Indian Women in the Labour Force
Dr. Vibhuti Patel
Reader, Centre for Women’s Studies
Department of Economics,
University of Mumbai, Kalina,
Santacruz (East), Mumbai-400098
E mail-vibhuti@vsnl.net Ph®-6770227
Ph(W)-6527956,57Ext.553,Fax-6528198
Statistical Profile of Women
• Women constitute ½ of the world’s population, 2/3 of the world’s labour force but get 1/10th of the world’s income and 1% of the world’s Wealth.
• As per 2001 Census, 23% of women are in the work force. 94% of all working women are in the informal sector.
Work participation rate
Major Findings of Time use Survey
– “Women carry a disproportionately greater burden of work than men and since women are responsible for a greater share of non-SNA
( system of National Accounts) work in the care economy , they enter labour market already overburdened with work.” Report of Gender Diagnosis and Budgeting in India of National Institute of Public Finance and Policy, NIPFP. December, 2001.
WORK PARTICIPATION RATES 1991
The Female Economic Activity Rate (FEAR)
Census of India, 2001, Series 1
Distribution of Women Employees Across Industries
Women in the organized Sector
Women constitute only 14% of the total employment in the organized sector. It is concentrated in Maharashtra, Delhi, West Bengal, Uttar Pradesh and Tamilnadu.
In the urban areas, FEAR in tertiary sector has increased, from 37.6 % in 1983 to 52.9 % in 1999. (Economic Survey, 2002, GOI).
Here, women workers and employees get relatively better wages, standard working hours, and the protection of labour laws.
Women in the Informal Sector
Factors Affecting Women’s Labour Force Participation
• Changes in age-structure, urbanisation, level & nature of economic development, infrastructure, government policies, labour laws, nature of work, structure of family, culture & tradition affecting autonomy and control, fertility levels and childbearing practices, nature of housework,women’s property rights, education, age at marriage, migration, access to technology.
Segmentation in the labour market
• Nature of wage differentials (WD)-for identical tasks women are paid less. And women are confined to relatively inferior tasks, casual work.
• Causes of WD-patriarchal attitude, myths
• Effects of WD- subordination of women, son preference, man is treated as a “bread winner”- Head of the Household (HoH)
Affirmative Action to remove
Wage Differential
*Legislative measures
*Equal Remuneration Act
*Formation of women’s union
*Constitutional guarantees
*Job reservation for women
*Self Help Groups(SHGs)
Demands of the Women’s Groups
Labour Legislations
Special Facilities for Women
Women and Trade Unions(T.U.)
Women’s Action Plan for T.U.s
Role of Human Rights Organisations
Women and Development Debate
Development Alternatives With Women
Human Development With Distributive Justice
Implications of Development Process on Women
Use of conservative ideology to retrench and lay off women
Women’s Challenges to the T.U.s
Role of the UN System-ILO, UNICEF
Indian Women in the Labour Force
Dr. Vibhuti Patel
Reader, Centre for Women’s Studies
Department of Economics,
University of Mumbai, Kalina,
Santacruz (East), Mumbai-400098
E mail-vibhuti@vsnl.net Ph®-6770227
Ph(W)-6527956,57Ext.553,Fax-6528198
Statistical Profile of Women
• Women constitute ½ of the world’s population, 2/3 of the world’s labour force but get 1/10th of the world’s income and 1% of the world’s Wealth.
• As per 2001 Census, 23% of women are in the work force. 94% of all working women are in the informal sector.
Work participation rate
Major Findings of Time use Survey
– “Women carry a disproportionately greater burden of work than men and since women are responsible for a greater share of non-SNA
( system of National Accounts) work in the care economy , they enter labour market already overburdened with work.” Report of Gender Diagnosis and Budgeting in India of National Institute of Public Finance and Policy, NIPFP. December, 2001.
WORK PARTICIPATION RATES 1991
The Female Economic Activity Rate (FEAR)
Census of India, 2001, Series 1
Distribution of Women Employees Across Industries
Women in the organized Sector
Women constitute only 14% of the total employment in the organized sector. It is concentrated in Maharashtra, Delhi, West Bengal, Uttar Pradesh and Tamilnadu.
In the urban areas, FEAR in tertiary sector has increased, from 37.6 % in 1983 to 52.9 % in 1999. (Economic Survey, 2002, GOI).
Here, women workers and employees get relatively better wages, standard working hours, and the protection of labour laws.
