MEDI- CAPS UNIVERSITY

INDORE

Contemporary Issues In Management: - Report on

“Study on the Problems And Challenges Faced By Urban Working
Women In India”
Submitted as partial Fulfilments for
Degree of Masters of Business Administration to
(Medi- caps university, Indore)
2019-2021
Under the Guidance of: Submitted By:
Prof. Mragakshi Tiwari Paridhi Kothiwala
Prachi Kumrawat
Prachi Pathak
Nikita Nagraj
Nisha Patel
 CERTIFICATE

This is to certify that the dissertation Report entitled- A STUDY OF PROBLEMS

AND CHALLENGES FACED BY URBAN WORKING WOMEN IN INDIA”is a
bonified research work carried out by the group at MEDI- CAPS UNIVERSITY is a
partial fulfilment of the requirement of the live project in ours M.B.A Degree.

DEAN FACULTY AND GUIDANCE

Dr. Harish Bapat Prof. Mragakshi Tiwari
 DECLARATION

We the student of Master of Business Administration Studies, hereby declare that we

have successfully completed this project on “STUDY ON OF PROBLEMS
AND CHALLENGES FACED BY URBAN WORKING WOMEN IN
INDIA “in the year 2019-2021 the information incorporated in this project is true and
original to the best of our knowledge.

1. Paridhi Kothiwala 2. Prachi Kumrawat

3. Prachi Pathak 4. Nikita Nagraj

5. Nisha Patel
 ACKNOWLEDGEMENT

This Project would not been possible without guidance, help and corporation of
number of people We extend our gratitude to all these people who helped in some or
the other way in making this project. We feel pleasure in expressing our gratitude to
Dr. Harish Bapat Dean, Medi- caps University, Indore to whose kindness and
encouragement we own this project.

A word of sincere appreciation and dependence of guidance flow through our heart to
Dr. Mukesh Porwal assistant professor of Medi-caps University, Indore and guide for
us project.
 TABLE OF CONTENT

S.NO PARTICULARS
Declaration by the student
Certificate of supervisor/ Guide
Acknowledgement
1. Introduction
1.1 Overview of the topic
1.2 Rational and Significance of
the study
1.3 Objectives of the Study
2. Research Methodology
Data Analysis and interpretation
3. Recommendation and conclusions
4. Limitation of the study
5. Implications
6. References
7. Questionnaire
 INTRODUCTION

In the history of human development, women have been as vital in the

history making as men have been. In fact, higher status for women vis-à-vis

employment and work performed by them in a society is a significant indicator of a

nation’s overall progress. Undoubtedly, without the active participation of women

in national activities, the social, economic or political progress of a country will

deteriorate and become stagnant. But ironically and tragically, women employees

in general, are not taken very seriously by their superiors, colleagues, or society at

large. Having a career poses challenges for women due to their family

responsibilities. Traditionally Indian women had been home makers but in the

recent decades, proper education and better awareness, in addition to the ever-

increasing cost of living has made them to go out and choose careers. In a

patriarchal society like India it is still believed that a man is the primary bread

winner of his family. Although Indian women have started working outside their

homes but still, they have a long way to go both culturally, socially and

economically, to bring in positive attitudinal changes in the mind-set of people.

It is generally perceived that gender bias against working women starts right

from the stage of recruitment. Most of the Indian men are not ready to accept that

women are capable enough to work side by side with men in all the sectors, other
than in a few limited ones like teaching, nursing and in clerical sectors. Their

capabilities are generally underestimated as a result of which Indian women have a

tendency to opt for less demanding jobs even if they are highly qualified. Women

have the responsibilities to effectively manage their multiple roles in

domestic as well as professional lives. Men generally do not offer any help in the

household’s work. This makes the life of working women extremely stressful.
 RATIONAL AND SIGNIFICANCE OF THE STUDY

Educated urban women are presumed to be more aware of the opportunities

and challenges of the workplace or educated urban women can better understand

their roles and limitations in the workplaces and are perceived to be bold enough to

develop their own personalities, with or without encouragement from their

families. An assessment of the problems and issues plaguing urban working

women is therefore a necessity for better understanding of workplace dynamics

related to women.

