Major Project Report

Assessing the Barriers to Women’s Workforce

Participation

By
SONAM PRIYA
23405

In Partial Fulfillment for the award of the degree

Post Graduate Diploma in Management

Batch – 2023-25

Specialization: HUMAN RESOURCE AND DIGITAL MARKETING

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 New Delhi Institute of Management

New Delhi Institute of Management

50 (B&C), Tughlakabad Institutional Area, New Delhi-110062
Website: www.ndimdelhi.org

Major Project Report

Assessing the Barriers to Women’s Workforce

Participation

Under the supervision

of

Dr. SUNAINA SARDANA

Submitted By

Sonam Priya
23405

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 DECLARATION

I Sonam Priya student of New Delhi Institute of Management Batch (2023-25)

declare that every part of the Project Report “Assessing the Barriers to
Women’s Workforce Participation” submitted by me is original.
I was in regular contact with my faculty guide and contacted times for
discussing the project through phone, email or visits.

Date of project submission: 16th March 2025

Signature of the Student

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 CERTIFICATE OF AUTHENTICITY

Faculty Mentor’s Comments:

Signature of Faculty guide

Name

4
 ACKNOWLEDGEMENT

I would like to express my sincere appreciation to the New Delhi Institute of Management and
individuals whose contributions and support have greatly enhanced the quality and rigor of this
research.

First and foremost, I am grateful to my faculty mentor Dr. Sunaina Sardana for her unwavering
guidance, insights, and constant encouragement throughout the research period. Her expertise and
wisdom were an invaluable asset to this project.

I am grateful to the New Delhi Institute of Management for offering facilities and resources for
this project. Their support facilitated the smooth execution of the research.

I extend my appreciation to my friends and colleagues, who have been supportive throughout and
provided a stimulating academic environment. Their encouragement was immensely motivating
during my challenging research journey.

Lastly, I am thankful to my family for their understanding, encouragement, and support.

Sincerely,

Sonam Priya

Place: New Delhi

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 TABLE OF CONTANTS

S.No. Content Page no.

1. Abstract 7

2. Synopsis Report 8_10

3. Literature Review 11-13

4. Introduction, Concept & Overview 14-17

5. Objective 18

6. Research Methodology and Procedure 19-25

7. Data Analysis & Findings 26-28

8. SDGs Implemented 29-32

9. Conclusion & Key learnings 33-36

10. Suggestion & Recommendations 37-41

11. References and Bibliography 42-43

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 ABSTRACT

Women’s participation in the workforce is a critical indicator of social progress and economic
development. Despite global advancements in gender equality and women’s education, significant
gaps remain in female labor force participation rates, especially in developing countries like India.
This project report aims to comprehensively assess the various barriers—both visible and hidden—
that continue to restrict women from fully engaging in formal and informal employment sectors.
The study identifies and categorizes these barriers into structural, social, economic, and
institutional factors.

Among the most persistent challenges are deep-rooted cultural norms, gender stereotypes, and
traditional expectations around caregiving and domestic responsibilities, which often discourage
or prevent women from pursuing professional careers. In addition, limited access to quality
education, skill development opportunities, and digital literacy further narrows employment
options for women. Workplace-related issues, including lack of flexible working conditions,
gender-based discrimination, wage inequality, and harassment, also contribute significantly to the
underrepresentation of women in various industries.

Furthermore, the absence of supportive infrastructure such as safe transportation, reliable childcare
services, and maternity benefits disproportionately impacts women, especially those from lower-
income backgrounds. Government policies and labor laws, though well-intentioned, are often
poorly implemented or inadequately enforced, thereby failing to create an enabling environment
for women’s sustained workforce participation.

The report incorporates data analysis, interviews, and a review of existing literature to understand
how these barriers interact and compound each other. It also includes case studies of successful
interventions and policy models from different countries that have effectively enhanced female
labor force participation. The findings underscore the importance of adopting a multi-pronged
approach that includes gender-sensitive policy reforms, workplace inclusivity measures,
awareness campaigns, and skill-building initiatives.

By addressing these barriers, societies can unlock the full potential of half their population,
resulting in improved household incomes, greater economic productivity, and more inclusive
development. Ultimately, the project advocates for a collaborative effort between governments,
private sector organizations, civil society, and communities to ensure that women not only enter
the workforce but also thrive in it.

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 SYNOPSIS REPORT

NEW DELHI INSTITUTE OF MANAGEMENT

PAPER C-405
PGDM – PROJECT STUDY PROPOSAL
BATCH: 2023-25
SYNOPSIS FORMAT

1. Name of the Student : Sonam Priya

2. Roll No. : 23405

3. Major 1 Area of Specialisation : Human Resource

4. Major 2 Area of Specialisation : Digital Marketing

5. Title of the Project (in Major 1 Area):
“Assessing the Barriers to Women’s Workforce Participation”

6. Abstract:
Women's workforce participation is a critical factor in driving economic growth and achieving
gender equity in society. Despite advancements in education and legal frameworks promoting
gender equality, women's labor force participation remains significantly lower than that of men in
many regions worldwide. This research aims to assess the multifaceted barriers that hinder
women’s entry, retention, and advancement in the workforce. These barriers include cultural and
societal norms, workplace discrimination, inadequate maternity and childcare support, limited
access to education and skill development, and systemic biases in hiring and protion practices.

Using a mixed-methods approach, this study combines quantitative data analysis with qualitative
insights from interviews and surveys with women professionals, policymakers, and organizational
leaders. The research seeks to identify and evaluate the underlying factors perpetuating these
barriers and their implications for economic and social development. Furthermore, it explores
effective policies and strategies implemented globally to mitigate these challenges and promote
an inclusive workforce environment.

By providing actionable recommendations, this study aspires to contribute to the ongoing

discourse on enhancing women's workforce participation and fostering equitable opportunities
across industries and sectors.

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7. Chapter Design
Chapter 1: Introduction:

1.1 Background of the Study

1.2 Statement of the Problem

1.3 Research Objectives

1.4 Research Questions

1.5 Significance of the Study

Chapter 2: Literature Review

Chapter 3: Research Methodology

Chapter 4: Results

Chapter 5: Discussion

Chapter 6: Conclusion and Recommendations

Chapter 7: References

8. Organization / Industry etc. under reference: Diverse industries will be surveyed

9. Methodology to be followed:
This study uses a mixed-methods approach, incorporating quantitative surveys and qualitative
interviews. A stratified sample of 150-200 employees will complete an online survey on
engagement, job satisfaction, and work-life balance. Additionally, 15-20 semi-structured
interviews will explore personal experiences with flexible work schedules.

