When considering the array of 51 optional subjects for the UPSC Mains Examination, Sociology consistently stands out as a top choice. Its inherent appeal lies in its accessibility and intriguing exploration of humanity and society, catering even to students from Science and Commerce backgrounds. With a well-defined UPSC sociology syllabus comprising only 13 units, Sociology can be comprehensively covered within 4 to 5 Month Comprehensive “Foundation to Finale” Classroom Programme, Many of Our Sociology Foundation Course Students have Cleared CSE 2023- Kajal Singh, First Attempt (Age 22) Mahi Sharma, First Mains (Age 23), Anand Sharma First Mains and Many Others. Previously also Many students like IAS Pradeep Singh, IAS Ashish, IPS Bindu Madhav, IPS Aparna Gautam, IPS Shahnaz Illyas got Success in CSE in First Attempt with Sociology Optional.

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Need for a Policy on Female Labour Force Participation

The Union Government is formulating a policy to boost female labor force participation by promoting the care economy and addressing gender disparities in unpaid work. The initiative seeks to empower women by reducing their caregiving burden and creating opportunities for employment.

A key challenge lies in the fact that women in India spend an average of 5.6 hours daily on care giving duties, significantly restricting their ability to pursue work, education, or leisure activities. The policy aims to tackle these barriers and foster greater gender equality in the workforce.

Care economy

The care economy encompasses economic activities focused on providing care, both paid and unpaid, to meet the needs of current and future populations.

Key aspects include:

• Direct Care: Activities like feeding a baby.
• Indirect Care: Tasks such as cooking, cleaning, healthcare, education, and other personal and domestic services.

To address care giving challenges, the government is exploring initiatives such as:

• A core skilling package for caregivers of children.
• Provision of childcare facilities for women in the informal sector, including workers under the National Rural Employment Guarantee Scheme (NREGS).
• The Ministry of Women and Child Development is already implementing the Palna Scheme (National Programme on Anganwadi-cum-Crèche), offering daycare services for children of working parents. As of now, 1,000 Anganwadi crèches are operational under this program.

Female Labour Force Participation (FLFPR) Rate

The Female Labour Force Participation Rate (FLFPR) measures the proportion of women aged 15 years and above who are either employed or actively seeking employment.

Key Trends in FLFPR:

National Trends: According to the Periodic Labour Force Survey (PLFS) 2022-23, the FLFPR for women aged 15 years and above increased significantly from 23% in 2017-18 to 37% in 2022-23.

Rural Areas:

• In 2021-22, 36.6% of rural women aged 15 years and above participated in the labour force, compared to 78.2% of rural men.
• The rise in rural FLFPR is largely attributed to increased involvement of women in agriculture and allied activities.

Urban Areas:

• In 2021-22, 23.8% of urban women aged 15 years and above participated in the labour force, as against 74.7% of urban men.
• Regional Disparities: Only four states have FLFPR rates below 25%—Assam, Bihar, Haryana, and Delhi—with Delhi recording the lowest rate at 14.8%.

Insights from the World Bank:

Impact of Marriage:

• Women in India experience a sharp decline in labour force participation post-marriage.
• Female employment rates drop by 12 percentage points after marriage (nearly one-third of the pre-marital employment rate), even in the absence of children.
• These trends underscore the challenges and opportunities in enhancing women’s participation in India’s workforce.

Necessitating Factors for a National Policy on Female Labour Force Participation (FLFP) in India

1. Burden of Unpaid Care Work

• Women disproportionately shoulder the responsibility of unpaid care work, including childcare, elder care, and household chores.
• This work is often undervalued and unrecognized as formal labour, limiting women’s ability to engage in paid employment.

2. Societal Norms and Cultural Expectations

• Traditional gender roles in India assign household and caregiving duties to women, while men are seen as primary earners.
• These societal norms often restrict women’s opportunities to join or remain in the workforce.

3. Limited Access to Education

• Many girls face barriers to education due to poverty or familial responsibilities, leading to early school dropouts.
• A lack of education curtails skill development, employment prospects, and earning potential.
• While more women are now pursuing higher education, this can delay workforce entry, and cultural pressures may still lead them to exit the workforce after completing their studies.