During earlier days there were some man-made boundaries for women but now

women play vital roles in different sectors. Women today are breaking that

boundary and are playing the dual role of balancing domestic life as well as

professional life, giving a boost to their societal status in the process. The major

problems for working women arise out of the dual responsibilities of the working

woman - domestic work as well as office work. Though more and more women are

coming out in search of paid employment and their families also need their

income, the attitude towards women and their role in the family has not undergone

much change. Women continue to be perceived as weak, inferior, and second-class

citizens. Even today, looking after the family and children is generally perceived to

be the primary responsibility of the man.

 It is possible to accept that as more and more women have entered the

workforce, there is no longer a solid family-support at home (Schwartz, 1992).

“Women have increased their participation in paid employment considerably

during the past 30 years, but men have not increased their participation in

housework to the same extent” (Everts son and Nermo, 2004). Women still

perform majority of the care giving role and juggling of work in the family. Gender

is seen as a significant determinant of negative job spill-over because employed

women are

expected to carry out the responsibility for family services and still be able

to smoothly handle

their work roles (Delgado and Canabal, 2006). Although husbands have taken on

more domestic work than they did in earlier generations, this gain for women has

been offset by “escalating pressures for intensive parenting and the increasing time

demands of most high-level careers” (Eagly and Carli, 2007). Added to this is the

phenomenon of guilt experienced by women containing a general feeling of

responsibility especially towards their own children. It gives rise to a sense of

failure of responsibility that arises when they lack control over the demands made

on them from different spheres of life.

It is a fact that women have to face problems just by virtue of their being women.

And if they are working the problems are multiplied manifold. Working women
are those who are in paid employment. Social attitude to the role of women lags

much behind the law. This attitude which considers women fit for certain jobs and

not for other jobs influences those who are involved in the recruitment of female

employees.

Historically, women have suffered oppression and domination by the patriarchal

society in India and have faced many problems and challenges. Women were

taught to accept their position through the socialization process and also that all

rules and regulation made only for women they were bound to follow including

their ‘initiation rites.’ They are taught to be obedient wives and sisters and also to

respect their elders; manners are taught to them, like how to walk, talk, sit, and

work at home and many others. They are neither considered as individuals with a

personality of their own, nor do they have any personal life. They are told that a

man could marry more than one woman and they accept it silently, blaming it on

their own fate. The inferior positions of women in the traditional Indian society

have been reinforced by a number of traditional practices such as polygamy, early

marriage, and illiteracy and by years of subjugation. Many of these practices are

still found today in some places in the country.

Participation of women in prominent decision-making positions is limited by

severe cultural and social constraints because men think that women are not

capable enough to take a good decision. Women face challenges all over the world
and sometimes these challenges are context specific. The literature on the

challenges and problems women face at the workplace is not only limited to

women in the unorganized sectors, but also in formal organizations too, as women

continue trying to contribute to their quality of life and that of their families and

thereby to the economies of various countries through work.

Unemployment and temporary work are more common among women than among

men. Most women workers do not have any social security or access to health care

benefits. As a result, the work-related illnesses, like mental pressure and other

health problems, remain hidden. As per available research, a large number of

women workers complain of frequent headaches, back pain, circulatory disorders,

fatigue, and emotional and mental disorders resulting from performing various

activities at the workplace.

Women working in some industries, factories, banks, hospitals etc. complain that

they do not get time to look after and give care to their babies. The efficiency of a

working woman is always suspected and questioned by most people, especially

their male counterparts. In the upper-class cadres, it is generally seen that all

qualifications remaining similar, men are usually preferred. Authorities are

doubtful whether women would be able to handle male subordinates, take

independent decisions, cope with crisis and manage their duties properly

(Andal,2002). Even though women prove they are efficient, authorities think twice
before promoting them and even if women are given the chance, there is always a

remark that they were given the position because they were women. Sexual

harassment is another serious problem faced by working women. Whether in the

organized or unorganized sector, whether illiterate, low paid workers or

highly educated and highly paid executives, a large number of working women

face sexual harassment at the workplace at one time or another. This is mostly

from other male employees or their superiors. Women tend to hold lower-level

positions than men even when they have sufficient skills to perform higher-level

jobs.