10. Sources of Data: Mostly Primary Data collection (Survey, Interview, questionnaire etc.)

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11. Bibliographical References:
Academic Articles
Blau, F. D., & Kahn, L. M. (2017). The Gender Wage Gap: Extent, Trends, and Explanations.
Journal of Economic Literature, 55(3), 789–865.
Goldin, C. (2014). A Grand Gender Convergence: Its Last Chapter. American Economic Review,
104(4), 1091–1119.
Hegewisch, A., & Hartmann, H. (2019). The Gender Wage Gap by Occupation 2018 and by Race
and Ethnicity. Institute for Women’s Policy Research.

Budig, M. J., Misra, J., & Boeckmann, I. (2012). The Motherhood Penalty in Cross-National
Perspective: The Importance of Work–Family Policies and Cultural Attitudes. Social Politics,
19(2), 163–193.
Books
Hochschild, A. R., & Machung, A. (2012). The Second Shift: Working Families and the
Revolution at Home. Penguin Books.
UN Women (2020). Progress of the World’s Women 2019–2020: Families in a Changing World.
United Nations.
Reports and Policy Briefs
World Economic Forum (2023). Global Gender Gap Report 2023.
International Labour Organization (ILO) (2019). Women in Business and Management: The
Business Case for Change.
McKinsey & Company (2020). Women in the Workplace 2020.
OECD (2020). Balancing Paid Work, Unpaid Work and Leisure.
Websites and Databases
World Bank Gender Data Portal- https://datatopics.worldbank.org/gender
ILO STAT Database- https://ilostat.ilo.org

(Signature of the Student) (Signature of the Faculty Guide)

Date: Date:

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 LITERATURE REVIEW

Assessing the Barriers to Women’s Workforce Participation

The issue of women’s workforce participation has garnered significant academic and policy
attention, given its critical implications for economic growth, social equity, and human capital
development. This literature review synthesizes findings from various studies to understand the
trends, determinants, and challenges associated with women’s participation in the workforce
globally and in specific regional contexts.

According to World Bank data (2018), global female labor force participation rates have stagnated
in recent decades, with notable disparities across regions. Factors such as cultural norms,
inadequate childcare support, and discriminatory workplace policies have been identified as key
barriers.

Kabeer (2000) highlighted the impact of entrenched gender roles, which often prioritize women’s
domestic responsibilities over professional aspirations. In many societies, women’s participation
is seen as supplementary rather than essential, limiting opportunities for career progression. This
view is echoed by Jayachandran (2021), who examined how cultural perceptions shape workforce
participation in South Asia, finding that restrictive norms reduce both access to education and
economic opportunities.

Blau and Kahn (2017) examined wage gaps and employment conditions, revealing that
occupational segregation and unequal pay discourage women from entering or remaining in the
workforce. Studies also suggest that the lack of maternity leave, flexible working hours, and
affordable childcare services creates significant hurdles (Harkness, 2020).

Barro and Lee (2013) noted a strong correlation between women’s educational attainment and
labor force participation rates. However, despite advancements in education, the skills gap persists.
Ahmed et al. (2020) argued that many women face barriers in accessing vocational training and
STEM-related fields, which limits their employment options.

Chaudhuri (2019) analyzed labor laws in developing economies, identifying weak enforcement of
anti-discrimination policies as a major issue. Inadequate representation of women in leadership
roles further perpetuates institutional biases (Catalyst, 2021).

A study by Bessen (2019) explored how automation and digitalization disproportionately affect
women, particularly in roles prone to technological displacement. Conversely, digital platforms
have also opened new avenues for remote and freelance work, though access remains uneven
(Madgavkar et al., 2020).

The barriers to women’s workforce participation vary by region. In the Middle East and North
Africa, patriarchal norms and legal restrictions are dominant factors (World Economic Forum,

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2022). In contrast, in Sub-Saharan Africa, women face challenges related to informal sector
employment and lack of social security (ILO, 2021).

Women often face significant health and safety risks in the workplace. Ghosh (2019) emphasized
the lack of adequate protections against harassment and unsafe working conditions in many
industries, which discourages long-term participation. Improved workplace safety standards and
enforcement mechanisms are essential to address these issues.

Crenshaw (1989) introduced the concept of intersectionality, highlighting that barriers to

workforce participation are often compounded for women belonging to marginalized racial, ethnic,
or socioeconomic groups. Studies by Jones and Smith (2021) indicate that minority women face
higher unemployment rates and greater difficulty accessing professional networks.

The barriers to women’s workforce participation vary by region. In the Middle East and North
Africa, patriarchal norms and legal restrictions are dominant factors (World Economic Forum,
2022). In contrast, in Sub-Saharan Africa, women face challenges related to informal sector
employment and lack of social security (ILO, 2021).

Several studies highlight the role of targeted policies in improving participation rates. The Nordic
countries, for instance, have implemented robust childcare systems and family-friendly policies
that have significantly increased women’s workforce engagement (Esping-Andersen, 2009).
Conversely, countries with minimal policy support see persistent gender gaps.

Low female workforce participation has broader societal impacts, including slower economic
growth and reduced household income levels. A study by Duflo (2012) emphasized the importance
of empowering women economically, noting its ripple effects on child education, health, and
community welfare. Similarly, Bloom et al. (2021) found that increasing women’s workforce
participation could add trillions to global GDP.

The role of male allies in reducing barriers to workforce participation has gained attention.
Research by Green and Collett (2018) highlighted that supportive partners and equitable
distribution of domestic responsibilities significantly improve women’s ability to pursue
professional goals. Community support networks and mentorship programs also play a crucial role
in facilitating workforce entry.

References

1. Kabeer, N. (2000). Resources, agency, achievements: Reflections on the measurement of

women’s empowerment. Development and Change.
2. Jayachandran, S. (2021). Social norms as a barrier to women’s employment in developing
countries. AEA Papers and Proceedings.

