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Female Labour Force Participation Rate Rose During 2017-18 to2022-23

Female Labour Force Participation Rate: A Rising Trend (2017-18 to 2022-23)

The Female Labour Force Participation Rate (FLFPR) is a critical metric that reflects the economic engagement of women in a nation. It not only signifies women’s empowerment but also serves as a marker for a country’s progress towards inclusive development. Between 2017-18 and 2022-23, India witnessed an encouraging increase in FLFPR, reversing decades of stagnation and decline. This eBook delves into the factors driving this trend, its implications, and the challenges that lie ahead.

Understanding FLFPR: Definition and Importance

The Female Labour Force Participation Rate is defined as the percentage of women who are either working or actively seeking work in the labour force, relative to the total working-age female population. A higher FLFPR is vital because:

  • Economic Growth: Women’s participation enhances productivity and expands the labour market.
  • Social Equity: Greater participation narrows gender gaps in employment, wages, and opportunities.
  • Poverty Alleviation: Women’s income contributes directly to household welfare and societal development.
  • Demographic Dividend: Leveraging the potential of women enhances the benefits of a growing working-age population.

Trends in FLFPR: India’s Performance (2017-18 to 2022-23)

Historically, India’s FLFPR has been low compared to global standards. However, recent data from the Periodic Labour Force Survey (PLFS) and other sources indicate a positive trend:

  • In 2017-18, the FLFPR stood at around 17.5% (PLFS 2017-18).
  • By 2022-23, it had risen to over 27%, marking a substantial improvement.

This rise is attributed to several structural, policy-driven, and socio-economic changes.

Key Drivers of the Rising FLFPR

  1. Policy Interventions:

    • Maternity Benefits: The Maternity Benefit (Amendment) Act, 2017 extended paid maternity leave to 26 weeks, encouraging women to return to the workforce post-childbirth.
    • Skill Development Programs: Initiatives like the Pradhan Mantri Kaushal Vikas Yojana (PMKVY) and Deen Dayal Upadhyaya Grameen Kaushalya Yojana (DDU-GKY) equipped women with employable skills.
    • Support for Women Entrepreneurs: Schemes like Stand Up India and Mudra Yojana promoted entrepreneurship among women, boosting their participation in self-employment and micro-enterprises.

  2. Structural Shifts in Employment:

    • Increase in Rural Non-Farm Jobs: Women increasingly took up roles in construction, manufacturing, and services as rural employment diversified.
    • Rise in Platform Work: The growth of gig and platform jobs, such as delivery services and freelancing, provided flexible work opportunities for women.
    • Expansion of the Service Sector: Healthcare, education, and hospitality sectors offered new job avenues for women.

  3. Social Factors:

    • Changing Societal Attitudes: Increased awareness of women’s economic contributions led to more acceptance of women working outside the home.
    • Educational Gains: Rising female literacy rates and access to higher education expanded women’s aspirations and employability.
    • Urbanization: Migration to urban areas provided women with more employment opportunities in diverse industries.

  4. Technological Advancements:

    • Digital Inclusion: Mobile internet penetration and digital literacy enabled women to access online work opportunities and resources.
    • Work-from-Home Culture: Accelerated by the COVID-19 pandemic, remote work became a viable option for women, especially those balancing household responsibilities.

Impact of the Rising FLFPR

  1. Economic Contributions:

    • Women’s increased participation contributed to GDP growth by enhancing the productive workforce.
    • Sectors like retail, education, and IT services saw significant female involvement, driving innovation and growth.

  2. Poverty Reduction:

    • Dual-income households, particularly in rural and semi-urban areas, improved living standards and reduced vulnerabilities.

  3. Social Empowerment:

    • Working women gained financial independence, challenging traditional gender norms and fostering self-confidence.

  4. Human Capital Development:

    • A greater number of women entering the workforce encouraged skill development, indirectly benefiting future generations through better education and health outcomes.

Challenges to Sustaining FLFPR Growth

Despite the positive trend, several hurdles persist:

  1. Informal Sector Dominance:

    • Most women continue to work in informal jobs with low wages, poor job security, and no social protection.

  2. Care Economy Burden:

    • Women shoulder a disproportionate share of unpaid domestic and caregiving responsibilities, limiting their participation in paid work.

  3. Gender Disparities in Workforce:

    • Persistent wage gaps, occupational segregation, and underrepresentation in leadership roles deter women’s full potential.

  4. Workplace Safety and Bias:

    • Concerns about sexual harassment, unsafe working conditions, and workplace discrimination remain significant barriers.

  5. Regional Disparities:

    • While urban areas witnessed significant gains, many rural and conservative regions still show low female participation rates.

The Road Ahead: Strategies to Enhance FLFPR

  1. Policy and Legal Reforms:

    • Enforce gender-sensitive labour laws, including equal pay and workplace safety.
    • Expand childcare support systems to enable more women to join and stay in the workforce.

  2. Education and Skill Development:

    • Focus on STEM (Science, Technology, Engineering, and Mathematics) education for girls.
    • Align skill training programs with market demands to enhance employability.

  3. Promoting Entrepreneurship:

    • Increase financial access and mentorship programs for women entrepreneurs.
    • Foster women-led startups in high-growth sectors like technology and renewable energy.

  4. Incentivizing Female Employment:

    • Encourage private-sector companies to implement diversity policies.
    • Provide tax benefits or subsidies to organizations hiring women in significant numbers.

  5. Leveraging Technology:

    • Expand access to digital platforms for learning and employment.
    • Promote remote work and flexible job arrangements to accommodate diverse needs.

Conclusion

The rise in India’s Female Labour Force Participation Rate from 2017-18 to 2022-23 marks a positive shift toward gender equality and economic inclusion. However, the journey is far from over. Addressing structural challenges, fostering a supportive ecosystem, and breaking socio-cultural barriers are essential to sustaining and accelerating this progress. For UPSC aspirants, understanding the dynamics of FLFPR offers a comprehensive view of gender, development, and economic policies—key themes in India’s pursuit of equitable growth.

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