The present study therefore aims at finding out if women face challenges in the

workplaces which pose problems for them, and what are those particular

challenges that women face working in the various sectors and what credible

solutions and coping mechanisms can be offered to help them lessen such

problems, so that women can understand their own value and ability to face

problems in different ways. The study also aims at finding the problems of

different age group working women and different categories of women like single,

married, separate/divorcee, widow etc. Understanding the problems in a clear way

would assist us in finding adequate answering reducing the problems.

 OBJECTIVES OF THE STUDY

The study attempts to address the following key research objectives:

1. To gain knowledge about the problems and challenges faced by urban working

women in the workplace.

2. To identify the key socio-economic pointers contributing to women’s status,

safety and security.

3. To study women’s involvement in various activities/ organizations for upliftment

of family, community and society that can lead to their overall development.

4. To find out possible solutions that could help them to overcome the problems that

they face in the workplace.

 RESEARCH METHODOLOGY

NATURE AND SCOPE OF STUDY

The study is exploratory in nature and seeks to identify the problems and

challenges faced by urban women in different professional sectors like public

sector enterprises, banks, schools and colleges, hospitals, commercial organizations

etc. Further the study also aims also at finding out the organizational supports for

women employees so that the women employees are able to give their best to their

organization and are able to reach their full potential. The present study surveyed

only urban women employees in white collared jobs who have been in their jobs

for at least six months. The study was conducted within Rourkela city. Rourkela

city is a steel plant city; multi-linguistic, multi-ethnic, multi-religious and multi-

cultural. This diversity makes it more attractive for this research study. The places

covered for the study were the local schools, colleges, banks, hospitals, Public

Sector enterprises, Engineering services, Commercial organizations etc. Primary

data was collected from 100 working women of the organized sector using a

mixed-methods approach that included face to face interviews, and questionnaire.

Seventy-five responses were found to be complete and valid. The data collection

period ranged a one-month period from 1 April- 31 April.

 DATA COLLECTION PROCESS

Both qualitative and quantitative aspect have been taken into consideration. The

methodology followed was a questionnaire. Based survey among working women

of the selected area. The questionnaire contains of 10 items on various aspect of

the study in addition to the demographic detail of the respondent. Subsequently

certain item dropped and certain other were modified for better elicitation of

results. Data were collected using the personnel contact approach. Questionnaire

were distributed through a google form to a sample of 100 working women. Out of

75 valid and complete responses were returned. Different method was used for

collecting data on the working women. The questioner contains of 10 close ended

question to meet the objective of the study. The items in the questionnaire included

urban working women issues related key parameters like sexual and mental

harassment, promotion issues, family care issues, discrimination based on gender,

workplace discrimination and prejudices, safety and security issues etc. The

statements/items for the questionnaire were formed after consulting relevant

literature and some preliminary study conducted in the area. Besides the attitude

scale, the survey questionnaire also included a section to capture the general profile

of respondents. They were asked about their demographic background including

age, education level, marital status, occupation, years of experience, nature of

organization etc.
 DATA ANALYSIS

The graphical representation of each of the items is given below:

1. How long did it take for you to get promoted in comparison to male
colleagues of the same position?
Table 4.1: Time Taken for Women to get promoted as compared
to their male colleagues (in nos.)
No. of Percentage
respondent (%)
Equal time 49 65
Longer 13 18
Earlier 13 17

Figure 4.1: Percentage distribution of time taken for women employees

getting promoted as compare to their male colleagues

1. HOW LONG DID IT TAKE FOR YOU TO GET

PROMOTED IN
COMPARISON TO MALE COLLEAGUES OF THE SAME
POSITION?
Earlier 17%

Longer
18%

Equal
time
65%

Source: Primary data

Inference: According to the above information 65% of female employees were
promoted at the same time irrespective of their gender, 17% women were
promoted earlier than their male colleagues and 18% took longer than their male
peers. The above data reflects that gender bias related to promotions do not prevail
much in the working atmosphere.

2.Do you work as much as your male colleagues or are you required to work
less than male?
Table 4.2: Time spent on women (in nos.)