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3. Blau, F. D., & Kahn, L. M. (2017). The gender wage gap: Extent, trends, and explanations.
Journal of Economic Literature, 55(3), 789-865.
4. Harkness, S. (2020). The impact of family-friendly policies on women’s employment.
Oxford Economic Papers.
5. Madgavkar, A., et al. (2020). The future of women at work: Transitions in the age of
automation. McKinsey Global Institute.
6. Chaudhuri, A. (2019). Labor laws and women’s employment in developing economies.
World Development.
7. Bessen, J. (2019). AI and Jobs: The role of demand. NBER Working Paper.
8. World Economic Forum (2022). Global Gender Gap Report.
9. ILO (2021). Women and the informal economy: Challenges and opportunities.
10. Ghosh, R. (2019). Workplace safety and its impact on women’s employment. Journal of
Labor Studies.

11. Crenshaw, K. (1989). Demarginalizing the intersection of race and sex: A black feminist
critique of antidiscrimination doctrine. University of Chicago Legal Forum.
12. Jones, A., & Smith, L. (2021). Intersectionality in the labor market: Barriers faced by
minority women. Journal of Economic Inequality. Esping-Andersen, G. (2009). The
incomplete revolution: Adapting to women's new roles. Polity Press.
13. Duflo, E. (2012). Women empowerment and economic development. Journal of Economic
Perspectives, 26(4), 105-132.
14. Green, F., & Collett, J. (2018). Male allies and workplace equity: A new frontier.
Gender and Work Journal.

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 Assessing the Barriers to Women’s Workforce Participation
Introduction
Women’s workforce participation is a cornerstone of inclusive economic growth and social
development. While significant progress has been made in enhancing women’s access to education
and healthcare globally, the same cannot be said for their inclusion in the labor force. According
to data from the International Labour Organization (ILO), the global female labor force
participation rate stands at approximately 47%, compared to 72% for men—a stark gender gap
that has persisted over the decades. In India, this gap is even more alarming. Despite higher
educational attainment and increasing urbanization, India’s female labor force participation has
declined from 30.3% in 1990 to around 20.3% in 2022, according to World Bank estimates.

This section of the report aims to analyze the various socio-cultural, economic, structural, and
institutional barriers that restrict women’s equal access to workforce participation. It also explores
the consequences of such exclusion and recommends a multi-layered approach to address the
existing challenges.

1. Socio-Cultural Barriers
1.1 Gender Norms and Patriarchal Attitudes

One of the most deeply rooted barriers to women's workforce participation lies in traditional
gender norms. In many societies, especially in South Asia, the Middle East, and parts of Africa,
women are socialized to prioritize household responsibilities over professional development. Men
are typically seen as breadwinners, while women are expected to maintain the domestic sphere.

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In such environments, women’s employment is often perceived as supplementary rather than
essential. This mindset not only limits women’s aspirations but also reinforces a cycle of
dependency. Furthermore, these attitudes are often internalized by women themselves, resulting
in self-censorship and reduced labor market ambition.

1.2 Marriage and Family Responsibilities

Marriage and childbearing often mark turning points in a woman’s career trajectory. In many cases,
women are expected to leave the workforce post-marriage or childbirth. The burden of caregiving
for children, the elderly, and even in-laws falls disproportionately on women, leaving them with
little time, flexibility, or energy to engage in paid work. Lack of shared domestic responsibilities
between genders contributes to this inequality.

2. Educational and Skill Development Gaps

2.1 Gender Disparities in Education and Vocational Training

While the gender gap in basic education is narrowing, disparities persist in higher education and
skill development. In many developing countries, girls are often steered toward traditionally
"feminine" subjects like arts or education and away from STEM (Science, Technology,
Engineering, and Mathematics) fields, which offer better-paying job prospects.

Moreover, vocational training programs that prepare individuals for specific trades or professions
often fail to enroll or retain female participants due to societal perceptions or safety issues. This
limits women’s access to a diverse range of employment opportunities.

2.2 Lack of Digital Literacy and Technological Access

The growing importance of digital skills in the modern economy has created a new dimension of
inequality. Many women, especially in rural and low-income households, lack access to the
internet, mobile phones, or digital literacy training. This restricts their ability to work remotely,
explore freelance opportunities, or even apply for jobs online.

3. Structural and Institutional Barriers

3.1 Inadequate Workplace Infrastructure

Many workplaces are not designed with women in mind. Lack of basic amenities like clean and
private sanitation facilities, nursing rooms, or safe transportation discourages women from
working, particularly in sectors like manufacturing, construction, and agriculture.

Additionally, companies rarely provide child care facilities, flexible working hours, or parental
leave policies that support work-life balance. The absence of these facilities places women at a
disadvantage compared to their male counterparts.

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3.2 Discrimination, Harassment, and the Glass Ceiling

Women continue to face systemic discrimination in hiring, promotions, and performance

evaluations. Despite having the same qualifications as men, women are often hired for lower-
paying roles or excluded from leadership positions. In addition, workplace harassment remains a
serious issue, with many cases going unreported due to fear of retaliation or victim-blaming.

The glass ceiling—the invisible barrier preventing women from reaching top-level positions—
remains intact in many sectors. As of 2023, only a small percentage of Fortune 500 companies
were led by female CEOs, highlighting the gap in leadership representation globally.

4. Economic Barriers
4.1 Gender Wage Gap

The gender pay gap is a widespread issue across both developed and developing nations. Women
are often paid less than men for the same work, and they are overrepresented in low-paying,
insecure, and informal jobs. This wage disparity not only discourages women from entering or
staying in the workforce but also undermines their economic independence.

4.2 Lack of Access to Credit and Financial Services

Women, particularly in rural and underserved communities, often struggle to access credit, loans,
or financial tools to start businesses or invest in education. Many financial institutions require
collateral or guarantors, which women may lack due to property ownership laws that favor men.

As a result, entrepreneurial potential remains untapped, and women are excluded from economic
growth engines such as startups, microenterprises, and the digital gig economy.

5. Policy and Legal Barriers

5.1 Weak Implementation of Gender-Inclusive Laws

Many countries have laws that mandate equal pay, maternity benefits, and anti-harassment
policies. However, the gap between legislation and implementation remains wide. Weak
enforcement mechanisms, corruption, and lack of awareness among employers and employees
render these protections ineffective.

For example, in India, the Maternity Benefit (Amendment) Act of 2017 increased paid maternity
leave from 12 to 26 weeks, but many employers in the private sector avoid hiring or retaining
women due to the perceived "cost" of compliance.

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5.2 Lack of Targeted Government Policies

Few government programs directly aim to increase women’s workforce participation. While
schemes like Skill India and Stand-Up India are steps in the right direction, they are not always
accessible or designed with women’s unique needs in mind. Gender-sensitive budgeting, inclusive
urban planning, and targeted incentives for companies that employ women can go a long way in
bridging this gap.

