toilet facilities.
Perks and the glass ceiling
The glass ceiling is an invisible barrier that prevents women and minorities from reaching top leadership positions. Imagine a regular career ladder with a hard-to-see ceiling at a certain level. Qualified women can climb the rungs up to that point, but reaching the top positions becomes much more challenging.
It is not due to a lack of skill but because of subconscious bias, stereotypes, and a lack of opportunities for advancement for women. It’s like hitting an unseen wall that keeps them from reaching the executive suite.
The private sector offers higher potential salaries and faster career growth, which attracts men and women. However, in most privately owned businesses and roles like sales, marketing, operations, IT, and customer service, the lack of work-life balance and the constant pressure to perform can be overwhelming. Therefore, by the time a woman reaches a marriageable or childbearing age, she chooses to give up on her career as managing work and home becomes challenging. Furthermore, the “glass ceiling” phenomenon is still genuine, with women often facing hurdles in reaching leadership positions.
Why do women leave work after marriage and having children?
One of the biggest reasons women exit the workforce, particularly after marriage and childbirth, is the lack of affordable and reliable childcare. Societal expectations often push the responsibility of childcare onto women, making it challenging to manage a demanding career. The long hours and inflexible schedules of many private sector jobs exacerbate this issue.
Even in other jobs, which offer more predictable hours, the lack of readily available and high-quality childcare facilities can make it challenging for mothers to return to work after maternity leave. It often leads to a frustrating choice: either prioritise their careers and struggle to find childcare or step back from their professional aspirations to focus on raising their families.
The gender pay gap further complicates this dynamic. In India, around 47% of women felt that the most notable form of discrimination was the perception that women were less serious about work once they were married. (Monster Salary Index, 2023). This financial disparity can make it even more difficult for families to justify the additional cost of childcare, especially if the mother’s earnings are lower. As a result, many women, even those with high qualifications and ambitions, are forced to choose between motherhood and professional advancement.
The way forward: A shared responsibility
Bridging the gender gap requires a multi-pronged approach. Here’s what can be done:
- Strengthening childcare facilities and daycare options within workplaces would be a game-changer. Additionally, enforcing stricter policies against gender bias can create a more level playing field.
- Employers must embrace flexible work models, normalise employing women post-sabbatical, and actively promote women into leadership roles.
- Creating narratives around childcare as a shared responsibility and dismantling stereotypes about working mothers is crucial for long-term change.
Gender gap in Indian workplaces: Choosing the right path
Ultimately, the choice between work and not work depends on individual priorities. For some, stability and work-life balance are paramount. For others, career growth and higher salaries hold greater appeal. Regardless of the sector or the job role, creating a truly inclusive environment where women can thrive is essential for India’s economic and social progress.
Remember, this is just the beginning of the conversation. Share your experiences and thoughts in the comments below! Let’s work together to empower Indian women in all workplaces.
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.