Women in the Informal Sector
Factors Affecting Women’s Labour Force Participation
• Changes in age-structure, urbanisation, level & nature of economic development, infrastructure, government policies, labour laws, nature of work, structure of family, culture & tradition affecting autonomy and control, fertility levels and childbearing practices, nature of housework,women’s property rights, education, age at marriage, migration, access to technology.
Segmentation in the labour market
• Nature of wage differentials (WD)-for identical tasks women are paid less. And women are confined to relatively inferior tasks, casual work.
• Causes of WD-patriarchal attitude, myths
• Effects of WD- subordination of women, son preference, man is treated as a “bread winner”- Head of the Household (HoH)
Affirmative Action to remove
Wage Differential
*Legislative measures
*Equal Remuneration Act
*Formation of women’s union
*Constitutional guarantees
*Job reservation for women
*Self Help Groups(SHGs)
Demands of the Women’s Groups
Labour Legislations
Special Facilities for Women
Women and Trade Unions(T.U.)
Women’s Action Plan for T.U.s
Role of Human Rights Organisations
Women and Development Debate
Development Alternatives With Women
Human Development With Distributive Justice
Implications of Development Process on Women
Use of conservative ideology to retrench and lay off women
Women’s Challenges to the T.U.s
Role of the UN System-ILO, UNICEF
Indian labor Market :Consists of 430 million workers in 2004-05, growing 2% annually, with a stable worker-population ratio of 40%.
Lower level of women’s participation in workforce (28%) – perhaps an underestimate.
Low level of open unemployment (3.1%) – high level of disguised unemployment (or under-employment), mostly in rural areas and in agriculture.
Child labour’s share in workforce declining – yet quite large in absolute numbers, at 13 million in 2001.
Women’s labour is a rich and valuable resource for a country as it can significantly boost growth prospects and improve socio-economic conditions as also ensure better outcomes for the next generation. Therefore, enhancing women participation in the labour force is a critical endeavour for driving overall social and sustainable development.
Despite positive growth and development parameters in the last 20-25 years, India has experienced a continuous decline in its female labour force participation rate (FLFPR). The total FLFPR declined sharply from 42.7% in 2004-05 to 31.2% in 2011-12 which further declined to 27.4% in 2015-2016. In 2013, International Labour Organization (ILO) ranked India’s FLFPR at 121 out of 130 countries, one of the lowest in the world. India also secured a poor rank in the Global Gender Gap Report 2017 by World Economic Forum, where it was ranked 108 out of 144 economies.
The largest drop in FLFPR took place in rural areas and was specifically prominent in the working age group of 20-44 years. This is a major factor that is responsible for pulling down the overall FLFPR. On the other hand, the urban FLFPR which has been historically lower than the rural FLFPR, has fluctuated.
What are the links between being a woman, working in the informal sector, and contributing to growth?
At 17%, India has a lower share of women's contribution to GDP than the global average of 37%.
A "wage determination" is the listing of wage rates and work benefit rates for each classification of labourers and mechanics. This is determined by skill, effort, knowledge, experience etc.
This power point presentation will describe about the Concept Of Employment , Kinds Of Employment , Causes of Unemployment In India, Steps to reduce unemployment and Government Policies measures to reduce unemployment
Why We Need of Social Security
Most of the rural and informal sector workers in the world do not have any social security measures.
In India almost 90% of families earn their livelihood from the unorganized sector.
Needs that necessitates social security :
Physical risks: Sickness, old age, maternity, accidents, death.
Economic risks : Unemployment
Economic burden of larger family
Indian labor Market :Consists of 430 million workers in 2004-05, growing 2% annually, with a stable worker-population ratio of 40%.
Lower level of women’s participation in workforce (28%) – perhaps an underestimate.
Low level of open unemployment (3.1%) – high level of disguised unemployment (or under-employment), mostly in rural areas and in agriculture.
Child labour’s share in workforce declining – yet quite large in absolute numbers, at 13 million in 2001.
Women’s labour is a rich and valuable resource for a country as it can significantly boost growth prospects and improve socio-economic conditions as also ensure better outcomes for the next generation. Therefore, enhancing women participation in the labour force is a critical endeavour for driving overall social and sustainable development.
Despite positive growth and development parameters in the last 20-25 years, India has experienced a continuous decline in its female labour force participation rate (FLFPR). The total FLFPR declined sharply from 42.7% in 2004-05 to 31.2% in 2011-12 which further declined to 27.4% in 2015-2016. In 2013, International Labour Organization (ILO) ranked India’s FLFPR at 121 out of 130 countries, one of the lowest in the world. India also secured a poor rank in the Global Gender Gap Report 2017 by World Economic Forum, where it was ranked 108 out of 144 economies.