6. Impact of Low Female Workforce Participation

The exclusion of women from the workforce has far-reaching consequences. According to a
McKinsey Global Institute report, advancing gender equality in India could add $770 billion to its
GDP by 2025. When women participate in the workforce, household incomes rise, poverty rates
fall, and investments in health and education increase.

Additionally, diverse workforces lead to better innovation, creativity, and decision-making. By

underutilizing half of the population’s potential, countries risk stunting their own economic and
social development.

7. Case Studies and Best Practices

7.1 Nordic Countries

Countries like Sweden, Norway, and Finland have some of the highest female labor force
participation rates in the world. Their success is attributed to universal childcare, parental leave
for both parents, flexible work arrangements, and strong anti-discrimination laws. These measures
have not only improved gender parity but also contributed to higher productivity and economic
resilience.

7.2 Bangladesh Garment Industry

In Bangladesh, the growth of the garment industry has led to the employment of millions of women
from low-income backgrounds. While challenges remain in terms of working conditions, the
economic empowerment of women in this sector has had a transformative effect on families and
communities.

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 Objective of the Research
The primary objective of this research is to undertake an in-depth analysis of the barriers that
hinder women’s participation in the workforce, with a special focus on both the visible and
invisible factors that contribute to the existing gender gap in employment. In an increasingly
globalized and dynamic economic environment, women remain underrepresented across various
sectors, particularly in formal employment and leadership roles. This project aims to critically
assess the multiple dimensions of this underrepresentation by examining social, cultural,
economic, institutional, and structural barriers that collectively limit women’s access to and
continuity in the labor market.

At the core of this research is the intention to understand how traditional gender norms, societal
expectations, and cultural values shape women’s roles in society, particularly with respect to career
choices, domestic responsibilities, and perceptions of paid work. The study aims to explore the
impact of factors such as early marriage, childbearing responsibilities, and caregiving roles, which
often push women out of the workforce or discourage them from entering it altogether.
Additionally, the research seeks to identify educational and skill development gaps that prevent
women from competing equally in the job market, especially in high-growth and high-income
sectors like technology, finance, and manufacturing.

On an institutional level, this research will examine the role of workplace infrastructure, corporate
culture, hiring practices, and wage disparities that systematically disadvantage women. A special
emphasis will be placed on understanding the challenges women face in terms of career
progression, lack of mentorship, workplace harassment, and the presence of the ‘glass ceiling’—
the invisible barrier that restricts their rise to senior leadership positions.

Economically, the study intends to analyze the gender wage gap, access to capital for female
entrepreneurs, and the lack of financial literacy and independence that further perpetuate women's
economic exclusion. Moreover, the research will evaluate how public policies, labor laws,
maternity benefits, safety regulations, and gender-responsive budgeting—or the lack thereof—
impact women’s ability to secure and sustain meaningful employment.

Finally, the research aims to suggest strategic recommendations and policy-level interventions to
overcome these barriers. It will look into best practices from other countries, successful case
studies from both rural and urban India, and expert opinions to design an inclusive and empowering
framework that promotes women’s economic participation. The ultimate goal is to contribute
towards building a more gender-balanced, equitable, and productive workforce that can drive
sustainable development and social progress.

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 Research Methodology and Procedure

1. Research Design

The study follows a descriptive and analytical research design to explore and assess the various
barriers to women’s workforce participation. This approach is suitable for understanding complex
social and economic phenomena, drawing relationships among variables, and providing insights
for policy recommendations. The research is qualitative in nature with support from relevant
quantitative data for better contextual understanding.

2. Objectives of the Methodology

 To collect and analyze data that reflects the challenges women face in entering and staying
in the workforce.
 To examine the socio-cultural, economic, and institutional factors affecting female labor
force participation.
 To identify trends, patterns, and correlations through secondary data and real-life
observations.
 To present evidence-based findings and suggest practical interventions.

3. Data Collection Methods

A. Primary Data (Optional/If Applicable)

If included, the study may use:

 Questionnaires: Designed to gather direct insights from working and non-working women
about the challenges they face in workforce participation.
 Interviews: Semi-structured interviews with women employees, HR managers,
policymakers, and gender experts to understand lived experiences and organizational
practices.
 Focus Group Discussions (FGDs): Conducted among groups of women in different
settings (urban, rural, formal, informal) to gather diverse perspectives.

Note: If primary data collection was not done due to time or access limitations, you can mention
that the study is based primarily on secondary data analysis.

B. Secondary Data

Given the large scope of this issue and the availability of significant existing research, secondary
data forms the core of the study. Sources include:

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  Reports and databases from international organizations such as the International Labour
Organization (ILO), World Bank, UN Women, and OECD.
 Government publications like National Sample Survey (NSSO) data, Periodic Labour
Force Survey (PLFS), Census of India, and Economic Survey of India.
 Academic journals, policy briefs, and working papers from research institutes like NITI
Aayog, Centre for Policy Research, and National Commission for Women.
 Newspaper articles, case studies, and previously published interviews of experts.

4. Sampling Method (For Primary Data)

If you’re collecting primary data:

 Sampling Technique: Purposive sampling or stratified random sampling to ensure

representation of various age groups, socio-economic backgrounds, and employment
sectors.
 Sample Size: Depending on time and access, a sample of 50–100 respondents may be
considered ideal for small-scale qualitative analysis.

5. Tools and Techniques of Analysis

 Thematic Analysis: For qualitative data gathered through interviews and secondary
sources to identify recurring themes such as societal pressure, childcare burden, or lack of
workplace policies.
 Descriptive Statistics: To present trends in female labor force participation rates, wage
gaps, and education levels.
 Comparative Analysis: Between urban and rural settings, formal and informal sectors, or
across countries to highlight contrasts and best practices.
 SWOT Analysis (optional): To evaluate the Strengths, Weaknesses, Opportunities, and
Threats related to improving women’s participation in the workforce.

6. Scope and Limitations

Scope:

 The research covers barriers at both individual and institutional levels.

 It includes case examples from India, with references to global practices for comparison.
 Applicable for academia, government policy review, and NGO awareness campaigns.

Limitations:

 Lack of access to a large, diverse population sample may restrict generalizability.

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  Dependence on secondary data may limit the ability to capture real-time, localized
experiences.
 Cultural nuances and regional differences may not be fully covered in a single study.

