Breaking Barriers: The Need for Gender-Sensitive Policies in India’s Private Sector

  

Breaking Barriers: The Need for Gender-Sensitive Policies in India’s Private Sector

Rahul Ramya

09.02.2025

Patna, India

In the heart of North India, where the Ganges flows serenely and the Himalayas stand tall, lies a paradox that many of us witness daily but seldom address: the underrepresentation of women in our workforce. Despite the strides our nation has made, a significant number of our mothers, sisters, and daughters remain absent from the economic sphere, a reality that not only limits their potential but also hampers our collective progress.

The Current Landscape

Recent data indicates a promising rise in women’s labor force participation in India, climbing from 21.6% in 2018-19 to 35.6% in 2023-24. However, this increase is predominantly in unpaid and self-employed roles in rural areas, highlighting a persistent scarcity of quality employment opportunities for women beyond their homes. 

Challenges We Face

 1. Safety Concerns: In many of our towns and cities, the fear for personal safety discourages women from stepping out for work. Ensuring secure workplaces and safe commuting options is paramount to encourage their participation.

 2. Limited Networks: Traditionally, job opportunities often arise from personal connections. Many women, especially after marriage, find themselves with restricted networks, making job searches challenging. Leveraging digital platforms and community groups can bridge this gap.

 3. Wage Disparities: It’s disheartening to note that women’s wage growth has lagged behind men’s. This disparity diminishes the incentive for women to join or remain in the workforce.

 4. Skill Development: A lack of access to quality training programs limits women’s ability to pursue diverse and higher-paying roles. Initiatives focused on skill enhancement can open new avenues for them.

 5. Hiring Biases: Deep-rooted biases often result in women being overlooked for certain roles or promotions. Addressing these prejudices is crucial for creating an inclusive work environment.

A Call to Action

As a community, it’s upon us to foster an environment where our women feel empowered to contribute economically. This involves not only policy interventions but also a shift in societal attitudes. By supporting women’s education, ensuring their safety, and providing equal opportunities, we can pave the way for a more prosperous and equitable society.

In the tapestry of our nation’s progress, every thread counts. By uplifting our women, we strengthen the very fabric of India, ensuring a brighter future for all.

This above inference is made on the basis of blogs of the world Bank . However there are more nuanced variables as well which don’t work for women participation in economic workforce. A few of them are discussed here.

The Hidden Barrier to Women’s Economic Participation: Unsafe Commuting in North India

In the bustling streets of North India, from the crowded lanes of Delhi to the heartlands of Uttar Pradesh and Bihar, one pressing issue silently holds back countless women from stepping into the workforce—the fear of unsafe commuting. While workplaces are gradually becoming more inclusive and safer, the journey to and from work remains fraught with dangers that many women, and their families, are unwilling to risk.

The Everyday Struggle: More Than Just an Inconvenience

For many North Indian women, stepping out of the house to work is not just a matter of career choice but a battle against deep-rooted safety concerns. Public transportation, shared autos, and even walking on dimly lit roads can be a nightmare, with incidents of eve-teasing, molestation, and even sexual violence making headlines far too often.

   •   Eve-teasing is rampant: Many women face daily harassment—lewd comments, unwanted advances, and inappropriate touching—especially in crowded buses, metro stations, or narrow streets.

   •   Fear of extreme violence: The chilling memories of past cases, like the Nirbhaya incident, still haunt women and their families, reinforcing the idea that traveling alone, especially after dark, is a risk not worth taking.

   •   Lack of reliable and safe transportation: Overcrowded buses, poorly lit railway stations, and unreliable last-mile connectivity make commuting an ordeal, forcing women to either depend on male family members or simply give up on their aspirations.

Why This Problem Matters for Economic Growth

Unsafe commuting isn’t just a women’s issue—it’s an economic issue. When half the population is unable to access jobs due to safety concerns, the country loses a vast pool of talent. Families, fearing for their daughters’ and wives’ safety, often restrict their movement, resulting in:

   •   Lower female workforce participation, particularly in urban areas.

   •   Fewer women in formal jobs that require regular commuting.

   •   A widening gender pay gap, as women often opt for lower-paying, home-based work to avoid travel risks.

What Needs to Change?

If we truly want to empower women in North India, safe commuting should be a top priority. Some crucial steps include:

 1. More women-friendly public transport: Reserved seats, separate coaches in metros, and increased presence of female conductors and security personnel.

