In today’s rapidly evolving workforce, what are the young women in India doing if they are neither employed nor engaged in education or skill training? This fundamental question showcases a troubling reality. The reality is that India’s young women are increasingly sidelined in economic participation. It is primarily due to heavy domestic responsibilities and a lack of societal support.
Recent findings show that nearly 44.6% of females aged 15-29 are not in employment, education, or training (NEET), compared to just 8% of males. This gap starkly reflects a social structure where a vast number of young women are being held back. Moreover, their economic and educational potential is stifled by time-consuming unpaid domestic roles and restricted opportunities.
While 88% of young women contribute to unpaid domestic work daily—compared to only 39% of men—their daily commitment averages over six hours. It severely limits their time for personal and professional growth. With pressing societal expectations and inadequate support for skill and career advancement, the data points to a pervasive gender divide. This gender divide has significant implications for India’s future workforce and economy. Let’s explore the broader implications of these statistics. We also explore the socioeconomic divide across states and how corporates, communities, and policymakers can advocate for real change.
What are the young women in India doing? The alarming data
The Comprehensive Annual Modular Survey (CAMS) by the National Sample Survey Office (NSSO) reveals essential insights. These insights help us understand the state of young women in India. Spread across 15,298 first-stage units (villages and urban blocks) and surveying 3,02,086 households, the CAMS data highlights critical aspects of young women’s participation—or the lack thereof—in India’s workforce:
- NEET statistics for young women: On a national level, 44.6% of women aged 15-29 are neither employed, enrolled in education, nor engaged in any form of skill training. It is a sharp contrast to only 8% of men.
- Regional disparities: States like Uttar Pradesh and Bihar show some of the highest rates, with 59% and 56.7% of young women NEET. Conversely, states like Nagaland and Mizoram have NEET rates of only 8.5% and 8.9%. It demonstrates a distinct regional imbalance that calls for targeted policy approaches.
- Domestic work burden: The disparity in unpaid domestic work is staggering. Nearly 88% of young women contribute to household responsibilities. They spend an average of 6.3 hours daily, compared to 39% of men. This imbalance not only highlights gendered societal expectations but also raises questions about the cultural norms that prioritise domestic duties for women over economic independence.
Horizontal and vertical inequalities in education and skills
The survey further exposes the education and skill divide that reinforces gender segregation in the Indian workforce:
- Educational attainment: Among persons aged 15-24, 95.9% of females are able to read and perform basic arithmetic. It is close to the 97.8% rate of males. However, despite this near parity in basic literacy, the mean years of schooling still diverge significantly. 8.4 years of schooling for the general population and only 7.5 years for those aged 25 and above. It indicates a gradual educational drop-off, particularly among women.
- Skill acquisition gap: Among those aged 15-24, while 83.6% of males reported recent skill use in sending messages with attachments, only 72.7% of females did. This gap indicates a need for more accessible skill development programs targeted at young women. It shows that there is a need to ensure women keep pace with essential technological competencies.
Impact on economic growth and societal health
The underrepresentation of young women in India’s economic landscape has far-reaching consequences:
- Economic loss: The exclusion of young women from the workforce results in an estimated 17% loss in GDP. This figure underscores the potential economic benefits of prioritising gender-inclusive policies that facilitate women’s participation in the labour force.
- Health implications: The time spent on domestic work and lack of self-care significantly impact women’s physical and mental health. Overextended and underappreciated, many young women face burnout and health issues. These issues, left unaddressed, further impair their ability to contribute to the economy and care for their families.
Reimagining corporate responsibility for women in the workforce
For corporations, prioritising gender equity is not merely about meeting diversity quotas. It is about transforming workspaces into more inclusive, productive environments. Corporations have a unique role to play in bridging the gender gap for young women in the workforce. And it begins with actionable policies that provide tangible benefits and support.
Skill development and training programs
Companies can design programs that specifically address skill gaps. They should do this, especially for young women who have been excluded from education or formal employment. A company like Tata Consultancy Services (TCS) has made strides through initiatives like TCS Ignite. It is a program aimed at upskilling women in science and technology. Such training allows women not only to secure employment but also to advance in highly competitive fields like IT and engineering.
Flexible work arrangements
The traditional 9-to-5 model can be restrictive for many women who manage both work and home responsibilities. Flexible work hours, job-sharing, and hybrid work models give women the ability to balance these responsibilities. Unilever has implemented a “family-friendly” work policy that supports flexible hours and work-from-home options. Such policies prove beneficial in retaining women in the workforce, especially post-maternity.