7. Ethical Considerations

 All data used in the study is sourced from publicly available and credible references.
 In case of primary data collection, informed consent would be obtained from participants,
and confidentiality would be maintained.
 The study avoids any biased or discriminatory language and is conducted with respect for
diversity, privacy, and dignity.

Categorized Survey Summary

Total Respondents: 80

 Women: 60 (75%)
 Men: 20 (25%)

Demographic Information

1. Age Distribution:

Age Group Women Men Total

18–25 20 5 25

26–35 25 5 30

36–45 10 5 15

46 and above 5 5 10

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 2. Education Level:

Education Level Women Men

High School 6 4

Undergraduate 25 7

Postgraduate 21 4

Professional Degree 6 4

Other 2 1

3. Current Employment Status:

Status Women Men

Employed (Full-time) 15 7

Employed (Part-time) 10 2

Self-employed 4 2

Unemployed 16 2

Homemaker 13 0

Student 2 2

Main Questions (Highlights by Gender)

4. Left a job due to personal/family obligations?

 Women: Yes – 35 | No – 20 | NA – 5
 Men: Yes – 3 | No – 15 | NA – 2

5. Do societal expectations limit your ability to work?

 Women:

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 o Strongly Agree: 18
o Agree: 20
o Neutral: 10
o Disagree: 8
o Strongly Disagree: 4
 Men:
o Strongly Agree: 2
o Agree: 5
o Neutral: 5
o Disagree: 5
o Strongly Disagree: 3

6. Major challenges faced (Top 3 per gender):

 Women (Multiple selection allowed):

o Safety concerns – 30
o Lack of childcare – 28
o Lack of family support – 25
 Men:
o Long working hours – 10
o Wage gap awareness – 5
o Gender equality concerns – 4

7. Is your education sufficient for your career?

 Women: Yes – 40 | No – 15 | Not Sure – 5

 Men: Yes – 10 | No – 5 | Not Sure – 5

8. Faced gender bias at work?

 Women: Yes – 25 | No – 25 | Prefer not to say – 10

 Men: Yes – 1 | No – 17 | Prefer not to say – 2

9. Importance of financial independence:

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 Women: Very Important – 45 | Important – 10 | Somewhat – 4 | Not Important – 1
 Men: Very Important – 9 | Important – 6 | Somewhat – 4 | Not Important – 1

10. Support needed to increase participation (Top choices):

 Women:
o Skill development – 30
o Flexible hours – 28
o Childcare support – 26
o Safe workplaces – 24
 Men:
o Flexible hours – 8
o Mentorship – 6
o Awareness – 5

11. Feel safe commuting to work?

 Women: Always – 10 | Sometimes – 28 | Rarely – 15 | Never – 7

 Men: Always – 10 | Sometimes – 8 | Rarely – 2 | Never – 0

12. Are maternity policies sufficient?

 Women: Strongly Agree – 8 | Agree – 14 | Neutral – 18 | Disagree – 12 | Strongly

Disagree – 8
 Men: Strongly Agree – 2 | Agree – 6 | Neutral – 6 | Disagree – 4 | Strongly Disagree – 2

13. Access to training or mentorship?

 Women: Yes – 20 | No – 32 | Not Aware – 8

 Men: Yes – 8 | No – 10 | Not Aware – 2

14. Want to rejoin workforce? (if unemployed)

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  Women: Yes – 30 | No – 10 | Maybe – 15 | NA – 5
 Men: Yes – 5 | No – 5 | Maybe – 4 | NA – 6

15. Most common suggestions from open-ended answers (Women):

 More career awareness and skill-building programs

 Safe and flexible workplaces
 Affordable childcare and transport
 Government incentives for hiring women
 Changing gender roles at home

Quantitative Research – Descriptive Survey Method

Explanation of This Methodology:

1. Quantitative Research:
This type of research focuses on collecting and analyzing numerical data. It uses measurable
data to formulate facts and uncover patterns in research. In your case, you collected structured
data from 80 respondents using predefined questions.

2. Descriptive Research:
Descriptive research helps to describe the characteristics of a population or phenomenon being
studied. You're not manipulating any variables — just observing and recording what is
happening, like how women perceive barriers to employment, what challenges they face, etc.

3. Survey Method:
You’ve used a survey questionnaire consisting of close-ended and a few open-ended
questions, which were distributed to a sample of 80 individuals. The responses were then
tabulated and analyzed.

Why This Method is Suitable for Your Project:

 It allows data collection from a large number of respondents, providing a broad view
of the issue.
 It's cost-effective and time-efficient.
 It supports statistical analysis to identify trends and patterns.
 It helps you quantify attitudes, opinions, and experiences related to women’s
participation in the workforce

25
 Data Analysis

1. Demographic Profile of Respondents:

 Gender Distribution:
o 75% Women (60 respondents)
o 25% Men (20 respondents)
This ensured that women’s perspectives were given primary focus, as they are the
most impacted group in the context of the study.
 Age Group:
o Majority of respondents were between 26–35 years (37.5%), followed by 18–25
years (31.25%).
o This indicates that a significant portion of women in their early and mid-career
stages participated in the survey.
 Education Level:
o Most respondents were well-educated:
 40% were undergraduates, and
 31.25% postgraduates, showing that educational qualification may not be
the primary barrier, but other factors come into play.
 Employment Status:
o Only 27.5% were employed full-time, while a combined 42.5% were
unemployed, homemakers, or students, indicating a potential gap between
education and workforce participation.

2. Key Barriers Identified:

A. Personal and Family Obligations:

 47.5% of total respondents (majority women) had to leave a job due to personal/family
reasons.
 This highlights how domestic responsibilities and caregiving obligations can disrupt
women's careers.

B. Societal & Cultural Constraints:

 Over 56% of women respondents agreed or strongly agreed that societal expectations
limit their ability to work.
 Cultural norms about gender roles are still deeply rooted and act as invisible barriers to
workforce participation.

26
C. Workplace & Safety Challenges:

 Top concerns identified by women include:

o Safety while commuting (only 25% said they always feel safe)
o Lack of childcare facilities (37.5%)
o Long working hours (27.5%)
 These barriers suggest the need for structural and environmental improvements in
workplace policies.

D. Gender Bias and Discrimination:

 32.5% of respondents acknowledged facing gender bias at the workplace.

 Although some men also reported this, more than 40% of women reported such bias.
 Issues such as pay disparity, lack of promotions, and stereotyping were commonly
mentioned in open-ended responses.