 2. Stronger policing and surveillance: More CCTV cameras in buses, autos, and railway stations, coupled with fast-track courts to punish offenders swiftly.

 3. Affordable, reliable last-mile connectivity: Safe cab services, well-lit streets, and women-only auto-rickshaws can significantly reduce risks.

 4. Community awareness and bystander intervention: Encouraging men and society at large to actively intervene when they witness harassment instead of staying silent.

 5. Flexible work policies: Companies and government offices should offer flexible work hours and transport support to female employees.

For a North Indian woman, the challenge isn’t just about finding a job—it’s about reaching it safely. If we truly want women to contribute to our economy, we must break the shackles of fear that unsafe commuting creates. Until a woman feels safe on the streets of her own city, equality in the workforce will remain a distant dream.

The Distant Dream: Why Women Avoid Jobs Away from Their Hometowns

In India, especially in North India, women’s employment choices are shaped by more than just qualifications or availability of jobs. One of the biggest reasons why women hesitate to take up work opportunities in distant cities is the emotional, social, and logistical burden of living alone. While safety remains a critical concern, the challenges go beyond just personal security—loneliness, isolation from family, and managing both work and household responsibilities alone make employment away from home a difficult choice.

The Challenge of Living Alone: A Reality Many Women Fear

For many working women, moving to another city for a job means leaving behind their families, support systems, and the comfort of a familiar environment. Unlike men, who can often adjust quickly or find companionship in friends, women face unique struggles:

 1. Safety Concerns in Rented Housing

      •   Finding a safe and affordable place to live in an unfamiliar city is difficult.

      •   Many landlords impose unnecessary restrictions on single women, making it even harder to find suitable accommodation.

      •   Traveling alone in a new city for work and daily chores increases vulnerability to harassment.

 2. Loneliness and Social Isolation

      •   Unlike traditional joint families where women are surrounded by relatives, moving away means spending most of the time alone.

      •   Indian families are shrinking, meaning there are often no relatives or siblings who can move with them.

      •   Without emotional support, stress and homesickness can affect both mental well-being and work performance.

 3. The Double Burden: Work and Household Responsibilities

      •   Women are still expected to manage cooking, cleaning, and other chores, even after a long day at work.

      •   In their hometowns, family members often share these responsibilities, but in a distant city, everything falls on their shoulders.

      •   Hiring help isn’t always an option, as it adds financial strain and safety concerns.

 4. Limited Social Integration

      •   Unlike men, who find it easier to socialize outside work, women often face restrictions from landlords and social norms about going out alone.

      •   Making friends in a new city can be difficult due to work pressures and lack of familiar community networks.

Why Families Prefer Local Jobs for Women

Given these challenges, most Indian families prefer that their daughters, wives, and sisters work in or near their hometowns. This allows:

   •   Better safety and support: Families can ensure their daughters commute safely instead of living alone.

   •   Emotional well-being: Women stay connected to their loved ones, reducing the mental stress of loneliness.

   •   Work-life balance: Household responsibilities are shared, preventing burnout.

   •   Cultural and social stability: Women remain within familiar traditions and community structures, avoiding the isolation of a new city.

The Need for Change: How Can We Support Women Who Work Away from Home?

While it may not be possible to create job opportunities in every small town, steps can be taken to make distant employment more feasible for women:

 1. Hostels and Housing Support

      •   Safe, affordable housing for working women should be provided by both governments and private companies.

      •   More women-only hostels and PGs should be developed with proper security.

 2. Flexible Work Arrangements

      •   Companies should offer remote or hybrid work options, so women don’t have to relocate unnecessarily.

      •   Work-from-home models should be expanded where possible.

 3. Better Social Support Networks

      •   Companies can create women’s support groups to help new employees settle in.

      •   Cultural and recreational activities should be promoted to help women integrate into new environments.

 4. Household Support Initiatives

      •   Affordable domestic help should be made accessible to reduce the double burden on women.

      •   Company-run daycare centers can help working mothers manage childcare while working in a different city.

Conclusion

For Indian women, the challenge of working far from home is not just about employment—it’s about survival in an unfamiliar world without the safety net of family and community. If we want more women to join the workforce, it is essential to address their fears, provide them with secure housing, support their social integration, and ease their domestic responsibilities.

Until then, women will continue to reject distant job opportunities—not because they lack ambition, but because the challenges of living alone in a new city remain too overwhelming to overcome.

