The main purpose of this semester project is to provide an overview and statistics on the job losses of female workers in the Ready-Made Garment (RMG) sector of Bangladesh. It aims to highlight the declining number of female employees in the sector, the root causes of this decline, and the impact of automation and digitalization on female job losses. The information also emphasizes the importance of female workers in the RMG sector for the national economy, GDP, and the welfare of their families and society. Additionally, the information sheds light on issues like working conditions, age discrimination, and sexual harassment that contribute to the job losses of female workers. Overall, this semester project aims to create awareness and draw attention to the issue while providing insights into the current situation and possible solutions.

1. RMG SECTOR OF BANGLADESH:
FEMALE WORKERS JOB LOSSES
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Nazrul Islam
ID: 1810181
Independent University, Bangladesh

2. An Overview and Statistics of Female Workers Job Losses in the
RMG sector of Bangladesh
(Appendix -1)
Last 27 years
(1994-2021)
32.94%
64%
60.8%
59.00
60.00
61.00
62.00
63.00
64.00
65.00
2015 2016
5%
*2014 several thousand RMG women workers
Due to Automation
❑ Automation may eat up 60% jobs in RMG sector by 2030 !!
Forecasting
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3. Other Reasons
Caring for Children Pregnancy
Working conditions
Heavy Workload Overtime
Age Discrimination
Most of the workers leaving RMG jobs aged 35 years
Harassment (15% long run)
For example, over 22% female garment workers face sexual
harassment at workplace.
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4. Section 2: Interview Session
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1. The root cause of this decline
❑ Husbands' discouragement (After marriage)
❑ Lack of daycare centers
❑ Alternative employment options
▪ Boutique shops
▪ Local tailoring
2. Relationship between technology adoption and female job losses
❑ Operators with manual machines
▪ One operator needs one helper (50% job losses)
❑ Operators with latest machines
▪ No helper is required
3. Difficulties with adopting new technology
❑ Centers like BGMEA, BKME, or projects like ACI that work for the operators' training.
❑ Provide old and manual based machine training
❑ Which creates gap between employee’s existing skills and running latest machine during the joining
period.

5. Section 2: Interview Session Cont. …
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4. sociocultural perspective in Bangladesh
❑ Misconception that the environment of the garment industry is bad
❑ Graining with latest machine instead of old and manual machine.
❑ Government
▪ Funding support for training support
5. Steps can the company, BGMEA, and government
❑ A large number of women will become unemployed
6. Female garment workers in the near future

6. Section 3: Theories to Address for female employee retention
My statistical findings show that several factors are responsible for women
workers losing their jobs in the RMG sector of Bangladesh. These are given
below:
1. Automation “The human capital theory”
2. caring for children
3. pregnancy
4. working conditions
• heavy workload
• long hours
• low salaries
5. Age discrimination
6. Harassment issue
• Sexual harassment at the workplace.
“The social exchange theory”
“Maslow’s hierarchy of needs theory”
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7. Section 3 Cont. …
The social exchange theory
▪ Emphasized the social interactions between people, involving cost and rewards.
▪ Retention driver: Relationships and recognition
Costs
▪ Heavy workload, long hours, low salaries, harassment, discrimination, and
difficulty balancing work and family responsibilities.
Rewards
▪ Can offer fair wages, improve working conditions, provide support for childcare
and pregnancy, and implement policies to prevent harassment and
discrimination.
Limitations
▪ Failure to explain negative human attitudes and behaviors
▪ It ignores different models of punishments and rewards.
▪ The value of the rewards varied from one individual to another
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8. Section 3 Cont. …
Maslow’s hierarchy of needs theory
▪ Retention driver: Satisfying women garments worker’s needs
Mitigation
▪ Caring for children, pregnancy, and working conditions can be considered as part
of the "safety needs“
o Caring for children: Adequate daycare center, flexible working arrangements,
such as part-time work, job-sharing.
o Pregnancy: Paid maternity leave and support female workers who return to
work after giving birth.
o Working conditions: Can reduce workloads, overtime.
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9. Section 3 Cont. …
Maslow’s hierarchy of needs theory cont. …
Mitigation
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▪ Age discrimination
This issue falls under the category of esteem needs. Employers can provide
opportunities for career advancement for female workers at all stages of their
careers.
▪ Harassment issue
This issue falls under the category of safety needs and esteem needs.
Employers can take steps to prevent harassment in the workplace, such as
providing a safe and respectful working environment, employers can improve the
self-esteem and job satisfaction of their female workers, which can increase their
retention rates.
Limitations
▪ It cannot be verified empirically
▪ The theory is too culture-bound

10. Section 3 Cont. …
The human capital theory
▪ Retention driver: Employee development
▪ Investing in the development of employees' knowledge, skills, and abilities can
increase their productivity and value to the organization, resulting in higher wages
and greater job security.
Limitations
▪ Assumes equal access to training and education
▪ Ignores the role of social and economic issues
▪ Ignores the role of power and politics
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Mitigation
1. Invest in the re-skilling and up-skilling of existing employees
2. Provide education and training for future workers
3. Promoting employee learning and development
4. Establish a learning culture

11. THANK YOU!
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