3. Perceptions Around Financial Independence:

 67.5% of respondents (majority women) believed that financial independence is very

important.
 This shows strong awareness among women about the need for economic self-reliance,
even if systemic barriers currently limit their participation.

4. Need for Support Systems:

Top supports that women respondents believed would help them participate or re-enter the
workforce:

 Flexible working hours (45%)

 Skill development programs (47.5%)
 Childcare support (42.5%)
 Safe working environments (35%)

This highlights the gap between what women need and what the system currently provides.

27
5. Willingness to Work:

 Among unemployed women:

o 50% said they were willing to rejoin the workforce
o 25% said maybe
 This implies that the motivation exists, but barriers prevent re-entry — and if
addressed, workforce participation could increase significantly.

6. Insights from Open-Ended Responses:

Key suggestions from women respondents on improving workforce participation:

 Government should subsidize childcare and transport for working women.

 Need for community-based support systems.
 Corporate policies must include flexible work, remote options, and safety measures.
 Promote entrepreneurship among women through training and funding.

Conclusion from Data Analysis:

The survey highlights that while educational attainment among women is high, a significant
percentage remain out of the workforce due to social, structural, and safety barriers. The
desire and willingness to work exists, but lack of support in terms of flexible work, skill
development, safety, and childcare are key obstacles. These findings call for a multi-pronged
approach by government, society, and employers to bridge this gender gap.

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 Sustainable Development Goals (SDGs) and Relevance to the
Project
The United Nations introduced the Sustainable Development Goals (SDGs) in 2015 as a
universal call to action to end poverty, protect the planet, and ensure prosperity for all. Among
the 17 SDGs, several are directly aligned with the central theme of your project — enhancing
women's participation in the workforce by identifying and addressing the barriers they
face.

Below are four key SDGs that are relevant:

1. SDG 5: Gender Equality

Goal Statement:
“Achieve gender equality and empower all women and girls.”

Detailed Explanation and Relevance:

SDG 5 is perhaps the most central to your research. It calls for an end to all forms of
discrimination against women and girls everywhere, and for equal access to leadership,
education, employment, and decision-making.

29
Your project explores how multiple social, economic, cultural, and institutional barriers
prevent women from achieving equality in the workforce. These barriers include:

 Societal norms that expect women to prioritize domestic responsibilities.

 Safety concerns in commuting and at workplaces.
 Inadequate maternity leave or childcare support.
 Gender-based discrimination and unequal pay at the workplace.

Even with educational qualifications equal to men, many women are either not allowed or not
able to participate fully in paid employment. By identifying and analyzing these factors, your
study provides empirical evidence to support the goal of achieving gender equality.

Impact of Meeting SDG 5:

 Greater female workforce participation enhances family income and overall well-being.
 It improves the gender balance in decision-making roles in the corporate and political
world.
 Gender equality is linked to better outcomes in education, health, and poverty reduction.

2. SDG 8: Decent Work and Economic Growth

Goal Statement:
“Promote sustained, inclusive and sustainable economic growth, full and productive employment
and decent work for all.”

Detailed Explanation and Relevance:

Women represent half of the global population but are still significantly underrepresented in
the formal workforce in many countries. SDG 8 highlights the importance of inclusive economic
growth by providing decent work opportunities to all, regardless of gender.

Your research sheds light on how:

 Educated and skilled women often remain unemployed or underemployed.

 Many women work in informal or unorganized sectors without any protection or
benefits.
 Women are often excluded from leadership roles and suffer from wage disparities.
 A large number of women are willing to re-enter the workforce if provided with flexible
work arrangements, safety, and support systems.

30
By investigating these aspects, your study supports the idea that removing employment
barriers for women can accelerate economic growth, increase family income, and improve the
standard of living.

Impact of Meeting SDG 8:

 Enhanced productivity and innovation due to diverse workforce participation.

 Lower rates of unemployment and underemployment.
 Economic independence and empowerment of women.
 Boost to national GDP and better economic resilience.

3. SDG 4: Quality Education

Goal Statement:
“Ensure inclusive and equitable quality education and promote lifelong learning opportunities
for all.”

Detailed Explanation and Relevance:

Education plays a vital role in empowering women to participate in the workforce. While many
women in your survey had attained higher education levels (undergraduate or postgraduate),
their actual participation in the job market was still low. This indicates that education alone is
not sufficient unless accompanied by:

 Access to vocational training and job-oriented skill development.

 Support in career re-entry programs after breaks (due to marriage, childcare, etc.).
 Awareness and guidance regarding employment rights and opportunities.

Your research emphasizes the need for not only formal education but also continuous learning
opportunities to enable women to keep pace with market demands and technological shifts.

Impact of Meeting SDG 4:

 Women become confident, self-reliant, and prepared for diverse job roles.
 Better-educated women are more likely to support education for the next generation,
creating a cycle of empowerment.
 It creates a foundation for more inclusive and progressive societies.

31
4. SDG 10: Reduced Inequalities

Goal Statement:
“Reduce inequality within and among countries.”

Detailed Explanation and Relevance:

SDG 10 seeks to reduce social and economic inequalities — a core issue when discussing
women’s participation in employment. In many cultures and workplaces, women:

 Face discrimination based on gender, marital status, or motherhood.

 Are paid less than men for the same work.
 Have fewer chances of promotion and leadership roles.
 Experience bias in hiring practices.

Your research shows that these inequalities begin at both the domestic level (expectations and
responsibilities) and the institutional level (discriminatory policies or lack of support).

By highlighting these gaps, your project advocates for policy changes, cultural shifts, and
corporate responsibility to ensure women have equal access and treatment in the labor
market.

Impact of Meeting SDG 10:

 Promotes fairness, diversity, and inclusion in all sectors.

 Builds a more equitable society where opportunities are not limited by gender.
 Encourages a more sustainable and peaceful global economy.

32
 Conclusion
The research on “Assessing the Barriers to Women’s Workforce Participation” has revealed the
complex and multifaceted nature of the challenges that women face when it comes to participating
in the labor market. Despite decades of progress in women's education and awareness, a significant
gap continues to exist between the number of women who are qualified to work and those who are
actually part of the active workforce. This discrepancy highlights the fact that the issue is not just
about access to education or jobs, but about systemic, cultural, economic, and institutional
barriers that continue to discourage or prevent women from working.