The largest drop in FLFPR took place in rural areas and was specifically prominent in the working age group of 20-44 years. This is a major factor that is responsible for pulling down the overall FLFPR. On the other hand, the urban FLFPR which has been historically lower than the rural FLFPR, has fluctuated.
What are the links between being a woman, working in the informal sector, and contributing to growth?
At 17%, India has a lower share of women's contribution to GDP than the global average of 37%.
A "wage determination" is the listing of wage rates and work benefit rates for each classification of labourers and mechanics. This is determined by skill, effort, knowledge, experience etc.
This power point presentation will describe about the Concept Of Employment , Kinds Of Employment , Causes of Unemployment In India, Steps to reduce unemployment and Government Policies measures to reduce unemployment
Why We Need of Social Security
Most of the rural and informal sector workers in the world do not have any social security measures.
In India almost 90% of families earn their livelihood from the unorganized sector.
Needs that necessitates social security :
Physical risks: Sickness, old age, maternity, accidents, death.
Economic risks : Unemployment
Economic burden of larger family
Laws regulating women working in night shiftsAsrar Mohd
Nightshifts have been in existence for a long time; however for India it was only recently through an amendment to the Factories Act 1948 that it was allowed under the law for women to work nightshifts.
Mdp on Recruitment and Workforce Monitoring.Sheetal Dubey
Dear All Respected Freinds,
This slide originally was written by Mr. Gantantantra Ojha Ex. Director (Personnel), SAIL.
slide tells us to how role of the job description in objective setting, aspects in marketing, salesforce monitoring, Advantages of good team working skills, steps in creating a high-performance team.
Thanking a lot to Respected Shri Ojha sir.
Health workforce Statistics: Current Needs and Requirements
Introduction
Trained healthcare workforce is an important determinant of efficiency and outcomes of any health system as devised by WHO health systems approach. India one of the most populous country of the world has always felt a dire need of healthcare workforce even having one of the largest medical education and capacity building system. On the other hand we have a variety of health cadre namely from an ASHA to super specialized doctors. In our presentation we have critically analyzed the distribution of health workforce in India and its impacts on health and healthcare delivery for the mass of our society.
The Health Workforce in Nutshell
India faces an acute shortage of trained health workforce. India has a large basket of interventions to improve the healthcare but they are adversely effected by shortage of trained, motivated and supported health workforce. The shortages and misdistribution of health workforce have a large contribution to inequities in health outcomes. India’s health workforce is a combination of both registered, formal health-care providers and informal medical practitioners. We have a very unique health system with a large public health system and a blanket of juxtaposed private health care system. Similar situation is also present in training and education of health workforce. There is also a lack of data on the exact number of health care providers.
Issues
Quite a percentage of Indian population is spread in the rural areas but on the other hand the concentration of health care is in the urban system. The health care providers are highly concentrated in the urban area. Health worker densities are very low in rural settings when compared with urban areas. The next issue is lack of support to the health care providers practicing in the rural area and attraction of high income, support and provisions in the urban settings for the highly specialized workforce which includes doctors, dentist etc. At the national level, the aggregate density of doctors, nurses and midwives was 2.08 per 1000 population, which was lower than WHO’s critical shortage threshold of 2.28 .
Conclusion
In a concluding remark the production of health workforce has increased too many folds which has cost increased privatization of health education. On the other hand the public medical education system has not expanded at the required level. There is need to tap the potential in the private players with keep in mind stringent control of quality and cost. The increase in production is not going to resolve the issues of health worker availability and distribution. The need of the hour is to find sustainable measures to target the acute shortfall in the trained health workforce in India.
What are the labour laws for Empowerment of women ?
Ans. 2. The labour laws for empowerment of women are based on principle of gender justice. They are as follows:
Equal Remuneration Act, 1976 ensures equal opportunity, equal treatment and equal wages.
Maternity Benefit Act, 1961 provides 90 days paid leave for working women
The Factories Act, 1948 – Section 34 provides that the State government can lay down rules prescribing weights that may be carried by men and women.
The Contract Labour (Abolition and Regulation) Act and Rules- separate provision of utilities for women and fixed working hours.
Women in the unorganized sector don’t get benefits of the labour laws.
Women constitute ½ of the world’s population, 2/3 of the world’s labour force but get 1/10th of the world’s income and 1% of the world’s Wealth.