No. of Percentage
respondent (%)
Yes 34 46
No 28 37
Can’t say 13 17

Figure 4.2: Percentage distribution of time spent on work

3. DO YOU WORK AS MUCH AS YOUR MALE

COLLEAGUES OR ARE YOU REQUIRED TO
WORK LESS THAN MALE?
Cant say 17%

Yes
46%

No
37%

Source: Primary data

Inference: According to the above information 46% women agreed they were
working as much as male colleagues; 17% women were not sure about their
answers and 37% women agreed they were not working as much as their male
colleagues because sometimes post or position also matter in work process.
Accordingly, duration of work hour factor also differs for men and women.

3.Did you get your promotion on merit basis or you were offered a
promotion based on favouritism or any other indecent proposal?

Table 4.3: Basis for Women getting promotion on merit (in nos.)

No. of Percentage (%)

respondent
Yes 17 23
No 46 61
Can’t 12 16
say

Figure 4.3: Percentage distribution of women getting promotion on merit

2. DID YOU GET YOUR PROMOTION ON MERIT BASIS OR YOU

WERE OFFERED A PROMOTION BASED ON FAVORITISM OR
ANY
OTHER INDECENT PROPOSAL?
Can’t
Yes
say
23%
16%

NO
61%

basis/others
 Source: primary data

Inference: According to the above information 61% felt that their promotion was
based on merit and not on the basis of favoritism or any other indecent proposal,
16% were not sure about their answers and 23% agreed that favoritism prevails in
workplaces.

4.How is the attitude of your boss towards you?

Table 4.4: Attitude of boss towards female colleagues as perceived

by the women Employees (in nos.)

No. of Percentage (%)

respondent
Co- 31 42
operative
Neutral 40 53
Abusive 4 5

Figure 4.4: Percentage distribution of attitude of boss towards female colleagues as

perceived by the women employees

4. How is the attitude of your boss to-wards you?

Abusive 5%

Co-operative 42%
Neutral
53%
 Co-operativeNeutralAbusive

Source: Primary data

Inference: According to the above information 53% female agreed that their boss
attitude towards them were neutral, 42% women said that their boss was co-
operative with them and 5% women said their boss attitude towards them were
abusive.
5. Do you sometime feel hesitant to work with male colleagues because they may
sexually harass or underestimate you on the basis of gender?

Table 4.5: Perception of prevalence of sexual harassment or

underestimation on the basis of gender (in
nos.)
No. of Percentage (%)
respondent
Ye 40 47
s
No 35 53

5. DO YOU SOMETIME FEEL HESITANT TO

WORK WITH MALE COLLEAGUES BECAUSE
THEY MAY SEXUALLY HARASS OR
UNDERESTIMATE YOU ON THE BASIS OF
GENDER?

No
47% Yes
53%

Figure 4.5:

Percentage distribution of perception of prevalence of sexual harassment or

underestimation on the basis of gender

Source: Primary data

Inference: According to the above information 53% of females agreed that

sometimes they felt hesitant to work with male colleagues and 47% said that they
were not comfortable with male colleagues. The reason for such high percentage of
women not feeling comfortable working with their male colleagues could be their
lack of self-confidence, or the inherent distrust for men in our society, reinforced
down the years by negative experiences and general awareness.

6. Do you suffer from any health complications like mood swings, depression,
concentration problems due to problems at workplace?

Table 4.6: Women suffering from health-related issues due to problems in

the workplace (in nos.)

Table 4.6: Women suffering from health-related issues due to problems in

the workplace (in nos.)
No. of Percentage
respondent (%)
Yes 60 80
No 15 20
Can’t 0 0
say
 Figure 4.6: Percentage distribution of women suffering from health-
related issues due to problems in the workplace

6.. Do you suffer from any health complications like mood swings,
depression, concentration problems due to problems at workplace?

Cant say
No 0%
20%

Yes
80%

YesNoCant say

Source: Primary data

Inference: According to the above information 80% women suffer from

health complications, 20% women have not faced any kind of health
complications like headache, depression, concentration problems etc.
7.Are you given easier jobs at work as compared to male candidates?

Table 4.7: Perception of women on being given easier jobs at work as

compared to male candidates (in nos.)
No. of Percentage
respondent (%)
Yes 19 25
No 40 54
Can’t 16 21
say
Figure 4.7 Percentage distribution of perception of women on being
given easier jobs at work as compared to male candidates

7 . ARE YOU GIVEN EASIER JOBS AT WORK AS COMPARED TO MALE

CANDIDATES?

