GB, labour

1. Gender Budgeting : An Overview
Dr. Paramita Majumdar
Senior Consultant, Gender Budgeting
Ministry of Women and Child Development, Govt. of India
28 July 2015, VVGNLI, Noida
Training Programme on Effective Enforcement of Laws
pertaining to Women Employees for Labour Enforcement
Officers from Central and State Governments/UTs

2. What is Gender Budgeting (GB)?
 Is a process to translate stated gender commitments of the
Government into budgetary commitments
 Involves analysis of actual Government expenditure and revenue
on women and girls as compared to on men and boys
 Construction of general budgets from a gender perspective
 Provide for affirmative action to address the specific needs of
women

3. Female Workforce Participation 1971-2011
Source Census of India

4. Source: Women Workers in India: Why So Few Among So Many? Sonali Das, Sonali Jain-Chandra, Kalpana Kochhar, and Naresh
Kumarhttps://www.imf.org/external/pubs/ft/wp/2015/wp1555.pdf

5. October 2, 2007 UN Meeting 5
• Mostly deals with the organised sector. Extent of protection
and benefits for workers rise with size of firm or factory.
• No national minimum wage; No economy-wide social
security.
• Labour being a concurrent subject in the constitution, states
are empowered to enact separate legislations.
• The legislations tend to be aspirational, with limited
enforcement.
• Best illustrated by the job-security law: firms employing 100
or more workers are mandated to seek the state’s permission to
retrench or lay off a worker.
Labour Legislations

6. What are the common forms of discrimination?

7. What are the common forms of discrimination?

8. Using Five Step Framework
1. Analysis of the situation of women, men, girls and boys in a
given sector.
2. Assessment of the extent to which policies address the
gendered situation.
3. Assessment as to whether budget allocations are adequate, in
order to implement gender-responsive policies.
4. Assessment of short-term outputs of expenditure, in order to
evaluate how resources are actually spent, and policies and
programmes implemented.
5. Assessment of the long-term outcomes or impact expenditures
might have.

9. Instutionalizing Gender Budgeting
• Government of India adopted Gender Budgeting as a tool for
mainstreaming gender across sectors in 2005-06.
• Setting up of Gender Budgeting Cells across all Ministries and
Departments and outlining the composition and functions of Gender
Budgeting Cells in the form of a Gender Budgeting Charter issued by the
Ministry of Finance. Gender Budgeting Cells envisaged as focal points
set up in 57 Ministries/ Department
• Reporting in the Gender Budget Statement as part of the annual budget
by Ministries and Departments
• Formulation of a Gender Budgeting scheme to support training and
research, evaluation, impact assessment, gender audit. Intensive capacity
building programmes across sectors
• Development of GB Handbook and Manual and wide dissemination –
Strengthening apex training institutes at the national and sub-national
level to train civil servants and resource persons
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10. Institutionalizing Gender Budgeting
• Engaging with Line Departments: One-to-one interactions with Ministries/
Departments
• Integration of gender perspective at the design stage itself of all programs and
schemes of Government of India through Expenditure Finance Committee
Memorandum, Ministry of Finance.
• Gender based outputs and outcomes as an integral part of the Outcome
Budget Document prepared by each Ministry. Guidelines for the Outcome
Budget Document engendered and issued by the Ministry of Finance.
• GB Guidelines prepared by the Ministry of Women and Child Development
and issued to all states (sub-national governments) to comply with the
approach. Regular training programs organized.
• Post Budget Analysis and Gender Audit of the GB Statement by Civil
Society Organisations
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11. Labour Enforcement Officers
• The Central Government has appointed Labour Enforcement
Officers as Inspectors for the purpose of making investigation by
causing production of relevant registers/records as to whether the
provisions of the Equal Remuneration Act, 1976 are being complied
with by the employers, who are required to maintain the roll of
employee in Form-D.
• Assistant Labour Commissioners have been appointed as
authorities for the purpose of hearing and deciding complaints
with regard to the contravention of any provision of the Act, claims
arising out of nonpayment of wages at equal rate to men and women
workers.
• The Regional Labour Commissioners have been appointed as
appellate authorities to hear complaints in respect of cases decided by
the ALCs.

12. Key Challenges
• Multi-lingual and Multi-cultural country
• Social division of gender roles and cultural practice
curb female potential
• Dearth of Women in Politics
• Implementation of Legislations & Policies
• Issues of Gender and Gender Sensitization
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13. Thank You !!