In India, women’s participation in the workforce is significantly influenced by life events such as marriage, pregnancy, childbirth, and child-rearing. These milestones often present challenges that impede women’s professional growth, exacerbated by inadequate maternity benefits in both public and private sectors.

Impact of Marriage and Motherhood on Employment

Marriage and motherhood often lead to a decline in women’s labor market participation. A study focusing on rural India found that marriage leads to a significant decline in women’s labor market participation. https://www.adb.org/sites/default/files/publication/1015171/ewp-757-marriage-motherhood-women-employment-india.pdf?utm_source=chatgpt.com 

Challenges in Child Rearing and Maternity Benefits

The responsibilities of child-rearing, coupled with insufficient maternity benefits, further hinder women’s employment. The Maternity Benefit (Amendment) Act of 2017 extended paid maternity leave from 12 to 26 weeks for women in the organized sector. However, this legislation primarily benefits women in formal employment, leaving a vast majority in the informal sector without adequate support. https://www.ijsr.net/archive/v12i5/SR23520205435.pdf?utm_source=chatgpt.com 

Moreover, the implementation of maternity benefits is inconsistent. A report by the Labour Bureau highlighted that out of 89,013 factories covered by the Act, only 28,535 (32.06%) submitted returns regarding maternity benefits, indicating gaps in compliance and awareness.  https://labourbureau.gov.in/uploads/pdf/Report_MBA_2020.pdf?utm_source=chatgpt.com

Marriage, pregnancy, childbirth, and child-rearing significantly impact women’s employment in India. The challenges are compounded by inadequate maternity benefits and inconsistent implementation of supportive policies. Addressing these issues requires comprehensive strategies, including policy reforms, effective implementation of existing laws, and societal shifts to support women’s dual roles in the workplace and at home.

Caste-Based Pride and the Subjugation of Women in Upper-Caste Families

In many parts of North India, caste-based pride and notions of family prestige continue to be deeply tied to the control and subjugation of women. Among upper-caste families, the honor of the family is often linked to the behavior, mobility, and choices of women, leading to severe restrictions on their education, employment, and personal freedom. This mindset not only curtails women’s potential but also hinders social and economic progress.

The Burden of ‘Honor’ and Caste Supremacy

Historically, upper-caste families have upheld their status by maintaining rigid social structures, in which women’s roles are strictly defined. Some of the key ways in which caste pride translates into female subjugation include:

 1. Restrictions on Mobility and Employment

      •   Many upper-caste families believe that women working outside the home is a sign of financial weakness, which damages their status.

      •   Women in these families are often discouraged or even forbidden from taking jobs, especially in fields considered ‘lowly’ or beneath their caste status.

      •   Even when women are educated, they are often pressured into careers like teaching, which align with ‘respectable’ roles rather than positions of power in corporate or political spaces.

 2. Control Over Marriage and Personal Choices

      •   Caste-based marriages are strictly enforced to maintain ‘purity’ within the community. Love marriages, especially inter-caste ones, are often met with severe backlash.

      •   Many women face honor-based violence or social ostracization if they attempt to marry outside their caste.

      •   The emphasis on marrying into ‘reputable’ families results in early marriages, forcing many women to abandon their education and career aspirations.

 3. Limited Decision-Making Power

      •   In traditional upper-caste households, women’s opinions on financial and social matters are often disregarded.

      •   Sons are given the authority to make important family decisions, while daughters are expected to obey and conform.

      •   The idea that women should prioritize family over personal ambition is ingrained from childhood, discouraging them from aspiring to leadership roles.

 4. The Role of ‘Purity’ in Gender Subjugation

      •   The upper-caste obsession with purity and dignity places an unfair moral burden on women, holding them responsible for upholding the family’s honor.

      •   Any deviation from traditional norms—such as wearing modern clothes, traveling alone, or interacting freely with men—invites severe criticism or even punishment.

The Need for Change

Despite these deeply ingrained beliefs, change is happening—but at a slow pace. Women from upper-caste families who defy these restrictions often face resistance, but their courage is paving the way for others.

To dismantle caste-based gender oppression, the following steps are crucial:

   •   Encouraging education beyond just degrees: Many upper-caste women receive education, but only as a status symbol before marriage. Education should be a tool for empowerment, not just a formality.

   •   Breaking the association between honor and women’s choices: Society must shift away from the toxic belief that a family’s respect depends on how obedient and reserved its women are.

   •   Promoting financial independence: More women need to step into economic and decision-making roles, challenging the notion that men are sole providers and protectors.