CANTSAY
54%

21%
21%

YES
NO

Source: Primary data

Inference: According to the above information majority of the women are of the

opinion that they are not given any easier jobs as compared to their male

colleagues. They work as hard as anyone.

8.Do your seniors/colleagues/male members/other members respect you?

Table 4.8: Perception of women on being given respect at their workplace

(in nos.)

No. of Percentage
respondent (%)
Yes 50 67
No 4 5
Can’t 21 28
say
Figure 4.13 Percentage distribution of perception of women on being
given respect at their workplace

8. Do your seniors/colleagues/male members/other

members respect you?

Cant say
28%
No 5%
Yes
67%

YesNoCant say
Source: Primary data

Inference: According to the above information women in general feel that people

respect them in the workplace.

9. Which problems do you think is the most important problem faced by working
women in the work place?

Table 4.9: According to the above information women in general feel that
people respect them in the workplace.

No. of Percentage
respondent (%)
Depression 0 0
Mental Pressure 25 33
Gender 0 0
discrimination
Sexual Harassment 0 0
Others 50 67

Figure 4.9: Percentage distribution of perception of women of the most

important problem faced by working women in the work place

14. WHICH PROBLEMS DO YOU THINK IS THE MOST

IMPORTANT
PROBLEM FACED BY WORKING WOMEN IN THE
WORK PLACE? Depression
0%

Mental Pressure
33%

Sexual
Harassment
Gender0%
Others discrimination 0%
67%

Source data: Primary data

Inference: According to the above information the most important problems faced

by working women are due to mental stress that includes jealousy, rivalry, gossip,

character assassination etc. and other workplace problems like physical stress, lack

of child-care support, rigid workplace timings, and insufficient salary as per

qualifications etc.

10.Support for balance between work and non-work activities given by.

Table 4.10: support for balance between work and non-work activities (in
nos.)

No. of Percentage (%)

respondent
Spouse/partner 17 23
Friends 10 13
Other family members 12 16
Encouragement to use 0 0
paid
and unpaid leave
Others 36 48

Figure 4.10: percentage distributions for support for balance between work
and non-work activities
 10. Support for balance between work and non-
work activities given by:

Spouse/partner Friends
Spouse/partner Other family members
23%
Encouragement to use paid and
unpaid leave
Others Others
48%
Friends
13%
Encouragement to
Other family
use paid and unpaid
members 16%
leave
0%

Source: Primary data

Inference: As per the given data support for balance between work and non-work

activities is evenly divided among various support groups mentioned above. The

‘other’ category includes paid assistance, crèches, sympathetic colleagues etc.

 INTERPRETATIONS

Most of the working women said that as working women you will definitely suffer

from problems. Health related problems like physical and mental stress, general

weakness, excessive work load because of work pressure, family pressure etc. are

all very real issues. Sometimes the stress is so profound that they feel like leaving

their jobs but then they realize that these are all a part of life that they have to fight

and endure, which ultimately makes them stronger. Gender

discrimination also happens, men think that women are not capable enough to

work properly and unable to take decision in a better way.

One more interesting, but bitter fact that was revealed was that female colleagues

also give mental stress, like indulging in jealous behavior, unnecessary gossip and

rivalry. Several women also commented on injustice meted out to them by their

female colleagues where they spread negative rumors about one’s character and

upbringing. They neither listen to, nor are they interested in listening to your side

of the story, but simply continue with their comments, and any objection to that is

met with arguments and unreasonable behavior. They try to harass by creating

confusion and misunderstanding with superiors and complain about other females.

Male members also try to extract sexual favors. If one is a

single/divorcee/separated from husband, then other male members try to get close

and if they do not a favorable response then they start talking spreading rumors

casting aspersions on the woman’s character and family. They resort to name-

calling and ascribe certain derogatory names that influence others in the workplace.

