Empowering Marginalised Women in India: Challenges and Measures

Women in India represent one of the largest sections of marginalized workers, particularly in rural areas where they face multiple layers of economic and social disadvantage. While constituting nearly half of the population, their participation in the formal workforce remains disproportionately low, with female labor force participation standing at around 32.8% in 2021-22, far below the global average. The challenge is not just about numbers but about the quality of work, dignity, and economic security that millions of women lack.

Understanding women’s position in the workforce 🔗

The reality for most working women in India is stark. According to data from the mid-2000s, approximately 96% of the female workforce was engaged in the unorganized sector, where poor working conditions, low wages, and negligible social security are the norm. Rural women, especially those from economically disadvantaged backgrounds, bear the brunt of this marginalization.

These women typically work as agricultural laborers, domestic workers, construction workers, or in home-based industries. Their work is often invisible in official statistics, underpaid, and lacking in legal protections. Women work roughly twice as many hours as men when all forms of labor are counted, yet their economic contribution remains largely unrecognized.

Why women remain marginalized 🔗

Multiple interconnected factors contribute to the persistent marginalization of women workers. Poor working conditions form the foundation of this inequality, with many women employed in hazardous environments without adequate safety measures or occupational health safeguards.

The triple burden 🔗

Women face what experts call a triple burden-managing household responsibilities, caring for children and elderly family members, and working for income. This exhausting combination leaves little room for skill development or advancement in their careers. Traditional gender roles place the primary responsibility for domestic work on women, regardless of their employment status outside the home.

Workplace discrimination and insecurity 🔗

Gender-based discrimination pervades hiring practices, wage structures, and career advancement opportunities. Men typically receive preference for skilled positions and training opportunities, while women are relegated to unskilled or semi-skilled work. This creates a vicious cycle where lack of skills leads to lower wages, which in turn limits opportunities for skill development.

Job insecurity particularly affects women during economic downturns. Without formal contracts or legal protections, women workers are often the first to be laid off when businesses face difficulties. Additionally, workplace harassment and domestic violence create hostile environments that further limit women’s economic participation.

Legislative protections for women workers 🔗

India has enacted several important laws aimed at protecting women’s rights in the workplace. The Equal Remuneration Act of 1976 mandates equal pay for men and women performing the same or similar work and prohibits discrimination in recruitment, promotions, and training. This landmark legislation arose from India’s commitment to international labor standards and constitutional principles of equality.

Other key laws include the Maternity Benefits Act of 1961, which provides maternity leave and related benefits, and the Factories Act of 1948, which contains provisions for women’s health and safety in industrial establishments. These laws represent important steps toward gender equality in the workplace.

The implementation gap 🔗

However, these legislative protections face significant implementation challenges, especially in rural areas and the unorganized sector where most women work. The laws primarily cover formal employment, leaving millions of women in informal work without adequate legal recourse. Enforcement mechanisms remain weak, and many women lack awareness of their legal rights.

Government programs and policy initiatives 🔗

Recognizing the need for comprehensive action, the government has developed multiple programs focused on women’s empowerment. The Department of Women and Child Development, established in 1985 and upgraded to a full Ministry in 2006, serves as the nodal agency for formulating and implementing policies for women’s advancement.

These programs span various sectors including education, health, skill development, and economic empowerment. The approach emphasizes integrated development, recognizing that women’s economic advancement requires addressing multiple dimensions of inequality simultaneously.

Training and employment initiatives 🔗

Government schemes focus on providing training, facilitating self-employment, and offering financial assistance to women entrepreneurs. Programs like the Support to Training and Employment Programme for Women (STEP) aim to upgrade skills and provide employment in traditional and non-traditional sectors.

Microfinance initiatives have played a crucial role in enabling women to start small businesses and gain economic independence. These programs recognize that access to credit is often the primary barrier preventing women from pursuing entrepreneurial activities.

Institutional support and civil society partnerships 🔗

The National Commission for Women, established in 1992, functions as an important statutory body advocating for women’s rights and advising the government on policy matters. It addresses issues ranging from dowry and domestic violence to workplace discrimination and political representation.

At the state level, organizations like Maharashtra’s Mahila Arthik Vikas Mahamandal (MAVIM), founded in 1975, work to empower women through Self-Help Groups and livelihood programs. MAVIM operates across thousands of villages, providing training, credit access, and market linkages to women entrepreneurs.

The SEWA model 🔗

Perhaps the most celebrated example of grassroots empowerment is the Self-Employed Women’s Association (SEWA), founded in 1972 in Ahmedabad by Ela Bhatt. Starting as a trade union for self-employed women, SEWA has grown into a movement with over 3.2 million members across 18 Indian states.

SEWA’s integrated approach addresses multiple dimensions of women’s lives-employment, income, health, childcare, housing, and asset building. Through cooperatives, microfinance, skill training, and collective bargaining, SEWA has demonstrated that organized action can transform the lives of even the most marginalized women workers. The organization provides insurance, runs health services, facilitates market access, and offers literacy programs, creating a comprehensive support system for its members.

Gender budgeting and mainstreaming 🔗

Innovative approaches like gender budgeting aim to ensure that public expenditure addresses women’s needs and promotes gender equality. This involves analyzing how government budgets impact women differently from men and allocating resources accordingly. The observance of International Women’s Day and other advocacy efforts help maintain focus on women’s issues in public discourse.

Challenges ahead 🔗

Despite these efforts, significant challenges remain. The COVID-19 pandemic disproportionately affected women workers, particularly in sectors like domestic work and informal services. Recovery has been uneven, and many women returned to work out of economic necessity rather than expanded opportunity.

The gap between urban and rural women’s workforce participation persists, with rural women facing additional barriers related to mobility, safety, and access to resources. Education levels among women have improved, yet this has not always translated into better employment opportunities, pointing to deeper structural issues in the labor market.

What is needed is not just more programs but better implementation, stronger enforcement of existing laws, and fundamental changes in social attitudes toward women’s work. Affordable childcare, safe working environments, skill development aligned with market needs, and genuine equal opportunity in hiring and advancement are essential.

What do you think? How can society move beyond viewing women’s empowerment programs as welfare measures and recognize them as essential investments in economic growth? What role can communities play in challenging the social norms that limit women’s economic participation?

References

1. https://dge.gov.in/dge/sites/default/files/2023-05/Female_Labour_Utilization_in_India_April_2023_final__1_-pages-1-2-merged__1_.pdf
2. https://ignited.in/index.php/jasrae/article/download/6576/12954/32362
3. https://legalserviceindia.com/article/l432-Condition-of-Women-Working-In-the-Unorganised-Sector.html
4. https://labour.gov.in/womenlabour/equal-remuneration-acts-and-rules-1976
5. https://wcd.nic.in/about-us/about-ministry
6. https://en.wikipedia.org/wiki/National_Commission_for_Women
7. https://www.womenchild.maharashtra.gov.in/en/mahila-arthik-vikas-mahamandal
8. https://www.sewa.org/