   •   Legal and social support for inter-caste and love marriages: Laws exist to protect women from honor-based crimes, but stronger enforcement and societal acceptance are needed.

Caste-based pride should not come at the cost of women’s freedom. True progress lies in breaking these outdated notions and allowing women to define their own paths, beyond the constraints of caste, family honor, and social expectations. Only then can society move towards true equality and empowerment.

In India, the private sector, including some of the nation’s largest corporations, often falls short in implementing gender-sensitive policies that support female employees. Despite public commitments to gender equality, many companies lack the necessary infrastructure and provisions to ensure women’s safety, well-being, and career progression, particularly concerning maternity benefits and post-maternity retention.

Inadequate Supportive Infrastructure

Many private sector companies do not provide essential facilities such as safe transportation, secure housing options, or on-site childcare services, which are crucial for female employees. The absence of these supports can deter women from joining or remaining in the workforce, especially after significant life events like marriage or childbirth.

Maternity Benefits and Retention Challenges

The Maternity Benefit (Amendment) Act of 2017 mandates 26 weeks of paid maternity leave for women in the organized sector. However, compliance is inconsistent, and many employers view maternity leave as a financial burden. A study highlighted that over 12 million women across various sectors might face employment challenges due to the perceived costs associated with maternity leave, leading some employers to prefer hiring men or unmarried women to circumvent these expenses. https://www.businessinsider.in/indian-companies-arent-hiring-women-to-avoid-maternity-leave-liability-study/articleshow/64749016.cms 

Furthermore, retaining women post-maternity remains a significant challenge. While companies like Infosys have reported an 89% return-to-work rate among women after maternity leave, such examples are exceptions rather than the norm. Many organizations lack policies or programs to facilitate the reintegration of women into the workforce after childbirth, resulting in a higher attrition rate among female employees.  https://www.infosys.com/about/esg/social/employee-wellbeing/build-balance-workforc-future.html

Discriminatory Hiring Practices

There have been instances where companies have exhibited discriminatory hiring practices to avoid maternity-related liabilities. For example, a Reuters report revealed that Foxconn, a major electronics manufacturer, excluded married women from assembly jobs at its plant in southern India, although this ban was lifted during high-production periods. Such practices highlight the reluctance of some employers to invest in long-term support for female employees.  https://www.reuters.com/world/india/india-watchdog-faults-probe-foxconn-hiring-orders-new-inquiry-2025-01-23/

Despite ideological commitments to gender equality, the Indian private sector often lacks the supportive infrastructure and policies necessary to retain and empower female employees, particularly after marriage and maternity. Addressing these gaps requires a concerted effort to implement comprehensive gender-sensitive policies, ensure compliance with existing laws, and foster a workplace culture that values and supports women throughout all stages of their careers.

Conclusion and Policy Recommendations

While India’s private sector has made progress in promoting gender diversity, systemic gaps in infrastructure, maternity benefits, and retention policies continue to hinder women’s long-term participation in the workforce. To bridge these gaps, companies must adopt comprehensive gender-sensitive policies that go beyond ideological commitments and translate into actionable frameworks.

1. Mandatory Workplace Infrastructure: Companies, especially large corporations, should be required to establish safe transportation services, secure hostels for female employees, and childcare facilities. Government incentives, such as tax benefits or subsidies, can encourage compliance.

2. Strengthening Maternity and Parental Benefits: Instead of viewing maternity leave as a financial burden, companies should adopt flexible work arrangements, work-from-home options, and phased return-to-work programs for new mothers. Expanding paid paternity leave will also help distribute childcare responsibilities more equitably, reducing bias against hiring married women.

3. Stronger Anti-Discrimination Policies: The government should enforce strict penalties for companies that discriminate against women in hiring and retention due to maternity concerns. Transparency in corporate hiring practices and regular audits can help ensure fair recruitment policies.

4. Career Growth and Skill Development Initiatives: To retain women post-maternity, companies should offer re-skilling programs, mentorship initiatives, and leadership training to help them reintegrate into the workforce smoothly.

5. Government and Corporate Collaboration: Public-private partnerships can be established to create gender-sensitive workplace standards and share best practices across industries. A dedicated corporate gender equality index can help monitor and rank companies based on their commitment to women’s workforce participation.

By implementing these policies, India’s private sector can create an inclusive and equitable work environment that not only empowers women but also strengthens the nation’s economy. A truly progressive workforce is one where women are not forced to choose between career and family, but rather, are given the support they need to thrive in both.