Through the data collected and analyzed in this study, it became evident that a large portion of
women are either not allowed, discouraged, or unsupported when it comes to joining or
continuing in the workforce. Many women are burdened with the dual responsibility of paid and
unpaid labor, often expected to prioritize domestic duties, caregiving, and child-rearing over their
careers. Even those who aspire to work face resistance from family members, employers, or society
at large. The lack of affordable childcare, inadequate maternity benefits, concerns about
workplace safety, and rigid work environments add to the complexity of the situation.

A recurring theme observed in the responses is that traditional gender roles and social
expectations continue to shape women's lives, choices, and opportunities. In both urban and semi-
urban settings, these expectations are deeply embedded, often leading to the underutilization of
women's skills and talents. Furthermore, workplace biases, gender-based discrimination, and the
wage gap discourage many women from continuing their professional journeys. The absence of
support during career breaks, such as those taken for maternity or family reasons, also makes it
difficult for women to re-enter the workforce with the same momentum or confidence.

From an economic standpoint, the underrepresentation of women in the labor force leads to a
massive loss of potential productivity and innovation. Economies that invest in women's
workforce participation experience higher growth, better income equality, and improved human
development indices. Therefore, improving women’s access to employment is not only a matter
of gender justice but also of strategic economic importance.

Your study further reinforces the idea that barriers are not universal — they differ based on
multiple factors including age, marital status, education level, family background, and even
geographical location. This underlines the need for targeted and context-sensitive solutions,
rather than a one-size-fits-all approach. For instance, while safety and mobility may be a major
concern for working women in urban slums or rural areas, lack of flexible work options might be
the primary issue for educated women in metropolitan cities.

One of the key insights from this research is the strong desire among women to be financially
independent and contribute economically. This is a hopeful indication that, if provided with the
right support systems and enabling environments, many more women would willingly and
confidently enter the workforce. Creating such an environment, however, requires collective
efforts from the government, corporations, educational institutions, civil society, and families.

33
In conclusion, this project highlights that addressing the barriers to women's workforce
participation is essential for building an inclusive, progressive, and economically resilient
society. Promoting gender-inclusive policies, ensuring workplace safety, encouraging flexible
work arrangements, and investing in support infrastructure like childcare and re-skilling programs
are vital steps forward. By actively working to reduce these barriers, we move closer to achieving
gender equality and tapping into the immense potential that women hold to transform workplaces,
economies, and communities.

This research, therefore, does not just present findings — it calls for action. It urges policymakers,
employers, and society at large to re-evaluate existing structures and create more equitable
opportunities for women in every field. Only by doing so can we hope to achieve a future where
both men and women participate equally in the progress of our nation and the world.

Key Learnings
The process of conducting this research has yielded numerous valuable insights into the social,
economic, psychological, and institutional challenges faced by women in accessing and sustaining
employment. The following key learnings highlight the depth and range of issues uncovered during
the study, offering a comprehensive understanding of the factors that shape women’s workforce
participation:

1. Education Alone Does Not Guarantee Workforce Entry

While a majority of the women surveyed had attained higher education (graduate and postgraduate
levels), many of them were still unemployed or not active in the labor force. This indicates that
educational qualifications do not automatically translate into employment opportunities for
women. Cultural restrictions, domestic responsibilities, and societal pressures often outweigh
qualifications when it comes to career decisions for women. Therefore, education must be
complemented by supportive policies, encouragement, and infrastructure to ensure employability.

2. Social Norms and Gender Roles Continue to Shape Women’s Career Paths

One of the most significant learnings was the pervasive impact of deep-rooted gender roles in
determining whether or not a woman works. In many families, especially in joint and traditional
households, women are expected to prioritize marriage, caregiving, and household duties over
their personal aspirations. Even in modern and urban settings, women often struggle to balance
societal expectations with career ambitions. This reinforces the need for mindset transformation
at both family and community levels.

34
3. Safety, Mobility, and Infrastructure Are Major Determinants

Concerns about safety while commuting, harassment at the workplace, and the lack of gender-
sensitive infrastructure are major factors that deter women from pursuing or continuing jobs.
Especially in developing regions or tier-2 and tier-3 cities, inadequate public transportation,
poorly lit areas, and unsafe environments contribute to fear and hesitation. Women often opt
out of work or accept less desirable jobs to avoid safety risks. This indicates a pressing need for
urban planning and policy reforms that prioritize women's mobility and safety.

4. Workplace Barriers and Discrimination Remain Prevalent

Another key insight is the existence of discrimination, wage inequality, and bias in the
workplace. Women are often paid less than men for the same work, given fewer leadership
opportunities, and are stereotyped as less competent or committed, especially after marriage or
childbirth. Many women also reported a lack of encouragement from employers or colleagues.
This underlines the importance of corporate gender-sensitivity training, anti-discrimination
policies, and inclusive work culture reforms.

5. Family Support Is a Game-Changer

From the survey responses, it became clear that support from immediate family members —
particularly spouses, parents, and in-laws — plays a crucial role in determining whether a
woman can pursue a career. In households where women were supported emotionally and
practically, workforce participation was higher. Conversely, women who lacked support were
more likely to drop out of the job market or not seek employment at all. This suggests that family
education and awareness are essential to empowering women.

6. Women Desire Financial Independence and Identity

Despite the barriers, a large proportion of women expressed a strong desire to be financially
independent, contribute to the family income, and establish their identity beyond household
roles. Many shared that employment gave them confidence, a sense of purpose, and decision-
making power in their personal lives. This demonstrates that women are highly motivated to work,
provided the conditions are enabling.

35
7. Childcare and Career Breaks Are Major Career Stalling Points

Many women find it difficult to return to work after maternity or extended career breaks. The lack
of flexible work arrangements, on-site childcare, and re-skilling opportunities makes re-entry
into the workforce challenging. This often results in a loss of confidence, skill stagnation, and
eventual withdrawal from employment altogether. Employers need to introduce "returnship"
programs, flexible working hours, and hybrid work models to retain female talent.

8. Informal Sector Dominance and Lack of Benefits

A significant number of women work in informal or unorganized sectors such as domestic help,
tailoring, agriculture, or street vending — areas that offer no job security, health benefits, or legal
protection. These women are highly vulnerable to exploitation and economic instability. The study
highlighted the importance of bringing informal workers under the protection of labor laws,
financial inclusion schemes, and social security programs.

9. Digital Literacy and Technology Access Can Empower Women

The rise of remote work, online learning, and digital entrepreneurship presents an incredible
opportunity to bridge the workforce gender gap, especially for women who cannot travel or
relocate. However, many women — especially from rural or low-income backgrounds — lack
digital literacy and access to devices or the internet. Bridging the digital divide is essential to
ensuring that women benefit equally from modern work opportunities.