People become judgmental and become blind to one’s good qualities, instead

highlight only the bad ones. Not only male colleagues but also female colleagues’

resort to this kind of mental torture and harassment. Sexual harassment is faced by

women not only in the workplace but also outside the workplace. Women have a

fear of their own safety and security not only from strangers but also from their

own relatives or neighbors try to sexually harass and abuse them. They have a fear

of sexual abuse (touching, staring, lewd comments etc.). Commuting in public

transports to their offices brings in these kinds of sexual abuses but they lack the

financial resources to give themselves a better deal.

Financial independence gives women more respect in the society. For a woman,

being financially independent is very essential. It enhances one’s reputation and

begets more freedom and independence in the society. Women feel self-

empowered and better and it helps them in their economic and social status also.
 CONCLUSION

Conclusions related to the challenges and problems faced by working women drawn
from the analysis of responses:

 Professional women feel isolated and burdened by the simultaneous

demands of their new aspirations on one side and the traditional way of life

on the other.

 Women are discriminated against in all walks of life.

 Women are subjugated, dominated and exploited both at work places and
home.

 Women are generally unable to give proper and quality time to households,

kids and family.

 Working women generally face workplace sexual harassment, mental

pressure, and safety issues.

 Females are also highly judgmental about other female colleagues and try to

put one at any given opportunity.

 Women face problems leaving kids at home and going to office early in the
morning.

 Child rearing problems are always faced by working women.

 People make particular perception or draw conclusion about characters of

working women.
 RECOMMENDATIONS

 Partners can be more sensitive to women’s needs, and counter tradition by

helping their wives perform daily tasks and take care of children.

 Organisations should have an internal code to ensure security of women

employees and take measures to ensure that they discharge their job in a

secure atmosphere.

 Governments should make it mandatory for companies to install Global

Positioning System (GPS) in vehicles carrying women, in all industries

which engage women in night shifts.

 Providing self-defence training to women; installing safety devices and

CCTVs at the work place; undertaking police verification of cab drivers,

security guards etc.

 Child care facilities and Child care leave for working women should be

provided by every organisation.

 Flexible timing and Possibility to work from home are required for working
women.

In a patriarchal society like India a particular boundary exists only for women, and

if they try to cross that boundary then people start maligning them. The general
perception is that if some women are doing things differently, beyond people’s

limited imagination, and out of sync with traditional thinking, like going out for

jobs, wearing different type of fashionable clothes, talking freely with male

members etc., immediately they are branded as loose women. India probably has

still a long way to go to make our workplaces free from any prejudices, abuses and

harassments. Even then we can still try at solving some of the related issues and

problems with some possible solutions that have been mentioned above so that

women become stronger and are able to handle any adverse situations.
 LIMITATIONS OF THE STUDY

All scientific inquiries are subjected to few limitations, although these may
differ with respect to the magnitude of limitations. The findings of the present
study are subject to the following limitations:

1.The study area was confined to one small township. Thus, the results of the study

are applicable only to similar kind of situation analysis.

2.The study pertains to a certain time period. The result may not be valid for over a

longer period of time due to fast changing socio-economic and socio-cultural setting

in this study area.

3.Because of limitation of time and other resources involved in research, the present

study was restricted to a limited number of samples. The result drawn from this

study, therefore may have limited application i.e., it cannot be assumed to provide

information, capable of generalization over other regions and could have regional

biasness, but surely the broad similarities specific to a particular gender, will provide

some insight to the study.

 IMPLICATIONS

The study would help us in understanding the present status of women in our

society what kind of problems they are going through

1. To find out possible solutions for problems and issues faced by working women.

2. To find out the gaps between the problems faced and probable solutions to the

problems faced by working women.

3. The study can yield results that can help us in better understanding the problems

and challenges faced by working women.

4. Some solutions can be offered for betterment of working women in the work place.

5. To create awareness among the society about the equal importance of men and
women.

6.To improve the existing status and security of the women.

 REFERENCES

Agapiou, A. (2002). Perceptions of gender roles and attitudes toward work among
male and female operatives in the Scottish construction industry. Construction
Management & Economics, 20(8), 697-705.

Andal, N. (2002). Women and Indian society: Options and constraints. New Delhi:
Rawat Publications.

Arnove, R. F., Torres, C. A., & Franz, S. (Eds.). (2012). Comparative education:
The dialectic of the global and the local. Rowman & Littlefield Publishers.