4. Health-Related Challenges

• Health issues, particularly for older women, can reduce productivity and contribute to the low Female Labour Force Participation Rate (FLFPR).

5. Limited Job Opportunities

Women face discrimination in the job market, with fewer opportunities available to them, particularly in sectors like technology and finance.

6. Safety Concerns

Concerns about personal safety, harassment at the workplace, and risks during commutes discourage women from seeking employment outside the home.

7. Lack of Supportive Policies

The absence of enabling policies, such as parental leave, affordable childcare, and flexible work arrangements (especially in the informal sector), hampers women’s ability to balance work and family responsibilities.

8. Economic Implications

• According to the IMF, India’s GDP could increase by 27% if women’s workforce participation matched that of men.
• Recognizing this potential, the central government is working to address these barriers and improve the FLFPR.

A focused national policy on FLFP is essential to address these challenges and create an inclusive, gender-equitable workforce.

Government Initiatives to Improve Female Workforce Participation

1. For Survival and Education of Females

Beti Bachao Beti Padhao Scheme:
Aims to create awareness about the importance of educating girl children and addresses the declining child sex ratio. The initiative seeks to raise social awareness and improve the delivery of welfare schemes for girls.

National Education Policy (NEP), 2020:
Focuses on gender equity and ensuring equitable access to quality education for all, with particular emphasis on Socially and Economically Disadvantaged Groups (SEDGs).

2. For Safe and Convenient Accommodation

Working Women Hostel:
Addresses the challenge of safe and convenient housing for working women by providing well-located accommodations with daycare facilities for their children. The scheme is targeted at urban, semi-urban, and rural areas where employment opportunities exist for women.

3. For Supporting Women Affected by Violence

• One Stop Centre (OSC) and Universalisation of Women Helpline:
• OSCs provide integrated support and assistance to women affected by violence in private and public spaces. Each state and union territory is mandated to establish at least one OSC.
• The Women Helpline (WHL) offers a 24-hour response to women affected by violence, linking them to appropriate authorities such as police, OSCs, and hospitals. It also provides information on government schemes and programs.

4. Codification of Labour Laws to Harmonize the Needs of Workers and Employers

• Labour Codes:
  The four Labour Codes—Code on Wages, 2019, Industrial Relations Code, 2020, Code on Social Security, 2020, and Occupational Safety, Health and Working Conditions Code, 2020—streamline labour laws to harmonize the needs of workers, job seekers, and employers.
• These reforms aim to simplify definitions, reduce duplications, and increase transparency and accountability in enforcement.
• They also facilitate the use of technology, promote enterprise creation, and catalyze employment opportunities.

5. Ensuring Equal Opportunities and a Safe Work Environment

• Maternity Benefit (Amendment) Act, 2017:
  Increases paid maternity leave from 12 to 26 weeks, mandates crèche facilities in establishments with 50 or more employees, and allows women to work night shifts with adequate safety measures.
• Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013:
  Provides protection against sexual harassment in the workplace and establishes mechanisms for preventing and addressing complaints.

6. Promoting Entrepreneurship

Female Entrepreneurship Schemes:
Initiatives like MUDRA, Stand Up India, and Mahila e-Haat promote entrepreneurial opportunities for women.

• Rashtriya Mahila Kosh:
  Offers micro-credit at concessional rates to women for livelihood and income-generating activities.
• Prime Minister’s Employment Generation Programme (PMEGP):
  Provides women entrepreneurs with subsidies of 25% in urban areas and 35% in rural areas for setting up businesses.

7. Proposed Measures to Further Improve Female Work Participation

National Women’s Urban Employment Guarantee Act (WUEGA):
A proposed policy to enhance female workforce participation by incorporating:

• Women comprising at least 50% of program management staff.
• Decentralized management and community involvement.
• Provisions for childcare at work sites.
• Free public transportation for women.
• Work availability within a 5-kilometer radius of their residence.

By addressing these challenges, these government initiatives aim to create a supportive and inclusive environment that fosters increased female workforce participation across sectors.

 These strategies can contribute to meeting goals of SDG 1 (end poverty); SDG 3 (ensure healthy lives); SDG 4 (ensure inclusive and equitable quality education); SDG 5 (achieve gender equality) etc.

The End of the Blog: Need for a Policy on Female Labour Force Participation