As per 2001 Census, 23% of women are in the work force. 94% of all working women are in the informal sector.
Thank you for being here and looking at this presentation.
By this presentation you will know about,
1) Need for women empowerment
2) Ways to empower women
3) Government empowerment schemes
4) Changes of an empowered women
5) Demographic Consequences
Literacy Rate
Sex Ratio
Infant Mortality
Child Marriage
Workforce Participation Rate
6) WOMEN EMPOWERMENT ACTS
7) WOMEN EMPOWERMENT SCHEMES
in India
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
2. INTRODUCTION
Female labour has been an important segment of the
workforce of India (1975).
The changing Socio-economic scenario, women's
productive roles have assumed new dimensions.
Recognition of crucial importance and need that
women's participation has always been necessary for
the success of social and economic development.
Obstacles under which they work, to strengthen their
bargaining capacity, to improve their wages and
working conditions, to augment their skills and to open
up better employment facilities for them.
3. PAST VENTURE
Women were then treated on par with men.
Women became entirely dependent on men.
Education, religious rights and privileges were
curbed.
A new class of educated Indians came into
existence.
The spread of Western type of education enabled
women to realize their subordinate position.
Position of women in the country was improved.
4. MODERN WOMAN
The modern women have realized now that they have
a personality of their own as a human being and that
their mission in life.
Changes in life and position of women have been
greatly accelerated by the spread of education.
They just do not require merely legal measures for
equal rights, but sympathy and understanding both at
home and in the place of work.
Modern women do not like to stay idle and stagnate
at home, but rather aspire to utilize their education
and mental abilities in a constructive and creative
manner.
5. DISTRIBUTION OF
WOMEN ACROSS
INDUSTRY
Community,social & personnel
services sectors
55.6 %
Manufacturing 21.4 %
Agriculture and allied
occupation
9.8 %
Finance, insurance, real
estate, business
4.9 %
Factories 14 %
Mines 6 %
Plantation 51 %
6. WOMEN IN LABOUR
FORCE
Women were 26.1% of all rural workers, and 13.8% of
all urban workers.
Women are an estimated 30% of all economically
active individuals. The participation rate for women is
falling: from 37% in 2004-05 to 29%.
Women earn 62% of men’s salary for equal work.
In June 2014, India was ranked 116 out of 189
countries ranked in descending order for percentage
of women in Parliaments.
8. DISCRIMINATION AT
WORKPLACE
A major problem faced by the working women is sexual
and mental harassment at the work place.
In 2013, India passed the Sexual Harassment of Women
at Workplace (Prevention, Prohibition and Redressal)
Act to provide protection against sexual harassment in the
workplace.
Women employees working in night shift are more
vulnerable to such incidents.
A majority of working women continue to be denied their
right to equal pay, under the Equal Remuneration Act,
1976 and are underpaid in comparison to their male
colleagues.
The problem varies with the environment.
9. SAFETY OF WORKING
WOMEN WHILE
TRAVELING
Indian society makes it difficult for a working
woman to balance her domestic environment with
the professional life.
Families that do accept these working hours may
experience considerable anxiety every day about a
woman’s safety while traveling.
Safety during night shift is still a big hindrance to
women.
11. VARIOUS ACTS FOR
WOMEN
The Factories Act, 1948.
The Mines Act, 1952.
The Plantation Labour Act, 1951.
The Maternity Benefit Act, 1961.
12. THE FACTORIES ACT,1948
Urinal Facilities
Prohibition of work in Hazardous Occupations
Washing and Bathing Facilities
Crèches
Hours of work
Prohibition of night shift
13. THE MINES
ACT,1952
Urinal Facilities
Prohibition of work in Hazardous Occupations
Crèches
Prohibition of night shift
Hours and Limitation of Employment
Weekly day of rest(6 days)
Hours of work above ground(12 hrs)
Hours of work below ground(8 hrs)
16. SEXUAL HARASSMENT
OF WOMEN AT
WORKPLACE,2013
Unwelcome physical, verbal or non-verbal conduct of
sexual nature.
Showing pornography.
17. IMPACT OF
GLOBALIZATION
“Women do two thirds of the world’s work, receive
ten percent of world’s income and own one percent of
the means of production.”
Women hold a unique position in every society, they
still belong to a disadvantaged class of society due to
various social barriers and impediments.
18. MY OPINION
Women should be treated equally as men and they
should not be discriminated in any aspects.
We should learn to appreciate and respect the
working women since, they extend their there
responsibility towards welfare of society.