Beck, L., & Keddie, N. R. (Eds.). (1980). Women in the Muslim world (Vol. 13).
Cambridge: Harvard University Press.

Borooah, V. K., & Iyer, S. (2005). Vidya, Veda, and Varna: The influence of
religion and caste on education in rural India. The Journal of Development Studies,
41(8), 1369-1404.

Budhwar, P. S., Saini, D. S., & Bhatnagar, J. (2005). Women in Management in

the New economic Environment: The case of India. Asia Pacific Business Review,
11(2), 179-193.

Chakraborty, S. (2013). Empowering the Tribal Women through Education: Issue

of Social Justice with Reference of West Bengal. Afro Asian Journal of
Anthropology and Social Policy, 4(1), 24-28.

Chandra, S. K. (1993). Women’s development: problems and prospects.

Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., & Ng, K. Y. (2001).
Justice at the millennium: a meta-analytic review of 25 years of organizational
justice research. Journal of applied psychology, 86(3), 425.
Dube, L. (2001). Anthropological explorations in gender: Intersecting fields. New
Delhi: Sage Publications Pvt. Limited.

Engineer, A. A. (1989). Communalism and communal violence in India: an

analytical approach to Hindu-Muslim conflict. New Delhi: Ajanta Publications.

Fielden, S. L., Davidson, M. J., Gale, A. W., & Davey, C. L. (2000). Women in
construction: the untapped resource. Construction Management & Economics, 18(1),
113-121.

Gaetano, A. M., & Jacka, T. (Eds.). (2013). On the move: Women and rural-to-
urban migration in contemporary China. Columbia: Columbia University Press.

Haddad, Y. & Esposito, J. L. (Eds.). (1998). Islam, gender, & social change. New
Delhi: Oxford University Press.

Karat, B. (2005). Survival and emancipation: notes from Indian women's struggles.
Three Essays Collective.

Karat, B. (1997). The Multiple Struggles of Women. Frontline, 14(19).

Kazi, S. (1999). Muslim women in India (Vol. 98, No. 2). London: Minority Rights
Group International.

Khan, M. S. (1996). Status of women in Islam. New Delhi: APH Publishing.

Martin, E. (2001). The woman in the body: A cultural analysis of reproduction.

Beacon Press.

Majumdar, M. (2004). Social status of women in India. New Delhi: Dominant

Publishers and Distributors.
 QUESTIONNAIRE

SURVEY TO SUPPORT THE STUDY OF

“PROBLEMS AND ISUESS FACED BY URBAN WORKING WOMEN IN
INDIA”

Providing information on this survey is voluntary. There is no penalty if you

choose not to respond. However, maximum participation is encouraged so that the
data will be complete and representative. Your survey instrument will be treated as
confidential. Identifying information will be used only by persons engaged in, and
for the purposes of, the survey.

THANK YOU FOR YOUR PARTICIPATION

Name:

Wo
Age Qualificatio work Experience:
: n:

Profession: Marital Status:

Religion: Caste:

(1) How long did it take for you to get promoted in comparison to male colleagues
of the same position?
  Equal time

 Longer

 Earlier

(2) Did you get your promotion on merit basis or you were offered a promotion
based on favouritism or any other indecent proposal?

 Yes

 No

 Can't say

(3)Do you work as much as your male colleagues or are you required to work less
than male?

 Yes

 No

 Can’t say

(4)How is the attitude of your boss to-wards you?

 Co-operative
  Neutral

 Abusive

(5) Do you sometime feel hesitant to work with male colleagues because they may
sexually harass or underestimate you on the basis of gender?

 Yes

 No

(6) Do you suffer from any health complications like mood swings, depression,
concentration problems due to problems at workplace?
 Yes

 No

 Can’t say

(7) Are you given easier jobs at work as compared to male candidates?

 Yes

 No
  Can’t say

(8) Do your seniors/colleagues/male members/other members respect you?

 Yes

 No

 Can’t say

(9) Which problems do you think is the most important problem faced by working
women in the work place?

 Depression

 Mental pressure

 Gender discrimination

 Sexual harassment

 Others

(10) Support for balance between work and non-work activities given by:

 Spouse/partner
 Friends

 Other family members

 Encouragement to use paid and unpaid leave

 Others