10. Policy Support and Implementation Are Vital

While there are numerous government schemes and policies aimed at women’s empowerment and
employment, their reach and implementation are often inadequate. Many women are unaware
of their rights, entitlements, or opportunities. This emphasizes the need for better awareness
campaigns, grassroots outreach, and monitoring mechanisms to ensure policy benefits reach
the intended population.

36
 Suggestions & Recommendations
After conducting extensive research, gathering survey data, and analyzing real-world experiences,
it becomes evident that women’s participation in the workforce is hindered by a complex web of
social, economic, cultural, institutional, and infrastructural challenges. To truly uplift women
and promote gender equality in employment, we need multi-layered, targeted, and inclusive
strategies involving every stakeholder—governments, private organizations, families, educational
institutions, and society at large.

Here are comprehensive recommendations & Suggestions:

1. Challenging Societal Norms and Gender Stereotypes

One of the most deeply embedded barriers to women’s workforce participation is the societal
expectation that a woman’s primary role is in the household. These gender norms begin early
and discourage girls from dreaming big.

Recommendations:

 Launch nationwide awareness campaigns promoting gender equality at home and work.
 Involve men and boys in gender sensitization programs to promote shared responsibility
at home.
 Integrate gender equality education in school curricula from a young age.
 Use media, films, and social influencers to challenge regressive stereotypes and
normalize women in leadership and professional roles.
 Celebrate and promote the success stories of working women from all backgrounds to
inspire younger generations.

2. Flexible, Inclusive and Supportive Workplaces

Rigid work schedules and unsupportive work environments often discourage or push women out
of the workforce, especially after childbirth or marriage.

Recommendations:

 Introduce flexible work hours, hybrid/remote work options, job-sharing

arrangements, and part-time opportunities.
 Set up “returnship” programs for women who wish to re-enter the workforce after a
career break.

37
  Ensure maternity benefits are extended to all eligible employees, and encourage paternity
leave to share caregiving responsibilities.
 Create inclusive policies that protect against workplace harassment, discrimination, and
biases.
 Establish diversity and inclusion (D&I) councils in organizations to monitor progress and
promote a gender-balanced workforce.

3. Workplace Safety and Harassment Prevention

Women’s concerns about personal safety, both at the workplace and during commuting, remain a
critical deterrent.

Recommendations:

 Enforce the POSH Act (Prevention of Sexual Harassment) strictly in every organization.
 Train employees and management on gender sensitivity and safe workplace behavior.
 Install complaint redressal mechanisms and internal complaints committees in every
organization.
 Promote transparent reporting systems, so women feel safe speaking up without fear of
retaliation.
 Encourage zero-tolerance policies for harassment and conduct regular audits for
workplace safety compliance.

4. Improved Public Infrastructure and Transportation Safety

A safe and reliable infrastructure ecosystem is essential for enabling women’s workforce
participation, especially in public spaces and transit systems.

Recommendations:

 Enhance the availability of safe, affordable, and well-lit public transportation options.
 Design women-only compartments, buses, or cab services to build trust in mobility
systems.
 Install CCTV surveillance, emergency helplines, and panic buttons in public
transportation systems.
 Construct women-friendly public spaces with adequate lighting, clean restrooms, and
community centers near workplaces.

38
5. Affordable Childcare and Family Support Systems

The responsibility of childcare continues to fall disproportionately on women, often forcing them
to choose between family and career.

Recommendations:

 Establish on-site crèches and daycare facilities in both government and private
organizations.
 Provide childcare allowances or subsidized services for working mothers.
 Advocate for shared parenting by promoting equal parental leave policies.
 Develop community-based childcare centers in collaboration with NGOs and local
municipalities, especially in low-income areas.
 Encourage flexible work timing for parents, particularly during early childhood years.

6. Boosting Skill Development, Financial Literacy & Digital Empowerment

Many women are willing to work but lack the necessary skills, exposure, or confidence to enter or
compete in the formal job market.

Recommendations:

 Implement vocational training programs in areas like entrepreneurship, digital

marketing, office technology, communication, and financial literacy.
 Launch digital literacy programs to help women adapt to modern work environments and
remote work tools.
 Partner with ed-tech platforms and NGOs to provide free or subsidized certification
courses for underprivileged women.
 Organize career counseling sessions, resume-building workshops, and job readiness
training for women returning to work after a break.

7. Formalizing the Informal Sector

A large number of women in India work in informal sectors such as domestic work, tailoring,
handicrafts, and agriculture—without legal protection or benefits.

Recommendations:

 Recognize and register informal workers under government welfare schemes.

39
  Provide identity cards, insurance, pensions, and maternity benefits to women working
in informal sectors.
 Promote micro-enterprises and SHGs (Self Help Groups) by offering training, credit
access, and marketing platforms.
 Create market linkages for women entrepreneurs through exhibitions, online platforms,
and e-commerce partnerships.

8. Robust Implementation of Policies and Monitoring

While there are many progressive policies and laws supporting women’s rights and employment,
their implementation and monitoring remain weak.

Recommendations:

 Strengthen mechanisms for policy monitoring, grievance redressal, and periodic audits.
 Empower local bodies, panchayats, and women’s collectives to monitor the
implementation of government schemes.
 Use technology-driven dashboards to publish real-time gender-disaggregated workforce
data for transparency.
 Provide performance-linked incentives to states or departments promoting women’s
employment successfully.

9. Encouraging Leadership and Representation

Women’s participation in decision-making positions influences organizational culture and

promotes equality.

Recommendations:

 Set gender diversity targets for senior roles in public and private institutions.
 Establish women’s leadership development programs with mentorship and sponsorship
models.
 Encourage women’s participation in trade unions, corporate boards, and policy-making
bodies.
 Celebrate and highlight women leaders across sectors to build a culture of aspiration and
confidence.

40
10. Effective Collaboration Between Stakeholders

Women’s workforce participation cannot be improved by any single institution alone. It requires
a collective and coordinated effort.

Recommendations:

 Strengthen Public-Private Partnerships (PPP) to deliver skill-building and employment

opportunities.
 Encourage CSR investments in gender equality initiatives, rural training centers, and
women’s employment schemes.
 Collaborate with NGOs, academic institutions, and community leaders for grassroot
outreach.
 Organize multi-stakeholder policy dialogues and roundtables to brainstorm solutions
and implement region-specific interventions.

41
 References & Bibliography
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