Onsite childcare facilities
Childcare is a significant hurdle for young mothers. Companies like Infosys and Accenture India have onsite childcare centres at multiple locations. These centres enable women to continue their careers without sacrificing family obligations. This simple provision can be a game-changer in encouraging women to remain in or return to the workforce after childbirth.
Creating safe workspaces
Safety in the workplace is a top priority. Implementing strong POSH (Prevention of Sexual Harassment) policies, educating employees on acceptable conduct, and enforcing strict action against harassment incidents create a culture where women feel secure. Companies can go beyond this by setting up support groups or safe reporting channels. These groups must assure women of confidentiality and swift action.
Dedicated networking opportunities for women
Networking is crucial for career advancement. However, women often find it challenging to engage in traditional male-dominated networks. Companies like LinkedIn and Deloitte have initiated Women’s Leadership Programs. These programs include mentorship, networking events, and forums for career development. These programs give women access to mentorship and support that can accelerate career growth.
Equal pay policies and transparent promotion metrics
Corporations can commit to gender pay audits and ensure fair compensation practices. For example, Salesforce periodically audits salaries to eliminate disparities between male and female employees. It sets a benchmark for transparency and fairness. This approach ensures that young women see a clear pathway to growth unimpeded by systemic biases.
By reimagining corporate responsibility, companies can not only attract but also retain female talent. Through targeted initiatives and inclusive policies, corporations contribute to a future workforce that is not only diverse but also highly motivated and productive.
Community and policy interventions to combat gender disparity
Bridging the gender gap requires a broader societal commitment, where communities and policymakers play a proactive role in reshaping norms and expectations around gender roles and workforce participation.
Subsidised childcare and supportive family policies
Community-supported childcare, whether through government funding or local initiatives, can enable young women to participate in the workforce. For example, countries like France and Sweden offer subsidised childcare. These initiatives dramatically boost women’s workforce participation rates. India can benefit from similar policies that ease the childcare burden on young women. Furthermore, it encourages them to pursue careers alongside family responsibilities.
Government-sponsored skill training programs
Government initiatives like Pradhan Mantri Kaushal Vikas Yojana (PMKVY) focus on skill development for youth, including young women. However, a targeted approach is necessary to reach rural women who lack access to such programs. A model like Germany’s Vocational Education and Training (VET) can help. The model integrates practical training with education and could be adapted to cater to young women in India. It can help provide them with industry-relevant skills.
Social awareness campaigns
Changing cultural norms around unpaid domestic work is crucial. Campaigns like #HeForShe, promoted by UN Women, raise awareness about shared household responsibilities. Community-based programs that engage men and boys to participate equally in household duties can also help. They can gradually reshape the societal narrative, freeing young women from being the sole bearers of domestic work.
Legal reforms for work-life balance
Laws that promote work-life balance, such as mandatory maternity leave and flexible working conditions, could be extended. That will better support women in the workforce. India’s Maternity Benefit (Amendment) Act, 2017 is a progressive step. However, it could be complemented by paternity leave policies to encourage men to share childcare responsibilities. That will help reduce the domestic burden on women.
Incentives for local businesses to hire women
Government incentives for small and medium-sized businesses to employ women can create local employment opportunities for young women. In Japan, the government offers subsidies to companies that hire and train women who re-enter the workforce after maternity breaks. India could consider similar policies for rural and urban regions alike. That will encourage businesses to hire, train, and retain young women.
Public transportation and safety measures
In many regions, young women cite safety as a significant deterrent to seeking employment far from home. By improving public transport safety and accessibility, governments can empower young women to work and study outside their immediate communities. Initiatives like Delhi’s Women-Only Metro Coaches provide a safer environment for women. However, expanding such services could further support female workforce participation.
Community and policy interventions that address gender disparity go beyond surface-level solutions. They should be comprehensively tackling deep-rooted issues. When society as a whole embraces gender equity through supportive policies, cultural change, and local opportunities, young women are empowered to break free from traditional constraints and realise their full potential.
The final thoughts on what are the young women in India doing?
The concerning data from CAMS underscores the stark reality of gendered social norms and systemic inequality faced by young women in India. To address this challenge, a concerted effort is required from all sectors—corporates, communities, and government.
At Changeincontent.com, we advocate for an India where young women can thrive in careers of their choice, unburdened by social expectations. As stakeholders in society’s progress, we believe it is time for a transformational approach. We must take an approach that empowers young women and helps them contribute actively to the workforce and society as a whole.
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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.
